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Safe Recruitment

Our Safe Recruitment Policy

The following safe recruitment policy applies to all staff members that are currently working for Our ICT, in addition to any third party contractors that are chosen to provide services on behalf of Our ICT.

Policy Overview

Our ICT is the trusted partner of education authorities located across London and the Home Counties. As an employer, it is our priority to enforce an internal safe recruitment policy in order to safeguard and promote the welfare of children.

We have implemented a series of processes which reinforce our commitment to recruiting only trusted, competent members of staff with previous experience of working in an educational environment

Safer recruitment practice is applied at all stages of the recruitment process:

Safe Recruitment

DBS Checks

All potential candidates and existing staff members are subject to Disclosure and Barring Service Checks (DBS), previously known as CBR checks. These checks are required certain jobs or voluntary work, including working with children or healthcare.

What Do We Check?

  • Spent and unspent convictions, cautions, reprimands, final warnings
  • Any additional information held locally by police forces that’s reasonably considered relevant to the post applied for
  • A check of the appropriate DBS barred lists

Our ICT retains a record of all staff DBS certificates in addition to internal recruitment assessment documentation. Our ICT will provide a copy of staff DBS certificates to existing customers upon request.

The Recruitment Process.


All online or printed recruitment advertising undertaken by Our ICT will refer to our safer recruitment policy. All advertisements will highlight the importance placed on the safer recruitment policy and the rigorous candidate selection process that is enforced by Our ICT.

The person specification highlighted in recruitment advertising will include:

  • Minimum qualifications and experience required for the role
  • Any demonstrable qualities and competencies required for the role


Any employment application forms will request:

  • Full personal information
  • A full history of employment since leaving school – this includes including all start and end dates and reasons for leaving and explanations for gaps in employment
  • Qualifications –  academic and/or vocational
  • A declaration of any known convictions – including cautions or bind-overs, spent or unspent

Curriculum Vitae.

A Curriculum Vitae is required, but is not accepted in place of an application form because it will only contain information the applicant wishes to disclose.


Our ICT will always request a minimum of two professional and character references, with one reference from the most recent employer.

When appropriate, Our ICT will request a reference from an additional employer if the applicant is not currently working with children, but has done so in a previous role.

References should include:

  • Relationship details – how long the referee has known the candidate and in what capacity
  • Position held – including dates
  • Reason for leaving
  • Details of any known criminal convictions
  • Abilities of working with children and young people in an educational environment
  • Competencies and skillset demonstrated
  • Strengths and weaknesses
  • Any previous disciplinary issues or ongoing investigations
  • Sickness record

Incomplete applications will not be accepted. We will also any further information relating to allegations or concerns raised that relate to the safety or welfare of children and young people.

Requested Documentation.

All potential candidates will be asked to provide the following documentation:

  • Proof of identity – a full birth certificate, passport or photo card driving license
  • Address verification – in the form of a utility bill or bank statement
  • Proof of right to work in the UK (if required)
  • Verification of qualifications

Medical Fitness

  • All potential candidates will be required to complete a medical questionnaire
  • Potential candidates must possesses an appropriate level of physical and mental fitness required to work in the education sector before any appointment offer is confirmed
  • Where appropriate, a doctor’s medical report may be requested

The Interview Process.

Our ICT will ask a series of questions that are in relation to the position advertised. A series of competence tests will be conducted in order to assess the candidate’s skills and abilities.

We will also ask a series of questions that relate to the candidates attitude towards children and young people. Candidates will also be tested on their knowledge of the education sector and previous experiences with technology in education.