Our Compliance Standards

Grade A Recruitment has strict compliance, vetting and safeguarding procedures which we apply to all our teachers and support staff before we send them to schools.

We send you confirmation of teacher checks and Photo ID for each individual teacher or support staff before we send them to your school.

• A face to face interview

• Enhanced DBS certificate

• Barred List (checked every 6 months)

• Identification check

• Proof of address

• Right to work in the UK

• National Insurance number

• Qualifications verification – sight of originals or verification with the issuing institution

• CV check – CVs must be complete and any gaps must be accounted for.

• NCTL (National College for Teaching and Leadership) check

• Medical History – completed for all teachers and support staff

• References – a minimum of two References, one covering last teaching position

• We issue all our teaching staff with section one of safeguarding guidance from Keeping Children Safe In Education

Equal Opportunities and Diversity Policy

Grade A Recruitment Ltd embraces diversity and aims to promote the benefits of diversity in all our business activities. We seek to develop a business culture that reflects that belief. We will expand the media in which we recruit to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their own diversity targets. 

Grade A Recruitment Ltd is committed to diversity and will promote diversity for all employees, workers, and applicants. We will continuously review all aspects of recruitment to avoid unlawful discrimination. Grade A Recruitment Ltd will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) which are age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We will not discriminate on the grounds of an individual’s membership or non-membership of a Trade Union. All staff have an obligation to respect and comply with this policy. Grade A Recruitment Ltd is committed to providing training for its entire staff in equal opportunities and diversity. Grade A Recruitment Ltd will avoid stipulating unnecessary requirements which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements for a role.

Grade A Recruitment Ltd will not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Grade A Recruitment Ltd will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications, and ability to perform the relevant duties for the role. 

For a detailed copy of Grade A Recruitment Equal Opportunities and Diversity Policy please contact the office.

 Recruitment of ex-offenders Policy

• In addition, employers will no longer be able to take an individual’s old and minor cautions and convictions into account when making decisions.

• All cautions and convictions for specified serious violent and sexual offences, and other specified offences of relevance for posts concerned with safeguarding children and vulnerable adults, will remain subject to disclosure. In addition, all convictions resulting in a custodial sentence, whether suspended, will remain subject to disclosure, as will all convictions where an individual has more than one conviction recorded.

• As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), Grade A Recruitment complies fully with the code of practice and undertakes to treat all applicants for positions fairly

• Grade A Recruitment undertakes not to discriminate unfairly against any subject of a criminal record check based on a conviction or other information revealed.

• Grade A Recruitment can only ask an individual to provide details of convictions and cautions that Grade A are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended)

• Grade A Recruitment can only ask an individual about convictions and cautions that are not protected.

• Grade A Recruitment is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

• Grade A Recruitment has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process.

• Grade A Recruitment actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records.

• Grade A Recruitment select all candidates for interview based on their skills, qualifications and experience

• an application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts, and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position

• Grade A Recruitment ensures that all those in Grade A who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences

• Grade A Recruitment also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974

• at interview, or in a separate discussion, Grade A Recruitment ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment

• Grade A Recruitment makes every subject of a criminal record check submitted to DBS

• Grade A Recruitment undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

As members of the REC we ensure we maintain the highest levels of compliance for our schools and teaching staff.
https://www.rec.uk.com/

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