SAFER RECRUITMENT POLICY

PURPOSE

The Diyafah International School safer recruitment policy is an essential element in creating and maintaining a safe and supportive environment for all students, staff, and others within the community and aims to ensure both safe and fair recruitment and selection of all staff.

The aim of the Safer Recruitment policy is to help deter, reject, or identify people who might abuse children or are otherwise unsuited to working with them by having appropriate procedures for appointing staff.

Diyafah International School is committed to using procedures that deal effectively with those adults who fail to comply with Diyafah International School’s safeguarding and child protection procedures and practices.

ROLES & RESPONSIBILITIES

PROCEDURE

1. Identifying Vacancy
   
   Vacant posts shall be advertised externally as well as internally. The HR identifies the vacancy and starts looking out for the best people for the position. The HR typically discusses the role with the department headsand works to learn more about the position. They discuss the type of person they are looking for, beneficial skills and the desired experience level.
    
2. Vacancy Authorisation Form
   
   The HR fills a vacancy authorisation form which includes all details regarding the vacancy and gets an approval for the same from the principal or the senior leadership team.
    
3. Posting
   
   Once the HR receives approval through the Vacancy Authorisation Form from the Principal and the management, the HR will post the vacancy on the external platforms as well as circulate it internally.
    
4. Screening
   
   After posting the vacancy on various platforms and circulating internally the HR receives the CV’s and starts the screening process in order to ensure if the person has valid academic qualifications and other prerequisites which are necessary for the desired vacancy.
    
5. Application review Form
   
   The HR needs to send an application review form to the shortlisted applicants. The shortlisted applicants need to fill up the Application Review Form which consists of the basic details of the applicant along with the salary expectations and previous experience details.
    
6. Interview
   
   Shortlisted applicants are invited to attend a formal interview at which their relevant skills and experience will be discussed in more detail. Formal interviews will have a panel of one member from the management or the principal and the HR. The HR will complete the safeguarding and compliance interview which includes any gaps in education / employment. The Head of HR will question the detail of any disclosure made.
    
7. Interview Assessment Form
   
   Full notes of interview should be made for all appointments, signed, dated and returned to the HR department. The Interview Assessment Form contains observations and suggestions in detail from the interviewer which helps to identify the potential and eligible candidate foe the respective vacancy.
    
8. References
   
   Two professional references must be provided. Both these references should be the Line manager and/ principal of the most recent employer of the candidate. These references should always be sought and obtained directly from the referee, where possible in writing, and their purpose is to provide objective and information to support the appointment decision. Where possible references will always be sought prior to the main interview. Any discrepancies or anomalies obtained via reference must be followed up. Direct contact by telephone is required with each referee to verify the reference. The school will compare any information provided by the referee with that provided by the candidate on the application form. Any inconsistencies must be discussed with the candidate.
    
9. Employment Checks
   An offer of appointment will be conditional on a series of employment and background checks being successfully completed. An offer letter will be issued clearly stating that failure to comply with the checks will result in the offer being withdrawn.
   
   All Successful candidates will be required to:
   1. Provide proof of identity
   2. Provide Criminal Background Checks or equivalent covering any country they have lived and worked in during the last 10 years.
   3. Provide actual certificates of qualifications
   4. Provide proof of eligibility to live and work in the country of employment
       
10. Medical Fitness
    
    Once a conditional offer of employment has been made the school will require all successful staff to complete a medical questionnaire and declaration, where there is a concern which is above the school’s medical understanding, have an Occupational Health medical prior to taking up the post.
     
11. Induction
    
    All staff members who are new to the school will receive information on the school’s safeguarding policy and procedures and guidance on safe working practices which would include guidance on acceptable conduct/behaviour. These expectations will form part of new staff members’ induction training.
    
    The induction will consist of:
    1. HR Induction
    2. IT Induction
    3. ERP Induction
    4. Health & Safety Induction
    5. Department wise Academic Induction.

EQUAL OPPORTUNITIES

Diyafah International School promotes employment practice designed to eliminate discrimination. Therefore, our aim is:

To ensure that no job applicant receives less favourable treatment on the grounds of age, disability, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex.

All job applicants will be treated equally and fairly in the recruitment process as stated in this policy.

The successful applicant will be recruited and trained based on ability, experience, and skill to undertake the job successfully as defined within the job description and person specification.

CHILD SAFEGUARDING POLICY

All staff must understand and commit to safeguarding and promoting the welfare of the children when carrying out their duties.Child Protection training sessions will be held regularly within the school, for all staff and regular safeguarding and child protection updates issued, as required but at least annually. The staff will be provided with a copy of the Child Safeguarding Policy and are expected to strictly abide by the policy.

CONTRACTED STAFF

The contracted staff or company will be required to provide a current criminal background check or equivalent for the country they are working in for every member of their staff working in the school or a letter confirming that they have these on file and will be kept updated every three years.

ERP

The ERP is an electronic record maintained by the HR. This is a confidential electronic register and managed by the Principal/CEO and the HR; overseen by the Chairman & School Manager. This electronic register must be easily accessible and available for inspection. This record contains of information of all active as well as inactive employees along with new joiners and expected new joiners.

PROBATIONARY PERIOD

All new staff will be closely monitored with timely performance management measures in place. New starters are subject to a probationary period, for standard staff this is for a period of 6 months. The probationary process ensures that following an appointment, employees are given the necessary support and guidance to enable them to reach the required standard by the end of the probationary period. The probationary period can also ensure a successful induction of employees into their new role. Managers are responsible for monitoring their employee's conduct and performance closely and agreeing a strategy to overcome any shortcomings in a formalised setting, if appropriate.

SUMMARY

In summary through this policy the school will ensure that our recruitment processes, when recruiting to any roles, includes the use of:

• Clear, well-defined job descriptions.
• Full and complete application forms from potential candidates.
• "Self - disclosure" forms for the purpose of disclosing convictions early in the recruitment process.
• Full face to face interviews where possible, conducted by staff trained in recruitment and safeguarding awareness.

As part of the safe recruitment, we will request:

1. Self-Introductory Application Form
2. Staff Data Application Form
3. Health Questionnaire
4. Work Health Declaration
5. Fit to work certificate.
6. Experience Letter/Employment Certificate from your current and previous employer
7. Police Clearence Certificate
8. A minimum of two checkable references, with one from the most recent employer, obtained directly by the recruiting organisation.
9. Updated ERP records of all new joiners as well as old employees.
10. An appropriate and monitored new starter process and well-defined induction.
11. A clear code of conduct which is communicated to new starters.

REVIEW

This policy was last reviewed on 1st October 2023. It will be reviewed and updated on an annual basis by the management.