1. SAFER RECRUITMENT FOR INTERVIEWERS ON SCHOOL RECRUITMENT PANELS

2. The presenters Maureen Cooper, Director Caroline Sheffield, HR Administrator 2

3. Three Levels of EPM Safer Recruitment Interviewer Training: Level 1 – EPM Webinar. This is complimentary and a letter confirming attendance will be issued Level 2 –EPM Webinar plus online assessment which will be certificated and cost £25 + VAT per person. Assessment will take about 20-30 minutes. If you want to complete the assessment email us and we’ll send you a link to the test: saferrecruitment@epm.co.uk Level 3 – One day’s face to face training by Sue Miller which can be at your school. Minimum of 10 attendees and maximum of 20. POA.

4. Keeping Children Safe in Education April 2014 Applies to ALL schools and is STATUTORY. Replaces Safeguarding Children and Safer Recruitment in Education Requirement to ensure that one person on any appointment panel has undertaken safer recruitment training. From September 2014 training no longer needs to be provided by a person approved by the Secretary of State. Adopting safer recruitment practice is an essential feature of the arrangements which organisations need to have in place. See EPM Advice Note 2014 No. 3 Keeping Children Safe in Education June 2014 for further information. 4

5. Objectives of the Training Identify the key features of staff recruitment that help deter or prevent the appointment of unsuitable people. Consider policies and practices that minimise opportunities for abuse or ensure its prompt reporting. Help you begin to review your school’s policies and practices in recruitment with a view to making them safer. NB This webinar is primarily on safer recruitment. EPM provides separate webinars on staff recruitment and selection and equalities. 5

6. The Prevalence of Child Sexual Abuse No concrete evidence of an increase in sexual abuse but there is an increased willingness to speak about it and it receives more media attention Contacts to the NSPCC helpline increased by 15% in 2012/13 compared to the previous year NSPCC 2014 found 1 in 20 children have been sexually abused and over 90% of these were abused by someone they knew Significant consequences for victims/survivors Most risk comes from the home/community but we need to acknowledge and minimise risk from professionals 6

7. NSPCC Statistics 2014 69 child homicides in UK 2012/13 (decrease) 23,663 sexual offences against children recorded by police in UK in 2012/13 7,964 cruelty and neglected offences 2012/13 18.6% of young people aged 11-17 have experienced high levels of abuse or neglect 4.8% of young people experienced contact sexual abuse Number of children subject to child protection plans has been increasing in the UK On average, 1 in 8 schools will deal with an allegation of abuse each year (DfE 2011) 7

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9. Finkelhor - ‘Four Preconditions’ Adapted from:- D Finkelhor Child Sexual Abuse: New Theory & Research 1986 9

10. Case Reviews Vanessa George, Little Teds Nursery 2010 –Nursery recruitment process not robust –No process for reporting safeguarding concerns Nigel Leat, Hillside First School 2013 –Lamentable failure of school management to respond to staff concerns Jeremy Forrest, Bishop Bell C of E School, 2013 –School staff missed repeated opportunities to blow the whistle on inappropriate conduct Emily Fox, Royal Masonic School, 2014 –School had robust recruitment checks and staff discipline policy 10

11. What to look out for Poor impulse control, dislike of children/young people Unresolved authority issues – bullying Poor at managing conflict, lack of self awareness – unresolved personal issues, neediness, dependency, maverick behaviour Poor boundaries around their conduct Lack of work life balance or social support networks Extreme views Ref: Towards Safer Organisations: Using the perspectives of convicted sex offenders to inform organisational safeguarding of children Marcus Erooga, Debra Allnock, Paula Telford 11

12. Stages of Recruitment 12

13. “ For those agencies whose job it is to protect children and vulnerable people, the harsh reality is that if a sufficiently devious person is determined to seek out opportunities to work their evil, no one can guarantee that they will be stopped. Our task is to make it as difficult as possible for them to succeed...” Bichard Inquiry Report, 2004, p 12 para 79 13

14. DETER A safer recruitment process

15. 15 DETER Features of a safer recruitment process Sending the right message The application The selection criteria References Review and next steps

16. 16 Features of a Safer Recruitment Process Time set aside to plan and structure the process Clear job description and person specification which include statements about safeguarding Clear messages about safeguarding included on job advert Use of applications forms, not CVs Obtaining references prior to interview Selection process involves an interview and another selection tool One member of the panel has undertaken safer recruitment training Use of probing interview questions to explore motives, attitudes and behaviours Appropriate use of information about criminal history Not over-relying on vetting checks An ongoing culture of vigilance within the organisation

17. 17 Defining the role Produce a job description and person specification/volunteer role profile Person specification should include the skills, abilities, competencies, behaviours, attitude/motivation and values you expect someone working with children and young people to possess Be clear about responsibility and requirements for safeguarding and boundaries of role and expectations Use application forms not CVs – EPM provides model application forms

18. 18 Advertising: Sending the right message Three deterrents State the organisation’s commitment to safeguarding and the need for DBS disclosures in adverts, information pack, job description, person specification, job-offer letter, appraisal materials, induction training handbook and on the website Include statements about the safeguarding responsibilities of the post in the job description and person specification. Send information about the organisation’s child protection policy and practices to candidates.

19. 19 Criminal background: Self-disclosures Purpose To deter unsuitable people from working with children. To give candidates an opportunity to share relevant information at an early stage. To allow information to be discussed and considered before the DBS disclosure. Process Make it clear that vetting will take place Ask applicants for details of unprotected criminal records Compare self disclosure and DBS check for discrepancies See EPM Advice Note 2013 No. 6 Changes to the Recruitment Process for further information

20. 20 Selection criteria and process Base criteria for shortlisting and assessment process on person specification and job description. Be consistent for all candidates. Be specific to working with children. Review criteria regularly.

21. 21 Scrutinising applications and short listing Take time to properly scrutinise Two people shortlisting Identify any inconsistencies Application form fully completed Evidence provided relating to person specification and job description Highlight for challenge any gaps in employment history: there may be a valid reason, but they may be deliberate omissions Apply shortlisting criteria equally

22. 22 References Ensure you take up a reference from current employer and, if not currently working with children, reference from last job working with children, where applicable Ask whether employer is aware of any behaviour that might give rise to concern about suitability to work with children Ask specifically about allegations about behaviour towards children Ask about any disciplinary action past or pending which relates to child protection Seek specific confirmation of the details and responsibilities of previous post given by the applicant Be wary of any applicants who appear to stall or want to delay seeking references EPM provides model reference proformas – see epm.co.uk Documents Section B

23. 23 Scrutinising references Important to give active consideration to references Important to compare information provided by referee with information provided by applicant If any inconsistencies, or doubts about suitability, follow up and explore with referee Do not use open testimonials which could be: a smokescreen to divert you from contacting the employer direct the result of a settlement (formerly compromise) agreement

24. REJECT Making the right decisions

25. 25 REJECT The interview and the selection process Pre-appointment checks Using Criminal Records information

26. 26 Preparation for Selection Use a range of selection tools – not just an interview Prepare questions that explore motives as well as skills and experience Prepare questions that explore behaviour and attitudes Agree what a good/poor response would be Prepare to use probing questions and not be satisfied with a superficial or general answer Plan to assess interaction with others – observed teaching, group exercises Carefully plan involvement of children where appropriate

27. 27 Equalities Act Selection process must not discriminate against the 9 protected characteristics Age Disability Race Gender reassignment Marriage and civil partnership Pregnancy and maternity Religion or belief Sex Sexual orientation

28. 28 Value Based Interviewing An interview approach which aims to give organisations who work with and for children a structured value based approach to selection which helps identify the most suitable candidates to work with, and for children Warner Report (1992) on recruitment and selection in children’s homes Warner recommends asking why someone wants to work with children; how they deal with difficult issues in relation to children; how they ensure they don’t overstep the boundaries of their role.

29. 29 Interview At least two people Structured questions and criteria previously agreed Probe gaps, frequent changes in employment, vagueness or areas of concern Ask about attitudes towards children and child protection and where appropriate motives for working with children Seek positive examples or evidence rather than theoretical answers Clearly document decisions Beware of prejudices and discrimination Accept you may not appoint and will need to start the process again

30. 30 Candidates’ attributes relevant to safeguarding Candidates’ attributes relevant to safeguarding Motivation for working with children and young people Emotional maturity & resilience Values and standards. Knowledge and understanding of safeguarding

31. 31 Areas of potential concern Poor understanding or appreciation of children’s needs or expectations Wants role to meet own needs at the expense of children’s Inappropriate language when talking about children Unclear about the boundaries between staff and children in behaviour, use of social media, language and dress Vagueness about experiences and gaps or unable to provide any examples to support what they tell you Maverick – non rule-following, unwilling to work with others

32. 32 Interview question template

33. PREVENT Pre-appointment checks

34. 34 PREVENT Pre-appointment checks Identity DBS and Barred List check for regulated activity (certificate of good conduct for overseas applicants). Qualifications. QTS status (for teaching staff) Eligibility to work in the UK. Prohibition Order check for teachers Medical clearance Early Years Foundation Stage: Disqualification by Association An offer of employment can be made conditional upon satisfactory completion of pre-employment checks.

35. 35 Disclosure and Barring Service Statutory requirement for an Enhanced DBS Disclosure with Barred List check for work in “regulated activity” Only the candidates selected for appointment can be checked. Candidate must give consent Individuals can subscribe to DBS update service which allows employers to carry out an instant online check free of charge No requirement to re-check unless concern or job change with increased responsibilities

36. 36 Regulated Activity A person will be considered to be in ‘regulated activity’ if as a result of their work they: will be responsible, on a regular basis, in any setting for the care or supervision of children; or will regularly work in a school or college at times when children are on school or college premises (where the person’s work requires interaction with children, whether or not the work is paid (unless they are a supervised volunteer), or whether the person is directly employed or employed by a contractor); or in a college, will regularly come into contact with children under 18 years of age.

37. 37 Filtering – removal of offences – May 2013 Applicants should now be asked ‘Do you have any convictions, cautions, reprimands or final warnings that are not “protected” as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013) by SI 2013 1198 Employers taking into account a conviction or caution that would not have been disclosed are acting unlawfully under the Rehabilitation of offenders Act 1974 Filtering rules can be found on the DBS website See also EPM Advice Note 2013 No. 6 Changes to the Recruitment Process

38. 38 Sexual Offences (Amendment) Act 2000 A breach of trust Came into force in January 2001, for a teacher to have sexual relations with any pupil under the age of 18, even if the relationship is consensual. Applies where the child is in full time education and the person works in the same place as the child, even if the person does not teach the child.

39. 39 Relevance of criminal records When assessing applicants’ criminal records, consider the offence in terms of: Nature, seriousness and relevance How long ago it occurred If it was a one-off or part of a history Circumstances of it being committed Changes in applicant’s personal circumstances Country of conviction Decriminalisation Remorse

40. OBSERVE AND SUPERVISE An ongoing culture of vigilance

41. 41 OBSERVE AND SUPERVISE Safer Workforce Cycle Features of a safer culture Creating an open culture Dealing with allegations An ongoing culture of vigilance Next steps and other resources

42. 42 Safer workforce cycle Safer Recruitment Induction Training Supervision Managing Allegations Determining future employment Safer Workforce

43. 43 Safer Recruitment and Culture Model Individual seeks a job Well worded adverts Application form Safeguarding Messages and Values Individual attends an interview Shortlisting Interview Tests Self Disclosure Vetting Individual starts work Individual establishes themselves within an organisation Induction Mandatory Training Conduct Standards Regular Supervision Appraisals Whistleblowing

44. 44 Features of a safer culture Open, no secrets Belief that ‘it could happen here’ Clear procedures for reporting concerns Supports raising of concerns Commits to take action Sets acceptable standards of behaviour Policies and procedures put into practice Induction and probationary periods include safeguarding training Appraisal process includes safeguarding review Commitment to safeguarding and an ongoing culture of vigilance – safeguarding is an integral part of everyone’s role

45. 45 Creating an open culture Empowering and encouraging members of staff and volunteers to report concerns or allegations about the behaviour of others is essential if we are going to tackle inappropriate or abusive behaviour Increase awareness of the issues Procedures in place Take concerns seriously

46. 46 Setting standards of behaviour Sets out boundaries and expectations of roles Prevents assumptions that people know how to behave Avoids any risk of misinterpretation Protects children – they know an adult’s behaviour is not acceptable Applies equally to volunteers

47. 47 Dealing with allegations against staff and volunteers in schools Government guidance in “Working Together to Safeguard Children” published in 2006 sets out procedures that must be followed in all cases in which it is alleged that a teacher, other member of staff, or volunteer in an establishment providing education for children under 18 has: Behaved in a way that has harmed a child or may have harmed a child. Possibly committed a criminal offence against or related to a child. Behaved towards a child or children in a way that indicates that he or she is unsuitable to work with children.

48. 48 Structure for managing allegations against people who work with children Local Safeguarding Children Board Named Senior Officers for all LSCB partner organisations Local Authority Designated Officer Headteacher or Designated Person

49. 49

50. 50 Remaining vigilant Never think you have done enough in terms of creating a safer culture. Always believe it could happen here. Keep safeguarding high on everyone’s agenda. Never rely on any one process to keep children safe.

51. 51 “For those agencies whose job it is to protect children and vulnerable people, the harsh reality is that if a sufficiently devious person is determined to seek out opportunities to work their evil, no one can guarantee that they will be stopped. Our task is to make it as difficult as possible for them to succeed...” Bichard Report, 2004, p 12, para 79

52. 52 EPM policy and procedure links EPM Model Staff induction policy May 2014 (epm.co.uk Documents Section B) EPM Model recruitment selection policy and procedure June 2014 (epm.co.uk Documents Section B) EPM Model Staff code of conduct May 2014 (epm.co.uk Documents Section D) EPM Model Procedures for dealing with allegations against staff etc. April 2014 (epm.co.uk Documents Section O)

53. 53 Three Levels of EPM Safer Recruitment Interviewer Training: Level 1 – EPM Webinar. This is complimentary and a letter confirming attendance will be issued Level 2 –EPM Webinar plus online assessment which will be certificated and cost £25 + VAT per person. Assessment will take about 20-30 minutes. If you want to complete the assessment email us and we’ll send you a link to the test. saferrecruitment@epm.co.uk saferrecruitment@epm.co.uk Level 3 – One day’s face to face training by Sue Miller which can be at your school. Minimum of 10 attendees and maximum of 20. POA.