Everybody who comes into contact with children and young people through their everyday work, whether paid or voluntary, has a duty to safeguard and promote the welfare of children and young people. All staff have a responsibility to provide a safe environment in which children can learn; and have a responsibility to identify children who may be in need of extra help or who are suffering, or are likely to suffer, significant harm. All staff then have a responsibility to take appropriate action. Children - this includes everyone under the age of 18.
We can provide a Safeguarding Children (Level 1) course that can be completed online, wherever suits you, in your own time. This training will help you identify the need for safeguarding, what you should be looking out for to identify abuse, and the next steps if you have a concern for a child’s well being. Containing 5 modules, this Safeguarding Children (Level 1) course builds a foundation level knowledge of safeguarding children - 2 hours to complete.
School staff are particularly important as they are in a position to identify concerns early and provide help for children, to prevent concerns from escalating. Schools and their staff form part of the wider safeguarding system for children. Schools should work with social care, the police, health services and other services to promote the welfare of children and protect them from harm.
Each school should have a designated safeguarding lead who will provide support to staff members to carry out their safeguarding duties and who will liaise closely with other services such as children’s social care. Flourish education candidates are asked to familiarise themselves with the designated safeguarding lead, so that they are aware of who to report to, should any concerns arise.
Everyone who works for Flourish Education has a responsibility to make sure all children and young people at our schools are safe.
Face to face interview
This is to validate that the person is who they say they are whilst spending the time to assess candidates skill base and which schools they are likely to get on with best.
Enhanced DBS check (checked annually)
We encourage all new candidates to have the new DBS certificate to enable schools to be able to check their clearance on day of assignment if they wish.
List 99 check (checked annually)
The Barring Check, as it is now known, is to check against the sex offenders register to confirm all candidates are safe to work in schools.
This is to ensure that teachers are registered with the Department for Education and there are no issues regarding their teaching status.
Qualification verification and photo identification
We check that the person is who they say they are and that all the candidates' qualifications are their original documents. This is to confirm candidates are qualified to the level they say they are.
References (cover the last two years and use two as a minimum)
We cover a minimum of two years' worth of references. References have to be from their last employment and we do not accept references from gmail, Hotmail or any other public email service.
Eligibility to work in the UK
All candidates must produce either a passport, original UK birth certificate and proof of National Insurance number or valid eligible VISA.
Overseas police clearance if required
If a candidate has been out of the UK for longer than 3 months then they need to be able to provide a valid overseas police check from the country they have been.
AWR (Agency Worker Regulations)
This is to ensure schools and candidates are complying with AWR legislation.
When the Department for Education (DfE) announced the impending closure of the Quality Mark scheme, it meant that it was the turn of the of the recruitment industry members to make their own arrangements to ensure the quality of their own procedures and practices, without government involvement. These included compliance with the relevant laws that involve people working with children.
APSCo, in response to the DfE move, began to develop a rigid quality standard for use in the future. The pioneering effort intends to protect children and to set a benchmark that will measure the performance of recruitment firms versus the best service possible.
The standard was developed after extensive consultation with the education sector, as well as the external stakeholders like the SGOSS, VOICE, National Association of Head Teachers, National Association of School Business Managers, and Association of School and College Leaders.
With the APSCo initiative, recruitment businesses have the rare chance to have more control of their industry and assist in shaping future practices. These can be done by working under the new standard that can manage the high expectations of all the stakeholders concerned.