Flourish Education Compliance


We are committed to safeguarding and fulfilling the needs of children 

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.

VIDEO: Senior Compliance Resourcer, Charlotte explains our compliance process

We call candidates to chat about:

  • The required documents and check they have something appropriate 

  • Check when their most recent DBS was issued and if it is currently on the DBS update service 

  • Talk through the reference criteria – check whether they can provide suitable references for us to clear them

  • Explain we require a Level 1 Safeguarding Training certificate – do you they have one?

  • Do they require an LTD contract signing for payment as umbrella or LTD?

Free Safeguarding Children (Level 1) training

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.

Protecting Children and Young People

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.

Flourish Education is governed by REC and APSCo, we carry out the following checks on all staff:

​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.

DFE membership
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.​

Background on Education Recruitment Compliance

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.

So what differentiates the new standard from the Quality Mark scheme?

Safeguarding the Best Practices beyond the Statutory Requirements

  • Recruitment businesses need to obtain a CV or an accomplished application form from the candidate the covers employment history for the past 10 years or from the more recent compulsory education completed. 7 years is the statutory minimum.

  • In case the candidate has lived or worked overseas in the past 5 years for at least a six-month period, the recruitment company must have an overseas police check conducted. This must be certified for originality. A copy must likewise be dated and signed by the recruitment business. 2 years is the statutory minimum.

Focus on Improving Results for Children

  • The new standard is not only meant to bolster the process of safeguarding children. It likewise brings to the table a continuing candidate quality assessment to help improve the delivery of children’s education.

Independent Audit Process Done Annually

  • Annual audits are to be performed by independent, professional auditors who have the expertise in audit situations that involve protecting vulnerable people, or independent, experienced members of the teaching profession.​

  • The auditors must not be under the employ of APSCo. Recruitment businesses must be audited on an annual basis, at least, and would be required to hurdle both interview- and evidence-based audits.

  • The audits require continuous improvements. To ensure achievement of gains, conducting audits at intervals that are more frequent may be necessary.

Consultants to Undergo Independent and Value-Based Interview Training

  • Competent individuals will undergo registration interviews. They will receive training in conducting value-based interviews.​

  • APSCo will grant access to the training process for members. Individuals who have experience of not more than 3 years may need formal training.

  • Recruitment firms may conduct in-house training, but they must provide proof that the trainor is formally accredited or qualified to provide the required value-based training.

  • An assessment tool developed by APSCo will help members in evaluating the interviewing skills of more experienced people.

  • The format of the registration interview encourages and promotes questioning by the interviewer on any inconsistency discovered in the candidate’s experience or CV. The interviewer must also examine the motivation of the candidate.

Evaluation Passport

  • This is a process of post-placement evaluation done to make sure that the right candidates are deployed in appropriate environments.​

  • The recruitment company must agree with the client on a mechanism to assess the candidate’s performance. The recruitment business must likewise request for an assessment of the client environment.

  • The recruitment firm will take time to review the evaluations made, and come up with a judgement on the strengths and weaknesses of the candidate. The firm will give time for the candidate to respond to the evaluation made by the client before concluding their review. This will include an evaluation in the passport of the candidate.

  • The candidate will have access to passport information at all times. This also applies to clients permitted by the candidate.

The Candidates’ Professional Development

  • If determined through an evaluation, the recruitment company will provide training access, and explain to the candidate the results of each evaluation.

Designed to Comply with Ofsted Criteria

  • Wherever applicable, evaluations must have a format that makes them part of the on-going evaluation of the client’s standards of learning and teaching as required by Ofsted.

  • If the school prefers, the evaluation will adapt to Ofsted evaluation criteria. The external stakeholders consulted on the development of the standard facilitated the writing of the document in a manner that is suitable to Ofsted. The changes in the teachers’ pay scales were taken into account, relative to performance from October 2013. This means that many supply teachers may miss out. With the evaluation passport, schools may likewise apply performance-based pay to supply teachers.

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