Recruitment Policy

First For Education is fully compliant with the Disclosure and barring service standards, and complies fully with the requirements of the DfES Circular 7/96, Guidance on the Use of Supply Teachers, and continually reviews all of its processes for the recruitment, provision and management of supply teachers.
First for education undertakes DBS checks on all its supply teachers (overseas or UK nationals), and re-checks any teachers that fall within the guidelines as outlined by the DfES and the DBS.

All First For Education teachers (including overseas qualified staff) are:

• Fully POCAL (Protection of Children Act List) checked including List 99
• Checked for criminal background via the DBS Enhanced Disclosure system or provide overseas criminal clearance where relevant. Workers are encouraged to register with the update service and checks will be made on it at least annually.

• Checked against two most recent independent confidential references
• Interviewed face to face by trained consultants
• Health checked
• Identity checked
• Covered by £5,000,000 employers liability insurance

Face to Face interview

Initially all teachers attend a face to face interview where original documentary evidence is supplied and teachers are questioned on their classroom/behaviour management skills and relevant teaching experience. These interviews are conducted by our consultants.

Vetting Team

First For Education ensures that all the relevant background checks are obtained and are satisfactory. Only once this has been established and correctly entered onto the system, can a teacher be assigned “live” status and made available to fill bookings.

Qualification check

All teachers must provide proof that they hold a recognised teaching qualification and support staff must hold relevant qualifications to their role. As part of the registration process we require sight of original certificates. In the absence of original certificates, we gain a letter confirming qualifications from the GTC or the individual’s training provider.

TRA registration check

Applicants must also have TRA registration (where applicable). Checks will be made for any sanctions/prohibitions and QTS status. Overseas Trained Teachers’ qualifications are checked for compatibility by the National Academic Recognition Information Centre for the United Kingdom (UK NARIC).

Reference checks

We take a minimum of two references on each new applicant. References must be from the most recent employers from within the last six years.
Referees must be in a position to comment directly on the teacher’s performance and references are sought only from the Head Teacher or other member of the senior management team.
References are not accepted from staffroom colleagues of the applicant. References must be written, but in the case of verbal references, a contemporaneous record must be made of the name and status of the referee, the date and the name of the employee taking the reference. Verbal references are substantiated by a request for a written reference within 24 hours.
Open references are not accepted.
Every effort is made to authenticate the status of the referee i.e. check the school against our database and in the case of a school not registered on the database (FE college, independent school, overseas school) a call is made to the school to verify that the named referee is on the staff and in a position of authority.

Proof of identity

Sight of an original passport, photo ID (e.g. Photo Driving Licence) or birth certificate is required. In addition, an original utility bill or bank statement showing the applicant’s name and address is required. We check the right to work status of every applicant.

Medical checks

All teachers are required to sign a medical declaration as part of their registration with First For Education.

Recruitment of Ex-Offenders Policy

  • 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), [Organisation Name] complies fully with the code of practice and undertakes to treat all applicants for positions fairly
  • First for education undertakes not to discriminate unfairly against any subject of a criminal record check based on a conviction or other information revealed.
  • First for education can only ask an individual to provide details of convictions and cautions that First for education 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)
  • First for education can only ask an individual about convictions and cautions that are not protected.
  • First for education 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.
  • First for education 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.
  • First for education 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.
  • First for education 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
  • First for education ensures that all those in [Organisation Name] who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.
  • First for education 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, first for education ensures that an open and measured discussion takes place about 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
  • First for education makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practiceand makes a copy available on request
  • First for education undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

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