Originally published in the Eteach School manager's Bulletin Autumn 2003

INTRODUCTION
Pre-appointment checks have to be made on all people who will have contact with children and young people during the course of their work. The purpose of this bulletin is to offer a path through the Guidance related to this vital dimension of recruitment. Part one, below, focuses on the nature of the checks that need to be made on teachers and others working in schools. Part two will explore the role of the Criminal Records Bureau and Disclosure.

THE INFORMATION
What pre-appointment checks on teachers should be made?
Thorough pre-appointment checks need to be made on anyone who will be working in a school or FE institution (including sixth form colleges). The Department for Education and Skills recommends that the following checks be made on prospective employees, governors and volunteers who will have contact with children:

• Identity: If the candidate is not known to you, ask to see his/her birth certificate, passport or driving licence. If you're employing someone from an agency, they should still bring identification with them even though the background checks will have been made when they were taken on by the agency or business supplying them.
• Academic qualifications: Ask to see relevant certificates or a letter of confirmation from the relevant institutions.
• Professional and character references: Always take up references and get them direct from referees (including the most recent employer).
• Previous employment history: Get adequate explanations for any employment gaps. The General Teaching Council will be able to confirm a registered teacher's employment history.
• Criminal record check: Prospective employees, governors and volunteers should be asked to declare any convictions, cautions or bind-overs they have incurred, including any that would be regarded as 'spent' under the Rehabilitation of Offenders Act 1974. Anyone who is, or who has been, resident in the UK that you select for appointment must apply to the Criminal Records Bureau for a Disclosure to verify their declaration.
• List 99: This contains details of people whose employment in schools has been barred or restricted by the Secretary of State. Standard or Enhanced Disclosure will contain details of whether they are included in List 99.
• Health: Anyone working with children must be considered to be physically and mentally fit for the job. Further information can be found in Circular 4/99: Physical and Mental Fitness to Teach of Teachers and Entrants to Initial Teacher Training.
• Registration with the GTC: Check that prospective employees are registered with the GTC and whether any restrictions are in force.
• Qualified Teacher Status: Check that they have QTS and have completed an induction period if applicable. Having a DfES number does not necessarily indicate that they have QTS.

Making checks on teachers from overseas

• All of the above checks need to be made (apart from QTS checks), but if the candidate has never lived in the UK, do not seek Disclosure from the CRB.
• Most police forces will provide candidates with certificates of good conduct, although these are not available in Eire.
• The Teachers' Misconduct Team can offer more guidance on information from overseas police forces.

FURTHER DETAILS

• DfES Guidance 0278/2002, Child Protection: Preventing Unsuitable People from Working with Children and Young Persons in the Education Sector, contains further information on making background checks on school staff. It can be downloaded from Teachernet
• Telephone enquires can be made on 01325 392098 / 392099
• Email enquires should be sent here

Originally published by Eteach