4. Unique Definitions
ICPC: International Child Protection Certificate.
Regulated activity: the person who will be responsible for, on a regular basis, caring for or supervising children; or carrying out, paid or unpaid, work which provides an opportunity for contact with children.
5. Processes and Practices
5.1 Advertisement
When advertising roles, we will make clear our school’s commitment to safeguarding and promoting the welfare of children and that safeguarding checks will be undertaken as part of the recruitment process. All advertisements will include the following statement:
“Miftah An-Nur Islamic International School is committed to safeguarding and promoting the welfare of children. Applicants must be prepared to undergo stringent child protection screening including checks with past employers and local and international police checks as appropriate.”
5.2 Application forms
We will require all candidates for all positions at Miah An-Nur to complete an application form. In addition to personal details, our application forms will include the following statement:
“It is an offence to knowingly apply for the role if an applicant is barred from engaging in a regulated activity relevant to children”
5.3 Shortlisting
Our shortlisting process will involve at least two (2) people and will consider any inconsistencies and look for gaps in employment and reasons given for them. They will also explore all potential concerns.
5.4 Seeking references and checking employment history
We will obtain references during the recruitment process. Any concerns raised will be explored further with referees and taken up with the candidate at interview.
When seeking references we will:
- Not accept open references
- Liaise directly with referees and verify any information contained within references with the referees
- Ensure any references are from the candidate’s current employer and completed by a senior person. Where the referee is school-based, we will ask for the reference to be confirmed by the human resources /principal.
- Obtain verification of the candidate’s most recent relevant period of employment if they are not currently employed
- Secure a reference from the relevant employer from the last time the candidate worked with children- if they are not currently working with children
- Compare the information on the application form with that in the reference and take up any inconsistencies with the candidate
- Resolve any concerns before any appointment is confirmed
5.5 Interview and selection
When interviewing candidates, we will:
- Probe any gaps in employment, or where the candidate has changed employment or location frequently, and ask the candidate to explain this
- Explore any potential areas of concern to determine the candidate’ suitability to work with children
- Record all information considered and decisions made
5.6 Pre-appointment vetting checks
All offers of appointment will be conditional until satisfactory completion of the necessary pre-employment checks. When appointing new staff, we will:
- Verify their identity.
- Obtain (via the applicant) an ICPC/ Police Certificate of Good Conduct/Police Check for all staff. We will obtain the certificate before, or as soon practicable after the appointment.
- Verify their mental and physical fitness to carry out their work responsibilities.
- Verify their professional qualifications as appropriate.
We will record all information on the checks carried out in the school’s single central record (SCR). Copies of these checks, where appropriate, will be held in individuals’ personnel files.
5.7 Contractors and Volunteers
Long Term Contractors/ Volunteers
We will request police checks for long term contractors and vendors, e.g. caterers, security and cleaning teams, ECA providers. Miah An Nur will also provide long term contractors with Safeguarding training and share all relevant policies with them.
Short Term Contractors/ Volunteers
For short term contractors and volunteers we will ensure that they are always escorted by a member of staff whilst on site.
