We are the first Welsh company to achieve APSCo Compliance+ certification. This is our commitment to the highest standards of safer recruitment.
VES has an uncompromising responsibility to our schools when it comes to safeguarding, and for providing highest quality candidates. That is why our Compliance+accreditation gives our Headteachers the assurance and peace of mind that they need.
Compliance+covers two areas:
Safeguarding which covers all safeguarding and child protection activities undertaken when we are putting a candidate into a school.
Competency which goes beyond the safety of a candidate and looks to ensure that VES is providing the best, most appropriate and highest quality candidate.
As part of our safer recruitment practice and compliancy with APSCO standards, VES carry out the following procedures and checks prior to any candidate working at a school:
In-depth face to face interview
- All candidates undertake a thorough interview conducted by a competent VES team member, covering expectations whilst working for us, competencies and safeguarding. All of the VES team are trained to explore behaviour management skills, safeguarding and child protection responsibilities and suitability to work with children. The suitability is determined through exploratory and situational questions. If there is any concern related to the suitability of the candidate, then this is escalated to the Compliance manager.
Verified 10-year employment history
- Any gaps in the candidate’s employment are identified and explained by the candidate. This us then documented in the interview notes.
Enhanced DBS Certificate
- We do accept a candidate’s Enhanced DBS but must have sight of the original certificate. All candidates must be registered on the ‘Update Service’. If the candidate has not registered on the update service, then a new DBS must be processed. We always ensure that the Enhanced DBS certificate for each candidate is relevant to the role they will be undertaking. Candidates will not be made active on the VES system until the DBS check is fully complete.
DBS Update Service status check
- We obtain consent from the candidate to carry out a quarterly check on the update service. Checks will also be carried out if the candidate has been ‘on hold’ with VES for 3 months or more and wishes to become active again. Consent to carry out all checks is provided by candidates at registration point.
Overseas Candidate Police checks
- Where a candidate has worked/ lived overseas during the last 5 years for a period of 6 months or more, we will obtain an overseas police check.
Proof of Identity
- Our recruitment process requires the candidate to provide two original identity documents such as passport, birth certificate and driving licence. Copies are taken, verified by VES and the candidate and kept on file. VES always refer to the government identity checking guidelines, as part of its identity checking practice.
Proof of Address
- The necessary original documentation is obtained during the recruitment process and we do not accept any documentation that is not dated within 3 months of registration.
Proof of Qualifications
- We require all original qualifications, retain copies on file and check teaching candidates’ details against the EWC register.
List 99, Childrens barred list check
- A list 99 check is carried out for every candidate, prior to them being made active. Any concerns are escalated to the compliance manager.
- All candidates must be fully registered with the EWC to work for VES. Checks are also made on any restrictions detailed and induction completion for NQTs.
Child Care Disqualification declaration
- All candidates are required to declare disqualification by association, as part of the registration procedure.
- Prior to a candidate going into a school, we obtain a minimum of two written references to cover the last 24 months of employment (if applicable). Our reference criteria requires at least one academic reference, one of which should be from the candidate’s last teaching post or student placement and the other from a previous post (s). In the first instance we do require the reference to be signed off by the Headteacher, however where this is not possible then we would accept the signature of the Deputy Head or member of the Senior Leadership Team or a Head of Department.
- All of our references must include comments on the candidate’s skills and abilities, details of any disciplinary procedures/ allegations or concerns raised, particularly relating to the safeguarding of children.
- As part of our safer recruitment practice and reference policy, we cannot always accept a ‘To whom it may concern’ or ‘agreed’ reference. Such references may only be accepted if we receive verification of the reference. We require all questions related to child protection, details of any disciplinary procedures/allegations or concerns raised to be answered. We cannot continue with the registration if these questions are not answered.
- Where an unsatisfactory reference is received, this is escalated to the Branch Manager to take the necessary action.
- If a candidate re-registers with VES and has been working elsewhere, then further professional references are obtained to ensure their suitability to work for us again.
Medical fitness declaration
- All candidates are required to complete a ‘fitness to work’ statement, as part of the registration process. An annual medical declaration is required for all candidates at the beginning of the academic year. Any concerns are escalated to the Compliance Manager to take the necessary action.
Child Protection and Safeguarding
- All our candidates must complete a safeguarding course prior to working with VES; this will be refreshed on a bi-annual basis. Other child protection training may be acceptable if the training has been undertaken within the last year and candidates are able to provide a certificate to confirm this. No candidate can work for VES unless safeguarding training has been completed.