Deputy Headteacher

Safeguarding Information

Protection of Children

Compass Learning Partnership is required under law and guidance to check the criminal background of all employees. Decisions to appoint will be subject to consideration of an enhanced disclosure, including a Barred List check, from the Disclosure and Barring Service. Because of the nature of the work for which you are applying, this post is exempt from the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 and 2020). 

The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.

Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website, which can be accessed here:

https://www.gov.uk/government/publications/new-guidance-on-the-rehabilitation-of-offenders-act-1974

If shortlisted for an interview you will be required to disclose to us information about any:

• adult cautions (simple or conditional)

• unspent conditional cautions

• unspent convictions in a Court of Law; and

• spent convictions that are not protected as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020

so that a police check can be carried out if you are offered an appointment. This information can be disclosed either verbally at interview or by completing a relevant conviction form after interview if that is your preference.

If you are subsequently employed by Compass Learning Partnership and it is found that you failed to disclose any relevant previous convictions or cautions as defined above, this could result in dismissal, or disciplinary action being taken by Compass Learning Partnership. During your employment with the Compass Learning Partnership, should you be arrested by the police you are obliged to notify the Headteacher of this immediately (even if de-arrested or all charges dropped). Failure to do so could result in disciplinary action being taken which could result in dismissal. All information will be treated in confidence and will only be considered in relation to any application for posts for which the exemption order applies. 

It is an offence for anyone to apply for a role if they are barred from engaging in regulated activity relevant to children. 

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and we expect all staff and volunteers to share this commitment. Successful applicants will receive the Safeguarding Policy that outlines the duties and responsibilities of the employer and all employees.

Online Checks

In accordance with our statutory obligations under Keeping Children Safe in Education, Compass Learning Partnership is required to conduct an online search as part of our due diligence on shortlisted candidates. This may help identify any incidents or issues that have happened, and are publicly available online, which Compass Learning Partnership might want to explore with you at interview.

We carry out a social media search using a trusted third party. They will be in touch with you by email with a link to their site for the search to be carried out on publicly available information.

If you would like to inform us of anything that might come to light when we perform this search, please let us know at hr-clp@compasslp.co.uk.

https://www.gov.uk/government/publications/new-guidance-on-the-rehabilitation-of-offenders-act-1974