Recruitment Safeguarding Statement

Exceptional Ideas Ltd is fully committed to safeguarding and promoting the welfare of children. To achieve our commitment, we will ensure continuous development and improvement of robust safeguarding processes and procedures that promote a culture of safeguarding amongst our staff. Our recruitment team are fully trained in ‘Safer Recruitment’ and our pre-employment vetting checks are designed to prevent unsuitable people from working with children.


Application Process


Every candidate completes an application form, which enables us to obtain:



  • Full identification details

  • Details of qualifications

  • Full history of education and employment together with explanations of any gaps.

  • Details of at least 2 professional referees.

  • Signed statement that the candidate has no convictions, cautions or warnings.

  • Verification of the Right to Work in the UK.

  • Signed statement of medical fitness to work.



Disclosure and barring service (DBS checks)


All potential applicants are subject to an enhanced DBS with barred list information.  Applicants coming from overseas undergo the same checks as the UK, together with an overseas police check.


  • Every applicant has a List 99 run on them prior to interview.


  • Every applicant is informed of the requirement for an Enhanced Disclosure in the first Vetting conversation and on the application form completed before selection for interview.


  • Exceptional Ideas Ltd will accept an Enhanced Disclosure, dated within the previous 12 months, following compliance under the Risk Assessment Framework issued by the DBS. Checks on all disclosures will be carried out under the DBS Update Service.


  • No reproduction of the disclosure will be made.  Basic disclosure information will be recorded at time of registration interview and will be retained securely for a maximum of 6 months following a recruitment decision.


  • For applicants who have subscribed to the Update Service, which came into force June 2013, the DBS will be checked immediately upon registration and future checks will be undertaken annually, or after a 3-month gap of not working.


  • Those staff who work consistently with Exceptional Ideas Ltd will be asked to update their Disclosure every three years (unless subscribed on the update service), or if there is a gap of 3 months or more in their work in the education field (not including the 6-week summer break for schools).


  • Disclosures and the information they contain are shared only with those who need to have access to them during their duties and not passed to any third - party persons not authorised to receive them. 


  • Any matters revealed in Disclosure information will be discussed with the applicant before withdrawing an offer of a placement.


  • Exceptional Ideas Ltd will co-operate with requests from the Disclosure and Barring Service to undertake assurance checks as to the proper use and safekeeping of Disclosure information and will report to the Bureau any suspected malpractice in relation to this Code of Practice or any suspected offences in relation to the misuse of Disclosures.


  • Senior for recruitment will maintain the single central record and update and amend as necessary. 




Prohibition of Teachers: Every teacher is checked against the TRA prohibition and sanctions list.  Any teacher found to be prohibited from teaching will not be appointed to work.


Recruitment of Ex-Offenders


All school-based jobs are exempt from The Rehabilitation of Offenders Act, 1974.

All staff are asked to complete a criminal self-disclosure at the point of interview. The self-disclosure requires all applicants to declare any and all spent and unspent convictions, cautions and warnings or bind overs.


If a positive disclosure is found on the applicant’s DBS this will be compared with the self-disclosure made. A Risk Assessment regarding the positive disclosure will be made and discussed with the candidate. Senior for Recruitment will share this information with the directors and the directors will make a judgement about the suitability and will take into consideration the nature of the offence, the nature of appointment, the age and frequency of the offence. The Senior for Recruitment will be informed of the decision made and liaise with the applicant.


This information will only be shared on a need to know basis.

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