Recruitment of Ex-Offenders

1.0 Introduction
1.1 King Alfred School seeks to be open and fair in its recruitment processes. We wish to employ the best candidate for each position. The existence of a criminal record is not necessarily a bar to employment at KAS.
1.2 As part of the recruitment process the school requires successful candidates to agree to disclosure by the CRB of any criminal record or inclusion in List 99. This is designed to assist the school in making safe, fair and sensible decisions in the employment of new staff.
1.3 KAS acknowledges that information revealed during the disclosure process may be sensitive and personal and it is therefore regarded as confidential. For this reason it will only be disclosed to those authorised to receive it in the course of their duties. At KAS this will normally be the Bursar, the Head, the Senior Accountant, the Head’s PA, the Bursar’s PA and Bursary Assistant, and only if relevant the requisite Deputy Head, Chair of Council, and appropriate Head of Department/line manager.
1.4 As a matter of policy and as part of its duty to safeguard and promote the welfare of children, the school requires candidates to reveal any criminal convictions or cautions, whether spent or unspent at the time of their application. To maintain confidentiality applicants are required to send details of their record at the same time as their application, in a sealed envelope marked confidential and addressed to the Bursar. Failure to declare convictions, cautions and bindovers at this time may result in the application being rejected or summary dismissal after appointment. Applicants are encouraged to discuss any concerns they may have with the Bursar, Kate Alcock (020 8457 5241) at any stage in the recruitment process.
1.5 As a Registered Body, the school is committed to the Code of Practice and Explanatory Guide for Registered Persons and Other Recipients of Disclosure Information. Copies of the Code are available on request from the Bursary. The school also follows the guidance, Safeguarding Children: Safer Recruitment and Selection in Education Settings.
1.6 In reaching a decision as to whether to offer or to confirm the offer of employment to a successful applicant who has a criminal record, the school will take the following into account:
- The nature and seriousness of the offence. Convictions relating to sexual misbehaviour, violence, harassment or the supply of illicit drugs will be viewed very seriously and it is unlikely that offers of employment will be made. Similarly offences involving theft, fraud or breaches of trust will normally be a bar to employment in the Bursary.
- The period of time that has elapsed since the offence took place.
- The age of the applicant at the time of the offence.
- Whether there is a pattern of offending behaviour and the frequency of re-offending.
- The openness of the applicant in revealing the offence and the circumstances around it.
- The nature of the appointment
- Any other relevant circumstances.
1.7 Anyone barred from working in the education service as someone who is not a fit and proper person to be employed as a teacher or worker with children and young persons will not be offered employed at KAS.
1.8 The decision as whether or not to appoint a person with a criminal record will be taken jointly by the Head and Bursar after discussion of the disclosure with the candidate and their decision will be final. In exceptional circumstances the Bursar and Head will also consult with the Chair of Council, the relevant Deputy Head and/or Head of Department.
1.9 All disclosure information is stored securely. As the disclosure process is only designed to assist in the recruitment process, any disclosure information will normally be destroyed by shredding 6 months after the school has received it. The school will retain a record of the date of disclosure, the person to whom it relates the type of disclosure, and the CRB reference number.

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