Staff requirements
Background checks and information required by staff before working for St Brelade’s College
Depending on the job position and the contact the individual will have with children in this position, the documentation, checks and induction procedures will vary accordingly.
What’s required?
- Teachers are required to complete a St Brelade’s College application form, provide a C.V., copies of their degree, teaching certificates and their original passport presented to prove identity & determine their right to work in Jersey. All qualifications are verified directly with the institution where they were completed. All prospective teachers are interviewed in person, by telephone or video call and 3 references undertaken (2 written & 1 verbal). References specifically ask about a candidates suitability for working with under 18’s and if they have been subject to any disciplinary procedures.
- All teachers are inducted before they begin teaching and they are observed as soon as possible after starting.
- All teachers, administration & residence staff who have direct contact with children are obliged to present their original passport or recognised proof of identity to the school office as evidence of eligibility to work.
- All staff who have direct contact with children are obliged to complete a Disclosure and Barring Service (DBS) check or provide a recent Certificate of Good Conduct (if usually reside abroad) as well as sign our Criminal Record Declaration prior to commencing employment. When applying for a position, any convictions, cautions or bind-over are declared. Applicants are warned that failure to declare any of the aforementioned convictions could result in dismissal or prosecution. Any DBS checks carried out by another institution will be accepted on the proviso that an original copy is presented, it is within three months of date of issue or it is registered on the update renewal service. DBS checks will be rechecked annually if registered on the update renewal service or redone every three years if unregistered. Staff should also notify the school of any changes to the status of the certificate e.g. criminal convictions or pending enquiries.
- All staff will carry out the Accreditation UK Safeguarding and Prevent awareness training online.
If a member of staff has applied for a DBS check and it is not back before the employment start date, the management will provide a rationale for employment to commence. The rationale will include ensuring the staff member does not have unsupervised contact with anyone under 18 years; this would include teachers teaching in classrooms located in areas of the school where there are other staff members, activity staff accompanying groups with other staff members, maintenance staff working in areas where other staff members are present.
Staff Disciplinary Procedures
In the event of an employee’s work with young people falling short of the standards required, depending on the situation, the employee will usually be offered training and guidance initially by senior staff members. Should standards not improve the employee will then receive a verbal warning followed by a first warning in writing. In the event of a continuation of poor performance the employee will be given notice of dismissal. In cases of misconduct, the employee will be invited to discuss any allegations of misconduct with the Principal or Director of Studies, who will then decide upon a course of action according to the severity of the incident. The school policy is to give a verbal warning for a first offence, followed by a written warning and, should there be insufficient improvement, the staff member may be dismissed with appropriate notice. In cases of gross misconduct a staff member may be dismissed without notice or pay in lieu of notice. In cases of safeguarding allegations, depending on the situation, a referral may be made to the Children and Families Hub and staff may be asked to stand down from their role or change their role, pending investigation.
