Safe Recruitment

SAFE RECRUITMENT INFORMATION

SCHOOL MISSION Our mission is to ensure that students of different nationalities grow to their full potential as independent learners in a caring British international community.

SCHOOL VISION We develop global citizens who shape their world through independence, empathy, creativity and critical thinking.

SCHOOL CHARTER The School and the Foundation endeavor to employ well-qualified, effective, efficient and dynamic professionals, hired overseas and locally, to carry out and provide support for a constantly improving educational programme.

The Foundation Board requires the Head of School and the Business Director to ensure all employees are encouraged to be involved in the community either through academic programmes or other activities.

The Director of the Office of the Foundation Board, Senior and Academic Leadership Teams are expected to participate widely in public, civic, social and professional affairs to enhance public relations and open channels of communication for the School.

All employees are responsible for upholding the values and intent of this document. The community, both within the School and outside, is entitled to expect the operations of the School to be conducted with efficiency, economy, fairness, impartiality and integrity.

All employees are responsible for upholding the values and intent of the Code of Ethics and Code of Conduct, not withstanding that in all cases the laws and regulations of Thailand will take precedence.

Our school is committed to safeguarding and promoting the welfare of children. We have developed and adopted a Code of Ethics, Conduct and Safe Working Practices which explains the appropriate and inappropriate behaviour of adults towards children.

We expect all staff, volunteers and other third parties to share this commitment and to review and affirm that they have read, understood and will abide by these rules.

At our school, we use recruitment practices and pre-employment background checks to maintain the highest standards of safeguarding and child safety.

Our school’s practices reflect and are aligned with the written expectations of the International Taskforce on Child Protection.

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© Bangkok Patana School 2025

SAFE RECRUITMENT PROCESS OVERVIEW We are committed to ensuring that every adult working with our students is thoroughly vetted and aligned with our values of care, integrity, and professionalism. We follow a detailed safe recruitment procedure and this document is designed to inform prospective applicants about how we ensure a safe and supportive environment for children.

It is prepared with reference to standards of safe recruitment outlined in the International Task Force for Child Protection (2024), Keeping Children Safe in Education (2025), FOBISIA and British International Safeguarding School’s Coalition (2025).

Our school is committed to safeguarding and promoting the welfare of children. We have developed and adopted a Code of Ethics, Conduct and Safe Working Practices which explains the appropriate and inappropriate behaviour of adults towards children.

We expect all staff, volunteers and other third parties to share this commitment and to review and affirm that they have read, understood and will abide by these rules.

At our school, we use recruitment practices and pre-employment background checks to maintain the highest standards of safeguarding and child safety. Our school’s practices reflect and are aligned with the written expectations of the International Taskforce on Child Protection.

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OUR STAFF ARE REGULARLY TRAINED IN SAFE RECRUITMENT PRACTICES 1. PRE-RECRUITMENT PROCEDURES

4. APPLICATION REVIEW

Before any recruitment begins, we ensure that all roles All applications are reviewed by at least two individare clearly defined with safeguarding responsibilities uals. This ensures a thorough and informed evaluation of outlined. This applies to academic staff, business staff, each candidate’s suitability. contractors, volunteers and board members who may interact with students.

5. PRE-INTERVIEW MEETING

Shortlisted candidates are invited to a pre-interview meeting conducted by our HR team after they have read The application form has been designed to collect our staff safeguarding procedures and completed a personal data such as names, educational qualifica- self-declaration for themselves and dependents accomtions and employment history. It is important not to leave panying them. Candidates must complete all required any gaps in a chronology of your education and em- documentation within the given timeframe. ployment and where this exists (eg due to travel or childThis meeting also covers the school’s terms and concare), you take time to explain these gaps in the section ditions of employment, final verification checks as well provided. as the opportunity to ask any administrative questions

2. APPLICATION FORMS

candidates may have.

3. REFEREES 6. INTERVIEW PROCESS Open references, generic letters or testimonials are not accepted alongside your written application. Please Our interview panels are led by staff trained in safe do not submit these. recruitment. They will explore values, motives and exYou must provide the contact details of three referees. perience which make candidates suitable for the role.

The first referee should always be your existing Head- There will be specific questions related to safeguarding teacher, Principal or most senior person in your school. to ensure alignment with our school culture.

If you have spent less than six years in your current post, you should include the details of the most senior person 7. PRE-EMPLOYMENT CHECKS (Headteacher, Principal) from your previous employment.

All employment offers are conditional upon satisfacIn addition to the above, appropriate referees include tory background checks. This includes criminal record a direct line manger, a senior colleague such as Vice, checks from each country where a potential candidate Deputy, Assistant Headteacher or line manager. has worked, verification of identity data, professional In situations where a candidate has a gap in their his- qualifications and references. tory of employment for more than 6 months (eg. a career break, child rearing, retraining, caring for relatives), you should also provide the details of somebody who can provide a character reference for that time period.

They must be someone of professional standing (examples include a teacher, lawyer, civil servant, or minister of religion). They must also have known you personally for at least two years and not related to you by birth or marriage (eg family-in-law).

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8. ONBOARDING AND INDUCTION New employees participate in a comprehensive onboarding programme. This includes training in safeguarding procedures, professional boundaries, reporting mechanisms, and whistleblowing policies. Our aim is to ensure every staff member understands their role in maintaining a safe environment.

© Bangkok Patana School 2025

9. RECORD-KEEPING AND COMPLIANCE

11. MANAGING ALLEGATIONS OF HARM

We maintain a central record to monitor pre-employment processes and inform any necessary risk assessments. All recruitment documentation is securely stored in HR files.

Where an allegation is made about a member of staff that is substantiated, these are shared with the appropriate criminal and regulatory authorities as well as any references which may be asked of us.

We hope this overview provides clarity and reassurance about our commitment to safe recruitment. We 10. ONLINE SEARCHES look forward to welcoming applicants who share our For shortlisted candidates, HR conducts online search- dedication to creating a nurturing and secure learning es to identify any safeguarding concerns. These search- environment for all students. es are limited to publicly available information and are used solely to ensure child safety.

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SAFEGUARDING SELF-DECLARATION AND DISCLOSURE FORM As this position involves working with children, candidates must disclose all previous convictions and cautions, regardless of whether they are spent or unspent.

Disclosure of an investigation or conviction will not necessarily debar you from employment, but non- disclosure may lead to any offer on employment being withdrawn or to the termination of employment.

You will also be required to provide a valid criminal background check (ICPC certificate, Disclosure and Barring Service (DBS) Certificate, and/or Thai Police Clearance Certificate) ) which will provide details of criminal convictions; this may also include a Barring List check depending on the nature of the role. All information will be treated as confidential and managed in accordance with Thailand Personal Data Protection Act (PDPA).

Have you ever been known to any previous school or other organisation as being a risk or potential risk to children?

If yes, please provide further information here.

YES / NO

Have you ever been the subject of any allegation, disciplinary investigation, sanction, or disqualification by any organisation due to concerns about your behaviour towards children?

If yes, please provide further information here.

YES / NO

Have you ever been the subject of any Criminal Convictions, Police cautions or similar?

If Yes, please provide further information here.

YES / NO

CONFIRMATION OF DECLARATION (TICK EACH BOX BELOW) I agree that the information provided here may be processed for recruitment purposes.

I understand that an offer of employment may be withdrawn, or that dismissal may result, if information is not disclosed by me and subsequently come to the attention of the school.

I agree to provide a valid criminal background check prior to employment (eg ICPC certificate, Disclosure and Barring Service (DBS) Certificate, ) and consent to the organisation clarifying any information provided on the disclosure with the agencies providing it.

I agree to inform the Head of School within 24 hours if I am subsequently investigated by any previous employer/organisation in relation to safeguarding/child protection concerns.

I understand that the information included on this Self-Declaration form, the results of any criminal background check and any information supplied by third parties may be supplied to other persons or organisations in circumstances where this is considered necessary to safeguard other children.

Signature

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Print Name Date

© Bangkok Patana School 2025

Only complete this section of the declaration form if accompanied by a spouse, partner or dependent Candidates must declare if their accompanying spouse, partner or dependents have any child-protection convictions and/or cautions, regardless of whether they are spent or unspent.

All information will be treated as confidential and managed in accordance with Thailand Personal Data Protection Act (PDPA).

Has your accompanying spouse/partner/dependent ever been known to any previous school or other organisation as being a risk or potential risk to children?

If yes, please provide further information here.

YES / NO

Has your accompanying spouse/partner/dependent ever been the subject of any allegation, disqualification, disciplinary investigation or sanction by any organisation due to concerns about their behaviour towards children?

If yes, please provide further information here.

YES / NO

Has you accompanying spouse/partner ever had any Criminal Convictions, Police cautions or similar?

If yes, please provide further information here.

YES / NO

CONFIRMATION OF DECLARATION (TICK EACH BOX BELOW) I understand that an offer of employment may be withdrawn, or that dismissal may result, if information is not disclosed by me and subsequently come to the attention of the school.

Signature Print Name Date

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© Bangkok Patana School 2025