Safer Recruitment Policy

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SAFER RECRUITMENT POLICY

Owner

Headmaster & President

Reviewers

HR, Headmaster, Head of Facility, Head of BSB Services, Head of Marketing & Events, Head of IT, Head of Accounting, Head of Office, Head of Admissions

Approved by

President

Date approved

February 2022

Next review due by

January 2023


CONTENT 1. 2. 3. 4. 5.

PURPOSE POLICY ROLES AND RESPONSABILITIES PROCEDURE APPENDIX

1. PURPOSE INTRODUCTION The safe recruitment of staff in schools is the first step to safeguarding and promoting the welfare of children in education. British School of Bucharest (BSB) is committed to safeguarding and promoting the welfare of all pupils in its care. As an employer, the school expects all staff and volunteers to share this commitment.

2. POLICY AIMS AND OBJECTIVES The aims of the Safer Recruitment policy are to help deter, reject or identify people who might abuse pupils or are otherwise unsuited to working with them by having appropriate procedures for appointing staff. The aims of the School’s recruitment policy are as follows: • • • •

to ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position; to ensure that all job applicants are considered equally and consistently; to ensure that no job applicant is treated unfairly on any grounds including race, colour, nationality, ethnic or national origin, religion or religious belief, sex or sexual orientation, marital or civil partner status, disability or age; to ensure compliance with the British Schools Overseas Standards and all relevant legislation, recommendations and guidance including the statutory guidance published within the UK by the Department for Education (DfE), the Prevent Duty Guidance for England and Wales 2015 (the Prevent Duty Guidance) and any guidance or code of practice published by the Disclosure and Barring Service (DBS or by the Association of Chief Police Officers who oversee ACRO); to ensure that the School meets its commitment to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks.

Employees involved in the recruitment and selection of staff are responsible for familiarising themselves with and complying with the provisions of this policy. The School has a principle of open competition in its approach to recruitment and will seek to recruit the best applicant for the job. The recruitment and selection process should ensure the identification of the person best suited to the job at the school based on the applicant’s abilities, qualifications, experience and merit as measured against the job description and person specification. The School does not discriminate on the grounds of age. The recruitment and selection of staff will be conducted in a professional, timely and responsive manner and in compliance with current employment legislation, and relevant safeguarding legislation and statutory guidance (including KCSIE and Prevent Duty Guidance). If a member of staff involved in the recruitment process has a close personal or familial relationship with an applicant they must declare it as soon as they are aware of the individual’s application and avoid any involvement in the recruitment and selection decision-making process.


The school aims to operate this procedure consistently and thoroughly while obtaining, collating, analysing and evaluating information from and about applicants applying for job vacancies at BSB.

3. ROLES AND RESPONSIBILITIES It is the responsibility of the proprietor to: • •

ensure the school has effective policies and procedures in place for recruitment of all staff and volunteers in accordance with BSO guidance and legal requirements; monitor the school’s compliance with them.

It is the responsibility of the Headmaster, HR Director and other managers involved in recruitment to: • • •

ensure that the school operates safe recruitment procedures and makes sure all appropriate checks are carried out on all staff and volunteers who work at the school; to monitor contractors’ and agencies’ compliance with this document; promote welfare of children and young people at every stage of the procedure.

The proprietor has delegated responsibility to the Headmaster and HR Director to lead in all appointments.

DEFINITION OF REGULATED ACTIVITY AND FREQUENCY Any position undertaken at, or on behalf of the School will amount to “regulated activity” if it is carried out: • • • •

frequently, meaning once a week or more; or overnight, meaning between 2.00 am and 6.00 am; or satisfies the “period condition”, meaning four times or more in a 30-day period; and provides the opportunity for contact with children.

Roles which are carried out on an unpaid / voluntary basis will only amount to regulated activity if, in addition to the above, they are carried out on an unsupervised basis. The School will check the Children’s Barred List and many other checks in line with BSO Standards whenever an individual will be engaging in “regulated activity”. However, the School will also carry out such checks on a person who would be carrying out regulated activity but for the fact that they do not carry out their duties frequently enough i.e. roles which would amount to regulated activity if carried out more frequently.

4. PROCEDURE RECRUITMENT AND SELECTION PROCEDURE ADVERTISING To ensure equality of opportunity, the school will advertise all vacant posts to encourage as wide a field of applicant as possible, normally this entails an external advertisement. The school website and any promotion of employment will make clear the school’s commitment to safeguarding and promoting the welfare of children, and to Data Protection provisions. All documentation relating to applicants will be treated confidentially in accordance with the Data Protection Act (DPA). USE OF APPLICATION FORMS FOR TEACHING STAFF BSB uses its own application form and all applicants for employment will be required to complete an application form containing questions about their academic and full employment history and their suitability for the role (in addition all applicants are required to account for any gaps or discrepancies in employment history).


The application form will include the applicant’s declaration regarding convictions and working with children, and will make it clear that the post is exempt from the provisions of the Rehabilitation of Offenders Act 1974. CV’s will not be accepted alone; an application form must be completed. The School will not employ anyone who is barred from working with children or is unable to provide sufficient evidence of suitability to work with children. All applicants will be made aware that providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and referral to the police and/or the DBS. JOB DESCRIPTIONS A job description is a key document in the recruitment process, and must be finalised prior to taking any other steps in the recruitment process. It will clearly and accurately set out the duties and responsibilities of the job role, including the employee’s obligation to safeguard and protect children. REFERENCES References are taken up before second interviews whenever possible or immediately after where required. TEACHERS AND TAS REFERENCES All offers of employment for teaching staff and other management roles will be subject to the receipt of appropriate written references which are considered satisfactory by the School. One of the references must be from the applicant’s current or most recent employer. If the current / most recent employment does / did not involve work with children, then the second reference should be from the employer with whom the applicant most recently worked with children. The referee should not be a relative. References will always be sought and obtained directly from the referee and their purpose is to provide objective and factual information to support appointment decisions. All referees will be contacted verbally and asked whether they believe the applicant is suitable for the job for which they have applied, whether they have any reason to believe that the applicant is unsuitable to work with children and to confirm the content of the written reference. This conversation will be noted on the reference form and on the HR cover sheet. One full verbal reference will also be conducted and recorded on a Telephone Reference Check Form. Please note that no questions will be asked about health or medical fitness prior to any offer of employment being made. Any discrepancies or anomalies will be followed up. Direct contact by phone will be undertaken with at least one referee to verify the reference. This is the headteacher at the applicant’s current school wherever possible. The School does not accept open references, testimonials or references from relatives. INTERVIEWS There will be a face-to-face interview wherever possible and at least via video conference. A minimum of two interviewers will see the applicants for the vacant position. The interview process will explore the applicant’s ability to carry out the job description and meet the person specification. It will enable the panel to explore any anomalies or gaps have been identified in order to satisfy themselves that the chosen applicant can meet the safeguarding criteria (in line with Safer Recruitment Training). Interviews will be overseen by HR with presence on the final stage panel to ensure consistency and adherence to this policy. Any information in regard to past disciplinary action or allegations, cautions or convictions will be discussed and considered in the circumstance of the individual case during the interview process, if it has been disclosed on the application form. At least one member of any interviewing panel will have undertaken safer recruitment training or refresher training as applicable. During each interview, specific questions will be asked pertaining to good safeguarding practice. OFFER OF APPOINTMENT AND NEW EMPLOYEE PROCESS In accordance with the recommendations set out in KCSIE and the requirements of the British Schools Overseas Standards, the School carries out a number of pre-employment checks in respect of all prospective employees. If it is decided to make an offer of employment following the formal interview, any such offer will be conditional on the following:


• • • • •

the agreement of a mutually acceptable start date and the signing of a contract incorporating the School’s standard terms and conditions of employment; verification of the applicant’s identity; the receipt of appropriate references (one of which must be from the applicant’s most recent employer) which the School considers to be satisfactory; verification of professional qualifications which the School deems a requirement for the post, or which the applicant otherwise cites in support of their application (where they have not been previously verified); for positions which involve “teaching work”: » where the position amounts to “regulated activity” confirmation that the applicant is not named on the Barred List before commencement of employment (this information is obtained via an ICPC application made by the prospective employee); » the School being satisfied that the applicant is not, and has never been: ▸ the subject of a sanction, restriction or prohibition from teaching; ▸ and is not listed as a teacher that has failed their statutory induction or probation period; ▸ and is not listed as subject of a sanction by the GTCE; ▸ and is not identified to the Teaching Regulation Agency (TRA) as having current European Economic Area member state restrictions or sanctions imposed upon them, which would prevent the applicant working at the School or which, in the School’s opinion, renders the applicant unsuitable to work at the School; ▸ and confirmation that the applicant is not subject to a direction under section 128 of the Education and Skills Act 2008 which prohibits, disqualifies or restricts them from being involved in the management of an independent school including academies and free schools

The checks detailed above are conducted through liaison with COBIS. » where the position amounts to “regulated activity” an Enhanced Disclosure from the DBS was previously sought via COBIS and checked as soon as is practicable. However British Schools Overseas are unable to legally access Enhanced DBS Checks. These are only available when a recruitment decision is made in England or Wales. Following consultation with COBIS we utilise the ICPC. The International Child Protection Certificate (ICPC) check is requested via ACRO. This is relevant for all British citizens or those from other nationalities who have lived and/or worked in the UK. This is used as a primary check as it is a more thorough criminal record check than the Basic DBS, which details convictions that are not spent. [Prior to October 2018, we had asked new staff members to obtain the Basic DBS as well as the ICPC where possible.] Both ICPC and DBS can only be obtained by the individual themselves and not by the employer. HR keep a scanned copy on file. We reimburse the costs of this to each individual upon commencement of employment. We recognise that “ICPCs are not a substitute for criminal record checks through the UK DBS where these are required and available (such as when an appointment decision is made in the UK), but they are the recommended alternative source of information when DBS checks and barring information are not available (such as when the appointment is not made in the UK). Their value can be recognised by inspectors when reaching a judgement about whether a BSO has reached the standard on suitability of staff.” (taken from Commentary on the BSO Standards September 2019 p55). » any further checks which are necessary as a result of the applicant having lived or worked in other countries; applicants who have lived/travelled abroad for more than 3 months should obtain a criminal record check from the relevant country. We will seek to check criminal records overseas for those who have lived or worked overseas for this timeframe over at least the last ten years. We will seek to be as stringent and extensive as feasible, bearing in mind any other assurances that we have been able to obtain such as an ICPC. Where a previous police check is missing from the records of a prospective employee it will be expected that the applicant will make all reasonable attempts to obtain a copy of the check and demonstrate evidence of such efforts. Locally hired employees provide a local police check and a local Integrity Letter issued by the Romanian Police Authority. This also applies to staff returning from maternity leave and extended medical leave. As of January 2022, all employees will be required to provide Romanian Police checks at least every 2 years.


• • • •

verification of the applicant’s physical and mental medical fitness for the role is made on the first day of the contract after arrival in Romania following a self-disclosure of medical fitness as part of the application form; verification of the applicant’s right to work in Romania as soon as is practicable; verification that the applicant understands the possibility of working from home in case of lockdown situations such as Covid-19. further verification of the applicant’s attitudes and integrity are completed prior to appointment via the completion of an Integrity test and/or a Thomas Test.

Whether a position amounts to “regulated activity” must therefore be considered by the School in order to decide which checks are appropriate. In nearly all cases of overseas recruitment, the School will require an ICPC is obtained prior to employment and the further checks detailed above. Children’s Barred List checks made via the Teachers’ Pension online service are no longer available to schools overseas, since 1st April 2021. Members of staff at BSB are aware of their obligation to inform the Headmaster or the HR Department of any cautions or convictions that arise between these checks taking place. A personal file checklist will be used to track and audit paperwork obtained in accordance with Safer Recruitment Training. The checklist will be retained on personal files.

THE REHABILITATION OF OFFENDERS ACT 1974 The Rehabilitation of Offenders Act 1974 does not apply to positions which involve working with, or having access to pupils. Therefore, any convictions and cautions that would normally be considered ‘SPENT’ must be declared when applying for any position at BSB.

DEALING WITH CONVICTIONS The school operates a formal procedure if an ICPC or DBS Certificate or police check is returned with details of convictions. Consideration will be given to the Rehabilitation of Offenders Act 1974 and also: • • • • •

the nature, seriousness and relevance of the offence; how long ago the offence occurred; one-off or history of offences; changes in circumstances; decriminalisation and remorse.

A formal meeting will take place face-to-face to establish the facts with the Headteacher and the Human Resources Director. A decision will be made following this meeting. In the event that relevant information (whether in relation to previous convictions or otherwise) is volunteered by an applicant during the recruitment process or obtained through a disclosure check, the Headteacher and the Human Resources Director will evaluate all of the risk factors above before a position is offered or confirmed. If an applicant wishes to dispute any information contained in a disclosure, they may do so by contacting ACRO, the DBS or local police. In cases where the applicant would otherwise be offered a position were it not for the disputed information, the School may, where practicable and at its discretion, defer a final decision about the appointment until the applicant has had a reasonable opportunity to challenge the disclosure information.

MEDICAL FITNESS The School is legally required to verify the medical fitness of anyone appointed to a post at the School annually and this is carried out within the first two days of employment. A self-disclosure of medical fitness is made as part of the application process.

INDUCTION PROGRAMME All new employees and all others who will be involved in regulated activity will be given an induction programme which will clearly


identify the school policies and procedures, including the Safeguarding and Child Protection Policy, Whistleblowing Policy and the Code of Conduct and makes clear the expectations which will govern how staff carry out their roles and responsibilities.

SINGLE CENTRAL RECORD OF APPOINTMENTS In addition to the various staff records kept in school and on individual personnel files, a single central record of appointments and vetting checks is kept in accordance with the 2019 British Schools Overseas Standards. This is kept up-to-date and retained by the Human Resources Office. The single central record will contain details of the following: • • •

all employees who are employed to work at the school; all employees who are employed as contractors to the school whether employed directly or through an agency; all others who have been chosen by the school to work in regular contact with children. This will cover volunteers, proprietor, peripatetic staff and people brought into the school to provide additional teaching or instruction for pupils but who are not staff members e.g.: sports coaches etc.

RECORD RETENTION/DATA PROTECTION The School is committed to undertake the above employment checks. Therefore, if an applicant is successful in their application, the School will retain on their personnel file any relevant information provided as part of the application process. This will include copies of documents used to verify identity, right to work in the Romania, medical fitness and qualifications. Medical information may be used to help the School to discharge its obligations as an employer e.g. so that the School may consider reasonable adjustments if an employee suffers from a disability or to assist with any other workplace issue. This documentation will be retained by the School for the duration of the successful applicant’s employment with the School. All information retained on employees is kept centrally in the Human Resources Office in a locked and secure cabinet. The same policy applies to any suitability obtained information about volunteers involved with School activities.

STAFF RECORD MONITORING The DSL, or senior member of the safeguarding team, alongside the HR manager, will check the SCR and a selection of requested staff files periodically to ensure they are complete and in order. Once checked and deemed satisfactory, they will be signed, dated and a record of this will be made on the SCR.

ONGOING EMPLOYMENT BSB recognises that safer recruitment and selection is not just about the start of employment, but should be part of a larger policy framework for all staff. The school will therefore provide ongoing training and support for all staff, as identified through the annual performance management procedures.

LEAVING EMPLOYMENT AT BSB On leaving employment at BSB, all members of staff are offered a voluntary exit interview form to reflect on their experience as a BSB employee. Where appropriate, face-to-face exit interviews will be requested. As a result of the best efforts to recruit safely there should only be very rare occasions when allegations of serious misconduct or abuse against children and young people are raised. This policy is primarily concerned with the promotion of safer recruitment and details the pre-employment checks that will be undertaken prior to employment being confirmed. Whilst these are pre-employment checks the School also has a legal duty to make a referral to the DBS in circumstances where an individual: • •

has applied for a position at the School despite being barred from working with children; or has been removed by the School from working in regulated activity (whether paid or unpaid); or has resigned prior to being removed, because they have harmed, or pose a risk of harm to, a child.

If the individual referred to the DBS is a teacher, the School may also decide to make a referral to the TRA and other appropriate international agencies.


CONTRACTORS AND AGENCY STAFF Contractors engaged by the School must complete the same checks, to the extent possible, for their employees that the School is required to complete for its staff. The School requires confirmation via the signing of the collaboration contract, that these checks have been completed before employees of the Contractor can commence work at the School. The School will independently verify the identity of staff supplied by contractors and where relevant, will require the provision of the original ICPC or DBS certificate before contractors can commence work at the School.

VISITING SPEAKERS (AND PREVENT DUTY) The Prevent Duty Guidance requires schools to have clear protocols for ensuring that any visiting speakers, whether invited by staff or by pupils, are suitable and appropriately supervised. Although the Prevent Duty is not statutory in Romania, it is right for us to implement this. The School will obtain an ICPC or DBS disclosure or check Children’s Barred List information on any visiting speaker who engages in regulated activity at the School or performs any other regular duties for or on behalf of the School. All visiting speakers will be subject to the School’s usual visitors signing in protocol. This will include signing in and out at Reception, the wearing of a visitors’ badge at all times and being escorted by a fully vetted member of staff between appointments. The School will also obtain such formal or informal background information about a visiting speaker as is reasonable in the circumstances to decide whether to invite and/or permit a speaker to attend the School. In doing so the School will always have regard to the Visitor and Volunteers Policy and Security Policy, the Prevent Duty Guidance and the definition of “extremism” set out in KCSIE which states: “Extremism is vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and beliefs. We also include in our definition of extremism calls for the death of members of our armed forces, whether in this country or overseas. Terrorist groups very often draw on extremist ideas developed by extremist organisations.” In fulfilling its Prevent Duty obligations the School does not discriminate on the grounds of race, colour, nationality, ethnic or national origin, religion or religious belief, sex or sexual orientation, marital or civil partner status, disability or age.

VOLUNTEERS The School will request an ICPC, if relevant, and/or relevant overseas and local criminal records check on all volunteers undertaking regulated activity with pupils at or on behalf of the School (the definition of regulated activity set out above will be applied to all volunteers). Under no circumstances will the School permit an unchecked volunteer to have unsupervised contact with pupils. In addition, the School will seek to obtain such further suitability information about a volunteer as it considers appropriate in the circumstances. This may include (but is not limited to the following): • • • •

formal or informal information provided by staff, parents and other volunteers; character references from the volunteer’s place of work or any other relevant source; medical check and health and safety induction; and an informal safer recruitment interview.

MONITORING AND EVALUATION The Human Resources Director in conjunction with the Proprietor, Headmaster and Designated Safeguarding Lead will be responsible for monitoring and evaluating the implementation of this policy throughout the school. The full procedures are detailed within an Appendix held within the HR Department.


APPENDICES APPENDIX 1: REGULATED ACTIVITY SECTION 1 Regulated Activity Teachers (Ex-pat & local)

Teaching Assistants (Ex-pat and local)

CCA Teachers/providers

Peripatetic Music Teachers (Ex-pat & local)

School Admin Staff (On campus)

‘Regular’ Parent Volunteers

√ (unless supervised at all times) √ (it is always supervised by our staff)

Staff at PE or trip Venues e.g. Gym/Swimming instructors Events team

Security

Courier

Maintenance Team (cleaners, gardeners, general maintenance)

Takanaka Team – All kitchen staff

Agency staff*

√ (depending on role)

Drivers Maintenance Contractors e.g. plumbers, builders, electricians) Event staff e.g. additional catering staff for Fair

√ (depending on role) √ (unless a member of staff has regular, unsupervised access to campus)

Finance Team Staff @65IN IT Team Marketing HR Administrative/Office Admissions

Non Regulated Activity

√ (In most cases the staff conduct work on campus regularly and unsupervised)

√ (for a small number of staff who do NOT have regular, unsupervised access to campus)

√ (Any bus which is not accompanied by a TA. 5pm service)

√ (Any driver that only works on morning, 3 or 4pm buses. These are all accompanied by a TA at all times) √ (Assuming not ‘regular’) √ (not regular and supervised)


Consultant

√ (In some cases the consultant conducts work on campus regularly and unsupervised e.g. Trips Coordinator)

NB Proprietor and Board Schools ‘may include on SCR’. There is a separate section on the checks required (Paragraph 20 p58ff). We have included on SCR previously.

√ (Most consultants do NOT have regular, unsupervised access to campus) √

√ (Tudor Atanasiu - Vice-President)

Corina Corda (Proprietor) and Andrei Atanasiu (General Secretary)

*Agency staff – refers to the employees of contractors. These fall outside the main regulations and are not required to be placed on the SCR. However we complete vetting checks in accordance with their role so that we have taken all ‘reasonable steps to ensure suitability, subject to the type of work they will be doing and the expected level of contact with pupils’. (Note 287 p56 Commentary on BSO Standards) We should ensure that the relevant checks have been carried out through either ‘obtaining written confirmation from the employer [agency]’ of the specific tests. This should be retained for inspection purposes’. For agency staff engaged in regulated activity e.g. a cleaner on campus – we should ensure that the agency tests are correct, up to date and in line with our expectations for vetting checks on staff in regulated activity.

SECTION 2 Relevant Guidance Notes From Page 39 Commentary on BSO Standards Sept 2017 DEFINITIONS OF REGULATED ACTIVITY 1. All regular work for schools with opportunity for contact with children is regulated activity, except: • • •

Work (not entailing personal care, within definition 2) by supervised volunteers; Work (not entailing care or teaching, within definitions 2 or 3) by occasional/temporary contractors; Work by pupils for other pupils (excepting for those in early years) (known as ‘the peer exemption’).

2. Relevant personal care, or health care is regulated activity • •

Personal care includes helping a child, for reasons of age, illness or disability, with eating or drinking, or in connection with toileting, washing, bathing and dressing; Health care in this context means care for children provided by or under the direction or supervision of, a regulated health care professional.

Note that ‘care’ within this definition is always regulated; considerations of regularity and supervision do not apply. 3. Regular, unsupervised teaching, training, instructing, caring for or supervising children is regulated activity and so is regularly • •

providing advice or guidance for children on well-being, or driving a vehicle only for children.


DECIDING WHETHER A PERSON IS ENGAGING IN REGULATED ACTIVITY From page 94 The definition of regulated activity (i.e. work that a barred person must not do) in relation to children comprises, in summary: (i) regular work in schools with opportunity for contact with children. Not work by supervised volunteers. (ii) unsupervised activities: teach, train, instruct, care for or supervise children, or provide advice/ guidance on well-being, or drive a vehicle only for children, if done ‘regularly’ (see above). (iii) relevant personal care, e.g. washing or dressing; or health care by or supervised by a professional; applies to any child, even if done only once. From page 39 187. Key questions: • • • •

Is the activity they will do ‘work’? (a person, for example, visiting the head or their own child would not be working); Is the work regular? (defined as frequently (once a week or more often) or on 4 or more days in a 30-day period or overnight (between 2am and 6am); Does it give rise to opportunity for contact with children? (this applies whether or not that contact is required by the work and whether or not it actually takes place. The issue is whether there is ‘opportunity’.); Is the work for the purposes of the school? (this would not include, for example, those working for bodies hiring premises for other purposes out of school hours.)

If the answer to all these questions is ‘yes’, the person is working in regulated activity unless an exception as below applies: •

Is the person a volunteer?

If so, does their work involve personal care of pupils? If so, the volunteer is engaged in regulated activity because personal care work is always regulated activity. If not, are they supervised? If so, the volunteer is not engaged in regulated activity as a supervised volunteer, not doing personal care work, is not in regulated activity. •

Is the person a contractor?

If so, are they administering personal care or heath care, as defined? (these are always regulated activity) If not, are they teaching pupils? (regular teaching is always regulated activity) If not teaching work, is the contract for occasional or temporary non-teaching work (such as, a quick plumbing task)? (there is no definition of ‘occasional or temporary’ but see the definition of ‘regular’.) If so, the contractor is not in regulated activity as nonteaching work by occasional or temporary contractors is not regulated activity. What if it’s a contractor? Are they in Regulated activity – still determines the checks required or not 188. The regulations provide a detailed list of the checks which are required for each new member of staff. The definition of staff in the UK includes: Any person working at the school whether under a contract of employment, under a contract for services or otherwise than under a contract, but does not include supply staff or a volunteer. 189. The three strands of the definition of staff can be applied as follows:


Any person working at the school whether: • • •

under a contract of employment (this covers every employee, no matter what sort of work they do) under a contract for services (this covers self-employed people arranged and/or paid direct by the school. It does not include those in a contract for services with others, subject to the exception immediately below). or otherwise than under a contract (this covers self-employed people who are arranged by the school for the purposes of the school but, for example, paid direct by parents, such as some peripatetic teachers and therapists. It does not include for example, private employees of parents permitted to enter school by agreement.)

but does not include supply staff or a volunteer. 190. In relation to the second and third strands, the DfE permits schools to exercise professional discretion as to when self-employed people should be treated as ‘staff’ or as ‘contractors’ (see later). The inspection expectation is that, as a rule of thumb, if the person is in regulated activity in the school they should normally be treated as ‘staff’. This could have the effect that an invigilator who works for a week is treated as ‘staff’ but a self-employed plumber who does likewise is treated as a contractor. For this grey area of worker definition, inspectors should respect the DfE policy intention to allow discretion to professionals in schools and probe, if necessary, whether a school has made a reasonable decision in context. Contemporaneous evidence of a risk-based decision by the school (e.g. a brief note on the SCR) which recognises regulated activity as a key risk factor, can be indicative of a reasonable approach, though individual written risk-assessments should not be considered a regulatory requirement.


APPENDIX 2 PRE-EMPLOYMENT BACKGROUND CHECKS – WORKING INSTRUCTIONS (AS REQUIRED FOR BSO COMPLIANCE) BSB operates a safer recruitment policy and adopts safer recruitment procedures. Once a job offer has been accepted, all recruitment checks need completing as soon as possible and certainly before the start of employment. Pre-employment checks

What is to be done

Responsible department

CV/Application form & Interview notes

All employees must complete a BSB Application Form, even when a CV is sent. All gaps in employment should be noted and followed up at interview. Notes should be kept on an interview form and at least two safeguarding questions should be asked as part of the interview for any staff member in regulated activity.

2 References

Standard BSB written reference form should be sent to the nominated HR and referees on the application form - subject to these including the Head Headmaster of School from previous role and one other suitable referee from a separate role in most circumstances. When a written reference is received, a phone call should be made to check that it is from that person if it is not from a registered school email account or the account to which it is sent and in this case a note made ‘Checked by phone’ Date/Signature. This will match the date noted on the SCR.

Timeframe

Line Manager During recruitment & HR (head/ process (January recruiter) – February)

Within 3 days after the job offer has been accepted

For all staff in regulated activity a full verbal reference is completed on the verbal reference form. In most instances this is done by the Headmaster and will involve the current headteacher – even if they are not a nominated referee. References are taken up either before or immediately after initial interviews – see Appendix 3. Qualifications

All relevant qualification certificates.

HR

Received from the candidate during recruitment process

HR

Received from the candidate within 1 month after the offer has been accepted; updated every August tbc

Date received should be written and signed on the file copy. This will match the date noted on the SCR. Originals ideally would be seen with a comment ‘Original seen’ signed/dated. Note added to SCR at this point too. Police check

Criminal record checks must be obtained from relevant countries, ‘to the extent possible’. Copy of Cazier and Police check from any other country worked in/visited for longer than 3 months – on file with date received/ signature. This will match the date noted on the SCR. If a Police check from several years ago is not available – a trail to show that the applicant has made reasonable attempts to get one should suffice. This should be placed on the staff file.


ICPC/DBS

Only UK staff. HR All new staff that have been resident and/or are UK passport holders will be asked to obtain a ICPC. They may also have copies of previous DBS police clearances. Copy of ICPC certificate/DBS will be placed on file with date received/signature. This will match the date noted on the SCR.

Prohibition checks

Prohibition from teaching orders – and/or equivalents locally or overseas; Prohibition from management directions (section 128 directions); EEA Online check/ teachers failing induction/ GTC Sanctions - Request sent to COBIS for Prohibition Order verification - email the “prohibition check request form” (see Appendix 4) to pa@cobis.org.uk and Safeguarding@cobis.org. uk Check if the applicant has ever been the subject of a sanction, restriction or prohibition issued by Teaching Regulation Agency – email the form in Appendix 5 and request confirmation (employer.access@education.gov.uk)

Received from the candidate within 1 month after the offer has been accepted;

HR

Done by HR within asap from the acceptance of the offer

HR

Copy received from the candidate; original seen in the first employment week

Copy of emails confirmation on file with date received/signature. All these will match the date noted on the SCR. ID

Passport/ID card. Date copy received should be written and signed on the file copy. This will match the date noted on the SCR. Originals must be seen with a comment ‘Original seen’ signed/dated on the file copy. Note to be added to SCR.

Birth Certificate & Name Changes Check

Copy received from candidate of birth certificate, marriage certificate and or name change documents.

HR

Before employment starts

Medical Check

Dated form on file. This will match the date noted on the SCR.

HR

Before employment starts

Self-Declaration Form

Dated form on file. This will match the date noted on the SCR.

HR

Before employment starts

Data Protection Form (GDPR)

Dated form on file.

HR

Before employment starts

The Single Center Record (SCR) should be ongoing and always up to date. From the moment an offer goes the SCR should be opened. The person should not start working with us until all sections of this area is completed and the file reflects what is shown on the SCR. A member of the school safeguarding team will audit a sample of new staff files at regular intervals in the academic year. The Headmaster or the proprietor will also audit a further sample of new staff files at least once each year. Evidence of this audit will be on the cover sheet of each staff file. Delayed Checks and Risk Assessments When suitability for employment checks are delayed, a risk assessment is undertaken of the member of staff if the decision is agreed by the Head to confirm the appointment. The risk assessment is discussed with the Head and may result in: • a delay to the start date of the employee, • a delay to access to campus, • or additional supervision or monitoring until the matter is resolved. In any of the cases above, the school will: • review safeguards at least every two weeks; • ensure the person in question is informed of the safeguards in place; • for evidential purposes, add a note to the single central register and keep evidence of the measures put in place.


APPENDIX 3: REQUEST FOR A CONFIDENTIAL REFERENCE Email template: Dear ………, ……………. has applied for a job at our school and given your contact as a referee. I would be most grateful if you could find time to complete and return the attached reference form as soon as possible. With best regards, ………………...

British School of Bucharest: Request for a confidential reference Name of candidate: Position applied for: Please return reference by:

As soon as possible

This reference will be treated with confidence by the British School of Bucharest. The person giving the reference should ensure it contains no material misstatement or omission relevant to the suitability of the applicant for the post. Please state how long you have known this person and in what capacity. Please include details of the applicant’s employment with you including job title and length of service. If this person is an ex-employee, please give their start and end date of employment. Has this person been the subject of a disciplinary action? Yes/No If yes, the reason is: Do you have any concerns regarding this person working directly with children and young people? Yes/No If yes, please specify. If the person has left your employment, please indicate reason and date of leaving. Would you re-employ this person in a similar capacity within your organisation? Yes, with great enthusiasm Yes, with enthusiasm Yes, with reservation No, would not re-hire Please provide details of this person’s sickness/absence record over the past two years. From:

To:

Number of days:

Please give your assessment on the following:

Reason:


The applicant’s experience and personal qualities would enable to be successful for this post. What are this person’s greatest strengths? How well does this person respond to feedback? In what areas would like to see this person improve professionally? Please add any additional comments which could assist us in deciding whether to employ this person. Are you aware of any reason which renders the applicant unsuitable for this opportunity? Please confirm whether this applicant will receive a copy of this reference or otherwise know its contents. Yes/No

Referee details Name……………………………….. Position……………………………. Signature …………………………… Date ……………………………….. Name and contact details of organisation ………………………………………………………………………………………… …………………………………………………………………………………………….. Thank you for your assistance.


APPENDIX 4: PROHIBITION CHECK REQUEST FORM (COBIS)


APPENDIX 5: PROHIBITION FROM TEACHING ORDERS – REQUEST TO TRA

Answer from TRA to be printed and saved in the personnel file:


APPENDIX 6: SELF-DISCLOSURE FORM As the role you have applied for involves frequent or regular contact with or responsibility for children we will also apply for an ICPC (International Child Protection Certificate) or DBS (Disclosure and Barring Service) certificate which will provide details of criminal convictions; this may also include a Barring List check. Name: Have you ever been known to any Children’s Services department or Police as being a risk or potential risk to children?

YES / NO (if Yes, provide information below):

Have you been the subject of any disciplinary investigation and/or sanction by any organisation due to concerns about your behaviour towards children?

YES / NO (if Yes, provide information below):

Are there any reasons, on grounds of mental or physical health, why you should not be able to discharge the responsibilities required by this post?

YES / NO (If Yes, please provide details):

Confirmation of Declaration (tick box below)

I agree that the information provided here may be processed in connection with recruitment purposes and I understand that an offer of employment may be withdrawn or disciplinary action may be taken if information is not disclosed by me and subsequently come to the organisation’s attention. In accordance with the organisation’s procedures if required I agree to provide a valid ICPC or DBS certificate and consent to the organisation clarifying any information provided on the disclosure with the agencies providing it. I agree to inform the organisation immediately if I am subsequently investigated by any agency or organisation in relation to concerns about my behaviour towards children or young people. I understand that the information contained on this form, the results of the ICPC/DBS check and information supplied by third parties may be supplied by the organisation to other persons or organisations in circumstances where this is considered necessary to safeguard children. Signature:

Print name:

Date:


APPENDIX 7: ROMANIAN APPLICATION FORM Politica de Safeguarding: Recunoaștem responsabilitatea noastră morală și legală de a proteja și promova bunăstarea tuturor elevilor. Ne străduim să oferim un mediu sigur și primitor în care elevii să fie respectați și apreciați. Promovăm un mediu în care copiii și personalul se simt în siguranță și sunt încurajați să vorbească și sunt ascultați atunci când au îngrijorare sau îngrijorare. Suntem atenți la semnele de abuz și neglijare și urmăm procedurile noastre pentru a ne asigura că copiii care au nevoie sau sunt expuși riscului de a primi un sprijin, o protecție și o justiție eficiente. Candidat: Formular de aplicare Pentru pozitia de: ______________________________ Nume/Prenume: Data Nasterii: Adresa: Numar de telefon: Adresa de E-mail: Studii (de specificat perioada si institutia in care au fost urmate cursurile): An

Institutia

Experienta Profesionala: (se va/vor enumera companiile/compania incepand cu ultima la care s-a lucrat. Se vor trece numele companiei, lunile si anii in care s-a lucrat la respectiva companie precum si functia detinuta) Luna / An

Firma

Functia


Perioada de pauza in activitatea de munca: (Se va/vor trece perioada/perioadele in care a fost o pauza de la activitatea profesionala si motivul/motivele) An

Motivul

Referinte: (Se vor trece cel putin 2 persoane de contact care pot oferi referinte de la ultimele doua locuri de munca, de preferat seful ierarhic – numele persoanei, functia si numarul de telefon sau adresa de mail) Nume prenume

Functia

Numar de telefon / e-mail

Data _____________ Nume Prenume ____________________ Semnatura ________________________ Manager: Notite de interviu ____________________________________________________________________________________________________ ___________________________________________________________________________________________________ ___________________________________________________________________________________________________ ___________________________________________________________________________________________________ ___________________________________________________________________________________________________ Data _____________

Nume Prenume ____________________ Semnatura

_____________________

HR: ________________________________________________________________________________________________________ _______________________________________________________________________________________________________ _______________________________________________________________________________________________________ ________________________________________________________________________________________________________ _______________________________________________________________________________________________________ _______________________________________________________________________________________________________ Data _____________

Nume Prenume ____________________

Semnatura

_____________________


APPENDIX 8: VACANCY APPLICATION FORM FOR ENGLISH SPEAKING STAFF VACANCY APPLICATION FORM Thank you for your interest in joining the British School of Bucharest! BSB uses its own application form and all applicants for employment are required to complete an application form containing questions about their academic and full employment history and their suitability for the role (in addition all applicants are expected to account for any gaps or discrepancies in employment history). The application form includes a declaration regarding convictions and working with children, and the post is exempt from the provisions of the Rehabilitation of Offenders Act 1974. CV’s will not be accepted alone; an application form must be completed. The School will not employ anyone who is barred from working with children. All applicants should be aware that providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and referral to the police and/or the DBS. Title of post applied for: Personal details: Surname:

First name

Preferred title:

Previous surname(s) (or aliases if appropriate):

Date of birth:

Place of birth:

Passport issued by:

Expiry date:

Relevant experience Current appointment: Name & Address of School/ Organization

City/Country

Type of school

Title of post

Subject(s) taught

Year Group(s) Full time/ taught part time/ supply

Dates From

To

Previous teaching experience: Name & Address of School/ Organisation

City / Country

Type of school

Title of post

Subject(s) taught

Year Group(s) Full time/ taught part time/ supply

Dates From

To


Do you have all relevant Police checks for each country you have lived more than 3 months? Yes:

No:

If “No” please take into consideration that all police check must be delivered to the BSB HR department (as soon as possible after an offer will be submitted to successful candidates). Please comment below if any issues regarding this: ______________________________________________________________________________________________

Brief: No of years teaching full time:

Main subject and level taught (Senior School)

No of years teaching British NC: Subject and age range specialty (Primary School)

Additional subject taught (Senior School)

Explanation for any gaps in work history:

Explanation for any gaps in work history:

Additional experience outside teaching: Name of School/ Organization

City / Country

Nature of business

Position held

Responsibilities

Dates From

To

Relevant education and qualifications Higher education: Institution (full or part-time)

City / Country

Dates From

To

Main subjects

Qualifications obtained

Class of degree

Other qualifications and training attended (mention the courses attended in the last three years): Institution

Location

Dates From

To

UK QTS, DfES (UK applicants) or other: Date recognised

Teaching reference

Course title and qualification


Details of A’ Levels/IB: School

Location

Dates From

To

Subject and Grades attained

Languages: First language

Proficiency Level

Other Languages

References: Names and contacts details of Referees: (if currently employed as a teacher, must give the name and contact details of current Head teacher; two professional non-related referees would be expected): Preferred Title

Name

Address

Position

Phone number/ Fax number

Email

By submitting this application form I agree and acknowledge that the referees above mentioned will be contacted in via e-mail and via phone, as part of the BSB recruitment process. Surname: First name:

The above-mentioned referees can be contacted by HR department: Anytime:

After the following date:


Extracurricular: Attach one A4 size page about hobbies and involvement in co-curricular activities Contact details: Permanent Address: Telephone No: Work:

Fax No: Email address:

Other contact number in case of difficulty in contacting you:

Do you have access to video conferencing facilities?

Are you are accompanied by your partner / children? (You may include a CV for your spouse if you wish. If your spouse is also applying for a post with us, a separate application form should be completed) Declaration: Please read carefully before submitting By submitting this application form I declare that the information given is true and accurate and that I have no previous convictions or reasons why I should not work with children. I acknowledge and accept that any offer of employment which may be made to me by British School of Bucharest is subject to this declaration. Surname: Instructions for sending this form via e-mail: • • •

Complete the form and Save as an MS Word file. Along with your application, please send a recent color photograph and a cover letter. Attach at the same time: the application, CV, cover letter, any additional documents (i.e. references), a recent photo and send them to vacancies@britishschool.ro

Name Surname Date

Signature


APPENDIX 9: EMPLOYEE RECORD CHECK LIST TO ACCOMPANY SCR Angajat/ Employee name: ………………………………….......................... Data de inceput / Starting date: …………………. Department: ………………………………………. Verificat de/ Checked by: …………………………. Document / Item

ITM

ISI

Contract Related Documents CIM / Employment contract x The contract must have Registration number and date, it has to be signed by both parties and written proof that an original was given to the employee Acte aditionale - Other documents/ appendix to contract All CIM Addendums must have Registration number/s and date, it has to be signed by both parties and written proof that an original was given to the employee

x

T&C and Annexes / T&C si Anexe

x

Job Description eng/RO ITM requests a romanian JD, it has to be signed by both parties and written proof that an original was given to the employee

x

Acord confidentialitate / Confidentiality agreement

x

Formular GDPR / GDPR form

x

Certificat de inregistrare pt cetateni UE / Registration Certificate for UE citizens Valid

x

Permis de sedere in scop de munca / Residence permit for work Valid and expiration date

x

CI / Identity card / passport Valid and expiration date Date copy received should be written and signed on the file copy. This will match the date noted on the SCR. Originals must be seen with a comment ‘Original seen’ signed/dated on the file copy. Note to be added to SCR.

x

x

x

x

Safe Recruitment Policy Documents CV Interview notes All gaps in employment should be noted and followed up at interview. Notes should be kept on an interview form and at least two safeguarding questions should be asked as part of the interview for any staff member in regulated activity.

x x

Check

Notite/ Notes


Formular de aplicare / Application form All employees must complete a BSB Application Form, even when a CV is sent.

x

2 Referinte sau recomandari / 2 References or recommendation When a written reference is received, a phone call should be made to check that it is from that person if it is not from a registered school email account or the account to which it is sent and in this case a note made ‘Checked by phone’ Date/ Signature. This will match the date noted on the SCR. References are taken up either before or immediately after initial interviews

x

Ultima Diploma de absolvire / Last graduation diploma All relevant qualification certificates. Date received should be written and signed on the file copy. This will match the date noted on the SCR. Originals ideally would be seen with a comment ‘Original seen’ signed/dated. Note added to SCR at this point too.

x

x

Certificat/Diploma cursuri de calificare/perfectionare; (Adeverinte inlocuitoare) / Professional courses diplomas All relevant qualification certificates. Date received should be written and signed on the file copy. This will match the date noted on the SCR. Originals ideally would be seen with a comment ‘Original seen’ signed/dated. Note added to SCR at this point too.

x

x

ICPC/DBS Only UK staff. All new staff that have been resident and/or are UK passport holders will be asked to obtain a ICPC. They may also have copies of previous DBS police clearances. Copy of ICPC certificate/DBS will be placed on file with date received/ signature. This will match the date noted on the SCR.

x

Prohibition Checks / Barred List Barred list checks are required for staff from the UK or who have worked in the UK, and who will be working in regulated activity in BSB. Copy of emails confirmation on file with date received/signature. All these will match the date noted on the SCR.

x

Prohibition Checks / COBIS Prohibition from teaching orders – and/or equivalents locally or overseas; Prohibition from management directions (section 128 directions); EEA Online check/ teachers failing induction/ GTC Sanctions – Copy of emails confirmation on file with date received/ signature. All these will match the date noted on the SCR.

x


Prohibition Checks / TRA Check if the applicant has ever been the subject of a sanction, restriction or prohibition issued by Teaching Regulation Agency Copy of emails confirmation on file with date received/ signature. All these will match the date noted on the SCR.

x

Self-Disclosure Form Dated form on file. This will match the date noted on the SCR Cazier / Police check (including previous countries when applicable) Criminal record checks must be obtained from relevant countries, ‘to the extent possible’. Copy of Cazier and Police check from any other country worked in/visited for longer than 3 months - on file with date received/signature. This will match the date noted on the SCR. If a Police check from several years ago is not available – a trail to show that the applicant has made reasonable attempts to get one should suffice. This should be placed on the staff file.

x

Adeverinta integritate personala / Personal Integrity Certificate Medicina Muncii / Medical check report Dated form on file. This will match the date noted on the SCR.

x x

Alte documente personale / Other personal documents Certificat de nastere / Birth Certificate

x

Certificat de casatorie / Marriage certificate

x

Certificat(e) de nastere copii / Birth certificate for children

x

Extras de cont de card – Banca Transilvania or Garanti Bank / Bank account receipt Adeverinta cu venituri pentru ultimele 12 luni si contributia CAS (pentru calculul salarial CM) / Income Certificate from last employer for health insurance

x

Declaratie persoane in intretinere si Casa de Asigurari / Declaration for depended persons and health insurance

x

Declaratie de traseu / Declaration for the route from home to work

x

Formular pentru contacte in caz de urgenta / Contact in emergency cases

x

Declaratie privind Regulamentul Intern / Declaration regarding Internal Regulations

x

Declaratie uniforma de serviciu / Declaration regarding uniform Declaratie privind data limita de predare a concediului medical / Declaration regarding deadline for submitting medical leave certificates

x

x


Declaratie luare la cunostinta proceduri / politici / Declaration regarding information about working procedures and policies Induction Steps

Email sent

Confirmation

Notes

Welcome iSAMS IT Department Security Department DPO Department DSL Department Marketing Department SSM Department Payroll Department SIGNED:____________________ SIGNED:____________________ Closing / Suspension of the contract

Suspension Documents

Closure Documents

Checked

Details


APPENDIX 10: SAFEGUARDING INTERVIEW QUESTIONS The ability to ask questions that probe deeper and get beneath superficial answers is a skill that takes time to develop and practice. Those who wish to deceive are practised in the art of deception. They may rehearse model answers to questions about safeguarding or areas of their past and it is essential that the questions asked unpick these responses so that there can be confidence in the validity of the answers. In our interviews we should always ask 2 questions about safeguarding, regardless of the role’s level of contact with children. All school staff and volunteers will have a responsibility for child protection. Below are examples of questions designed to examine a candidate’s attitude toward safeguarding children, and some positive (the kind of things you hope they would say) and negative (things that might ring alarm bells) indicators. (Questions are taken from the NCSL public version of the online training). Indicate which 2 questions were used during your interview and brief notes on the response. Then pass these notes to the second interviewer (if appropriate) or HR. A possible scoring framework might be: 1 Positive. Constructive. Convincing responses with good ideas on how to apply the theory.

2 Responded well. Good 3 Lack of detailed knowledge of the theory with understanding. Unconvincing some application into practice. responses.

Question

4 Unable to respond constructively. Negative responses.

Positive Indicators

Negative Indicators

Genuine interest in the education and welfare of children.

Wanting role to meet own needs at the expense of children’s needs.

Understanding of children’s needs and expectations.

Inappropriate language when talking about children.

Self-awareness of impact on others.

Weak or vague examples of past experiences.

Strong examples of own experiences dealing with children in an appropriate and developmental manner.

No self-awareness.

Motivation for working with children • • • •

What attracted you to teaching? How do you think your own childhood may have influenced your own practice? Possible follow ups: How? Why? What is the impact/result? Tell us about your interests outside of work. What motivates young people?

Understanding of child protection principles

Emotional immaturity.


• • • • •

What do you think are the professional challenges facing school staff today? Possible follow ups: Have you experienced any of these? How did you deal with them? What do you do to avoid them? What would you do if you were concerned about a colleague’s behaviour towards children? What makes a school a safe and caring place? Possible follow ups: How have you contributed to this? What policies are important to support a safe environment? Possible follow ups: Why are these important? What are staff’s responsibilities in protecting children? Tell us what you have done in the last 12 months to actually improve child protection in the workplace?

Awareness of child protection principles.

Unclear about boundaries with children.

Up to date knowledge of legislation and current policies and practices.

Using inappropriate language when talking about children – e.g.

Strong examples of own experiences of developing/ strengthening/ embedding child protection policies and/or practices.

Weak examples of past experience dealing with difficult or vulnerable situations.

Proactive and committed to safeguarding – sees it as part of the day job, not an ‘add on’. Prepared to challenge working practices and colleagues if necessary. Willingness and eagerness to work with others to improve safeguarding.

No appreciation of the importance of boundaries and children’s needs. Lack of self-awareness or self-management techniques when dealing with difficult or vulnerable situations.

Boundaries and inappropriate behaviour •

• • •

• • • •

Give an example of where you have had to deal with bullying behaviour between pupils. Possible follow ups: What was the result? Who did you involve? What was the impact on other children? How did you know? Give an example of how you have managed poor pupil behaviour. Young people can develop ‘crushes’. How would you deal with this? Possible follow ups: Have you had experience of this? How would/ do you avoid this? Give an example of how you have responded to challenging behaviour. Possible follow ups: How did it affect you emotionally? Why did you respond in this way? What impact did it have on their learning and interaction with other children/ you? When do you think it is appropriate to physically intervene in a situation involving young people? How do you define an appropriate staff – pupil relationship? Give examples of what you would consider to be appropriate and inappropriate behaviour between or toward staff and pupils. Tell us about how you have dealt with a child with ‘difficulties’.

Self-awareness of impact on others.

Unclear about boundaries with children.

Awareness of appropriate boundaries and behaviour.

Using inappropriate language when talking about children – e.g.

Appreciation of the differences in levels of appropriateness when dealing with adults and children. Appreciation of the challenges involved with working with children. Strong examples of own experiences dealing with difficult or vulnerable situations in an appropriate manner. Self-management when dealing with difficult or emotional situations.

Weak examples of past experience dealing with difficult or vulnerable situations. No appreciation of the importance of boundaries and children’s needs. Lack of self-awareness or self-management techniques when dealing with difficult or vulnerable situations.


APPENDIX 11: EXIT INTERVIEW FORM (VOLUNTARY) Thank you for completing this questionnaire. We aim to maintain a positive working environment and hope that your suggestions, comments and observations will aid us in accomplishing this goal. You will have the opportunity to further develop your thoughts and suggestions during the exit interview. Personal data Name: Gender: Please indicate Male or Female Department: Job Title: Employment date: Date of exit interview: Voluntary or Involuntary leaver: New phone number*: New e-mail contact*: * optional Position Held (please tick the appropriate box according to the HR Reporting categorisation ) School Administration Other (please specify) A. REASON FOR LEAVING / GENERAL QUESTIONS A1. What is the specific reason for leaving? Select one or more by ticking. I am leaving to further my career, despite opportunities within the company

I was not happy with the organisation

I am leaving to further my career, because there were no opportunities within the company

I did not enjoy the content of the job

I am leaving to do something completely different

I was dissatisfied with my direct manager

I was not happy with the employee benefits the company provides

I was not happy with the amount of my basic salary

I am retiring

I am not returning from maternity leave

I did not enjoy working in my team

I feel that the job is a good fit but the industry (staffing, recruiting) is not

I like the industry, but the job was not a good fit for me

I am moving to a new area


Strongly disagree When you started, was the induction training helpful and was it accurate? British School of Bucharest was a good and positive environment to work in Had adequate equipment and resources to do the work Got on well with other staff within the company Internal communication between management and employees and between departments worked well? There was no discrimination or harassment

Disagree

Agree

Strongly agree


B. COMPANY Please evaluate the following

B1. Please evaluate the following statements:

B2. What do you think can be improved within your Department and the Company? ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ _______________________________________________________________________________ B3. What improvements can be suggested to improve our customer service/ communication to our clients? ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ _______________________________________________________________________________ B4. What positive experiences did you have working for British School of Bucharest? ___________________________________________________________________________________ _____________________________________________________________________ C: THE ROLE / POSITION

C1.

Strongly disagree

Disagree

Agree

Job was challenging There were enough opportunities for advancement Workload was manageable You had access to adequate training and development programs C2. What did you like most about your job and why?

C3. What did you like least about your job and why? C4. Were your expectations of the job and this organisation satisfied? If not, why?

Strongly agree


D. REMUNERATION & BENEFITS

Strongly disagree

D1.

Disagree

Agree

Strongly agree

The salary was adequate in relation to your responsibilities The salary was adequate in relation to market rates Other benefits were satisfactory E. MANAGERS / SUPERVISORS

Manager

Strongly disagree

Dis-agree

Agree

Strongly agree

N/A

Has sufficient knowledge of the job Is experienced in supervision Was open to suggestions Gave fair and equal treatment Acknowledged employees contributions Offered and promoted ways to develop or improve your knowledge Clearly communicated management decisions and how they would affect your work Maintained a professional relationship with you Was available to discuss job related issues and resolve problems

F3. HR final comments

F. Is there anything else you would like to add/share with us? ___________________________________________________________________________________ ___________________________________________________________________________________ ___________________________________________________________________________________ _______________________________________________________________________________ F1. Would you ever consider returning to British School of Bucharest in the future? Yes No F2. Would you ever recommend a friend or family member to work for British School of Bucharest ? Yes No


F3. HR final comments _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ ________________________________________________________________________ Thank you for your feedback. Your responses will be treated as strictly confidential. Date: Signature: