Joskos School Safer Recruitment Policy

Policy statement

This policy applies to all Joskos staff who visit schools as part of their duties

Joskos is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment. It is recognised that this can only be achieved through sound procedures and the recruitment and retention of competent, motivated employees who are suited to, and fulfilled in the roles they undertake.

All posts within Joskos are exempt from the Rehabilitation of Offenders Act 1974
and therefore all applicants will be required to declare spent and unspent convictions, cautions and bind-overs, including those regarded as spent and have an Enhanced Criminal Records Disclosure.

Joskos will:

  1. Implement robust recruitment procedures and checks for appointing relevant staff to ensure that reasonable steps are taken not to appoint a person who is unsuitable to work with children, or who is disqualified from working with children, or does not have the suitable skills and experience for the intended role
  2. Keep and maintain a single central record of recruitment and vetting checks in line with DfE requirements
  3. Require relevant staff who are convicted or cautioned for any offence during their employment with Joskos to notify Joskos, in writing of the offence and the penalty.

The following pre-employment checks will be undertaken for relevant staff:

  1. Receipt of at least two satisfactory references, one of which will be fromthe former or most recent employer
  2. Verification of the candidate’s identity
  3. A satisfactory enhanced DBS clearance
  4. Verification of qualifications

Roles and responsibilities

It is the responsibility of all relevant staff to comply with this document.

Applications Procedure

Joskos requires candidates for relevant staff posts to account for any gaps or discrepancies in employment history on this application form. Where an applicant is shortlisted, these gaps will be discussed at interview.

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 possible referral to the police and other professional regulatory bodies.


References for shortlisted candidates for relevant staff posts will be taken up immediately after interview and prior to any offer of employment being made. One reference will be sought prior to interview wherever possible.

References must be specific to the job for which the candidate has applied – open references or testimonials are not acceptable. Joskos will not accept references from relatives or people writing solely in the capacity as a friend. Only references from a trusted authoritative source will be acceptable.

Reference requests will specifically ask:

  1. About the referee’s relationship with the candidate
  2. Whether the referee is completely satisfied that the candidate is suitable to work with children and, if not, for specific details of the concerns and the reasons why the referee believes that the person might be unsuitable.

Referees will also be asked to confirm details of:

  1. The applicant’s current post, salary and attendance record
  2. Performance history and conduct
  3. Any disciplinary procedures in which the sanction is current
  4. Any disciplinary procedures involving issues related to the safety and welfare of children, including any in which the sanction has expired and
    the outcome of those
  5. Details of any allegations or concerns that have been raised that relate to
  6. The safety and welfare of children or behaviour towards children and the outcome of these concerns

References will be compared to the application form to ensure that the information provided is consistent. Any discrepancies will be taken up with the applicant at interview.

Any information about past disciplinary action or allegations will be considered in the circumstances of the individual case. Cases in which an issue was satisfactorily resolved some time ago, or an allegation was determined to be unfounded or did not require formal disciplinary sanctions, and which no further issues have been raised, are not likely to cause concern. More serious or recent concerns or issues are more likely to cause concern. A history of repeated concerns or allegations over time is also likely to give cause for concern.

Self-declaration of convictions by job applicants

Joskos’ policy requires shortlisted applicants for relevant staff posts to declare all criminal convictions whether “spent” or “unspent” and include any cautions and pending prosecution.

The disclosure of convictions, cautions or pending cases will not necessarily prevent employment but will be considered in the same way as positive DBS disclosures.


The selection process for relevant staff posts will always include a face to face professional interview including a question related to safeguarding children

Proof of Identity and Right to Work in the UK & Verification of Qualifications and/or Professional Status.

Shortlisted applicants for all posts will be required to provide proof of identity by producing documents on the day of interview. Similar information is also required to undertake a Criminal Records Bureau check on the preferred candidate.
Short-listed candidates will also be required to provide proof of their qualifications and professional status by producing documentation on the day of interview.

Joskos will verify that candidates have actually obtained any qualifications legally required or deemed essential for the job and claimed in their application by asking to see the relevant certificate, or a letter of confirmation from the awarding body / institution. If the original documents are not available, Joskos will require sight of a properly certified copy.

Personal file records

Joskos will retain the following information which will make up part of the personal file, for the successful candidate:

  1. Application form
  2. References
  3. Disclosure of convictions form
  4. Proof of identification
  5. Proof of academic qualifications
  6. Evidence of the enhanced DBS clearance (ie: the notification form from EPM or the DBS certificate reference number.)

Single Central Record of Recruitment Vetting Checks

Joskos will keep and maintain a single central record of recruitment and vetting checks. The central list will record all staff who are employed at Joskos.

The central record will indicate whether or not the following have been completed:

  1. Identity checks
  2. Qualification checks for any qualifications legally required for the job
  3. Checks of right to work in the United Kingdom
  4. DBS Enhanced Disclosure

It shall also indicate who undertook the check and the date on which the check was completed or the relevant certificate obtained.

Probation periods

Newly appointed relevant staff will be subject to Joskos’ probationary period.

For further information on our recruitment policy, please do not hesitate to contact us

Hsis Testimonial

What sets Joskos apart from other service and support organisations is quality, reliability and consistency. Schools can leave the technical support to Joskos and concentrate on improve learning opportunities for the pupils.

Penny Patterson,

Senior Inspector Quality Assurance & Child Protection Adviser

Havering School Improvement Services

Over 78% of Joskos Solution school customers were recommended to Joskos by another school

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