An offer of employment in an education setting will typically be made conditional on a range of checks or factors as follows:
Receipt of at least two satisfactory references (if not already received as these are usually sought prior to interview);
Verification of the appointee’s identity (if not already verified during the selection process);
A satisfactory Enhanced DBS Check (including a check of the Children’s Barred List);
Verification of the appointee’s medical fitness to undertake the role;
Verification of the appointee’s right to work in the UK (including a photocopy of the original evidence provided);
Verification of the appointee’s qualifications and/or professional status, such as QTS/QTLS (if not already verified during the selection process);
Receipt of a completed declaration form to confirm the appointee is not restricted in the work they may perform under childcare disqualification regulations (only relevant to some posts);
For some posts in independent schools (including academies and free schools) verification that the appointee is not subject to a section 128 direction made by the Secretary of State.
If the successful candidate has lived or worked outside the UK, such additional checks as the school deems appropriate.
You may want to keep track of pre-appointment checks on our New Appointment Checklist.
Offers of employment are also often subject to satisfactory completion of a probationary period (for further information please see our Probation and Induction topic area).
Some of these checks or factors will fall away once the initial verification is complete; others will continue to apply during employment (such as the ongoing requirement to demonstrate the right to work in the UK where this is not unconditional).
All conditions that the employer intends to apply to the appointment must be made explicit at the point that the initial offer is made. If the offer is made verbally these should be supplied to the successful applicant in writing. Example offer letters are available in our Offer Letters and Contracts topic area. Pre-employment checks undertaken should also be recorded on the Single Central Record.
In this section you will find further information and advice on all of these areas as well as links to other relevant sections of the website.
New Appointment Checklist
A checklist to use once an offer of appointment is made to ensure that paperwork and pre-employment checks are completed
Last updated: 09/08/19Download
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