Appendix D - Safe Recruitment at Northern Ballet

Northern Ballet is committed to providing the best possible experiences to its’ participants and to ensure they are safe when engaging with us. In order to achieve this, is it of fundamental importance to attract, recruit and retain staff of the highest calibre who share this commitment.

The aims of Northern Ballet’s Safe Recruitment policy are:

• To ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position which includes their attitudes towards safeguarding and their ability to work with adults at risk in a way which promotes the safety and welfare of everyone.
• To ensure that all job applicants are considered equally and consistently.
• To ensure that no job applicant is treated unfairly in reference to any protected characteristic under the Equality Act (2010).
• To ensure compliance with all relevant legislation, recommendations and guidance.
• To ensure we meet our commitment to safeguarding and promoting the welfare of adults at risk by carrying out all necessary pre-employment checks.

Everyone who is involved in the recruitment and selection of staff is responsible for familiarising themselves and complying with the provisions of this policy.
 

Staff Recruitment and Selection Procedure

1. Vacancies will be advertised in a variety of media and on Northern Ballet’s website, accompanied by a Job Description with a Personal Specification. Discretion not to advertise, or to advertise to internal candidates only might be exercised in exceptional circumstances.
2. Prospective applicants should submit a CV and a covering letter, stating their interest in, and outlining their suitability for the role. Should there be any gaps in academic or employment history, a satisfactory explanation must be provided.
3. The panel will shortlist applicants against set criteria based on the Job Description and the Person Specification. We are a disability confident employer, therefore where an applicant has identified as disabled and meets the minimum requirements for the role, an interview will be offered and any additional support required will be provided.
4. Those shortlisted will be invited to attend an interview which may include a panel interview, one-to-one, tests, presentations and class teaching/observation. All shortlisted applicants will be questioned at interview about their suitability to work with adults at risk.
5. Notes of the interview, test scores and classes will be recorded. All applicants will be asked the same questions including questions about their motivations to work with adults at risk.
6. The decision to appoint will be made by at least two members of staff. At least one person on any recruitment panel has undertaken safer recruitment training.

Pre-Employment Checks

Any offer of employment will be conditional on the agreement of a mutually acceptable start date and the signing of a contract incorporating Northern Ballet’s standard terms and conditions of employment, and the following checks being completed satisfactorily. In addition to the checks set out below, Northern Ballet reserves the right to obtain such formal or informal background information about an applicant as is reasonable in the circumstances to determine whether they are suitable to work at Northern Ballet. In fulfilling its obligations, Northern Ballet does not discriminate on the grounds of any protected characteristics.

Verification of Identity, Address, Right to Work in the UK and Qualifications

• Applicants will be required to provide acceptable original documents demonstrating their right to work in the UK, as per government guidance.
• Manual three step identity checks are made against official documentation such as a passport, or other items deemed acceptable by the Employer’s Guide to Right to Work Checks.
• At least one of the documents must show the applicant’s current address.
• Shortlisted applicants will be asked to provide documents confirming any educational or professional qualifications relevant to the role referred to in their application form.
• Where an applicant claims to have changed their name by any means, they will be required to show documentary evidence of that change.
• Proof of date of birth is necessary so that Northern Ballet may verify the identity of, and check for any unexplained discrepancies in the employment and education history of all applicants. Northern Ballet does not discriminate on the grounds of age.

References

• We ask for references only after an offer of employment has been made.
• A minimum of two references will be sought, one of which must be from the applicant’s current or most recent employer.
• If the most recent employment does/did not involve work with adults at risk, the second reference should be from an employer with whom the applicant most recently worked with adults at risk (if applicable).
• Neither referee should be a relative or solely a friend.
• All referees will be sent the job description for the role and asked whether they believe the applicant is suitable for the role and whether they have any reason to believe that they would be unsuitable to work with adults at risk.
• If the referee is a current or previous employer, they will also be asked to confirm:
  • the applicant’s dates of employment, job title/duties, performance, and disciplinary record.
  • whether any allegations or concerns have been raised about the applicant that relate to the safety and welfare of adults at risk or behaviour towards adults at risk, except where the allegation or concerns were found to be false, unsubstantiated or malicious.
• Northern Ballet will only accept references obtained directly from the referee and will not rely on open testimonials or references or those provided by the applicant.
• Northern Ballet will compare all references with information on the application form and will take up any discrepancies with the applicant before any appointment is confirmed.
• Northern Ballet will carefully consider any information about past disciplinary action or allegations that are disclosed when considering the applicants’ suitability for the role.
• Northern Ballet will make telephone contact with any referee to verify the details of the written reference provided.

Disclosure and Barring Service

• Northern Ballet must apply for a disclosure from the Disclosure and Barring Service (DBS) in respect of all relevant prospective staff members. The level of check will be determined by the role and its potential for access to adults at risk.
• Freelancers are expected to hold a DBS, registered with the update service and must agree to providing their full name and date of birth to Northern Ballet to check the certificate.

Referrals to the DBS

• Northern Ballet has a legal duty to make a referral to the DBS in prescribed circumstances where an individual:
  • has applied for a position at Northern Ballet despite being barred from working with adults at risk,
  • has been removed by Northern Ballet from working with adults at risk (whether paid or unpaid), or has resigned prior to being removed, because they have harmed, or pose a risk of harm to, an adult at risk; or
  • Northern Ballet becomes aware that an ex-employee has fulfilled either of the above criteria.