Safeguarding & Vetting​

Safeguarding and vetting stand at the forefront of our morals at Link3 Recruitment. The welfare of children and young people can never be undermined; therefore, our expectation is that all Link3 staff and candidates commit to this philosophy. We recognise that Link3 is solely responsible for ensuring that all our candidates are vetted to the highest possible standard, guaranteeing the protection of all students that fall under the duty of care of our staff.

REC Audited Education

Due to our high expectations and thorough procedures surrounding safeguarding and vetting, Link3 Recruitment has been awarded REC Audited Education status. This award acknowledges our dedication towards safe vetting procedures, something that each member of our team practices daily. REC Audited Education status ensures that stringent standards of compliance are met consistently, which sits at the heart of our morals and ethics. Our schools can feel confident and assured that every Link3 candidate has been vetted to the highest standards within the recruitment industry and education sector.

Recruitment & Employment Confederation

“To achieve REC Audited Education status and display the badge, recruitment agencies will have to prove they are not just compliant with all necessary legislation and regulations but that they operate the very best practice. Gaining this award acknowledges the dedication and professionalism that you and your staff deliver and ensures these stringent standards of compliance and best practice are met on a daily basis. In attaining it your company is a credit to the REC and the reputation of the recruitment industry.”

Kevin Green, REC Chief Executive

Link3 Safeguarding Procedure

Following the revision of the DFE statutory guidance, Keeping Children Safe in Education (KCSIE), an organisation must ensure that their safer recruitment policy and procedures operate alongside those of a school and MAT, in order to be exhibiting best practice. Link3 recruitment ensure that we are in line with all policies of a school and MAT and therefore display best practice in all areas of our business, while demonstrating integrity throughout.

However, our comprehensive understanding of safeguarding often enlightens us to the fact that one size doesn’t always fit all. We appreciate that safeguarding procedures may differ, depending on the school environment and the needs of the children within the school. Subsequently, we can tailor policies and procedures to each school or MAT, to ensure that the all-encompassing objectives are met in any bespoke setting throughout a Trust.

At the point of registration, and throughout a candidate’s journey at Link3, our consultants use rigorous safeguarding and vetting procedures. This is an aspect of clearance that we take pride in at Link3, and a thorough vetting procedure is consistently followed before access to a school is permitted:

Verification of Identification & Qualifications

  • Professional Face to face interview with an education specialist
  • Obtain photo ID – Valid Passport, Driver’s License, Birth certificate and proof of NI and eligibility
  • Obtain 2 proofs of address – A utility bill, bank statement or government agency document, MUST be dated within the last 3 months
  • Verify Qualifications. Including education status; QTS/ QTLS

Right to work checks

  • Obtain original documents from either List A or List B form the Home Office’s RTW checklist i.e. Passport, Full Birth Certificate, National Identity card, Permanent Residence Card etc
  • Check that all documents are genuine and that the person presenting them is a prospective employee.Make and a clear copy of each document in a format which cannot be later altered, we securely keep both hard and electronic copies.

Pre- Employment Documents

  • CV – detailing working history with no gaps in employment, if gaps these must be explained and accounted for
  • 2 references – These must be professional references

Education Vetting Checks (DBS, Barred List, Prohibition Check)

  • An Enhanced DBS Check is required
  • A DBS is valid for 12 months, a DBS certificate or update check will be carried out every 12 months with a candidate’s consent, this check can be done sooner at client request.
  • A DBS update check will be performed on all checks issued after 17.06.13 by another registered body.
  • If a DBS update check reveals any new information, an enhanced DBS disclosure is required.
  • The barred list is required for every surname
  • A teaching agency check is carried out via the Teaching Regulation Agency to establish QTS and any restrictions on a candidates teaching practice.
  • An IFL check is required to confirm membership and QTLS now known as the Education Training Foundation.

Fitness to Work Declaration

  • A health declaration is required to ensure there is no -going physical or mental health condition that affects the ability to carry out an assignment, which is discussed where deemed necessary.
    Bookings/ communication with the school
  • Each specific assignment is discussed with a candidate to ensure they have the relevant qualifications, skills and experience before they are placed or forwarded for a role.
  • A summary of Vetting/ Clearance documents is sent to the school prior to the start of an assignment.

Overseas Trained Teachers and Overseas Police Checks (OPC)

  • To establish an OTTs understanding of the English education system, appropriate references evidencing knowledge of the system is required.
  • Where they have worked/ lived outside the UK within the last 5 years for a period over 6 months an OPC/ Certificate of Good Conduct will be requested
  • Migrant workers who have been in the UK for less than 2yrs
  • They should provide an OPC -If necessary, they should approach the police in their country
  • Where an OPC cannot be obtained, Link3 Recruitment have absolute discretion to decide whether to proceed with registration or agree what is required from the candidate for the registration to proceed.
  • If it is decided that the candidate has genuine reasons for not being able to obtain the OPC, a reference is necessary from their last overseas employer which must confirm that they know of no reason why this person is unfit to work with children. This reference can be via email from an official institution email add, fax from an official fax bearing the name of the institution, or by letter.
  • An OPC should always be requested where they been in the UK for less than 5yrs, although 2-5yrs in the UK does not necessarily need an OPC to pass registration.

UK Nationals who have spent more than 3m time abroad

  • An OPC or letter of good conduct should always be requested where a candidate has been in one place for 3m or more.
  • If a candidate has lived abroad for 6m or more in the last 2yrs, an OPC (or letter of good conduct) is required to pass registration.
  • If a candidate has recently spent time travelling in many countries, a copy of stamps from their passport should be evidenced to prove they have been in the locations -a character reference would be sought to confirm they have been in the countries they said they were.

Our corporate memberships with the REC and Crown Commercial Services allow us to maintain our exceptionally high standards through regularly performed audits as well as updates on relevant legislaton. The main pieces of legislation and guidance documents that are embedded withn our daily practices include:

  • The Children Act 1989 (as amended).
  • The Children and Social Work Act 2017.
  • The Safeguarding Vulnerable Groups Act 2006.
  • Working Together to Safeguard Children 2018.
  • Keeping Children Safe in Education 2019.
  • GDPR and the Data Protection Act 2018.