Registration and Vetting
“…You are a credit to the reputation of the industry”
Andrea Papaconstantinou, DfE Quality Mark Assessor, Consultancy and Compliance (April 2012)
At Supply Desk we follow a stringent registration and vetting process in recruiting education staff.
All supply staff are first registered by their local branch. The responsibility of clearing supply staff is held by a centralised, independent clearing team. In addition to checking all documentation, the team monitor key expiry dates such as DBS, ISA Children Barred List, Visas, etc. We guarantee that all supply staff you receive are cleared for work only when they have met the required criteria, and we ensure all criteria are kept up-to-date and renewed accordingly.
REC Audited Education Status
We’re proud to have been awarded REC Audited Education status. The REC (Recruitment and Employment Confederation) Audited scheme is the recognised gold standard for recruitment businesses. REC Audited Education builds on the previous Quality Mark scheme, managed by the REC, on behalf of the Department for Education for more than ten years. REC Audited Education provides schools with a recognised kite mark when selecting an agency to work with.
Electronic confirmation of checks
These are sent automatically when a booking is confirmed with a school, ensuing our client schools fulfil their single central record requirements. The included photograph ensures schools also have a visual check of the candidate.
Dedicated Safeguarding Management
Our dedicated safeguarding management ensures that all issues are dealt with promptly and the resources to do so are always available, resulting in effective and efficient issue resolution.
In-house legal and HR teams
All Supply Desk company policies, procedures and processes are fully up-to-date and meet all legal and contractual requirements. Our client schools can be confident that our service is fully up-to-date and compliant.
Our Group held a 100% DfE Quality Mark for 10 years, until the demise of the award in 2013. Quality Mark assessors concluded that “…You are a credit to the reputation of the industry” (Andrea Papaconstantinou, DfE Quality Mark Assessor, Consultancy and Compliance (April 2012). Whilst the Quality Mark program no longer exists, Supply Desk still rigorously adheres to the high standards set by this award, including:
Supply Desk is committed to a policy of equal opportunity, both as an employer but also as a recruitment agency. As part of our interview and vetting procedures, all candidates agree to support our Equal Opportunities Policy when working in schools. This ensures that our teachers and support staff promote equality of learning, irrespective of race, religion, gender, sexual orientation, culture, socioeconomic background, or disability.
Independent Compliance Team
Due to the sensitivity of the markets in which we operate, Supply Desk uses a Clearing Team which operate independently of our consultants and account managers. This team consists only of vetting specialists accredited by the DfE.
Supply Desk is fully compliant with the relevant legislation or guidance including ‘Safeguarding Children and Safer Recruitment in Education (Jan 2007)’ and the Children’s Workforce Development Council Safe Recruitment for Schools recommendations. This ensures supply staff are recruited to the same standards as permanent staff for your school.
All supply and perm staff, as well as our own staff, undertake safeguarding training to ensure they meet your school’s Ofsted requirements.
Preventing Illegal Working
All branch staff have mandatory ‘right to work’ training, including document verification in line with the Prevention of Illegal Working Immigration, Asylum and Nationality Act 2006, to ensure that no illegal or ineligible workers are present in our client schools.
All branches are equipped with ultra violet lights for checking the authenticity of passports, visas, driver’s licenses, CRBs, etc. Staff also have added support from our in-house compliance experts, and the company’s close working relationship with the Borders and Immigration Service.
As recommended by the 1992 Warner Report, all interviewing staff are trained in Warner recruitment methods, Warner interview techniques and body language. This helps us to safeguard students by assisting us to identify those that are unsuitable to work with children.