Thames Teachers is committed to safeguarding and promoting the welfare of children and young people. Thames Teachers expects all staff and candidates on its register to share this commitment and to be fully aware of the importance of child protection.

Thames Teachers strictly adheres to the specific recruitment and vetting checks which must be made on all people who wish to work with children and young persons. These requirements, outlined in the DfE document: Keeping Children Safe in Education (September 2018), have statutory force and are clearly embedded in Thames Teachers processes.

Compliance with these guidelines is regularly and closely monitored on a daily basis. Further, the Safeguarding Vulnerable Groups Act 2006 and the Childcare (Disqualification) Regulations 2009 outline specific duties and responsibilities for an employer in relation to barred persons, and to the sharing of information about individuals to the Disclosure and Barring Service.

Thames Teachers is committed to ensuring that its obligations here are met. Thames Teachers is a member of the REC and adheres to their standards in compliance with safeguarding, statutory legislation, and best practice as required by the Recruitment and Employment Federation.

Thames Teachers confirms that prior to placing any staff to schools or educational settings, it has:

  • Undertaken a personal face-to-face interview with the applicant
  • Confirmed identity and proof of address in line with acceptable documents approved by the Disclosure and Barring Service
  • Confirmed right to work in the United Kingdom, and obtained all necessary entry clearance certificates, work permits, biometric residence permits, and immigration documents
  • Confirmed the authenticity and ownership of all teaching and child-care qualifications
  • Confirmed, for Newly Qualified Teachers, their progress towards, or completion of, the statutory induction period within the set time period as determined by the DfE, and that they have not failed induction or probation
  • Checked all candidates via the NCTL Teacher Services portal to ensure; that they do not have a disciplinary sanction which prohibits them from working in the teaching profession; that they are no longer still subject to disciplinary sanctions from the GTCE; that they have not been identified by the NCTL as having a current EEA member state restriction/sanction imposed upon them; that they have not been barred from taking part in the management of any independent school (including academies and free schools) under the terms of the s128 barring directions made by the Secretary of State.
  • Confirmed that Overseas-Trained Teachers hold teaching qualifications which are deemed by UK NARIC to be equivalent to a British teaching degree or PGCE
  • Obtained an enhanced DBS certificate relevant to the appropriate workforce for all candidates; the current validity of DBS certificates issued by other employers will be checked by the DBS Update Service; all DBS certificates are checked annually
  • Requested that candidates (on the registration form and at interview) declare any unfiltered convictions, cautions or reprimands, warnings or bind-overs which they have incurred
  • Conducted a standardised Risk Assessment on applicants with disclosures on their DBS certificate or foreign police clearance, to determine suitability for registration
  • Conducted Barred Lists’ checks on all surnames used by the candidate
  • Confirmed that the candidate is medically fit to work in an educational setting
  • Applied for, received, and verified two satisfactory and current references, as follows: A minimum of two satisfactory and current references for all candidates; at least one reference should be from a school/childcare/vulnerable adult care environment, covering a minimum period of four weeks work at one establishment which can be confirmed by a credible referee
  • Verified any gaps in the applicant’s work history
  • Confirmed that the candidate’s fluency of English is sufficient to effectively carry out their prescribed duties.

Further details can be found in the company’s Recruitment and Selection Policy.

Thames Teachers expects its candidates to fulfil their duty to keep young children safe and to protect them from physical, emotional and sexual harm (see company Child Protection Policy).

All candidates are provided with details for the current version of Keeping Children Safe in Education (September 2018) and must confirm they have read it as a part of their written declaration regarding disqualification at registration.

In the event of an allegation being made involving any candidate working through Thames Teachers, the candidate should report the matter immediately to the Managing Consultant/Sales Director.

The candidate should then arrange to meet with the Managing Consultant/Sales Director as soon as possible to discuss the allegation and to prepare a written statement which provides his/her account of the situation in which the allegation was made.

All workers are advised that during the investigation of an allegation, they will not be placed into a school or education setting until the allegation has been satisfactorily resolved.

Thames Teachers will keep workers informed of the progress of the case and will consider what other support is appropriate for the individual.

Thames Teachers will work closely all parties involved, including the school, Local Authority Designated Officer, Social Services and Police.

It will act on any requirements put in place during the process, whether to support the candidate’s return to work or referral to the Disclosure and Barring Service and/or the National College of Teaching and Leadership.