iRock School of Music Safer Recruitment Policy

1. Introduction

Rock School of Music [the company] is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We are also committed to providing a supportive working environment for all staff. It is of fundamental importance to recruit staff who share this commitment and to maintain robust recruitment procedures that help deter, reject or identify people who might abuse children or pose a risk to their welfare.

2. Aims and objectives

To ensure the best possible staff are recruited based on their merits, abilities and suitability for the position
To ensure that all job applicants are considered equally and consistently
To ensure that no job applicant is treated unfairly on any grounds including race, nationality, ethnic or national origin, religion or religious belief, gender or sexual orientation, marital or civil partner status, disability or age
To ensure compliance with all relevant legislation, recommendations and guidance, including the statutory guidance published by the Department for Education (DfE), Keeping Children Safe in Education 2025 (KCSIE25), the Prevent Duty Guidance for England and Wales 2015 (the Prevent Duty Guidance), and any guidance or code of practice published by the Disclosure and Barring Service (DBS)
To ensure compliance with the Equality Act 2010 and the Public Sector Equality Duty when safeguarding and promoting the welfare of children
To ensure we meet our commitment to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks in line with statutory requirements
To ensure that recruitment processes consider safeguarding in both face-to-face and online contexts.

3. Responsibilities

It is the responsibility of the company to:

Ensure effective policies and procedures are in place for the recruitment of all staff and volunteers in accordance with DfE guidance and legal requirements
Ensure that the company operates safe recruitment procedures and makessure all appropriate checks are carried out on all staff and volunteers who work at or represent iRock
Monitor contractors’ and agencies’ compliance with this document
Promote the welfare of children and young people at every stage of the recruitment procedure
Ensure that all staff involved in recruitment have completed recognised safer recruitment training (such as NSPCC Safer Recruitment Training) and undertake regular refresher training
Ensure that if a member of staff involved in recruitment has a close personal or familial relationship with an applicant, they must declare it and avoid any involvement in the recruitment process for that candidate.

4. Definition of regulated activity and frequency

We are required to carry out an Enhanced DBS check with barred list information for all staff and volunteers who will be engaging in regulated activity with children.

Regulated activity includes:

Frequently (once a week or more)
Satisfies the ‘period condition’ (four times or more in a 30-day period)
Provides the opportunity for contact with children
Roles on a voluntary basis count as regulated activity if they are unsupervised.

We are not permitted to check the children’s barred list unless an individual is engaging in regulated activity.

5. Recruitment and Selection Process

5.1 Advertising:

All adverts will clearly state our commitment to safeguarding and promoting the welfare of children
Roles will normally be advertised externally to attract a broad and diverse pool of applicants.

5.2. Application Stage:

All applicants must complete an application form; CVs alone will not be accepted
The application form will require a declaration of criminal history and suitability to work with children
Applicants will be informed that providing false information is an offence.

5.3. Shortlisting:

Only candidates meeting the essential criteria will be shortlisted
Online searches of shortlisted candidates will be undertaken to help identify any incidents or issues relevant to safeguarding.

5.4 References:

References will be sought directly from referees after a provisional offer has been accepted
At least two references will be obtained, one being the current or most recent employer
References will include specific questions about the candidate’s suitability to work with children.

5.5 Interview:

Interviews will explore gaps in employment and suitability to work with children
At least one panel member will have completed safer recruitment training
Identity, address, qualifications, and right to work in the UK will be verified from original documents.

5.6 Appointment:

- - DBS (Enhanced or Basic, depending on role) with barred list information (if applicable)
- - Prohibition from teaching check, if candidate has held a teaching role before
- - Prohibition from management check (section 128 direction)
- - Right to work in the UK
- - Verification of qualifications
- - Overseas checks (if applicable)
- - Medical fitness declaration.

6. The Rehabilitation of Offenders Act 1974

Roles involving work with children are exempt from the Rehabilitation of Offenders Act 1974; all convictions, cautions, reprimands, and warnings that are not ‘protected’ must be declared.

7. DBS (Disclosure and Barring Service) Check

We apply for an Enhanced DBS disclosure with barred list check for all positions involving regulated activity. DBS certificates must be shown to iRock before employment starts. Any cautions or convictions during employment must be declared immediately.

8. Dealing with convictions

- o Nature and relevance of the offence
- o Time elapsed
- o Pattern of offending
- o Changes in circumstance
- o Evidence of rehabilitation and remorse.

9. Ongoing safeguarding

Safeguarding is an ongoing responsibility. All staff are expected to maintain appropriate professional conduct, undertake regular training and disclose any relevant information that may affect their suitability to work with children.

10. Data protection

All recruitment data will be processed in accordance with the Data Protection Act 2018 and UK GDPR. Information will be kept securely and only shared with individuals who need to see it for legitimate purposes.

Date of last review: 26th August 2025