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Safe People

The information on this page helps you to understand how we make sure the adults that come into contact with children at Peartree are safe.

 

Appointment and induction of staff and work placements

All staff appointed to work in school have a criminal records search called a DBS check.  This search highlights people who have a criminal record or if previous allegations have been made against them.  If any member of staff is found to have a criminal record, the appointment is reconsidered by the headteacher and the Governing Body.  The LA is informed directly by the Disclosure and Barring Service.

 

We have a Safer Recruitment Policy.  The headteacher, senior leadership team and some governors have undertaken relevant training. They sit on all appointment panels where the candidates are external applicants.  Newly appointed staff are assigned a mentor for their induction period.  It is the responsibility of the mentors to familiarise new staff with procedures, policies and safeguarding practices, which affect the health and safety of all at school, especially the children.

 

Induction of volunteers

All volunteers must also have DBS clearance. For any extended contact with children, when children may be left alone with an adult, or when an adult visitor may be in and around the school building, a full DBS search will be conducted. Visitors who do not yet have clearance will under no circumstance be left alone with a child or group of children.

 

Welcoming visitors

We confirm that all visitors with a professional role - e.g. visiting teachers, the School Nurse or members of the police - have relevant clearance. Students who work within our school community also have their DBS clearance confirmed. Anyone who spends time in school without this confirmation will be accompanied at all times. We have a Code of Conduct which outlines how we expect parents, carers and visitors when they are on site.

 

Whistleblowing

If members of staff ever have any concerns about people working within the school, paid or unpaid, they have a professional duty to inform the head teacher or Governing body accordingly. This can be done in writing or verbally. Staff should be prepared to discuss issues in the confidence that any such matter will be dealt with sensitively and with the highest appropriate level of confidentiality. For more information, see our Whistleblowing Policy.

 

All relevant policies are available by clicking the link below.

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