Quality
As a proud holder of the DfE Quality Mark since 2006 and subsequent 100% re-audit in 2008, Supreme Education have set the standard (and have been commended by the Quality Mark team in consistently raising standards) within the provision of school educators. Within all LA partnerships, we have jointly developed recruitment and service procedures that exceed the DfE standard guidelines.
Safeguarding
All Supreme Education employees attend certified safer recruitment courses as part of their induction and training passport (Supreme Education’s tailored internal training programme). These skills are used when asking safeguarding questions at interview with a prospective candidate. All candidates receive and must pass a CPD certified e-learning safeguarding course before going on assignment. Our automated pool management system has been modified to enforce and monitor our safeguarding procedures.
SUPREME EDUCATION AND THE DFE QUALITY MARK
Supreme Education has the DfE quality mark for education achieving 100% compliance a four last inspection. This is the highest accreditation in the country and clearly shows that Supreme Education are meeting their obligations around checks of candidates and these checks and process are outlined in detail below.
Pre-employment Checks
Supreme Education have clear policies and procedures in place around detailed pre-employment checks with each candidate or temporary worker in education, this meets and exceeds the DfE policy of Safeguarding Children and Safer Recruitment in Education.
Supreme Education also has standard pre-registration candidate packs that are sent out prior to the face to face interview stage and require the candidate too provide:
- A CV with full education and employment history: Any gaps in the history need fully written explanation by the candidate.
- A completed, signed application form is also required.
- All candidates have to attend a face to face meeting with the Supreme Education client team for that LA, which also takes the form of an interview and will include questions around safeguarding and child protection.
- All candidates have to provide proof of identity and proof of address for registration in the form of photographic evidence (valid passport of driving licence, utility bill with their name on)
- Candidates must also provide proof of professional membership, in teaching this would be the General Teaching Council (GTC) and we can also check them on the employer’s database at the GTC for verification and to ensure there is no restriction on their working with children.
- Criminal backgrounds check including CRB Enhanced Disclosures and List 99'
- All overseas candidates will also have to show proof of right to work in UK such as visa and passport stamps.
- A minimum of two references spanning two years must be taken on all candidates, one must be from the most recent employer and all references must be able to be verified as genuine and on headed paper and singed by the previous manager.
- Supreme Education fully complies with the Safeguarding Children and Safer Recruitment In Education policy that came into force on 1 January 2007.
- All temporary workers have an enhanced CRB check carried out with a brand new CRB unless they have an existing one less than 10 months old that can be verified.
- All temporary workers are also List 99 checked.
- Supreme Education run online CRB certified Level 1 Child Protection / Safeguarding training that each temporary worker has to undertake and pass before they go out to schools, this is mandatory.
- Prior to arrival of the temporary worker, the client will get an email notification of who the assignment has been filled with, not only giving the client the chance to ensure they are happy with the temporary workers assigned, but also the chance to check and verify the CRB and List 99 are up to date and valid prior to the start of the assignment
Some of our LA clients, for example Hertfordshire County Council School HR Team have conducted regular file audit and safeguarding inspections and the Supreme Education SAS system has been highlighted as a model of good practice for temporary workers in education and going beyond what is required by the DfE policy. Where supplier partners are used, they are responsible for conducting checks and screening candidates. As with those candidates screened by Supreme Education, evidence of vetting is loaded to the SAS system and only those candidates meeting the relevant requirements will be made active in the pool. Supreme Education would conduct regular audits of these partners to ensure they are fully compliant with the best practice laid out by the DfE Quality Mark.