Staff Recruitment

Staff Recruitment

QINES International School is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment. It is recognised that this can only be achieved through the recruitment and retention of competent, motivated employees who are suited to, and fulfilled in the roles they undertake.

This school recognises the value of, and seeks to achieve a diverse workforce which includes people from different backgrounds with different skills and abilities. The school is committed to ensuring that the recruitment and selection of all who work within the school is conducted in a manner that is systematic, efficient, effective and promotes equality of opportunity. It is the responsibility of the Head of School and other managers involved in recruitment to ensure that the school operates safe recruitment procedures and makes sure all appropriate checks are carried out on all staff who work at the school and to promote the welfare of children at every stage of the procedure.

The SMC body has delegated responsibility to the Head of School to lead in all appointments outside of the recruitment of a new Head. School Management Committee may be involved in staff appointments but the final decision will rest with the Head of School. The Head of School may delegate the selection process of staff other than teachers to other managers in the school, but remains responsible for the decision to appoint

The school will advertise all vacant teaching posts to encourage as wide a field of candidates as possible; normally this will entail an external advertisement and on the school’s website. However, where there is a reasonable expectation that there are sufficient qualified internal candidates an internal advertisement may be considered appropriate and / or the Head of School will review applications previously received.

References must be in writing and be specific to the job for which the candidate has applied – open references or testimonials are not acceptable. Only references from a trusted authoritative source will be acceptable. Reference requests will specifically ask about the referee’s relationship with the candidate, whether the referee is completely satisfied that the candidate is suitable to work with children and, if not, the reasons why the referee believes that the person might be unsuitable.
Referees will also be asked to confirm details of the applicant’s current post, salary and attendance record, performance history and conduct and about any disciplinary procedures involving issues related to the safety and welfare of children. References will be compared to the application form to ensure that the information provided is consistent.

Staff Private Tutoring Policy

Teachers and Learning Assistants may provide individual or small group instruction or learning assistance to students outside normal hours if privately arranged with the parent/ carer, and after discussion with the class teacher and approved by HOS.
This policy serves to outline the conditions for tutoring to ensure that the procedure is clear and in the best interest of all parties.
Procedure

• Before arranging private tutoring, approval must be given by the HoS or risk dismissal.
• The child's current class teacher should be consulted by the tutor to aid continuity and planning for both staff members
• The child must not be in the tutor’s current class to avoid a conflict of interests
• All tutoring must outside contractual hours
• All planning and preparations should be done outside of contractual standard working hours
• All tutoring arrangements should be handled between the tutor and the parent privately, without school involvement. This includes any payment problems or other issues Although working independently, tutors are still representative of QINES International School and thus, should conduct themselves in a professional manner and adhere to the school’s confidentiality guidelines.