Lincoln College Open Day
25 April, 2018 – 4:30 PM - 8:00 PM
For all course enquiries please call the Course Enquiry Line on 030 030 32435
Lincoln College is committed to the safeguarding of its learners and believes that safeguarding and promoting the welfare of children is every employee’s responsibility.
Safer Recruitment is embedded into the Lincoln College recruitment process to ensure the following:
The Lincoln College Safer Recruitment Policy describes in detail the recruitment processes and the checks which are in place to help deter, reject or identify people who are unsuitable to work within our learning environment. A copy of this is available on request from the HR Unit.
Should your application be successful, your offer of employment will be subject to satisfactory safer recruitment checks. These checks are in line with the Keeping Children Safe in Education statutory guidance and will include, DBS Check, Reference check, Prohibition Check (where applicable) and an identity document check to ensure that you have the Right to Work in the UK. Further information on each of these checks is provided on the tabs below.
All candidates will be required to present photographic ID at the start of their interview. This is to ensure that the person presenting themselves for interview is the person they say they are and that if successful, the pre-employment checks will be undertaken on the correct person. Candidates must provide original photographic ID, which will be verified by the interview panel and a copy taken. Shortlisted candidates will receive an email from the HR Unit, prior to interview, informing them of acceptable ID.
As part of the short-listing process, panel members will check for any gaps in a candidate’s employment history. Shortlisted candidates will be questioned on any unexplained gaps in employment and any un declared reasons for leaving previous employment, as part of the interview process.
Lincoln College follow the AoC guidance in relation to obtaining employment references. Following the acceptance of an offer of appointment the Human Resources Unit will take up references.
All offers of employment are subject to receipt of satisfactory references. The first reference will be required from your present of most recent employer and a second from your previous employment. (should the length of time since the previous employment be such that the business no longer exists, then a reference should be sought from the employment prior to that).
Candidates should be expected to nominate their current employer as their first referee in order to secure the most recent information about the candidate’s employment history, work performance and suitability for the post that is being recruited to. If the candidate hasn’t nominated their most recent or current employer as their referee, the recruiting managers will explore the candidates reasons for this as part of the interview process.
There may be certain instances when more than 2 references are required. For example, if a candidate for a post requiring a specific qualification (e.g. Lecturer, Finance) is not currently employed in that vocational role, the HR Unit in conjunction with the appointing manager, may decide to request further references from the organisation at which the candidate was most recently employed in a similar role to confirm details of their employment and their reasons for leaving.
Requesting References for School Leavers
For school leavers who are unable to provide an employment reference, their last educational establishment can act as a referee.
Requesting References for Candidates that were previously Self-employed
For candidates that have been self-employed and therefore unable to provide an employment reference, the HR Unit will endeavour to obtain at least one of the following:
A reference from their last employer (up to 5 years previous)
If the candidate has worked for a consistent contractor whilst self-employed, a reference from the contractor.
References for unsuccessful candidates are retained by the Human Resources Unit with the recruitment papers for six months, in order to successfully defend Employment Tribunal claims should they arise.
Lincoln College reserve the right to contact referees directly to discuss information provided in references and clarify a candidate’s suitability to fulfil the requirements of the role.
Under Data Protection legislation individuals are not entitled to have access to any reference given by the provider of the reference if it is given for the purposes of education, training or employment. However, the individual will be able to apply to a new employer, or potential employer, for a copy.
Lincoln College aim to comply with the procedures and regulations relating to Disclosure and Barring Service checks on employees in accordance with the Code of Practice provided by the Disclosure and Barring Service, the Rehabilitation of Offenders Act 1974 and General Data Protection Regulation (GDPR).
As Lincoln College meets the requirements in respect of exempted occupations under the Rehabilitation of Offenders Act 1974.
All applicants are therefore required to disclose if they have any convictions, cautions, reprimands or final warnings that are not "protected" as defined by the Rehabilitation of Offenders Act 1974 (exceptions) Order 1975 (as amended in 2013) by SI 2013 1198. Any information disclosed will be kept confidential and used only in connection with the application.
In order to assist the College to make appropriate use of Disclosure Information in reaching decisions, the following guidance will be adhered to in relation to the employment and fair treatment of ex-offenders and to the Rehabilitation of Offenders Act 1974.
We will not unfairly discriminate against ex-offenders, and if you have to give details of previous convictions this will not automatically prevent you from getting the job. We will consider how previous convictions could affect the job you are applying for and these will only be taken into account if the offence is relevant to the type of work you would be doing.
The college undertakes to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
At interview, or in a separate discussion, the college will ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.
Failure to reveal information that is relevant to the position sought could lead to withdrawal of an offer of employment.
Disclosure Information is only used for the specific purpose for which it was requested and for which the applicant’s full consent has been given.
In accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties. It is a criminal offence to pass this information to anyone who is not entitled to receive it.
More information can be found in the Rehabilitation of Offenders document.
We advise that you read the above document carefully before submitting your application.
This document contains full details of the DBS Filtering Rules and a list of offences which will never be filtered, which has been derived from legislation.
All new permanent appointments to the College’s employment are subject to satisfactory clearance of a DBS check before the appointment is confirmed.
Lincoln College is a registered body with the Disclosure and Barring Service and as such is bound by the DBS’s Code of Practice.
Disclosures will only be sought after a candidate has been provided with a provisional offer of employment or where applicable, a voluntary/temporary position.
As part of the Lincoln College recruitment process, you must give us permission to carry out a police check (Disclosure) before you commence your employment with the College and where individuals are registered with the online Update Service with the DBS, give us permission to check your status on line upon offer of employment with the College.
The level of DBS check required will depend on the role and duties of an applicant, and whether the employee will be engaging in regulated or unregulated activity.
Once an offer of employment is made the HR Unit will contact the candidate via email, sending them a link to commence their DBS check via eSafeguarding and asking them to make an appointment to bring in their original ID documents, so that they can be verified.
New ID checking guidelines were introduced by the government on 24 October 2017. These guidelines apply to all applications for standard or enhanced checks. The enhancement was introduced so that DBS’s identity checking process is aligned with right to work checks.
ID checking guidelines are detailed in the following link: DBS ID Checking Guidelines
Individuals can join the DBS Update Service at the point an application for a new DBS check is made, enabling future status checks to be carried out to confirm that no new information has been added to the certificate since its issue.
Organisations can then subsequently carry out a free online check. This would identify whether there has been any change to the information recorded, since the initial certificate was issued and advise whether the individual should apply for a new certificate. Individuals will be able to see a full list of those organisations that have carried out a status check on their account.
Where a new employee has indicated that they have signed up to the DBS Update Service we will:
obtain consent from the applicant to carry out a check (by completing a section of the application form to this effect);
confirm the certificate matches the individual’s identity; and
examine the original certificate to ensure that it is for the appropriate workforce and level of check, e.g. enhanced certificate/enhanced including barred list information.
Record the certificate number and the date the check of the update service was conducted on the Single Central Record.
The update service should not be confused with Portability. Portability refers to the re-use of a Disclosure i.e. a Disclosure obtained for a position in one organisation and later used for a position in another organisation. Lincoln College do not currently accept the portability of Disclosures and as such all offers of employment will be subject to completion of a new Disclosure check.
The Education Act 2011 gives responsibility, from 1 April 2012, to the Secretary of State for Education to regulate the teaching profession in England and to hold a list of teachers who have been prohibited from teaching.
The Teachers’ Disciplinary (England) Regulations 2012 (the Regulations) as amended by The Teachers’ Disciplinary (Amendment) (England) Regulations 2014 provide information about the arrangements. NCTL operates these on behalf of the Secretary of State.
NCTL is responsible for regulating the teaching profession in England. They investigate cases of serious teacher misconduct and decide whether to refer a case to a professional conduct panel. The panel then investigates whether a prohibition order should be issued.
They cover cases of serious misconduct. This is when a teacher’s behaviour:
The regulations don’t cover the cases of less serious misconduct, incompetence or under-performance. A teacher’s employer should deal with these cases.
A prohibition order means that the person concerned is not allowed to undertake unsupervised teaching work in schools or the other settings set out above. Where an individual is prohibited, their details will appear on the Prohibited List when an employer conducts a Prohibition Check.
A prohibition order is likely to be appropriate when the behaviour of the person concerned has been fundamentally incompatible with being a teacher. The primary purpose of a prohibition order is to protect pupils, maintain public confidence in the teaching profession and uphold proper standards of conduct, referred to as public interest. Section 5 (iii) of the Teacher Misconduct the Prohibition of Teachers Advice - 26 January 2016 provides more detail about how public interest is considered.
A prohibition order is a lifetime ban, though in some circumstances the teacher may be able to make a request to have it reviewed after a specified period of time. See ‘Decisions on prohibition’ at section 8 below.
Teacher prohibition orders prevent a person from carrying out teaching work in schools, sixth form colleges, 16 to 19 academies, relevant youth accommodation and children's homes in England.
A person who is prohibited from teaching must not be appointed to work as a teacher in such a setting.
All offers of employment are subject to a satisfactory Prohibition Order Check (for relevant roles). The HR Unit conducts Prohibition Order Checks using the Teacher Reference Number (TRN) and date of birth via the Department for Educations Secure Access Portal.
Through the DfE Secure Access Portal employees are able to view the individual record of any teacher that they employ or are considering employing, including any trainee, newly qualified, or fully qualified teacher.
Employers are able to:
Under section 15 of the Immigration, Asylum and Nationality Act 2006 (“the Act”) an organisation may be liable for a civil penalty if they employ someone who does not have the right to carry out the work in question.
All employers’ have a duty to prevent illegal working in the UK by people who are subject to immigration control. If this is not complied with, they may face a financial penalty (civil penalty of up to a maximum of £20,000 per illegal worker) and in some cases, prosecution.
Organisations can avoid becoming liable for a civil penalty and prosecution by carrying out simple specified document checks on people before employing them, to ensure they are allowed to work in the UK. This check needs to be repeated when someone has temporary permission to be in the UK and to work. Conducting these checks in the prescribed manner will provide a statutory excuse against a civil penalty.
In order to comply with Right to Work in the UK legislation specified document checks are carried out by the HR Unit on all employees prior to them being employed. Follow-up checks are also conducted on people who have time-limited permission to be in the UK and work.
There is no requirement to check the status of internal applicants who are already employed by the College, unless they leave and seek re-employment.
How we check Right to Work Documents:
The HR Unit conducts right to work checks in line with the Employers Guide to Acceptable Right to Work Checks and the Employers Guide to Acceptable Right to Work Documents, they:
The documents that the HR Unit accept from a person to establish their right to work are set out in regulations. There are two lists – List A and List B. The HR Unit must obtain an original document, or combination of documents, specified in one of these lists in order to comply.
List A contains the range of documents which may be accepted for a person who has a permanent right to work in the UK. By conducting the right to work checks correctly before employment begins, Lincoln College will establish a continuous statutory excuse for the duration of that person’s employment with the organisation.
1. A passport showing the holder, or a person named in the passport as the child of the holder, is a British citizen or a citizen of the UK and Colonies having the right of abode in the UK.
2. A passport or national identity card showing the holder, or a person named in the passport as the child of the holder, is a national of a European Economic Area country or Switzerland.
3. A Registration Certificate or Document Certifying Permanent Residence issued by the Home Office to a national of a European Economic Area country or Switzerland.
4. A Permanent Residence Card issued by the Home Office to the family member of a national of a European Economic Area country or Switzerland.
5. A current Biometric Immigration Document (Biometric Residence Permit) issued by the Home Office to the holder indicating that the person named is allowed to stay indefinitely in the UK, or has no time limit on their stay in the UK.
6. A current passport endorsed to show that the holder is exempt from immigration control, is allowed to stay indefinitely in the UK, has the right of abode in the UK, or has no time limit on their stay in the UK.
7. A current Immigration Status Document issued by the Home Office to the holder with an endorsement indicating that the named person is allowed to stay indefinitely in the UK or has no time limit on their stay in the UK, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.
8. A full birth or adoption certificate issued in the UK which includes the name(s) of at least one of the holder’s parents or adoptive parents, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.
9. A birth or adoption certificate issued in the Channel Islands, the Isle of Man or Ireland, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.
10 A certificate of registration or naturalisation as a British citizen, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer
List B contains a range of documents that Lincoln College may accept for a person who has a temporary right to work in the UK. If Lincoln College conduct the right to work checks correctly they will establish a time-limited statutory excuse. Lincoln College will be required to conduct a follow-up check in order to retain their statutory excuse. This check should be undertaken in the same way as the original check.
List B Group 1
Documents where a time-limited statutory excuse lasts until the expiry date of leave
1. A current passport endorsed to show that the holder is allowed to stay in the UK and is currently allowed to do the type of work in question.
2. A current Biometric Immigration Document (Biometric Residence Permit) issued by the Home Office to the holder which indicates that the named person can currently stay in the UK and is allowed to do the work in question.
3. A current Residence Card (including an Accession Residence Card or a Derivative Residence Card) issued by the Home Office to a non-European Economic Area national who is a family member of a national of a European Economic Area country or Switzerland or who has a derivative right of residence.
4. A current Immigration Status Document containing a photograph issued by the Home Office to the holder with a valid endorsement indicating that the named person may stay in the UK, and is allowed to do the type of work in question, together with an official document giving the person’s permanent National Insurance number and their name issued by a Government agency or a previous employer.
List B Group 2
Documents where a time-limited statutory excuse lasts for 6 months
1. A Certificate of Application issued by the Home Office under regulation 17(3) or 18A (2) of the Immigration (European Economic Area) Regulations 2006, to a family member of a national of a European Economic Area country or Switzerland stating that the holder is permitted to take employment which is less than 6 months old together with a Positive Verification Notice from the Home Office Employer Checking Service.
2. An Application Registration Card issued by the Home Office stating that the holder is permitted to take the employment in question, together with a Positive Verification Notice from the Home Office Employer Checking Service.
3. A Positive Verification Notice issued by the Home Office Employer Checking Service to the
employer or prospective employer, which indicates that the named person may stay in the UK and is permitted to do the work in question.
The offer of employment is subject to pre-placement health screening, which is conducted by RPS. Based on the organisations risk assessment and the requirements of the job role, pre-placement assessments will be conducted by RPS in compliance with the Equality Act.
All new starters are asked to make an appointment with HR prior to their start date. As part of this appointment new starters are asked to bring in original copies/evidence of all qualifications listed on their application form. The HR Unit will check qualifications and clarify any discrepancies with the individual prior to their start date.
If the person has lived or worked outside the UK, make any further checks the college consider appropriate.
In addition to all other pre-employment checks, candidates that have lived outside of the UK for 3 consecutive months or more within the past 5 years will be required to obtain a criminal record check from the country they lived in. This is commonly referred to as a ‘Certificate of Good Conduct’ but has many different names including Certificate of Clearance and Certificate of no Criminal Conviction. Certificates of Good Conduct are required in addition to a DBS check, as whilst a DBS check is a check of a candidates criminal record in the UK, this cannot currently assess criminal records held overseas.
Applying for a Certificate of Good Conduct
The application process for criminal records checks or ‘Certificates of Good Conduct’ varies from country to country. Candidates will have to apply in the country or to the relevant embassy in the UK.
Please refer to Guidance for applying for criminal records checks from overseas
A list of embassies and consulates contact details are available online.