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Safer Recruitment Policy

Safer Recruitment Policy guides best practice for our school community.

Safeguarding

Protects student wellbeing through consistent, caring practice.

Compliance

Aligns with legal and accreditation expectations for international schools.

Community

Guides staff, students, and families toward shared excellence.

01

Policy Statement

At Özkaya KHS International School, we are committed to the safeguarding and welfare of all students. We believe that safer recruitment practices are essential to ensure that all staff and volunteers who work in our school are suitable to do so. This policy aligns with Turkish labor laws and international safeguarding standards to promote a secure learning environment.

02

Scope

This policy applies to all staff, including permanent, temporary, part-time, supply staff, volunteers, contractors, and anyone working in close proximity to children at our school.

03

Aims

Our aim is to:

  • Ensure we attract and recruit the best staff and volunteers.
  • Deter, identify, and reject individuals who may pose a risk to children.
  • Maintain a safe and secure environment for our students.
04

Key Principles

  • Transparency and Fairness: We provide equal opportunities to all applicants.
  • Thoroughness: Recruitment processes will be comprehensive and evidence-based.
  • Safeguarding: We prioritize safeguarding throughout the recruitment process.
  • Confidentiality: All data will be handled in compliance with GDPR and Turkish data protection laws.
05

Recruitment Procedures

5.1

Advertising & Job Descriptions

  • All advertisements include our safeguarding commitment.
  • Job descriptions and person specifications highlight safeguarding responsibilities.
5.2

Application Process

  • Candidates complete the school’s safer recruitment application form with safeguarding prompts.
  • Incomplete or unsigned applications are not progressed.
5.3

Shortlisting

  • Selection follows criteria defined in the person specification.
  • Employment gaps are queried and evidence gathered before interview.
5.4

Interviews

  • Every interview includes questions exploring safeguarding scenarios.
  • Panels comprise at least two trained members, one with DSL or safer recruitment certification.
5.5

Verification & Vetting

We will carry out the following checks before confirming an offer:

  • References: Two professional references, including the most recent employer, are verified before an offer.
  • ID & Right to Work: Photographic ID and legal work status for Türkiye are checked.
  • Criminal Record: Turkish staff provide Adli Sicil Kaydı; international staff provide recent home-country checks and a Turkish police check on arrival.
  • Qualifications: Original certificates are seen and recorded.
5.6

Overseas Checks

  • International candidates supply police clearances (or national equivalents).
  • At least two references from previous schools or education settings are obtained.
5.7

Conditional Offer

  • Employment offers remain conditional until all safer recruitment and safeguarding checks are completed satisfactorily.
06

Induction and Training

  • All new staff will receive safeguarding induction training, including the school’s Child Protection Policy and Code of Conduct.
  • Ongoing safeguarding training will be provided annually.
07

Record Keeping

  • A Single Central Record will be maintained and regularly updated.
  • Records of checks and vetting will be kept securely and in accordance with data protection regulations.
08

Monitoring and Review

This policy will be reviewed annually or as required by changes in law or best practice.

09

Responsibilities

  • School Leadership: To ensure compliance with safer recruitment practices.
  • HR Team: To carry out recruitment checks and maintain accurate records.
  • All Staff: To understand and adhere to this policy.
10

Policy Approval

Approved By

[School Board / Senior Leadership Team]

Effective From

1st May 2025

Next Review Date

[Insert Date]