Candidate Data Information for Schools

Pre-employment checks 

Each member of staff supplied by SupplyWell has been subject to all of the relevant employment checks, as detailed in ‘Keeping Children Safe in Education’, that are required to employ a member of staff in an education or childcare setting. 

These include an identity check, a DBS check, a right to work in the UK check, a prohibition of teaching check (where applicable), any checks related to living and working outside the UK (where applicable), a check to verify the candidate’s mental and physical fitness to carry out their work responsibilities, a check to verify an award of qualified teacher status (QTS), the completion of teacher induction or probation, and a relevant qualifications check (where applicable). We will also obtain two references, one of which will have been the candidate’s current or last employer, and carry out an online search on prospective candidates. 

Single Central Record 

SupplyWell understands that schools must retain a Single Central Record (SCR), of pre-appointment checks for school staff, and that temporary, agency and supply staff should also be detailed on the SCR. 

‘Keeping Children Safe in Education’ states that schools must record, on the Single Central Record, in respect of staff members, whether the following checks have been carried out or certificates obtained (and the date on which each check was completed or certificate obtained): 

● An identity check 

● A barred list check 

● An enhanced DBS check 

● A prohibition from teaching check 

● Checks on people who have lived or worked outside the UK 

● A check of professional qualifications, where required 

● A check to establish the person’s right to work in the United Kingdom. 

‘Keeping Children Safe in Education’ further states that for temporary, agency or supply staff, schools are required to record on the SCR that written confirmation has been received, that the employment business supplying the member of supply staff has carried out the relevant checks and obtained the appropriate certificates, the date this confirmation was received and whether details of any enhanced DBS certificate have been provided in respect of the member of staff. 

Whilst we cannot share the full personal details of our candidates, due to GDPR guidelines, in line with the above guidance, we can confirm that all pre-employment checks have been carried out for each member of staff we supply to schools. By placing a candidate with a school, SupplyWell is confirming that the results of these checks are satisfactory and that the candidate is suitable to work within an education or childcare setting. 

Prior to their first assignment, SupplyWell will provide schools with the candidate’s full name and DBS number. Therefore, in respect of supply staff, the SCR simply needs to detail the name of the supply member of staff, their DBS number and a statement which confirms that SupplyWell has carried out all pre-employment checks on the school’s behalf. 

Verification ‘Keeping Children Safe in Education’ also states that schools should check that the person presenting themselves for work is the same person on whom the checks have been made. As the school will have the supply staff member’s name and DBS number, they can verify their identity when they arrive on site by asking the staff member to show their DBS certificate and photographic ID.