Working at Heygarth Primary School

The Heygarth Values

 
 

For more information, please contact Danny Stenhouse, School Business Manager at: businessmanager@heygarth.wirral.sch.uk

We also advertise our jobs at: https://ats-wirralschools.jgp.co.uk/

Heygarth Primary School is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all employees and volunteers to share this commitment.

The school strives to develop and maintain an environment that deters and prevents the appointment or employment of unsuitable people and challenges inappropriate behaviour. Safeguarding and promoting the welfare of children and vulnerable adults is an essential part of creating ‘safer’ environments. In order to achieve this, the school has robust recruitment and employment practices which comply with the following statutory duties:

  • Rehabilitation of Offenders Act (ROA)

  • Disclosure and Barring Service (DBS) Code of Practice

  • Safeguarding Children and Vulnerable Adults Legislation

  • Protection of Freedoms Act

Whilst the School supports the rehabilitation of ex-offenders it is committed in the recruitment of all employees to ensure safer recruitment to posts which involve working with children, vulnerable adults and/or to other positions of trust. Therefore, certain posts due to the nature of the work being undertaken are subject to a Disclosure and Barring Service Check (DBS):

· If the post is subject to a DBS check this will be stated in the job advertisement; to ensure that you declare relevant information, please read the School’s Safeguarding & Safer Recruitment Policy (which is included in the Recruitment Pack).

· All candidates who are successful at interview for one of these posts must undertake a DBS check before the appointment can be confirmed.  Please note you will be required to verify your identity by producing original documents at interview. We will process the application and pay the charge to the Disclosure and Barring Service.

The amendments to the Exceptions Order 1975 (2013 and 2020) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found on the Ministry of Justice website and candidates are directed to NACRO and UNLOCK.

Nacro: https://www.nacro.org.uk/

Unlock: https://unlock.org.uk/

Applicants should be aware that having a conviction or a record of some type of unacceptable behaviour would not necessarily bar you from employment, as any decision to employ will be considered on the individual circumstances of each case. The school will consider ALL applications on their merits, only taking into account convictions considered to be relevant to the job applied for