It is vital to Learn4Life that we create a culture of safe recruitment.
Learn4Life will act reasonably in making decisions about the suitability of a prospective employee based on checks and evidence including:

Criminal record checks (DBS checks). The level of DBS check required will depend on the role and duties of an applicant to work at Learn4Life.
Barred List Checks
Interview Information

When appointing new staff we verify a candidate's identity, preferably from current photographic ID and verify professional qualifications. 
We then determine whether they will be considered for either ‘regulated unsupervised’ or ‘supervised’ activity.
At Learn4Life, appointees either work in:
‘Regulated Unsupervised Activity’, which includes teaching and caring for children in an unsupervised capacity.
Or ‘Supervised Activity’, where appointees are appropriately supervised.

Recruitment practices at Learn4Life meet a certain standard of safety.  Our recruitment procedures are in place to help deter, identify and reject people who might pose a risk to children. In an interview, we determine a prospective employee's suitability to work with us.  Currently, our members of staff have worked within three months of being appointed by us, in either a paid or voluntary position, in a school in England, in a post which brought them into regular contact with children or young people.  Where an existing DBS certificate has been accepted, if possible, we use the DBS update service to check that information on their existing certificate is still current.