Introduction
Synergy Education Trust is committed to safeguarding and promoting the welfare of children and young people in its schools. The Trust complies with the statutory legislative requirements and guidance that seeks to protect children, including ‘Keeping Children Safe in Education’ guidance. In order to meet this responsibility, we follow a rigorous selection process to discourage and screen out unsuitable applicants.
Safer Recruitment
Job descriptions and person specifications make reference to safeguarding and child protection. All posts are subject to satisfactory completion of enhanced Disclosure and Barring Service certificate (DBS) checks. All advertisements include a safeguarding statement and commitment.
Application Stage
All applicants are scrutinised to verify identity and academic qualifications, Professional references are requested using our standard pro forma for short listed candidates. As a minimum, references should be from the two most recent employers. References are checked against previous employment history and gaps in employment. Professional references must be obtained from work email addresses. Our standard reference proforma makes reference to suitability to work with children and young people. The application form require applicants to complete a disclosure of any criminal convictions.
Short listing
Only those candidates meeting the criteria outlined in the person specification will be short listed. All short
listed candidates will be subject to an online search as part of our safer recruitment due diligence.
Interview
Shortlisted candidates will take part in an interview and selection process. Candidates will be asked to address any discrepancies or gaps in their employment history. Candidates will be reminded of their responsibility to disclose any criminal convictions if they have not already done so. Proof of identity, qualifications and right to work in the UK must also be provided at interview.
Appointment
An enhanced Disclosure and Barring Service Certificate (DBS) will be required for all appointed posts. Other pre employment compliance checks will be carried out. This post is subject to satisfactory references which will be requested prior to interview, an enhanced Disclosure and Barring Service (DBS) check, online searches, medical check, evidence of qualifications plus verification of the right to work in the UK. For teaching positions, barred list checks and prohibition from teaching checks will also be carried out. For leadership positions, section 128 checks will be performed. All staff will receive a comprehensive induction programme covering all aspects of safeguarding and health and safety.
Probation
All new staff will be subject to the trust probation procedures for a period of 6 months. The probation period is to enable the assessment of an employee’s suitability for the job and which includes a review of the performance of new staff in relation to duties, skills, qualifications and experience outlined in the job description and person specification.
This will also include an employee’s suitability to work with children and young people and their commitment to safeguarding and child protection.
Equal opportunities
The Trust recognises the value of, and seeks to achieve a diverse workforce. We takes positive steps to create an employment culture in which people feel confident of being treated with fairness, dignity and respect, irrespective of their differences. The Trust is committed to the elimination of unlawful discrimination and to the promotion of good relations between all.
We are deeply committed to safeguarding and promoting the welfare of children and expect all staff and volunteers to share this commitment. All necessary safeguarding checks will be undertaken which must have satisfactory outcomes, otherwise the conditional job offer may be withdrawn. Details of the checks that will be undertake can be found at: Keeping Children Safe in Education, 2026 . No applicant will be disadvantaged or discriminated against because of the protected characteristics under the Equality Act 2010.