Schools

The go to agency for schools across Wales

An agency for all of your needs

We have you covered

VES work with primary and secondary schools throughout South Wales, providing the following:-

  • Primary Teachers
  • Secondary Teachers
  • SEN Teachers
  • Learning Support Assistants
  • Nursery Nurses
  • HLTA
  • Cover Supervisors
  • Exam Invigilators
  • School Secretaries
  • School Caretakers
  • Lunch Time Supervisors
Working with you to create a safe learning environment

APSCo Compliance + Accredited

We are the first Welsh company to achieve APSCo Compliance+ certification. This is our commitment to the highest standards of safer recruitment.

Pupil’s welfare is at the heart of everything we do and therefore we make sure that all necessary steps are taken to make sure that school is always a safe environment.

Therefore, all of VES’s supply staff are required to complete our accredited Safeguarding training prior to being placed in schools.

A thorough compliance +, procedure

Commitment to the highest standards of safer recruitment.

VES has an uncompromising responsibility to our schools when it comes to safeguarding, and also for providing highest quality candidates. That is why our Compliance+ accreditation gives our Head teachers the assurance and peace of mind that they need.

Compliance + covers the following two areas

Safeguarding

Which covers all safeguarding and child protection activities undertaken when we are putting a candidate into a school.

Competency

Which goes beyond the safety of a candidate, and looks to ensure that VES is providing the best, most appropriate and highest quality candidate.

As part of our safer recruitment practice and compliance with APSCO standards, VES carry out the following procedures and checks prior to any candidate working at your school:

In-depth face to face interview

All candidates undertake a thorough interview conducted by a recruitment consultant covering expectations whilst working for us, competencies and safeguarding. All of our recruitment consultants are trained to explore behaviour management skills, safeguarding and child protection responsibilities and suitability to work with children. The suitability is determined through exploratory and situational questions. If there is any concern related to the suitability of the candidate then this is escalated to the Branch Manager

Verified 10 year employment history

Any gaps in the candidate’s employment are identified and explained by the candidate. This us then documented in the interview notes.

Enhanced DBS Certificate

We do accept a candidate’s Enhanced DBS but must have sight of the original certificate. All candidates must be registered on the ‘Update Service’.  If the candidate has not registered on the update service then a new DBS must be processed. We always ensure that the Enhanced DBS certificate for each candidate is relevant to the role they will be undertaking. Candidates will not be made active on the VES system until the DBS check is fully complete.

DBS Update Service status check

We obtain consent from the candidate to carry out an annual check on the update service. Checks will also be carried if the candidate has been ‘on hold’ with VES for 3 months or more and wishes to become active again. Consent to carry out all checks in provided by candidates at registration point.

Overseas Candidate Police checks

Where a candidate has worked/ lived overseas during the last 5 years for a period of 6 months or more, we will obtain an overseas police check.

Proof of Identity

Our recruitment process requires the candidate to provide two original identity documents such as passport, birth certificate and driving licence. Copies are taken, verified by VES and the candidate and kept on file.  VES always refer to the government identity checking guidelines, as part of its identity checking practice.Where a candidate has worked/ lived overseas during the last 5 years for a period of 6 months or more, we will obtain an overseas police check, which needs to be verified for originality.

Proof of Address

The necessary original documentation is obtained during the recruitment process and we do not accept any documentation that is not dated within 3 months of registration.

Proof of Qualifications

We require all original qualifications, retain copies on file and check teaching candidates’ details against the EWC register.

List 99, Childrens barred list check

List 99 check is carried out for every candidate, prior to them being made active. Any concerns are escalated to the branch manager.

Child Care Disqualification declaration

All candidates are required to declare disqualification by association, as part of the registration procedure.

EWC check

All candidates must be fully registered with the EWC in order to work for VES. Checks are also made on any restrictions detailed and induction completion for NQTs.

References

Prior to a candidate going into a school, we obtain a minimum of two written references to cover a minimum 5 year period of employment (if applicable). Our reference criteria requires two academic references, one of which should be from the candidate’s last teaching post or student placement and the other from a previous post (s). In the first instance we do require the reference to be completed by the Headteacher, however where this is not possible (e.g. due to retirement) then we would obtain the reference from the Deputy Head, member of the Senior Leadership Team or a Head of Department.

 

All of our references must include comments on the candidate’s skills and abilities, details of any disciplinary procedures/ allegations or concerns raised, particularly relating to the safeguarding of children. Completed prior to the interview and re-checked every 12 months. Prior to a candidate going into a school, we obtain a minimum of three written references to cover a minimum 5 year period of employment (if applicable). Our reference criteria requires two professional references, one of which must be from the candidate’s last teaching post or student placement and the other from a previous post (s). In the first instance we do require the reference to be completed by the Headteacher, however where this is not possible (e.g. due to retirement) then we would obtain the reference from the Deputy Head, member of the Senior Leadership Team or a Head of Department. We are unable to accept references from other colleagues.

 

All of our references must include comments on the candidate’s skills and abilities, details of any disciplinary procedures/ allegations or concerns raised, particularly relating to children or vulnerable adults. We are unable to work with a candidate if these questions are not answered.

 

As part of our safer recruitment practice and reference policy, we cannot always accept a ‘To whom it may concern’ or ‘agreed’ reference. Such references may only be accepted if we receive verification of the reference. We require all questions related to child protection, details of any disciplinary procedures/allegations or concerns raised to be answered. We cannot continue with the registration if these questions are not answered.

 

Where an unsatisfactory reference is received, this is escalated to the Branch Manager and/ or Managing Director to take the necessary action.

If a candidate re-registers with Key Stage Teacher Supply and has been working elsewhere, then further professional references are obtained to ensure their suitability to work for us again.

 

As part of our safer recruitment practice and reference policy, we cannot always accept a ‘To whom it may concern’ or ‘agreed’ reference. Such references may only be accepted if we receive verification of the reference. We require all questions related to child protection, details of any disciplinary procedures/allegations or concerns raised to be answered. We cannot continue with the registration if these questions are not answered.

 

Where an unsatisfactory reference is received, this is escalated to the Branch Manager to take the necessary action.

If a candidate re-registers with VES and has been working elsewhere, then further professional references are obtained to ensure their suitability to work for us again.

Medical fitness declaration

All candidates are required to complete a ‘fitness to work’ statement, as part of the registration process. Any concerns are escalated to the Branch Manager to take the necessary action.

Child Protection and Safeguarding

All of our candidates must complete a level one safeguarding course prior to working with VES; this will be refreshed on an annual basis. Other child protection training may be acceptable, if the candidates are able to provide a certificate to confirm this. No candidate can work for VES unless safeguarding training has been undertaken.

We work around the clock

Supplied with Continuity

VES understand that all schools are different and therefore you will work alongside a dedicated Account Manager so that the highest quality service is provided and that your supply staff match the requirements of your school.

Our offices are open from 7am – 5pm but you can contact us 24 hours a day seven days a week as we operate an on call service.

Find your local branch

We offer a validated service

Top marks from the schools

Copyright © 2017 - Valley Education Services Limited Company No. 06809794