THE KING EDWARD VI SCHOOL
LEARNING SUPERVISOR (Temporary)
RECRUITMENT INFORMATION PACK
CONTENTS
Letter to Applicant
The Three Rivers Learning Trust: Ethos
Information about our Schools
The Three Rivers Leadership Teams
OfSTED
Advert and Application Process
Application Form
Criminal Records Declaration Form
Criminal Records Guidelines and Policy Statement
Job Description / Person Specification (please note this is a separate document)
Dear Applicant
Temporary Learning Supervisor
Thank you for your interest in a position within the Three Rivers Learning Trust. The King
Edward VI School, Chantry Middle School and Newminster Middle School are successful
schools and we wish to appoint outstanding staff to ensure that each school continues to
thrive. Our schools are friendly, successful places, always busy and full of life.
We are looking to appoint a well educated, enthusiastic and committed individual to work
within a team at King Edward’s providing short term cover for absent teachers by supervising
classes. You should be highly motivated, well organised, capable of working independently
but equally be a good team player, with excellent interpersonal skills as well as good IT and
keyboard skills. We make a commitment to your professional development so we prefer to
appoint ambitious colleagues who wish to gain further experience and further develop their
career.
If you do apply for this post then please follow carefully the guidelines outlined in the
application process document.
If you are shortlisted, we would hope to contact you within ten days of the closing date. If you
have not heard from us within this timescale you will not be called for interview. The
interview process normally consists of a tour of the school, time in the department, mini
interviews with staff and students and a formal interview. Please ensure that there is a
clear contact address, telephone number and email at which we can contact you as
notification may be at short notice.
The Three Rivers Learning Trust is committed to safeguarding the safety, wellbeing and
security of its students. The successful candidate will be required to undertake an enhanced
DBS check.
We look forward to hearing from you.
Yours sincerely
Simon Taylor
Executive Headteacher
The Three Rivers Learning Trust - Ethos
About us
The Three Rivers Learning Trust provides education in the Morpeth and Rothbury area.
Consisting of Chantry and Newminster Middle Schools and The King Edward VI High
School, we provide an inclusive, supportive and high achieving learning experience for over
2,500 young people aged 9 – 19.
All three schools have a rich and successful history and continue to be a central part of our
local and regional community. As a recently converted multi–academy trust (December
2011), we aim to build upon our successes whilst valuing our heritage, to ensure that our
students are well prepared to succeed in the twenty first century.
Our three schools have shared values and priorities. A single Board of Directors is
responsible for the strategic direction and performance of The Three Rivers Learning Trust.
Our Purpose
Our fundamental belief is that everyone matters and can make a valuable contribution to the
world in which they live. We provide experiences to inspire, motivate and meet the needs of
all learners. We encourage a lifelong love of learning to enable all to develop the attitudes,
skills and knowledge to become confident communicators and responsible citizens.
We want our young people to:





make a positive contribution now and in the future
aspire to be the best they can be, and to achieve success in their learning
develop the skills to be successful for life beyond school
make informed decisions for a healthy and safe lifestyle
understand, appreciate and respect the diverse world in which we live
We aim to provide:





the highest quality teaching, learning and assessment
a broad, balanced and creative curriculum
personalised support and guidance for all
enrichment activities for development, challenge and enjoyment
a flexible and enabling learning environment
The Three Rivers Learning Trust is an outward facing organisation open to learning from
best practice. Considered research and evaluation, at local, national and global levels, will
inform our priorities and development.
Information about our Schools
The King Edward VI School is a mixed 13-19 Comprehensive High School which converted
to academy status on 1 December 2011. We serve the attractive market and commuting
town of Morpeth, and the beautiful Coquet and Wansbeck Valleys to the north and west.
Our students come predominantly from three Middle Schools, two in Morpeth and one in
Rothbury; they in turn come from thirteen First Schools. Some of our students travel long
distances for their schooling and we are heavily oversubscribed.
The King Edward VI School has a distinguished history. It was founded sometime in the 14th
Century, in the Chantry Chapel that still stands in the centre of the town. In 1552 the school
was granted a Royal Charter, by King Edward VI. Originally a private and then Grammar
School, it was established in its present form in 1974, as a mixed comprehensive school on
a large wooded site half a mile from the centre of Morpeth.
Collaboration
In September 2009 the school formed a Hard Federation with Chantry and Newminster
Middle Schools (The Three Rivers Federation) with one strategic governing body overseeing
closer working links across the three schools, giving greater flexibility for staffing
arrangements. On 1 December 2011 The King Edward VI School successfully converted to
academy status becoming part of The Three Rivers Learning Trust along with Chantry and
Newminster. The trust is one organisation in terms of strategy, managing the finance and
business of the three schools, although remaining three separate schools retaining our
original names and identity.
As part of the Morpeth Partnership, we work very closely with all of our family of schools,
which total 17. Curriculum projects across the schools provide opportunities for staff and our
students to work with younger children in different settings. Student Voice and extracurricular
activities are very active at King Edward’s and we lead a wide number of initiatives with other
schools and community groups.
School Organisation
The school admits 320 students to Year 9 (aged 13+) and subsequently in Years 10 and 11,
and it is heavily over-subscribed. About 80% of our students stay on for sixth form education:
the school roll is approximately1450 with about 470 Sixth Form students. KS4 and KS5
results are well above national averages. We are at the top of various benchmarking groups
and our aim each year is to maintain and improve this position.
The school is organised for curriculum purposes into subject areas. Subject Leaders are key
post holders. Many teachers are members of working groups and we expect new members
of staff to contribute to the development of the school by joining such groups. All teaching
rooms have networked PC projectors. Staff have access to and share high quality resources
through our Virtual Leaning Environment (VLE).
For student support the school is organised by Year Groups, Year Teams and Year Leaders.
Year Leaders are also key post holders. All of our teachers are Form Tutors. We also have a
designated Student Support Area and a well resourced base for Learning Support.
Staff Development
Staff Development is given the highest priority. We aim to appoint only the very best staff. Inschool training for NQTs, Year 2 and 3 teachers and new staff, ensures that new teachers
are properly inducted into the school and once established, that professional development is
available to them. All teachers have an annual Staff Voice interview with a member of the
Leadership Team and in-house Career Development Programmes are organised on a termly
basis, focussing on our Teaching, Learning and Assessment priorities. We part fund
teachers to take higher degrees and wish to appoint staff who have a clear sense of
positively managing their career development. We also allocate staff additional non contact
time to undertake particular research or coaching projects in school.
Associate Staff
As a result of workforce reforms, the number of associate staff in schools continues to
increase and we currently employ 150+ Associate Staff across the three schools, including
our own teams of cleaning and catering staff. Associate staff are an increasingly diverse
group who have many different skills and expertise and comprise:
Teaching & Learning
Classroom Assistants
Learning Resource Staff
Learning Supervisors
Foreign Language Assistants
Behaviour/Guidance/Parental Links
Home School Link Worker
Student Counsellor
Sixth Form Mentors
Administration & Organisation
Directors of Business & Finance
Facilities Improvement Manager
Personnel / HR Manager
Site Management / Grounds Staff
Finance and Admin Staff
Exams Officer and Exam Invigilators
Resources Assistant
Lunchtime Supervisors
Cleaning Staff
Catering Unit Manager and Catering Staff
Technical
Science / ICT / Media / Technology
Technicians
Web and Data Managers
Others
Volunteers
Apprentices
Consultants
Outside Agencies
In order to support the individual in their ever changing roles within the school, training and
development opportunities are encouraged. Appraisal interviews take place annually.
Facilities
The Advanced Study Centre is newly refurbished with enhanced facilities for independent
study, including computer use. The Music department has received similar investment in
facilities and resources including IT. There are assembly halls, drama studios, a Learning
Resource Centre (open 8.30am – 5 pm). Sports facilities include gyms, a multi-gym, playing
fields, tennis courts, an all-weather pitch and an athletics track. Specialist accommodation is
arranged where possible in faculty areas; there is an excellent computer network, specialist
ICT rooms, generous PC provision in individual teaching rooms and hubs of PCs across the
school. A Modern Languages building was opened in 1995 and a new Arts Space was built
in 2007. We have a refurbishment programme to systematically update our facilities and
develop the best possible learning spaces. Our site is set within a beautiful wooded grounds
in which it is a pleasure to work. We also have an Adult Learning Centre and Youth Centre
on site.
Enrichment
Enrichment and extra - curricular activities are an important part of our life. Charitable work
by students is encouraged and we are heavily involved in community based programmes.
Since 2007 we have staged hugely successful musical productions of West Side Story,
Fame, Grease and Les Miserables, as well productions of Twelfth Night, The Tempest,
Abigail’s Party and The Importance of Being Earnest. The Music department lead an active
school choir, community orchestra, ceilidh, steel pan and jazz bands and have an
outstanding reputation. We maintain highly competitive fixtures in all the main team games.
Students have won recent county and national honours in rugby, football, hockey, badminton
and athletics. Sixth Form students work with major North East companies on engineering
and business projects, and we have had finalists in the Young Engineer of Britain
competition.
In 2008 we received the International Schools’ Award and again in 2011 which signifies the
emphasis we place on the global dimension, whether it is in lessons or extra - curricular
activities. There are many opportunities for overseas visits. Since September 2008 we have
taken geographers to Iceland; historians to Eastern Europe; skiers to Switzerland; dancers
to Spain; linguists to France, Spain and Germany, artists to the USA and rugby players to
South Africa. In partnership with World Challenge, we took 25 students to explore Ecuador
and the Galapagos Islands and last year 20 students travelled through Thailand.
We think that all of these activities are fundamental to the success that the school has
achieved: we expect to appoint teachers who are willing to contribute to whole school life
and keen to go the ‘extra mile’ to support and develop our young people.
Leadership Teams across the Learning Trust as at March 2014
Learning Trust:
Executive Headteacher
Simon Taylor
Business Director
Mark Tait
Chair of Board of Directors
Paul Carvin
Chantry Middle School:
Head of School
Steven Johnson
Assistant Headteachers
Julie Edwards
Elaine Skinner
Newminster Middle School:
Head of School
Elizabeth Kinninment
Assistant Headteachers
Joan Calvert
Sumeena Razzaqi
The King Edward VI School:
Acting Head of School
Mark Simpson
Acting Deputy Headteachers
Clare Savage
Chris Tedder
Assistant Headteachers:
Fiona Golding
Bryan Stewart
Leanne Johnston
Rebecca Taylor (Acting)
OfSTED
OfSTED The school was last inspected in April 2014 and was described as ‘Outstanding’.
Other comments by OfSTED ………………
‘Ambitious and excellent leadership and governance, and extremely skilled and dedicated
staff, have ensured that the school’s high performance has been sustained since the
previous inspection’
‘Teachers are highly skilled and enthusiastic; they are relentless in their drive to help
students to achieve their very best’
‘Students behave extremely well in and out of classrooms. They show high levels of respect
and self-discipline at all times. Excellent pastoral care ensures that they feel safe and are
safe in school’
‘The Sixth Form is outstanding. Outstanding leadership of this highly inclusive Sixth Form
underpins a broad curriculum and the exceptional performance of students. Results at A
Level are significantly above national averages, so that the vast majority of students move
on to their first choice universities, which include Oxbridge and universities in the prestigious
Russell group’
‘The curriculum is continually developing in response to students’ needs so that it helps them
meet their aspirations successfully. The rich extra-curricular programme has a very positive
impact on students’ spiritual, moral, social and cultural development’
A copy of our full OfSTED report from 2014 is available on the school website.
THE KING EDWARD VI SCHOOL, MORPETH NE61 1DN
Part of The Three Rivers Learning Trust Ltd
(13-19 High School, Executive Headteacher: Mr Simon Taylor)
“Students speak highly of the support and care they receive and the behaviour of
students is outstanding” (OfSTED Report 2014)
Learning Supervisor
Band 4, 37 hours term time + 5 days
(Starting salary £15,214)
Applications are invited for the above post which is temporary for one year to
supervise classes during short-term teacher absences and assist with a variety of
department based tasks including curriculum and pastoral support and
administration. Candidates should have a good general education standard and be
able to demonstrate excellent numeracy and literacy skills. The ability to relate to
young people is essential. We are an outstanding school (OfSTED 2014), a recently
converted Academy and at an exciting stage in our development. Our school is
committed to safeguarding and promoting the welfare of children and young people
and an enhanced DBS disclosure will be required for the successful candidate.
Please visit The King Edward VI’s website for further details about this post and to
download a recruitment pack (www.kevi.info).
Closing date: 12 noon on 23 January 2015
THE APPLICATION PROCESS
We would be grateful if all candidates could please follow the guidelines below when
submitting their application:

Please complete the application form included in this pack ensuring there are
clear contact addresses, telephone numbers and email addresses for yourself and
your referees

Provide a letter in support of your application (maximum of 2 sides of A4, font size
11) which describes how you can make a difference to our school

After reading the Criminal Records Policy Statement and Guidelines, complete and
sign the Criminal Records Declaration Form, ensuring that Box C, which refers to
the DBS Update Service, is completed.
(Find out more about the new Update Service on www.gov.uk/dbs and follow the
Join the Update Service link. Individuals can now join the DBS Update Service
putting them in greater control of their information and allowing them to reuse
their DBS certificates when applying for similar jobs. If an individual subscribes
to the Update Service at a cost of £14 per year, employers can go online, with their
consent, and carry out a free, instant check to find out if the information released
on the DBS certificate is current and up to date. It is therefore important that you
complete Box C on the Declaration Form.)

Email your completed application, together with the completed Criminal Records
Declaration Form and supporting letter of application, to Paula Reeves, HR at
([email protected]) before the closing date
CLOSING DATE
12 noon on 23 January 2015
INTERVIEW DATE

E applications will be acknowledged by email

Postal applications will only be acknowledged if a self addressed, stamped envelope is
provided

Please note that it is not our policy to give debriefs to applicants who are not invited for
interview. However, full debriefs will be offered to all interviewees

We expect to contact all those invited for interview by phone or email within 10 days of
the closing date

The interview process normally consists of a tour of the school, time in the department,
mini interviews with staff and students, possibly a task and a formal interview. Applicants
for teaching posts will be required to teach part of a lesson

The Three Rivers Learning Trust is committed to safeguarding the safety, wellbeing and
security of its students. The successful candidate will be required to undertake an
enhanced DBS check.
APPLICATION FORM FOR ALL THREE RIVERS STAFF APPOINTMENTS
Name of School :
THE KING EDWARD VI SCHOOL MORPETH
Position applied for:
Learning Supervisor (Temporary)
PERSONAL DETAILS:
Surname:
First Name:
Known Name (if different)
Date of Birth:
National Insurance No:
Current address:
For Teaching Posts Only:
Teacher Number:
Do you have QTS
□ YES □ NO
Are you registered with the National College for
Teaching and leadership □ YES
□ NO
Home Tel:
Work Tel:
Mobile Tel:
Email:
CURRENT EMPLOYMENT (or if not in employment, your last employer)
Employer’s Name:
Position held:
Employer’s address:
Date started:
Date finished:
Reason for leaving:
Current Salary: £ ________________ per annum
Grade / Level: __________________
Responsibility allowances:
____________________________________________________________
OR £ __________________ per week
OR £ _____________________ per hour
MEMBERSHIP OF PROFESSIONAL BODIES (relevant to the position applied for)
Name of Professional Body
Reference/Membership Number
FULL EMPLOYMENT HISTORY since leaving secondary school, in chronological
order, including part-time and voluntary work as well as full time employment.
From
To
Name and address of
employer
Please give explanation for any gaps in employment:
Position held
Reason left
EDUCATION: Please record any academic and/or vocational qualifications obtained,
together with details of the awarding body and date of award.
Dates
From /
To
Establishment
Examinations, qualifications, grades, and
achievements
Date and Name
of Awarding Body
POST SECONDARY EDUCATION / TRAINING ATTENDED (continue on separate sheet
if necessary)
Nature of Training
Provider / Organised by
Date
REFERENCES
Please provide details of two referees, one of whom should be your current or most
recent Headteacher / Employer if you are currently working, or your college tutor if
you are applying for a first appointment or, if currently out of work, your last
employer. Please note that requests not to contact the referee prior to interview may
be over-ruled where safeguarding rules apply. References from friends or purely
social acquaintances are unacceptable.
1st referee
2nd referee
Name
Name
Position held
Position held
Establishment address
Establishment address
Home Tel
Home Tel
Work Tel
Work Tel
Mobile Tel
Mobile Tel
Email address
Email address
Permission to contact prior to interview
Permission to contact prior to interview
YES / NO
YES / NO
NOTES TO CANDIDATES
SAFEGUARDING CHILDREN AND VULNERABLE ADULTS
We are committed to safeguarding children, young people and vulnerable adults and
expect all staff and volunteers to share this commitment.
 All offers of employment will be conditional upon successful clearance through the
Disclosure & Barring Service
 False or misleading information may lead to a candidate’s disqualification
 Canvassing members of the selection panel will disqualify candidates
 Interview expenses are payable on submission of claim form available from the
school
 If you are not invited for interview within two weeks of the closing date for application
you should assume that your application has been unsuccessful
 The Three Rivers Learning Trust Ltd aims to ensure that no applicant or employee
receives less favourable treatment than any other on grounds of sex, race, colour,
ethnic origin, religion, marital status, sexuality, disability, age (within the context of
normal retirement age) or any other factor unrelated to the requirements of the job
and which are not restricted by legislation.
 If you are applying for a post open to job share, please indicate how you wish to work
by ticking one of the following:
 whole post only
 job share only
 either
Applicants are asked to make a declaration of any family or close relationship to
existing employees or employers, including members of the Board of Directors.
Criminal Records Declaration Form
You must fill in the information below and return this form with your application form.
Please refer to the attached guidance notes and policy statement first.
Applicants must complete EITHER Box A OR B. All applicants should complete Box
C.
Vacancy Number
Full Name
School/Academy
Position
applied for
Box A: Complete this box if you have never had a conviction, caution, reprimand or warning OR
any conviction, caution, reprimand or warning you have will not appear on your Disclosure and
Barring Service certificate of criminal record, as defined in the Guidance Notes below. Note
some offences will always appear on a DBS certificate.
I HAVE NO CONVICTIONS, CAUTIONS, REPRIMANDS OR WARNINGS.
I confirm that the details shown above are an accurate record of the information that will appear
on my Disclosure and Barring Service Certificate and understand this will be discussed with the
Appointing Officer/Panel if I am invited to an interview.
Signature……………………………………………… (Applicant)
Date …../…./…….
Box B: Complete this box to record details of any conviction, caution, reprimand or warning you
have that will appear on your Disclosure and Barring Service certificate of criminal record, as
defined in the Guidance Notes below. Note some offences will always appear on a DBS
certificate.
I HAVE THE FOLLOWING CONVICTIONS, CAUTIONS, REPRIMANDS AND/OR WARNINGS:
……………………………………………………………………………………………………………..
……………………………………………………………………………………………………………..
………………………………………………………………………………………………………………
………………………………………………………………………………………………………………
………………………………………………………………………………………………………………
………………………………………………………………………………………………………………
I confirm that the details shown above are an accurate record of the information that will appear
on my Disclosure and Barring Service Certificate and understand this will be discussed with the
Appointing Officer/Panel if I am invited to an interview.
Signature……………………………………………… (Applicant)
Date …./……/……
Box C: All applicants should complete this box.
1.
Do you already have an Enhanced Disclosure and Barring Service Certificate for working
with children or children and adults?
YES/NO
2.
Was this certificate issued to you on or after 17 June 2013?
YES/NO
3.
Are you currently registered with the DBS Update Service?
YES/NO
Answer this question only if the answer to ALL THREE questions above is YES: Do you give
your permission for the Appointing Officer to carry out a status check with the DBS to confirm
that your DBS certificate is up-to-date?
YES/NO
Signature……………………………………………… (Applicant)
Date …./……/……
For completion by the Appointing Officer:
OVERSEAS ADDRESS CHECK – if applicable
APPLICANT NOTIFIED AND OBTAINING RELEVANT CHECK – YES / NO
COUNTRY / COUNTRIES RELEVANT CHECK REQUIRED FROM:
As Appointing Officer I have discussed with the applicant any details, as recorded above that
might appear on their DBS Certificate, in accordance with the Criminal Records Code of Practice.
Printed Name of Appointing Officer
Position
Signature
Date
Guidance Notes
How do I know whether any conviction, caution, reprimand or warning I have received
must be declared in Box B?
As part of the safer recruitment process applicants are required to disclose relevant
criminal offences prior to interview. The law no longer requires all convictions and
cautions to be disclosed as some old and minor convictions are filtered out and no
longer appear on an applicant’s DBS certificate of criminal record. If the conviction or
caution will no longer appear on the DBS certificate then you are not required to disclose it in
Box B above and we are not entitled to ask you about it.
The following will no longer appear on a DBS certificate:

For those 18 or over at the time of the offence:
An adult conviction will be removed from a DBS criminal record certificate if:



11 years have elapsed since the date of conviction; and
it is the person’s only offence, and
it did not result in a custodial sentence.
Even then, it will only be removed if it does not appear on the list of offences relevant
to safeguarding. If a person has more than one offence, then details of all their
convictions will always be included.
An adult caution will be removed after 6 years have elapsed since the date of the
caution – and if it does not appear on the list of offences relevant to safeguarding.

For those under 18 at the time of the offence:
The same rules apply as for adult convictions, except that the elapsed time period is
5.5 years.
The same rules apply as for adult cautions, except that the elapsed time period is 2
years.
The following will always appear on a DBS certificate:
Any convictions, cautions, reprimands or warnings in relation to serious offences including
sexual offending, violent offending and/or safeguarding must be disclosed in Box B. An
indicative list of those offences is available from:
https://www.gov.uk/government/publications/dbs-list-of-offences-that-will-never-be-filteredfrom-a-criminal-record-check. This is not the complete list as the legislation also extends to
cover similar offences committed under the law of Scotland and Northern Ireland or under
laws relevant to the armed services.
OVERSEAS CHECKS
If you receive a DBS disclosure from an applicant who has lived abroad within their 5 year
address history, the applicant must be able to produce a criminal background check for the
period concerned. Addresses for Foreign Embassies within the UK can be found by using
the following link: www.fco.gov.uk
Policy Statement - Criminal Records Declaration Form
Statement of commitment to safeguarding children and young people
We are committed to safeguarding and promoting the welfare of children and young people,
and expect all staff and volunteers to share this commitment.
Why we need you to declare your criminal convictions and other related information
The post you are applying for is exempt from the Rehabilitation of Offenders Act 1974 and
therefore all convictions, cautions, warnings and bind-overs, unless they are regarded as
‘spent’, as described in the Guidance Notes above, must be declared. Some offences are
regarded as never being spent for jobs working with children.
We therefore ask you to complete the Criminal Records Declaration Form as fully as
possible and return it with your application form. The only people who will see the
information will be those directly involved in the recruitment process. All information will be
handled in accordance with our Criminal Records Code of Practice. At interview, or in a
separate discussion, we will ensure that an open and measured discussion takes place
about any offences or other matter that might be relevant to the position.
If you are successful at interview, we will require you to obtain an Enhanced Certificate of
Disclosure from the Disclosure and Barring Service (DBS); unless you have an existing
certificate on the right level and type for the post you have applied for and are registered with
the DBS Update Service.
Having a criminal record will not necessarily bar you from working with us. This will depend
on the nature of the post you have applied for and the relevance and circumstances of your
offences, as set out in our Criminal Records Code of Practice. We also comply with the
Disclosure and Barring Service’s Code of Practice, which is available on their website at
https://www.gov.uk/government/publications/dbs-code-of-practice
We ensure that anyone making appointment decisions has the necessary information and
support to assess the relevance and circumstances of any offences.
What will happen before interview if you are short-listed
Other than in exceptional circumstances, we will take up detailed references from your
current and previous employers before you are invited for interview. If you have worked with
children, on either a paid or voluntary basis, your current or previous employer will be asked
about disciplinary offences relating to children. We will also ask if you have been the subject
of any child protection allegations or concerns and if so, the outcome of any investigation
and how the matter was resolved, however your employer should not disclose cases in
which an allegation of abuse was proven to be false, unsubstantiated, unfounded or
malicious.
What will happen at the interview stage
If you are invited for interview, we shall assess issues relating to safeguarding and
promoting the welfare of children and young people including:

your motivation to work with children and young people

your ability to form and maintain appropriate relationships and personal boundaries
with children and young people

your emotional resilience in working with challenging behaviours; and

your attitude to the use of authority and maintaining discipline
We will also ask you to confirm that you have correctly completed the Criminal Records
Declaration Form and discuss with you any information that you have declared.
What will happen if you are offered the post
If you are offered the post, we will ask for evidence of your identity, your right to work in the
UK and your qualifications. We will ask you to complete an application form to obtain a
certificate of enhanced disclosure from the Disclosure and Barring Service, unless we have
agreed to accept a previous certificate issued and carried out a status check using the DBS
Update Service which has confirmed there is no additional information available since the
certificate was issued.
We will also check:

whether you are barred from working with children in a regulated activity, where
relevant. It is a criminal offence for someone who appears on the Children’s Barred
List to engage, or seek or offer to engage, in the regulated activity from which they
are barred;

your Qualified Teacher Learning and Skills (QTLS) status with the Institute for
Learning, if relevant; and

that you are medically fit to undertake the role
False Information
Please note that providing false information could result in your application being rejected or
your dismissal from employment if you are appointed. The matter may also be referred to the
police if we consider that you may have committed a criminal offence.