Safer Recruitment Policy

1. Introduction

The Independent School of Jakarta (hereafter the School) is committed to safeguarding and promoting the welfare of children and young people and expects all staff, volunteers and contractors to share this commitment. The School adopts a whole-school approach to safeguarding, in line with UK statutory guidance and international best practice.

This policy is informed by the following UK statutory guidance and regulations, as published on gov.uk, and is applied with due regard to the School's international context:

• Keeping Children Safe in Education (KCSIE) – September 2026
• Working Together to Safeguard Children – December 2023
• The Education (Independent School Standards) Regulations 2014
• Disqualification under the Childcare Act 2006
• The Disclosure and Barring Service (DBS) Code of Practice

The School also complies with Indonesian Employment Law, Ministry of Education and Culture requirements, and COBIS guidance.

The School operates safer recruitment procedures designed to deter, identify and reject individuals who may pose a risk to children. All applicants must be willing to undergo rigorous safeguarding checks, including identity, qualification, employment history and criminal record checks.

Expatriate staff are required to obtain an International Child Protection Certificate (ICPC). Locally hired staff must obtain a Surat Keterangan Catatan Kepolisian (SKCK). Overseas police checks are required for any country in which an applicant has lived or worked for six months or more.

2. Policy Aims

This policy aims to ensure that the School:

• Meets its statutory safeguarding responsibilities as set out in UK guidance published on gov.uk, adapted appropriately for an international context
• Attracts, recruits and retains staff of the highest calibre who share the School's commitment to safeguarding
• Uses robust recruitment and selection procedures to prevent unsuitable individuals from working with children
• Promotes equality of opportunity and complies with the Equality Act 2010, ensuring that no applicant is treated unfairly on the basis of a protected characteristic
• Maintains a culture of vigilance where safeguarding is understood to be everyone's responsibility

3. Definitions

For the purposes of this policy, staff refers to any person working at the School, whether under a contract of employment, a contract for services, or otherwise than under a contract. This includes permanent, fixed-term and temporary staff, supply and agency staff, peripatetic staff, contractors and consultants.

In line with KCSIE, the School will:

• Obtain written confirmation from agencies that appropriate safer recruitment checks have been completed
• Verify the identity of agency and contract staff on arrival
• Require any agency worker who transfers to direct employment to complete the full safer recruitment process

4. Application Process

In accordance with KCSIE, the School will:

• Require all applicants to complete the School's application form in full. CVs may be submitted in support but will not be accepted as a substitute
• Obtain a full employment history, with explanations for any gaps
• Make clear that all posts involve regulated activity or regular contact with children
• Include safeguarding-related questions as part of the application process

Applicants must disclose all unspent convictions, cautions, reprimands or warnings. Certain spent convictions and cautions may be protected under the Exceptions Order 1975 (as amended).

Failure to disclose relevant information may result in withdrawal of an offer or dismissal.

5. Invitation to Interview

Shortlisting will be based on the relevance of applicants' qualifications, experience and personal qualities to the role.

In line with KCSIE requirements:

• Interviews will be conducted by a panel of at least two members of staff
• At least one panel member will have successfully completed accredited Safer Recruitment training
• Interview questions will assess safeguarding knowledge, attitudes and behaviours, including motivation to work with children
• Any prior personal relationship or potential conflict of interest must be declared

Candidates must bring original documentation verifying identity, qualifications relevant to the role and evidence of any name changes.

Reasonable adjustments will be made for candidates with disabilities in accordance with the Equality Act 2010.

6. Conditional Offer of Employment and Pre-Employment Checks

Any offer of employment is conditional upon the satisfactory completion of the following checks:

• Verification of identity
• Verification of qualifications and professional status
• At least two professional references, including the current or most recent employer
• ICPC, SKCK and/or overseas police checks as applicable
• Barred list check (where relevant)
• Prohibition from teaching check (where applicable)
• Section 128 management prohibition check (for leadership roles)
• Confirmation of childcare disqualification status (where applicable)
• Medical fitness declaration
• Online and internet searches, including relevant safeguarding concerns

No individual will commence unsupervised work with children until all required checks are complete.

7. References

• References will be obtained directly from referees using professional contact details
• Referees will be asked specifically about the applicant's suitability to work with children
• Any discrepancies or concerns will be followed up and documented

8. Criminal Records Policy

The School follows the guidance set out in Keeping Children Safe in Education and the DBS Code of Practice.

The School will not unfairly discriminate against applicants with criminal records. Each case will be considered on its individual merits, taking into account:

• Relevance to the role
• Seriousness of the offence
• Time elapsed since the offence
• Evidence of rehabilitation

It is unlawful for the School to employ anyone barred from working with children.

9. DBS Update Service and Delayed Disclosures

Where applicants subscribe to the DBS Update Service, the School will verify status with consent.

In exceptional circumstances, short-term supervised work may be permitted pending receipt of checks, subject to a written safeguarding risk assessment approved by the Academic Director.

10. Retention and Security of Records

The School complies with data protection legislation. Records relating to criminal checks will be retained securely and confidentially and destroyed in line with statutory guidance. Copies of ICPC certificates will not be retained for longer than six months.

Appendix A: Recruitment of Ex-Offenders

The School makes recruitment decisions based on suitability, merit and safeguarding considerations. A criminal record does not automatically prevent employment.

Attempting to apply for a role while barred from working with children is a criminal offence and will be reported to the relevant authorities.

Appendix B: Examples of Police Clearance Certificates

• Australia – National Police Clearance Certificate (AFP)
• Canada – Certified Criminal Record Check (RCMP)
• European Union – ECRIS
• United Kingdom – ACRO Police Certificate
• United States – FBI Identity History Summary Check
• Malaysia – Certificate of Good Conduct
• Singapore – Certificate of Clearance
• Thailand – Police Clearance Certificate
• UAE – Certificate of Good Conduct

Further country-specific guidance is available through COBIS and relevant embassies.