Download KILLINGHALL PRIMARY SCHOOL AND BRIGHT START EARLY

KILLINGHALL PRIMARY SCHOOL AND BRIGHT START EARLY LEARNING
STAFF SELECTION AND RECRUITMENT POLICY
“Killinghall will strive to employ the very best person for the job”
Our Policy follows The Employment Equality regulations 2006 and 2010 and other relevant
legislation: Equality Act 2010
 Equality Act 2006
 Work and Families Act 2006
 EU Directive 2000/78/EC on Equal Treatment in Employment and Occupation
 The Maternity and Parental Leave Regulations 1999
 The Data Protection Act 1998
This provides protection against discrimination and ensures employment equality this
includes discrimination against sexual orientation, religion or belief.
Our advertising of posts follows legal guidelines and advice is sought from Bradford’s HR department
on the wording and appropriateness of placement.
The school adopts ‘best practice’ in its drawing up of Job Descriptions and Personnel Specifications,
using Bradford HR and Legal Services guidance where appropriate.
Shortlisting follows these procedures and at least one of the selection panel will have undergone
safer recruitment training. Safeguarding guidelines are followed.
Internal Posts
All posts will be advertised internally as well as externally to ensure the established work force is
aware of the opportunities for internal promotion. Applications will be dealt with alongside those from
external candidates and there will be no prejudice shown (as in the LA guidance).
The Governors receive regular updates on the staffing situation, and are consulted on the
appointment of all teaching staff and key personnel.
The use of temporary or casual contracts is decided by the Headteacher and Senior Leadership
Team having been delegated this responsibility by the Governing Body.
The reason for temporary or casual contracts maybe as follows
 Maternity leave
 Leave of absence – compassionate
Holiday
Hajj
 Temporary variations
 Economic unsurity (i.e. statement funding, deficit budget)
 Sickness
 Secondment
 Sabbatical
 Suspension / dismissal pending appeal
 Any other unusual situation where financial security may be questioned
 Research or specific post
 DCE streamed funded post
We positively encourage all applications and will not discriminate against disability but seek to
instigate ‘reasonable adjustments’ to ensure equality of employment is upheld.