Police checks

It is the policy of Opogo to ensure all candidates hold relevant police checks. All candidates must hold a valid DBS Enhanced Disclosure Certificate. Original certificates must be presented to Opogo (photocopies are not acceptable). Previous DBS certificates that are registered with the DBS update service will be accepted. You may be required to complete a new DBS if your current certificate is not valid. You are required to provide Opogo with an original police clearance from any country you have resided in for more than 6 months in the past 5 years. Opogo will conduct a DBS re-check every 12 months for all working candidates.

I confirm I have read and understood the above.

Data Protection Statement

This information that you have provided on this form and on your CV will be used by Opogo to provide you with work finding services. In providing this service to you, you consent to your personal data being included on a computerised database and consent to us transferring your personal details to our client schools.

We may check information collected, with third parties or with other information held by us. We may also use or pass to certain third parties information to prevent or detect crime, to protect public funds, or in other ways permitted or required by law.

To clarify, for any temporary recruitment Opogo operates as an ‘Employment Business’ and for any permanent recruitment we operate as an ‘Employment Agency’.

I confirm I have read and understood the above.

Candidate Declaration

I hereby confirm that the information given on this application is correct and that all questions relating to me have been fully and accurately answered. I consent to my personal data and CV being forwarded to client schools and consent to references being passed to potential employers.

I confirm I have read and understood the above.

DfE Keeping Children Safe in Education: Candidate suitability declaration

Disqualification by association

All candidates are required to provide relevant information about a person who lives in the same household as them, who may have influence over the employee working with children and who may therefore pose a risk to children i.e. “by association”.

You are there for required to disclose:

• Details of any order, determination, conviction, or other ground for disqualification from registration under the childcare (Disqualification) Regulations 2009. You are required to declare whether anyone living in your household is disqualified from working with children under the childcare act 2006. This covers the following offences:
  • Offences against a child
  • Against an adult (e.g. rape, murder, indecent assault, actual bodily harm etc.)
• The date of the order, determination or conviction, or the date when the other ground for disqualification arose;
• Information about the body or court which made the order, determination or conviction, or the date when the other ground for disqualification arose;
• Information about the body or court which made the order, determination or conviction and the sentence (if any) imposed; and
• A certified copy of the relevant order (in relation to an order or conviction).

Should you work through Opogo, any relevant information will be passed to the school and they will make a decision as to whether the offence would lead to disqualification by association and you will be notified of their decision accordingly.

As part of our safeguarding checks, we are required to check whether you are ‘disqualified’ from carrying out relevant roles. Please read the following document;

Please select ‘I agree’ below to confirm the following:

I confirm that I have read the guidance and will notify Opogo immediately if any of the above changes.

Equal Opportunities

Opogo is committed to achieving Equal Opportunities and as such affirms a policy to uphold education programmes that ensure that:

• Racial and cultural differences are respected
• The rights of all groups are protected
• The rights of all groups are protected Equality opportunities are achievable for all
• All practices which discriminate unfairly between the sexes are eliminated
• Opportunities for pupils with special needs are equal to those without
• Promote equality of opportunity for disabled people

Opogo requires all supply teachers on the register to be fully aware of the implications of equal opportunities. Should you be unsure of any aspect of the above, please ask your Consultant to explain them to you in more detail. Opogo wishes to affirm that UK law does not allow teachers in the UK to have any form of physical contact with a child in the form of discipline; this includes hitting, pushing, pulling etc. It is a condition of inclusion on our register that you comply with the spirit of Equal Opportunities and that you do not implement any form of physical discipline.

Rehabilitation of Offenders Act

The work for which you are applying is exempt from the Rehabilitation of Offenders Act 1974, because it involves substantial opportunity for access to children and vulnerable adults. You are therefore required to declare details of any criminal record you may have, including details of any unfiltered convictions, even if they would otherwise be regarded as 'spent’ under this Act, or any cautions or bind-overs and any pending prosecutions. The information you give will be regarded as confidential and will only be disclosed in relation to teaching appointments. Opogo will arrange for a check to be made with the police for the existence and content of any criminal record in your name. Any information received from the police will be kept in strict confidence and will be destroyed immediately after the selection process is completed. The disclosure of a criminal record, or other information, will not debar you from appointment unless the agency considers, or is advised, that it renders you unsuitable for appointment. In making this decision the agency and the authority will consider the nature of the offence, how long ago and what age you were when it was committed and any other factors, which may be relevant. Failure to declare a conviction, caution or bind-over, no matter how minor, may require us to exclude you from our register if the offence or discrepancy is not declared but later comes to light.

Equal Opportunities & Rehabilitation of the Offenders Act Statement (cont.)

Declaration: I have read and understood the above policies on Equal Opportunities and the Rehabilitation of Offenders Act and hereby certify that all the information given by me to Opogo is correct to the best of my knowledge. All the questions relating to me have been accurately and fully answered. I possess all the qualifications, which I claim to hold, and I hereby give Opogo permission to undertake a police check on my behalf. I understand that refusal could prevent further consideration of my application.

Declaration for Rehabilitation of Offenders Act

I confirm that I have no unfiltered convictions spent or unspent to declare

Please select one of the following answers:

The Working Time Regulations

Re: Supply work in schools

We refer to the above regulations for Temporary Workers and confirm that our Company Policy is that we accrue holiday pay at the rate of twenty eight days per annum. Holiday pay can then be drawn at any time with the amount accrued to date.

As a supply Teacher, it is the consensus that your daily rate will incorporate holiday entitlement, given that as a teacher you are only able to work the 39 weeks of the academic year. We have agreed, in view of this that your holiday pay be included in your daily rate. For the sake of clarity, this means that you are being paid your holiday entitlement at the same time as regular pay. Tax and National insurance contributions are being deducted as required by law.

Your daily rate of pay incorporates 12.07% which is your holiday entitlement.

If you do not wish to be paid in this manner, please contact your consultant to discuss the other option available to you.

I confirm I have read and understood the above.