The information here shows the steps that are taken from your initial enquiry, to being a workable member of OES staff.
Once you’ve provided your details to OES, we’ll contact you to discuss what type and volume of work you require. Your CV is required to start the process and a face to face interview will be arranged (subject to meeting OES minimum requirements for the role). We’ll email you with a list of documents needed to complete registration. In line with our equal opportunities policy, all applicants who meet the minimum requirements will be offered an interview.
At the interview you will need to complete an OES registration form and will be asked to produce your supporting documents (which are outlined in the email sent to you to confirm your registration).
Your interview with the OES recruitment education team
- Interviews will take place at the OES office in Mortimer House in a private and secure environment. You will need to complete a registration form.
- Questions will be asked to assess your knowledge and experience whilst referring back to the CV you’ve provided.
- All original documents including qualifications (see below) and Enhanced DBS (see below) will need to be produced and verified. Copies are made for personnel records. We ensure through original documentation that you’ve permission to reside and work in the UK inline with the law on preventing illegal working set out in sections 15-25 of the Immigration, Asylum and Nationality Act 2006, and the “Guidance for Employers” issued by the Home Office.
- All gaps in work history provided on your CV must be explained and all employment disclosed. This work history will be verified by means of references.
- OES expectations will be discussed using the ‘New Starter Information Guide’ which you will be given to take away.
- You will be asked to observe best practice in terms of adhering to the limits as set forth in the Working Time Regulations.
- You will be required to disclose OES of any health issues or disability relevant to the day to day activities associated with the role.
- A decision will be made following your interview, based on the information obtained throughout the interview process concerning your suitability. If OES decides that you haven’t met the criteria needed for the role you will be informed in writing and the reasons will be disclosed.
Post interview recruitment procedures
In order to satisfy OES recruitment requirements two satisfactory professional references will be obtained prior to starting work. One must be from the present or most recent employer such as a headteacher. One reference must be from an employer in the education sector which can include a placement and/or university reference. In exceptional circumstances we may agree to accept one character reference. Overseas references will be accepted if appropriate. If the references obtained do not meet the required standards, we’ll be unable to continue with your registration.
You will be emailed the most up to date DfE polices annually;
- Keeping children safe in education
- Prevent duty guidance
- Working together to safeguard children.
Once all checks and vetting has been completed, one of the OES team will call to confirm that you’ve met the strict requirements to be placed into assignments and to discuss your availability. You will also be asked to collect your ID badge from our Mortimer House office.
Once you are booked in to complete your first assignment
Once you are booked in to work your first day, relevant information is passed over to the school/education establishment you are working at together with our payroll and finance company, accountant, and pension company.
Your pension choices
OES are happy to offer a pension scheme through NOW:Pensions. When you have completed your first assignment, you’ll be automatically enrolled onto the pension scheme in accordance with current legislation. You will receive an email and log in details from NOW:Pensions to your own personal portal where you can manage your pension.
Unless you ‘opt out’ you will be automatically ‘opted in’ and will continue to contribute towards your NOW:Pension scheme until you decide otherwise. If you have any questions or queries regarding your pension scheme, call NOW:Pensions directly on 0330 100 3336 or visit the NOW:Pensioms website where their customer care team will be more than happy to assist you.
Qualifications and prohibition checks of staff
- British trained teachers are checked against the DfE Employer Access database of teachers holding QTS. This check is recorded on the candidate’s file. This check also includes a check on any interim prohibition or prohibition orders which may have been imposed to ensure no teacher with such an order is recruited.
- EU trained teachers seeking registration are required to apply to the DfE’s NCTL for the award of QTS. OES will proceed with the registration of these candidates as qualified teachers on receipt of confirmation of QTS, and an appropriate DfE Employer Access check on prohibition orders.
- Overseas trained teachers (OTTs) have their teaching qualifications confirmed directly with the awarding institution. All overseas-trained teachers must hold a teaching qualification equivalent to that of a British PGCE or B.Ed., checked through NARIC (The National Academic Records Information Centre). OTTs are also checked to ensure that they do not breach the ‘four-year rule’ whereby they are able to teach for four years as a qualified teacher in the UK, after which time they must hold QTS. OTTs from Australia, New Zealand, Canada and USA may be eligible for the award of QTS; they are encouraged to confirm this on arrival in the UK.
- Nursery nurses and support staff: Nursery nurses are required to present as a mandatory requirement the relevant industry qualification e.g., CACHE Level 3 Diploma in Child Care and Education, BTEC National Diploma in Children’s Care, Learning and Development, or NVQ Level 3 in Children’s Care, Learning and Development. Support staff such as teaching assistants, nursery assistants and learning support assistants are required to have relevant experience before being accepted for registration.
DBS and barred list checks (Disclosure and Barring Service)
A condition of registration is that an Enhanced Disclosure with a children’s barred list check is obtained through the Disclosure and Barring Service. All supporting documentation needs to be completed at time of interview. In accordance with the Rehabilitation of Offenders’ Act 1974 – Rehabilitation Act 1974 (Exemptions) (Amendments) Order 1986 you must disclose any unspent criminal convictions, cautions or reprimands on your registration form. The cost of the DBS registration is £50 which will be deducted from your first two week’s pay.
OES can accept disclosures registered with the DBS Update Service and follow the required procedures for checking their current validity online. OES actively encourage applicants to join the Update Service and will provide you with information about the benefits of doing so.
OES has a policy on the recruitment and employment of ex-offenders which is available upon request. Any DBS disclosures that contain a conviction, caution or reprimand will be subject to an objective assessment which will determine whether you are deemed suitable for the post in question. This also applies should OES receive any additional information from the police after submitting a DBS registration.
OES advises you to take your DBS with you to all placements, to allow education establishments to record the details in the school’s Single Central Register, normally after producing this once the school would not require it again.
You will be contacted by OES staff within the first month to rearrange. After this time if we are unable to contact you or you do not wish to attend a registration, the information you have provided will be deleted from our database and any paper copies destroyed.
If you notify OES of this decision we will erase your details from our database, and request this is also actioned by our 3rd parties. OES and 3rd parties are required to keep records relating to work-seekers for at least a year after their creation or at least 1 year from the date OES last provided work finding services to demonstrate compliance to the Conduct Regulations and current Employment law. Other documentation including the right to work within the UK and WTR (Working Time Records) will be kept for 2 years, terms of engagement and Pension auto-enrolment are required to be kept for 6 years.
At your request and with your written consent, we will keep your details on our system for as long as you specify and any other relevant third party records until you no longer require OES services.
OES and 3rd parties are required to keep records relating to work-seekers for at least 1 year after their creation or at least 1 year from the date OES last provided work finding services to demonstrate compliance to the Conduct Regulations and current Employment law. Other documentation including the right to work within the UK, WTR(Working Time Records) and terms of engagement will be kept for 2 years, financial and Pension auto-enrolment are required to be keep for 6 +1 years.
If OES or any of our 3rd parties have a potential personal data breach, we will advise the ICO (Information Commissioner’s Office) without delay and no later than 72 hours after becoming ‘aware’. Where there is a high risk to individuals as a result of the breach OES will notify the individuals concerned as soon as reasonably feasible.
You can make a subject access request verbally or in writing – please refer to the Subject Access Request Policy.
Get in touch
We’re here to help you find your ideal job and support you through every step of the way. Complete the form and we’ll be in touch to find out more about what you need.