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Safeguarding Assurance

Key Stage Teacher Supply has an uncompromising responsibility to our schools when it comes to safeguarding, and also for providing the best suited and highest quality candidates. That is why our Compliance+ accreditation gives our headteachers the assurance and peace of mind that they need.

Compliance+ consists of two sections:

Section 1Safeguarding which covers all safeguarding and child protection activities undertaken when we are putting a candidate into a school.

Section 2 – Competency which goes beyond the safety of a candidate, and looks to ensure that Key Stage Teacher Supply is providing the best, most appropriate and highest quality candidate.

As part of our safer recruitment practice and compliancy with APSCO standards, Key Stage Teacher Supply carry out the following procedures and checks prior to any candidate working at your school:

In-depth face to face interview:

All candidates undertake a thorough interview conducted by a recruitment consultant covering expectations whilst working for us, competencies and safeguarding. All of our recruitment consultants are trained to explore behaviour management skills, curriculum knowledge, SEND experience, safeguarding and child protection responsibilities and suitability to work with children and young adults. The suitability is determined through exploratory and situational questions. If there is any concern related to the suitability of the candidate then this is escalated to the Branch Manager and/ or the Managing Director.

Verified 10 year employment history:

We need to satisfy ourselves that any gaps in the candidate’s employment can be explained, through references or verification of unemployment.

Disclosure and Barring Service (DBS):

Key Stage Teacher Supply is a registered body with the DBS and therefore declares that we comply with their Code of Practice.

Enhanced DBS Certificate:

Prior to a candidate working for us, we will obtain a new Enhanced DBS certificate.  We do accept a candidate’s Enhanced DBS, only if we see sight of the original certificate and that they are registered on the ‘Update Service’.  If the candidate has not registered on the update service then we must obtain a new DBS. We must ensure that the Enhanced DBS certificate for each candidate is relevant to the role they will be undertaking. We do take guidance from the DBS: A guide to Eligibility for Criminal Records check, DBS Child Workforce and DBS Adult Workforce.

DBS Update Service status check:

We obtain consent from the candidate to carry out a 6 monthly check on the update service. Failure to obtain consent will mean that we cannot work with the candidate.

Overseas Candidate Police checks:

Where a candidate has worked/ lived overseas during the last 5 years for a period of 6 months or more, we will obtain an overseas police check, which needs to be verified for originality.


Our recruitment process requires us to see sight of two original identity documents such as passport, birth certificate and driving licence. Copies are taken and kept on file and we obtain new copies as the document expires.  We do not accept a birth certificate as a the only document to prove identity. Key Stage always refer to the government identity checking guidelines as part of its identity checking practice.

Proof of Address:

The necessary original documentation is obtained during the recruitment process and we do not accept any documentation that is not dated within 3 months of registration.


We require all original qualifications, retain copies on file and check teaching candidates’ details against the NCTL register.

Overseas Trained Teachers:

They must hold a teaching qualification equivalent to that of a British PGCE or BEd. This is checked through The National Academic Records Information Centre (NARIC).

FE Teachers:

Although it is not compulsory, we encourage all of our FE Teachers to be registered with the Institute for Learning (IFL) and obtain the QTLS certificate.

ISA barred list check:

This is carried out every 6 months.

National College for Teaching and Leadership (NCTL) check on all QTS/QTLS Teachers:

This is to ascertain if there have been any referrals or restrictions. The check is completed every six months.

Child Care Disqualification Declaration:

Completed prior to the interview and re-checked every 12 months.


Prior to a candidate going into a school, we obtain a minimum of three written references to cover a minimum 5 year period of employment (if applicable). Our reference criteria requires two professional references, one of which must be from the candidate’s last teaching post or student placement and the other from a previous post (s). In the first instance we do require the reference to be completed by the Headteacher, however where this is not possible (e.g. due to retirement) then we would obtain the reference from the Deputy Head, member of the Senior Leadership Team or a Head of Department. We are unable to accept references from other colleagues.

All of our references must include comments on the candidate’s skills and abilities, details of any disciplinary procedures/ allegations or concerns raised, particularly relating to children or vulnerable adults. We are unable to work with a candidate if these questions are not answered.

Character and Academic References:

We obtain this type of reference to also support the reasons for gaps in employment. All character references must be completed by someone of a professional status i.e. Doctor, Headteacher, Solicitor and not a family member.

To ‘Whom it may concern’ and ‘Agreed references’:

As part of our safer recruitment practice and reference policy, we cannot always accept a ‘To whom it may concern’ or ‘agreed’ reference. Such references may only be accepted if we receive verification of the reference. We require all questions related to child protection, details of any disciplinary procedures/allegations or concerns raised to be answered. We cannot continue with the registration if these questions are not answered.

Where an unsatisfactory reference is received, this is escalated to the Branch Manager and/ or Managing Director to take the necessary action.

If a candidate re-registers with Key Stage Teacher Supply and has been working elsewhere, then further professional references are obtained to ensure their suitability to work for us again.

Medical assessment:

We require all candidates to complete a health form to ascertain their physical capacity to work, as required by the Education (Health Standards) 2003 Regulations. Every candidate needs to make us aware of any changes in their health which may affect their teaching and performance. This assessment form is sent out on an annual basis.

Child Protection and Safeguarding:

All of our candidates must complete a child protection course prior to working with us. This is repeated every three years.

Paediatric First Aid;

All candidates working in a nursery/ EYFS setting must have this certificate prior to working with us. Key Stage Teacher Supply does offer training if required.

The Prevent Duty:

We do discuss this duty with all candidates and offer online training.

Quality Control:

Throughout the time a candidate is working with us, we monitor their behaviour and competency to carry out their role to the expected standard. We carry out regular quality calls to obtain this information. If the feedback is deemed a child protection concern, then Key Stage Teacher Supply has an Allegation/ Misconduct Policy and Safeguarding Referral Policy in place to support our safer recruitment practices. We also have procedures in place to remove the candidate from our register.

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