Recruitment Process and Child Protection
Note to Potential Applicants
This school owes a duty of care to its students. The school has a duty to satisfy itself that no person employed by the school poses a threat to students or staff. The school must therefore make certain enquiries of all applicants for employment in the school, and these enquiries will include both:
- Questions to each applicant at interview (see below) and
- Enquiries with previous employer(s), and the National Vetting Bureau.
The questions which you will be asked at interview and also invited to answer in writing may include the following:
- Where have you been residing during the previous five years?
- Were you ever the subject of an inquiry by Tusla/ the HSE concerning a child welfare matter?
- Were you ever the subject of a Garda criminal investigation arising from a complaint of child abuse?
- Were you the subject of any allegation of criminal conduct or wrongdoing towards a minor?
- Are you aware of any material circumstance in respect of your own conduct which touched/touches on the welfare of a minor?
Please note that it is a fundamental term of your employment that you make appropriate full disclosure in respect of the questions outlined above, and a fundamental term will be included in any future contract of employment to this effect.
You should also note that if the school is satisfied, in the future, that you have made incomplete or inaccurate disclosure, you may face disciplinary action, up to and including dismissal.
The school undertakes that all responses furnished by you in respect of the above questions will be treated as confidential, subject to any reporting obligations which may be imposed on the school, pursuant to “Children First” published by the Department of Health, the Child Protection Procedures for Primary and Post-Primary Schools published by the Department of Education or pursuant to any legal obligation imposed on the school to facilitate the effective investigation of crime.