SCHOOL POLICY MANUAL-2024-2025

d) Screening After posting the vacancy on various platforms and circulating internally the HR receives the CV’s and starts the screening process in order to ensure if the person has valid academic qualifications and other prerequisites which are necessary for the desired vacancy. e) Application review Form. The HR needs to send an application review form to the shortlisted applicants. The shortlisted applicants need to fill up the Application Review Form which consists of the basic details of the applicant along with the salary expectations and previous experience details. f) Interview Shortlisted applicants are invited to attend a formal interview at which their relevant skills and experience will be discussed in more detail. Formal interviews will have a panel of one member from the management or the principal and the HR. The HR will complete the safeguarding and compliance interview which includes any gaps in education / employment. The Head of HR will question the detail of any disclosure made. g) Interview Assessment Form Full notes of interview should be made for all appointments, signed, dated and returned to the HR department. The Interview Assessment Form contains observations and suggestions in detail from the interviewer which helps to identify the potential and eligible candidate foe the respective vacancy. h) References Two professional references must be provided. Both these references should be the Line manager and/ principal of the most recent employer of the candidate. These references should always be sought and obtained directly from the referee, where possible in writing, and their purpose is to provide objective and information to support the appointment decision. Where possible references will always be sought prior to the main interview. Any discrepancies or anomalies obtained via reference must be followed up. Direct contact by telephone is required with each referee to verify the reference. The school will compare any information provided by the referee with that provided by the candidate on the application form. Any inconsistencies must be discussed with the candidate. i) Employment Checks An offer of appointment will be conditional, and all successful candidates will be required to: ● Provide proof of identity ● Provide Criminal Background Checks or equivalent covering any country they have lived and worked in during the last 10 years. ● Provide proof of professional status ● Provide actual certificates of qualifications ● Provide proof of eligibility to live and work in the country of employment The above must be included in the condi�onal offer leter clearly sta�ng that failure to comply will result in the offer being withdrawn. j) Medical Fitness Once a conditional offer of employment has been made the school will require all successful staff to complete a medical questionnaire and declaration, where there is a concern which is above the school’s medical understanding, have an Occupational Health medical prior to taking up the post. k) Induction

172 | P a g e

Al Diyafah High School-Reviewed policies- November 2024

AT&L24-2025