CONFIRMATION OF SAFEGUARDING CHECKS ON STAFF/WORKERS
Enfield Grammar School ensures that all relevant pre-employment checks are carried out on employees and workers engaged directly. In particular, the following specific safeguarding checks are carried out:
- All employees/workers appointed/engaged prior to March 2002 (and with no subsequent change to their employment arrangement requiring a further check) have been subject to a check against List 99; additionally, those appointed between 1989 and March 2002 would have been subject to a satisfactory police check;
- All employees/workers appointed/engaged since March 2002 have been subject to a satisfactory Enhanced Criminal Records Bureau (CRB) check. This check included a check against List 99;
- All employees/workers appointed/engaged since 12th October 2009 have been subject to a satisfactory Enhanced CRB check, including a check against List 99/Independent Safeguarding Authority (ISA) Barred List;
- All employees/workers appointed/engaged since 1st December 2012 have been subject to a satisfactory Enhanced with Barred List check through the Disclosure and Barring Service (DBS).
Unsupervised, regular volunteers are also subject to the above safeguarding checks.
Supervised, regular volunteers are subject to the above safeguarding checks, with the current exception of the Children’s (and Adult, if relevant) Barred List check.
All school staff and workers engaged directly are issued with photographic School ID.
As appropriate, visitors to the school are asked to provide Photographic ID wherever possible.
Third party organisations deploying staff or workers to the school are required to provide confirmation that pre-employment and safeguarding checks relevant to the role have been carried out.
The public sector Equality Duty came into force on 5 April 2011. The Equality Duty applies to public bodies and others carrying out public functions. As public bodies, schools are also covered by the public sector equality duty (the general duty) which means that they must have due regard to all three aspects of the duty, listed below:
- eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act;
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it; and
- foster good relations between persons who share a relevant protected characteristic and those who do not share it.
The Governing Body of Enfield Grammar School has agreed that our primary objective is to continue to review the School's policies, procedures and functions to ensure that they comply with the Equality Act 2010.
Enfield Grammar School prides itself on the quality of its provision for teaching and pastoral care and on the strength of its relationships with pupils and parents. Parents should, in the first instance raise any concern with their son's form tutor and it is hoped that they can be resolved quickly and informally. If a complaint cannot be resolved on an informal basis, then the parents should put the details in writing to the Headmaster. A copy of the School's Complaints Procedure is available from the School on request.
Enfield Grammar School Homework Policy
Students, parents and teachers have this document as a guide for when homework should be set at Key Stage 3, Key Stage 4 and Key Stage 5. It also contains details of the types of homework tasks that may be set and the way in which the homework will be assessed.
The expectation is that reasonable notice will be given when homework is set. A homework timetable will no longer be produced.