International	  Task	  Force	  on	  Child	  Protection	  (ITFCP)
Recommended	  Screening	  and	  Assessment	  Practicesfor	  International	  School	  Recruitment
Candidate	  Profiles

A thorough personal and professional profile of each candidate is required, including the following.

Name
Aliases	  or	  other	  names	  used	  now	  or	  in	  the	  past
GenderDate	  of	  Birth
Citizenship
Secondary	  Citizenship
Marital	  Status
Country	  of	  Residence
Address
Additional	  Address
Email	  Address
Phone	  Number
Education	  (Institution/degrees/dates,	  where	  relevant)	  Certification	  (Country/state/region/province/expiration	  date)
Total	  number	  of	  years	  in	  education
Total	  number	  of	  years	  living	  outside	  of	  your	  birth	  country
Curriculum	  Experience
Work	  History	  (Name	  of	  school/employer/address/reason	  for	  leaving/eligibility	  for	  re-­‐employment)
Explanation	  for	  any	  gaps	  in	  work	  history
Names	  and	  contact	  details	  of	  references	  (personal	  and	  professional)
Criminal	  History	  (arrests/convictions)
The	  candidate	  makes	  a	  declaration	  of	  full	  disclosure	  and	  acknowledges	  that	  any	  agreement	  of	  employment	  or	  subsequent	  employment	  may	  be	  terminated	  immediately	  for	  misrepresentation.
The	  candidate	  provides	  the	  information	  requested	  above	  in	  a	  new	  application	  form	  rather	  than	  in	  an	  existing	  CV	  or	  other	  format.
The	  dossier	  produced	  by	  the	  candidate	  is	  reviewed	  by	  at	  least	  two	  people	  (this	  may	  include	  a	  recruitment	  agency	  providing	  services	  to	  the	  hiring	  institution.)Y

N Notes

YY
YYYY
Y
Y
Y
Y
Y
YY
YYYY

N
N
N
N
N
NNN
N
NN
NN
NNNNYNYYYN
N
NY

NYN

Updated April 2017, ICMEC

Reference	  Checks
The	  school	  has	  a	  clearly	  written	  statement	  of	  its	  hiring	  procedures	  including	  the	  process	  by	  which	  the	  institution	  reviews	  and	  validates	  references.	  The	  candidate	  provides	  specific	  minimum	  information	  for	  each	  referee.
YN
N Notes
YCore	  Practices
The	  candidate	  provides	  at	  least	  three	  confidential	  professional	  references
One	  or	  more	  of	  the	  confidential	  references	  is	  a	  direct	  supervisor	  of	  the	  candidate	  (minimally	  at	  the	  Assistant	  Principal	  level).
At	  least	  two	  confidential	  references	  are	  secured	  from	  the	  last	  two	  positions	  the	  candidate	  held	   during	   the	   past	   6	   years,	   with	   one	   or	   more	   of	   the	   references	   supplied	   by	   an	   assistant	  principal	  or	  principal.
At	   least	   two	   supervisory	   references	   are	   contacted	   directly,	   either	   through	   technology	   (e.g.	  
Y
Ntelephone,	  Skype,	  etc.)	  or	  face	  to	  face.
YN
Questions	  in	  direct	  exchanges	  include:● Do	  you	  have	  any	  concerns	  about	  the	  candidate	  working	  unattended	  with	  children?
● Did	  any	  of	  the	  candidate’s	  colleagues,	  students	  or	  parents	  express	  such	  concerns?
YN● Would	  you	  rehire	  the	  candidate?	  (why	  or	  why	  not	  according	  to	  the	  response	  received)
Recommended	  Additional	  Practices
YNThe	   candidate	   provides	   at	   least	   two	   personal	   references	   (to	   verify	   candidate	   biographical	  information,	  including	  place,	  nature	  and	  timing	  of	  employment).

Referee	  Verification
The	  school	  has	  a	  clearly	  written	  statement	  of	  its	  hiring	  procedures	  including	  the	  process	  by	  which	  the	  institution	  verifies	  the	  identities	  of	  referees.
Core	  Practices
Y N Notes
Referees	   are	   contacted	   through	   business	   email	   addresses	   (if	   possible,	   e.g.	   retired)	   or	  personal	  electronic	  account	  (e.g.	  WhatsApp)
Referees	  are	  contacted	  through	  business	  telephone	  numbers	  (if	  possible,	  e.g.	  retired).
Recommended	  Additional	  PracticesPersonal	  numbers	  are	  checked	  through	  available	  online	  directory	  services.
Referee	  identities	  and	  contact	  details	  are	  checked	  using	  professional	  directories/sources.

YNYNY

NYN

Y
N
Updated April 2017, ICMEC
YN

Credential	  Verification
The	  school	  has	  clear	  guidelines	  for	  the	  review	  and	  verification	  of	  personal	  and	  professional	  histories	  and	  documentation.
Core	  Practices
Y N Notes
Required	   documentation	   is	   collected	   and	   reviewed	   before	   a	   final	   employment	   decision	   is	  made.
Required	  documentation	  is	  translated	  by	  a	  certified	  independent	  translator	  as	  necessary.
Recommended	  Additional	  Practices
Colleges/universities	  upon	  which	  education	  qualifications	  are	  based	  are	  legitimately	  accredited	  educational	  institutions.	  Such	  institutions	  have	  the	  power	  to	  grant	  their	  own	  degrees	  and	  hold	  either	  university-­‐level	  accreditation	  awarded	  by	  a	  nationally	  recognized	  accrediting	  organization	  or	  university-­‐level	  recognition	  by	  the	  country’s	  Ministry	  of	  Education.
Documents	  of	  uncertain	  origin	  are	  legalized/endorsed	  by	  an	  authorized	  agency.
Formal	  transcripts	  are	  sent	  directly	  from	  the	  awarding	  institution(s).

Criminal	  Background	  Checks*
The	  school	  requires	  background	  and	  criminal	  record	  checks	  as	  a	  precondition	  of	  employment.
Core	  Practices
There	  is	  a	  criminal	  record	  check	  from	  the	  country	  which	  issued	  the	  candidate’s	  passport.
There	   is	   a	   criminal	   record	   check	   from	   the	   country	   where	   the	   candidate	   currently	   resides	  which	  is	  less	  than	  6	  months	  old	  at	  the	  time	  the	  candidate	  leaves	  that	  country.
Recommended	  Additional	  Practices
There	  are	  criminal	  record	  checks	  from	  every	  country	  in	  which	  the	  candidate	  has	  worked	  for	  more	  than	  6	  months.

YY

N

Y

N

YN

Y
Y

N
N

Y

N

Y

N

Y

N

Y

N

Y

N

N NotesInternet	  Checks*
The	  school	  conducts	  internet	  checks	  as	  a	  precondition	  of	  employment.
Core	  Practices
The	  school	  conducts	  an	  Internet	  search	  of	  the	  candidate	  (subject	  to	  legal	  counsel).

YN Notes

Review	  of	  Sex	  Offender	  Registries*
The	  school	  conducts	  checks	  of	  available	  sex	  offender	  registries	  as	  a	  precondition	  of	  employment.
Core	  Practices
Y
Review of	  sex	  offender	  websites	  for	  each	  of	  the	  countries	  where	  the	  candidate	  has	  lived.

N Notes

Updated April 2017, ICMEC

School’s	  Interview	  and	  Advertising	  Practices
The	  school	  makes	  its	  commitment	  to	  child	  safety	  openly	  known	  through	  its	  interviewing	  and	  advertising	  practices.
Core	  Practices
Y N Notes
Interviews	  with	  the	  candidate	  include	  the	  following	  questions.
● Motivation	  for	  working	  in	  education	  (Why	  teach	  or	  otherwise	  work	  with	  children?)● Background	  (cross-­‐checking	  profile	  and	  explor ing	  patterns	  of	  movement	  andemployment;	  work	  history	  discussion	  includes	  questions	  about	  whether	  renewal	  ofcontract	  was	  offered	  at	  each	  post	  so	  that	  reasons	  for	  non-­‐renewal	  can	  be	  examined;	  askabout	  arrests,	  as	  opposed	  to	  convictions)● Attitudes	  and	  behaviors	  (affective	  questions	  about	  family	  life	  and	  relationships:	  “Howwould	  you	  respond	  to…(a	  specific	  child-­‐protection	  scenario)?”	  “How	  do	  you	  maintainboundaries	  appropriate	  for	  your	  role?”	  etc.
The	   school	   publicly	   announces	   its	   commitment	   to	   child	   protection	   in	   job	   descriptions	   and	  job	  advertisements.

YNYN* Accredited	  external	  agencies	  may	  be	  used	  to	  conduct	  and	  secure	  background	  checks,	  internet	  checks	  and	  sex	  offense	  registry	  checks.

Updated April 2017, ICMEC