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AASSA Recruiting Service | Child Protection Measures
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 AASSA's Commitment to Child Protection 


AASSA embraces the protection of children as an essential principle guiding its work in recruiting staff to work in its member schools.  As such, we require confidential references of candidates from current and past supervisors and advise schools to personally speak with each referee.  We require that a candidate’s application leaves no gaps in work experience and that candidates self-declare any past criminal history.  Failure to fully disclose may result, if hired, in termination by a school for misrepresentation.   

In addition, candidates should know that by opening an application, both AASSA and the schools have the right to undertake a full investigation of a candidate’s personal and employment history including criminal and sex registry checks to ensure a candidate has no past history that would jeopardize the children in our schools.  Additionally, each school will require the submission of documents based upon their school's policies and mandated by their host country in order to obtain a residence visa.  These could include Interpol or police checks from countries of current and past residence, or the more specific checks such as those listed below:

  • USA (FBI Check)
  • Canada (RCMB Vulnerable Sector check)
  • England and Wales (DBS or ICPC)
  • Northern Ireland (Access NI Enhanced disclosure)
  • Republic of Ireland (Garda Vetting National Check)
  • Scotland (Enhanced PVG Disclosure)
  • Australia (Federal Working with Children Check)
  • New Zealand (Police Check with exception request)
Information on Child Protection for our member schools is posted under Educational Resources
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