At Source Supply, we take great pride in the service we deliver and the exceptional care we take in vetting every candidate we work with. We are fully committed to safeguarding and promoting the welfare of children and young people, and we expect all staff and candidates to share in this commitment. Each time a school books a candidate through us, they can be assured that the following vetting checks have been thoroughly completed:
ID and address check and right to work verified.
Source supply candidates undertake a face to face, in person or video call, and must produce their identification documentation to confirm both their proof of identity (via photo ID) and proof of eligibility to work in the UK, along with proof of address. Source candidates are asked to provide proof of all legal name changes during there lifetime such as marriage certificates, decree absolutes and deed polls.
A current enhanced Disclosure and Barring Service (DBS) check
If the candidate does not already have a valid DBS certificate which is registered on the update service, we will process an enhanced certificate for the candidate through a third party platform. As the children’s barred list check is included within the enhanced DBS check, a valid DBS certificate will be obtained before a candidate can commence employment, and candidates must register their DBS with the update service as a condition of clearance. Source supply performs fresh update checks on active candidates every month.
If a candidate as a positive DBS, then a decision is made based on the age and nature of the offence. If we assess the candidate as suitable to work in schools, then a copy of the DBS is sent securely to the school.
Work history
Candidates are required to provide us a detailed CV, supply us with their full employment history. Employment gaps are explored and notes made on the CV. All information provided by the candidate is cross checked against the references obtained for the candidate’s application.
Overseas Police check/Certificate of good conduct
Source supply candidates are asked to provide an overseas police check with translations, if necessary, if they have been out of the country for 6 months or more within the last 5 years. If the candidate does not already posses an overseas police check, we will endeavour to assist them in obtaining one. Failing this, then a request for good conduct will be made to their last employer in the relevant country. A certificate of good conduct is in the format of a reference pro forma and includes additional questions relating to the candidate’s character and criminal conduct.
TRA Check
Source supply check for any relevant prohibitions, sanctions and details of qualification and induction.
As a registered member of the TRA website, we have full access to records of teacher that are suspended from teaching or have sanctions.
All TRA checks are carried out as part of our vetting process, and we check the following lists:
- Teacher who have failed induction or probation
- Section 128 barring directions
- General teaching council for England (GTCE) sanctions.*Teachers and other prohibited from the profession
Qualified Teacher status
Every QTS candidate’s TRA record will be crossed checked for validity and any restrictions, sanctions or prohibitions that apply. Any restrictions must be logged within the candidate’s record and periodically reviewed to ensure compliance. Reference checks We contact all referees independently and will only use verifiable contact methods. We do not accept pre written references or testimonials.
Online searches
We perform online searches for candidates as part of our vetting process. Any adverse content which raises concern will be assessed by our Safeguarding manager for suitability. The safeguarding manager will assess the information and complete any required risk assessment.
Medical check
Candidates must declare if they are fit for work during the registration process and will confirm if they require any further adjustments to complete their placements, Childcare disqualification questionnaire Candidates who wish to work in primary age settings are required to complete a CHILDCARE DISQUALIFICATION QUESTIONIARRE at interview. If any answers give us cause for concern, the candidate will be referred to Ofsted to request a waiver. Only once a waiver has been issued will the vetting process continue, if we deem appropriate to do so.
Safeguarding training
All source supply candidates will provide evidence of Safeguarding training within the last year. Where this evidence is not available, Source supply will facilitate training via a third-party provider. Training is regularly updated.
REC Audited Education
We are REC Audited Education accredited, which gives you the assurance you are working with an agency that has the highest standards for recruitment. Find out more about REC in the REC’s leaflet for schools. To enhance the security of our vetting process, we have a dedicated Compliance Team responsible for overseeing all required checks. Only trained and authorised staff are involved at every stage of the process. All candidates must be successfully cleared by our Compliance Manager before they are permitted to commence any bookings.
Version 1 |Sept 2025
