The Isle of Wight Education Federation collects information about you in order to provide you with recruitment and employment services. We will use the information for the recruitment and selection process and, if successful, to activate employment with the Federation.
The legal basis for processing your personal data is that it is necessary for the performance of the employment contract or in order to take steps before entering into a contract and is necessary for the Trust to comply with a legal obligation.
The legal basis for processing special category data is that processing is necessary for the purposes of carrying out the rights and obligations in the field of employment, that it is necessary for the reasons of substantial public interest and that it is necessary for the purposes of the assessment of the working capacity of the employee.
We will keep your personal information for 6 months following the interview date if you are not successful, and for the duration of your employment plus 7 years if you are successfully appointed.
You have some legal rights in respect of the personal information we collect from you. Please see the Federations website for further details on the privacy notice and data protection policy. You can contact the Federation’s Data Protection Officer if you have a concern about the way we collect or use your data.
The Isle of Wight Education Federation is legally obliged to process a Disclosure and Barring Service (DBS) check before making appointments to relevant posts. The Federation is aware of its responsibility under the Police Act 1997 not to discriminate against applicants based on their criminal record. The Federation will only ask an individual to provide details of convictions and cautions that the school is legally entitled to consider when recruiting candidates.
An application for a DBS certificate will be submitted for all candidates once they have been offered the position. For posts in regulated activity, the DBS check will include a barred list check. During the recruitment process, any offences, or other matters relevant to the position will be considered on a case-by-case basis.
Failure to reveal any information which is directly related to the post could result in withdrawal of an offer of employment or potential disciplinary action. Any DBS certificates that reveal criminal information will be discussed with the individual, and their eligibility for the position will be reviewed.
It is an offence to seek employment in regulated activity if you are on a barred list. Any data processed as part of the DBS check will be processed in accordance with data protection regulations and the IWEF privacy statement.
We will also carry out an online search about you for information that is publicly available online. This will include social media accounts you may hold. This will only be carried out on shortlisted candidates and before interview. This processing of data will be conducted under the legal basis of Article 6(e) public task in line with the guidance laid out in para 221 of Keeping Children Safe in Education (KCSIE) 2022. Any data collected during this search will be retained in line with our retention schedule which is available on request.