Administrator

Candidate Registration Form

Personal Details
Title (Mr, Mrs…) First name Surname
Ms Adeola Lawal
Previous Names Date of Birth
24th July 1991
Home Phone Mobile Phone
+44(0)7721756527
Email
adeolalawal4@gmail.com
Address
E3 3RQ Ladyfern Gale Street Bow London

Nearest Station National Insurance No:

Devons Road TH167294C
Languages Nationality
English Nigeria
Do you have right to work in the UK? YES

DBS Certificate Number Registered on the DBS Update Service YES

Work Preferences (please tick all applicable)

Qualified Teacher Support Worker
EYFS Teacher (0 to 5 years) Nursery Nurse

KS1 Primary Teacher (5-7 year olds)

 Teaching Assistant – Primary
KS2 Primary Teacher (7-11 year olds) SEN Teaching Assistant/Support Worker

SEN Teacher Teaching Assistant - Secondary

Secondary Teacher Cover Supervisor

FE
 Other (Admin, Caretaker, etc.)
Subjects/Specialist areas
1. 2. 3.

TRN/DfES Number: Date Available From:

For Office Use Priority High / Medium / Low

Interviewed by Date of interview
Sourced by Pri / Sec T/ TA
Source DIRECT (CALL/EMAIL) – FACEBOOK-- WEBSITE REG – WEBSITE AD – REED – CV LIBRARY – TOTAL JOBS – EAT JOBS – JOBSITE --
INDEED – REFERRAL –
RE-REG – NQT CONTACT FORM – OVERSEAS CONTACT FORM – SEND CONTACT FORM – LINKEDIN -- RATED RECRUITMENT – OTHER (PLEASE SPECIFY)
Notes to admin Cleared
If you have any SEN experience, or are potentially looking to work in any SEN roles please can you fill in the
below:

SEN Competence –(1 being the highest) 1 2 3 4

Autism
Dyslexia / Dyspraxia
EBSD / ADHD
MLD/SLD
PMLD
Complex needs
Hearing Impairment
Visual Impairment
Positive Handling
Manual Handling/Personal Care
 Reference Information – only provide references that you would like us to contact
REFERENCES MUST COVER THE LAST 2 YEARS AND INCLUDE YOUR MOST RECENT EMPLOYER
ALTERNATIVELY IF YOUR EMPLOYMENT REFERENCES DO NOT COVER THE LAST 2 YEARS AND YOU HAVE BEEN
AT UNIVERISTY PLEASE PROVIDE UNIVERSITY REFEREE DETAILS
Employer Accord Consult Recruitment Referee
1/Most Name Abi Olasupo ('Siyan) CEO/Certified
recent & Position Management Consultant
employer
Position Support Worker Phone
+44 0744 877 6655/+44 0740 457 6295

Dates to / Jan 2024 Email

from www.accordcareconsultancy.co.uk

Employer 2 Referee Debbie Oke

Name Head of Teacher
& Position
osition Phone
+234 8139549154

Dates to / Email
from Enefemgroupofschool@workmail.com

Employer 3 Referee
Name
& Position
Position Phone

Dates to / Email
from

Character Reference Information

MUST HAVE KNOWN THE REFEREE FOR A MINIMUM OF 5 YEARS AND CANNOT BE A DIRECT FAMILY MEMBER
Referee Name Ipaye Idris Oladipupo

Email Phone +2348072800934

idris2aye@gmail.com

Have you lived out of the UK for more than 6 months in the last five YES
years?
If yes, please specify
Lagos State, Nigeria.
I give Destination Education consent to obtain the above references.

YES
Signed: …………………………………………….

DBS Checks
All candidates must hold a current and valid enhanced Disclosure and Barring Service certificate (DBS certificate)
with children’s barred list check. Every candidate arriving from overseas must additionally provide a valid and
current overseas police check.

There are two options to choose from for the DBS disclosure and Update service:

Option 1Destination Education can apply for a DBS certificate on your behalf.
Option 2 Destination Education can check your DBS certificate status if you have registered with the Update
Service.
Charges
DBS Certificate: If you are not registered with the Update Service and require a new DBS certificate, Destination
Education can apply for a new DBS at a cost of £43. Destination Education will register you on Civil & Corporate
Online DBS Checking Service.

DBS Update Service: The Update Service is an online subscription service that allows you to keep your DBS
certificate up to date. The service also allows employers to check a certificate online with your consent.

Each registration costs £13 and lasts for one year. If you have not opted in for an automatic renewal you will need
to make a payment of £13, 30 days prior to the subscription end date. A reminder email will be generated 30 days
before the subscription ends.

Please note once we have submitted your DBS application we are unable to offer a refund.
Registering with the Update Service
If you have opted for option 1 you can register with the update service within 30 days of the certificate issue date.
The compliance team will send you an email with a step by step guide on how to register with the online Update
Service.

If you have opted for option 2 Destination Education will carry out all checks with your consent stated below.

DBS Disclosure & Update Service Consent Form

By completing this form I understand I am giving Destination Education my consent to access the Disclosure and
Barring Service (DBS) Update Service to undertake a check against by current DBS Disclosure. I have provided the
information below regarding my current DBS Disclosure to assist Destination Education in carrying out this check.

You are required to complete the following section in full and all information must be as it appears on your DBS
Certificate. I will provide or have provided my original DBS certificate for Destination Education to review. I
understand that my consent can be withdrawn at any time by contacting the Compliance Team at Destination
Education.
Name:Lawal Adeola
DBS Certificate Number:
I give consent to Destination Education to access
the DBS update Service and undertake a check
against my current DBS certificate:
Signed:
Date:

Rehabilitation of the Offenders Act Statement

The work for which you are applying is exempt from the Rehabilitation of Offenders Act 1974, because it involves
substantial opportunity for access to children. You are therefore required to declare details of any criminal
record you may have, including details of any convictions, even if they would otherwise be regarded as ‘spent’
under this Act, or any cautions or bind-overs, and any pending prosecutions. The information you give will be
regarded as confidential and will only be disclosed in relation to teaching appointments.

The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides
that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’.
This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take
them into account.

The Agency will arrange for a check to be made with the police for the existence and content of any criminal
record in your name. Any information received from the police will be kept in strict confidence and will be
destroyed immediately after the selection process is completed.

The disclosure of a criminal record, or other information, will not debar you from appointment unless the agency
considers, or is advised, that it renders you unsuitable for appointment. In making this decision the agency and
the authority will consider the nature of the offence, how long ago and what age you were when it was
committed and any other factors, which may be relevant.

Failure to declare a conviction, caution or bind-over may well disqualify you from appointment, or result in your
appointment being terminated when the discrepancy comes to light.

Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice
website.

Please confirm the following:

Do you have any unspent conditional cautions or convictions under the Rehabilitation of Offenders Act 1974? NO

Do you have any adult cautions (simple or conditional) or spent convictions that are not protected as defined by
the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order
2020? NO

Health and Disability

The following questions on health and disability are asked in order to find out your needs in terms of reasonable
adjustments to access our recruitment service and to find out the needs in order to perform the job or position
sort.
1. Do you have any health issues or a disability NO
 relevant which may make it difficult for you to carry
out functions which are essential to the role you If yes, please complete our Medical Questionnaire and
seek? Declaration
2. If you have a disability, what are your needs in Please specify
terms of reasonable adjustments in order to access
this recruitment service and to attend interview, or
to take aptitude tests etc.?

Emergency Contacts
Contact 1 Dada Adeshegun Relation Husband Phone +447983404039
Christopher
Contact 2 Lawal Oladapo Relation Brother Phone +447301223391

Additional Information
How did you hear about us?
Would you like to be added to our mailing list? YES

Data Protection Statement

The information that you provide on this form on any CV given will be used by Destination Education to provide
you work finding services. In providing this service to you, you consent to your personal data being included on a
computerised database and consent to us transferring your personal details to our clients.

We may check the information collected, with third parties or with other information held by us.

We may also use or pass to certain third parties information to prevent or detect crime, to provide public funds,
or in other way permitted or required by law.

Declaration
I hereby confirm that the information given is true and correct. I consent to my personal data and CV being
forwarded to clients. I consent to references being passed onto potential employers. I consent to my personal
information and data being stored within our internal database. I understand that this information will be stored
on file by Destination Education and is subject to the provisions of the Data Protection Act

If, during the course of temporary assignment, the Client wishes to employ me direct, I acknowledge that
Destination Education will be entitled either to charge the client an introduction/transfer fee, or to agree an
extension of the hiring period with the Client (after which I may be employed by the Client without further charge
being applicable to the Client).

I understand that it is Destination Education is committed to supporting the Data Protection Act 2018 and to
enable Destination Education to process my application and will carry out the required legal checks including,
where applicable, Barred List, DBS & Update Service, confirmation of DfES registration number, qualification
verification, and prohibited from the profession check.

Signed:
Date:
1st Feb 2024

Disqualification under the Childcare Act 2009

Agency Destination Education Ltd

What are the Regulations?

The Department for Education (DfE) has issued a number of recent updates to its Statutory Guidance “Keeping
Children Safe in Education”.
https://www.gov.uk/government/publications/keeping-children-safe-in-education--2

This update requires schools which provide care for pupils under the age of 8, therefore all primary schools and
nurseries and some qualifying staff in secondary schools. This is to ensure that staff and volunteers working in
these settings are not disqualified from doing so under the Childcare (Disqualification) Regulations 2009.
Reference: https://www.legislation.gov.uk/uksi/2018/794/schedule/3/2019-04-29

A person may be disqualified through:

1. Having certain orders or other restrictions placed upon them.
2. Having committed certain offences.
3. Living in the same household as someone who is disqualified by virtue of 1 or 2 above (this is known as
disqualification by association).
You are required therefore to sign the declaration below confirming that you are not disqualified under
those Regulations from working in this school.
A disqualified person is not permitted to continue to work in a setting providing care for children under age 8,
unless they apply for and are granted a waiver from OFSTED.
Reference: http://www.ofsted.gov.uk/resources/applying-waive-disqualification-early-years-and-childcareproviders. Support will be
provided with this process.

Name: Lawal Adeola Position:

Please circle one option for every question
Section 1 – Orders or other restrictions
Have any orders or other determinations related to childcare been made in
NO
respect of you?
Have any orders or other determinations related to childcare been made in
NO
respect of a child in your care?
Are you barred from working with Children (Disclosure and Barring (DBS)? NO

Are you prohibited from Teaching? NO

Section 2 – Specified and Statutory Offences

Have you ever been cautioned, reprimanded, given a warning for or
NO
convicted of:
 Any offence against or involving a child? (a child is a person under the
NO
age of 18)
 Any violent or sexual offence against an adult? NO

 Any offence under the Sexual Offences Act? NO

Any other relevant offence?
Available from the school office or at the links below: NO
https://www.legislation.gov.uk/uksi/2018/794/schedule/2/2019-04-29
https://www.legislation.gov.uk/uksi/2009/1547/schedule/3/made
Have you ever been cautioned, reprimanded, given a warning for or
NO
convicted of any similar offence in another country?

Section 3 – Disqualification by association

To the best of your knowledge, is anyone in your household* disqualified
from working with children under the Regulations?
*household – includes family, lodgers, house-sharers, household employees

This means does anyone in your household have an Order or Restriction

against them as set out in Section 1 or have they been cautioned, NO
reprimanded, given a warning for or convicted of any offence in Section 2.

Guidance of whether a conviction is spent can be found:

www.gov.uk/government/publications/new-guidance-on-the-rehabilitation-of-offenders-act-
1974

Section 4 – Provision of Information

If you have answered YES to any of the questions above you should provide details below in respect of yourself,
or where relevant the member of your household. You may supply this information separately if you so wish,
but you must do so without delay.
Details of the order, restriction,
conviction caution etc.

The date(s) of these

The relevant court(s) or
body(ies)
You should also provide a copy of the relevant order, caution, conviction etc. In relation to cautions/convictions
a DBS Certificate may be provided.

Section 5 - Declaration
In signing this form, I confirm that the information provided is true to the best of my knowledge and that:
 I understand my responsibilities to safeguard children.
 I understand that I must notify Destination Education and/or Headteacher immediately of anything that
 affects my suitability including any cautions, warnings, convictions, orders or other determinations
made in respect of me or a member of my household that would render me disqualified from working
with children.
 I understand that I must notify Destination Education and/or Headteacher immediately if there are any
changes or additions to the information I have supplied on the form that may occur in the future.

Signed:
Print Name: Lawal Adeola Date:1ST Feb 2024
Part 1: safeguarding information for all staff

Staff roles and responsibilities

Safeguarding and promoting the welfare of children is everyone's responsibility.

All staff should make sure that any decisions made are in the best interests of the child.

All staff should:

 Provide a safe environment in which children can learn

 Know about (and feel confident to use) school safeguarding systems, including:

o Policies on child protection, pupil behaviour and staff behaviour (your code of conduct)
o Your safeguarding response to children who go missing from education
o The role and identity of your designated safeguarding lead (DSL) and any deputies

They need to know:

 How to identify children who may benefit from early help and what your local early help process is
 How to make referrals to children's social care and for the statutory assessments that may follow a
referral, and their role in these assessments
 How to identify signs of abuse and neglect, and what to do if a child makes a disclosure
 That safeguarding incidents and behaviours can happen between children outside school and be linked to
factors outside school
 That children can be at risk of abuse or exploitation in situations outside their families (e.g. sexual
exploitation, criminal exploitation and serious youth violence), and consider when this might be the case
 How to maintain confidentiality by only involving those who need to be involved
 That they should never promise a child confidentiality

Your senior leaders should give all staff appropriate safeguarding and child protection training, which is regularly
updated. And they should receive safeguarding updates at least annually, for example via email or staff meetings.

If you're a member of our Safeguarding Training Centre, let your senior leaders know about our INSET pack to
help them meet these training duties. If you're not yet a member, you can find out more here.

If staff have concerns about a child

They should:

 Act immediately
 Follow your child protection policy
 Speak to your DSL (or deputy) as soon as they can

The DSL may then choose to:

 Manage any support for the child internally using the school's pastoral support processes
 Do an early help assessment
 Make a referral for statutory services

If the DSL or deputy is not available, staff should:

 Not delay taking action

  Speak to a member of the senior leadership team
 Contact the local children's social care directly, if appropriate, and
follow advice
 Tell the DSL or deputy about any actions taken as soon as possible

If a child is in immediate danger or at risk of harm, staff should:

 Make a referral to children's social care (and the police, if appropriate - get guidance on when to call the
police) immediately
 Keep a log of all concerns, discussions and decisions made, and the reasons for those decisions
 Discuss any uncertainties about recording requirements with the DSL or deputy

If staff have concerns about female genital mutilation (FGM) they need to speak to the DSL or deputy
immediately. There's a specific legal duty on teachers – where a teacher discovers that FGM has been carried out
on a girl under the age of 18, they must report this to the police.

Staff should know what poor practice looks like

This includes:

 Failing to act on the early signs of abuse and neglect

 Poor record keeping
 Failing to listen to the views of the child
 Failing to reassess concerns where the situation does not improve
 Not sharing information, or sharing it too slowly
 Not challenging those who aren't taking action

Concerns about a staff member (including supply staff and volunteers) posing a risk of harm to children
Staff should tell the headteacher immediately if they:

 Have safeguarding concerns that a member of staff is posing a risk of harm to pupils
 Are making an allegation against another member of staff (or volunteer)

If the concerns relate to the headteacher, the staff member must tell the chair of governors.

If the headteacher is also the sole proprietor of an independent school, the staff member must tell the local
authority designated officer.

Concerns about safeguarding practice

Staff should follow your whistle-blowing procedures if they're worried about poor or unsafe practice so these
concerns can be raised with the senior leadership team.

They can contact the NSPCC whistle-blowing helpline if they:

 Are unable to talk to the headteacher or chair of governors

 Feel that their genuine concerns aren't being addressed

Staff should know the indicators of abuse and neglect ...

Abuse is a form of maltreatment of a child and can take the form of:

 Physical abuse - involving hitting, shaking, throwing, poisoning, burning or scalding, drowning, suffocating
or otherwise causing physical harm to a child. This can also be caused by a parent or carer fabricating the
symptoms of, or deliberately inducing illness in a child
  Emotional abuse - persistent emotional maltreatment which causes
severe and adverse effects on the child's emotional development
 Sexual abuse - forcing or enticing a child or young person to take part in sexual activities, not necessarily
involving high levels of violence, whether or not the child is aware of what is happening

Neglect is the persistent failure to meet a child's basic physical and/or psychological needs, likely to result in the
serious impairment of their health or development.

This is explained further on pages 8 and 9 of KCSIE.

... and about behaviours linked to issues that can put children in danger
These include:

 Drug use
 Alcohol abuse
 Deliberately missing education
 Sexting

Staff should consider the local environmental factors and context when assessing children's safety. This is because
safeguarding incidents can be associated with factors outside the school.

Peer-on-peer abuse
Staff must be aware that children can abuse other pupils, including through:

 Bullying (including cyber-bullying)

 Physical abuse
 Sexual violence and sexual harassment
 Upskirting
 Sexting
 Initiation/hazing type violence and rituals

Child criminal exploitation (CCE) and child sexual exploitation (CSE)

Staff should know that CCE and CSE are forms of abuse where a person or group takes advantage of an imbalance
in power to coerce, manipulate or deceive a child into sexual or criminal activity. This power imbalance can be
due to:

 Age
 Gender
 Sexual identity
 Cognitive ability
 Physical strength
 Status
 Access to economic or other resources

Staff should know that the abuse can:

 Be in exchange for something the child needs or wants

 Be to the financial benefit or other advantage (e.g. increased status) of the perpetrator or facilitator
 Be carried out by individuals or groups, males or females, and children or adults
 Be one-off or a series of incidents over time, and range from opportunistic to complex organised abuse
 Involve force and/or enticement-based methods of compliance
 Involve violence or threats of violence
 Be exploitative even if the activity appears to be consensual
  Happen online as well as in person

Serious violence
Staff should also be aware of the indicators that children may be at risk from, or are involved in, serious violent
crime. These may include:

 Increased absence from school

 Changing friendships, or forming friendships with older individuals or groups
 Significant decline in performance
 Signs of self-harm or assault, or unexplained injuries
 Significant change in wellbeing
 Unexplained gifts or possessions

They should also know the associated risks and the measures in place to manage these.

Mental health
Staff should be aware:

 That mental health problems can be an indicator that a child has suffered or is at risk of suffering abuse,
neglect or exploitation
 That experiences of abuse, neglect and other traumatic adverse childhood experiences can have a lasting
impact
 How these experiences can affect children's mental health, behaviour and education

Staff should know that only trained professionals should attempt to make a diagnosis of a mental health problem,
but that all staff should:

 Observe children day-to-day and identify those whose behaviour suggests that they may be experiencing
a mental health problem or be at risk of developing one
 Report a mental health concern about a child (that's also a safeguarding concern) by following your
school's child protection policy and speaking to the DSL or deputy

To help train staff on mental health awareness, see DfE guidance on preventing and tackling bullying and mental
health and behaviour. See also Public Health England guidance on promoting children's emotional health and
wellbeing, and lesson plans and teaching materials from Rise Above.

Print Name: Lawal Adeola

Date: 1/02/2024

Signed:
 Candidate Interview Sheet
*** To be completed by Destination Education ***
Candidate Name Lawal Adeola
Teaching Area Bromley by bow
(including Key Key stage 1&2
Stage, Subjects & English and Math
Specialism)
Access to transport Yes
& Travel distance
1. Can you tell us about your last
teaching/support worker assignment and why
you left? (if appropriate)
Answer:
During my previous role as a teaching assistant, I had
the privilege of gaining valuable experience. I was able
to make a positive impact on both the organization and
my students by demonstrating qualities such as hard
work, teamwork, and the ability to work
independently. Being a fast learner, I was always eager
to acquire new knowledge. Moreover, my flexible and
adaptable approach enabled me to effectively handle
various situations and cater to different needs.
My leaving the job is based on my relocation.
4. Can you outline what you know about the
English education system at the moment?
Answer:
The education system in England is structured into four
distinct stages: primary, secondary, further education,
and higher education. It is mandatory for all children in
the UK to receive education between the ages of 5 and
Availability Permanent
Daily, Short- Long term
term or Long-
term
Location East London Bromley by Bow
2. What would you say are your strengths as a
Teacher/Support worker?
Answer; I am passionate about learning and teaching,
and I have a positive and encouraging demeanor that
motivates and inspires others. I am also versatile and
adaptable, able to effectively respond to different
situations and individual needs.
3.
5. Is there anything else that you can tell us about
yourself which you think would be of interest
to us or the schools that may employ you?
Answer:
I possess a broad and all-encompassing viewpoint that
enables me to establish connections with students and
staff members from various backgrounds and cultures.
16. This stages is further divided into key stages,
namely:
1. Key Stage 1: 5 to 7 years old
2. Key Stage 2: 7 to 11 years old
3. Key Stage 3: 11 to 14 years old
4. Key Stage 4: 14 to 16 years old.

6. Additional Notes (other areas discussed, gaps in employment, etc)

Candidate pay
**It is the consultants responsibility to discuss and arrange how the candidate would like to be paid**
Please tick the agreed payment method:

 ePayMe □ ISS
□ Key Portfolio □ Generate
□ RACS  Main Pay
□ Other (please specify)

Have you passed on the relevant information for the candidate to register with the chosen umbrella
company if not already registered?

Consultant name Consultant signature