What We Promise Our Staff And How We Operate:

Those who work for SECONDARY SUPPLY can be sure that:

• Since we’re working in a specialist niche - secondary education - we’re better at matching teachers to schools than most agencies.
• Our assignments are intended to give our teachers an opportunity to shine and to enjoy themselves.
• This is just as true in the case of long-term and permanent placements as it is for those on daily supply.
• SECONDARY SUPPLY pays its teachers at demonstrably competitive rates and promptly.
• We offer any necessary support – not just to NQTs. And, in that, you’ll have the personal attention of our director.
• We provide up-to-date CPD information and resources – not just on this site (see the links and downloads) but through mailings.
• You can earn generous finders’ bonuses for introducing SECONDARY SUPPLY to both schools and employees.
• We will use our contacts to find you however much work you would like, whether it’s part or full-time.

Before Our Staff Are Depolyed We Always:

• Make face-to-face photo-ID checks (using passport and/or driving licences) during interviews.
• Obtain proof of candidates’ ID in other forms such as birth certificates.
• Scrutinize CVs in respect of reliability and to explain all interruptions in employment.
• Run ‘enhanced disclosure’ CRB checks in the UK.
• Make List 99 checks to exclude blacklisted teachers.
• Require lists of home addresses covering the previous 5 years.
• Ask for two separate proofs of candidates’ current addresses (e.g. bank statements, utilities and/or council tax bills).
• Need to see proofs of teaching qualifications, ideally originals.
• Require details of three referees, at least one of whom can assess a candidate’s performance in their current and/or most recent teaching post (training establishments are consulted when candidates are Newly Qualified Teachers i.e. NQTs).
• Confirm that teachers have National Insurance numbers (NINOs).
• Need proof of GTC registration – this is not yet a legal requirement but teachers are strongly advised to comply.
• Ask for marriage certificates or other proofs of any name change.
• Have candidates complete and sign a medical declaration, following up any issues with their doctor.
• Require proof of eligibility to work in Britain and confirm candidates’ rights to reside and work in this country.

Pay Rates from 1st September 2009 to 31st August 2010:

• Point M1 is the starting salary with DCSF for newly qualified teachers.
• Point M6 is the maximum rate of pay for supply work, unless responsibility points are awarded for long-term bookings.
• Supply staff working for Secondary Supply are eligible for an annual increment when 130 days have been worked in LEA-controlled schools. The increment takes effect from the start of the Autumn term each year.
• The day and half-day rates include holiday pay.

NB Clearly SECONDARY SUPPLY will also need your bank account details!