Implementation

d. For recruiting the school head, the SMC should consider appointing a panel comprising representatives of the following stakeholders:

 the school sponsoring body

 parents of students at the school

 independent persons

 alumni

e. An EDB representative may also join the panel as an observer upon invitation or when PSEd considers this necessary.

f. The membership of all selection panels should be approved by the SMC and communicated to all parties concerned.

7.

7

A

t

n

t

7

7..44..11

P

a

h

c

1. All teaching staff (other than supply teachers paid on daily rates) should, before appointment, undergo a physical check-up by registered medical practitioners.

Serving registered teachers on transfer from one aided school to another without break of service are exempted from this requirement.

2. The SMC may exempt teachers and other staff from a pre-employment X-ray examination under the conditions specified in the COA and the conditions as set out in “Medical Examination and Health Condition of Staff”.

7.

7

V

x

n

1. The School head shall verify the qualifications, experience and other personal particulars of the applicant. The related appendices of the COA and the Guide to Salary Assessment for Aided Secondary/ Primary Schools are relevant.

2. The SMCs are reminded to check whether the staff to be appointed has fully complied with all the terms of the contract he/ she signed with his/ her previous employers before offering appointment.

3. The SMC should ensure that the teacher to be appointed has fulfilled the minimum requirements. Prior to employing teaching staff holding non-local academic and/or professional qualifications, the SMCs are required to ascertain whether their qualifications are comparable to the local qualifications required for appointment.

Please refer to EDBC001/2005 “Assessment of Non-local Qualifications for Appointment to Teaching Posts in Aided Schools and Registration of Teachers for All Non-government Schools” for details.

4. Before employing teaching or non-teaching staff, schools

a. should carefully check the original copy of the identity documents, teacher registration certificates and qualification documents produced by candidates (including supply teachers employed on a daily-rated basis or short-term contracts) and keep record of copies of teacher registration documents (applicable to both registered and permitted teachers) for future inspection. Schools should, upon seeking the potential appointee’s consent explicitly, apply to the EDB for releasing information regarding his/her registration status. The application form can be downloaded from the EDB webpage on “Teacher Registration”;

b. should require the applicants to declare the following in the application forms for the posts and/ or other related documents; and to provide details accordingly:

whether their registered teacher or permitted teacher status has been cancelled/

refused; whether they have been convicted of any criminal offence in Hong Kong or elsewhere; whether they are involved in any ongoing criminal proceedings or

investigations (including but not limited to arrest or apprehension by the police) to the best of their knowledge; and whether they are being investigated by schools or the EDB over professional misconduct allegations to the best of their knowledge.

Schools should obtain details and proof of the incidents from applicant if he/she has been involved in professional misconduct or illegal acts. The SMCs should deliberate whether the applicant should be employed, and the discussions should be recorded;

c. must observe the provisions of the Personal Data (Privacy) Ordinance when handling the applicants’ personal data. Hence, schools should state clearly on the job application forms and/or other related documents that, among others, the personal information collected will be used for processing the job applications and assessing the suitability of candidates for the job. The applicants shall provide all relevant information and try their best to obtain the information as and when required by the school/ EDB, and failure to do so may result in the application not being processed;

d. should request prospective employees to undergo Sexual Conviction Record Check (SCRC) at the advanced stage of the employment process and keep the record properly with a view to verifying the sexual conviction records as declared by them. This can facilitate schools to make an informed decision on selecting suitable staff for working in schools;

e. should inform the candidates that their job applications will not be considered if they refuse to disclose the necessary information or undergo SCRC; schools should explain with justifications to the EDB if they intend to employ any applicants who refuse to give consent to the above enquiries or checks;

f. should check the certificates of service issued by the candidates’ previous employers and with the candidates’ consent, consult their previous employers about their performance including whether, to the best of their previous employers’ knowledge, they are being investigated over professional misconduct allegations;

g. should request the staff who are self-employed and the outsourced service providers to ask their staff to be deployed to work in schools to;

 declare in the job application form and/or other related documents whether he/she has been convicted of any criminal offence in Hong Kong or elsewhere, or whether they are involved in any ongoing criminal proceedings or investigations, including but not limited to arrest or apprehension by the police, and to provide the details; and

 undergo SCRC and pass their check results to schools though they are not school employees.

(Please also refer to the Checklist for recruitment procedures at Appendix 4.)