Admissions Overview 2018-04-22T18:23:51+00:00


Glory International Language Schools seek highly motivated, passionate, and talented teaching and non-teaching professionals to join us.
We strive to employ teachers who can deliver the curriculum of the richness of the best international approach in a creative, collaborative and engaging manner to maintaining the highest standards of education.
We offer an exceptionally rewarding opportunity for committed and talented professionals. By joining us, you become a part of our ever-expanding school community.
We constantly provide professional development opportunities to tune skills and learn new ones required to the best in the industry. New methods of teaching and creative practices are constantly implemented to ensure the experience of our staff is never dull.

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Recruitment Policy

This policy includes definitions or and the guidelines related to safer recruitment of staff.
It is not intended that parent volunteers helping with library, reading, costumes for school productions or other enrichment support are checked.
That is because parent / volunteer helpers are never alone with children.

References to Glory International Language Schools children should be read as pupils in the primary phase and students in secondary phase of the school and are interchangeable.


This policy sets out the minimum criteria for checking background of all school employees
The school’s policy for the screening of new employees and volunteers complies with the following pieces of legislation and guidelines:
• Criminal document procedures
• work law No. 137 of 1981
• Law No. 79 of 1975 on Social Insurance and its amendments
• The school's internal regulations
• work law No. 12 of 2003

This policy is an essential in creating and maintaining a safe and supportive for all students, staff other within the school community and aims to ensure both safe and fair recruitment and selection of all staff and volunteers by:
• Attracting the best possible candidates / volunteers to vacancies
• Deterring prospective candidates / volunteers who are unsuitable from applying for vacancies
• Identifying and rejecting those candidates / volunteers who are unsuitable to work with children and young people

Policy in practice

• Every employee must have a signed criminal background declaration from
• Suitable background checks and references are conducted for every employee at the school
• Where employees will be working with children, a record of disclosure of criminal history will be required
• Employees that are recruited directly from countries where there is a standardized process for obtaining criminal clearance must do so prior to joining Glory International Language schools
• Advertising of post will include the following statement: “Glory International Language schools are committed to safeguarding and promoting the welfare of children. Successful applicants will be subject to a police check
• At least one member of the Senior Leadership Team responsible for making offers of employment will have successfully completed training in Safer recruitment within the last 5 years.

Recruitment process, selection and procedures

The following procedures will be used in the recruitment and selection process of any staff member
• All prospective employees are required to submit a completed Glory International Language schools application from, a copy of their curriculum vitae and a covering letter
• These will be checked initially by HR manager, when any gaps or discrepancies will be followed up
• Following this initial check, a member of the SLT will review the application
• The application from and accompanying submissions will be kept on file along with the required original copies of relevant attested
qualifications in order to meet the requirements of west El Mahalla educational department this can be done once an offer of appointment has been made
• All prospective employees are required to have a reference check and must have at least two references, one being from their last line manager, senior leader or principal or in the case of non-educational staff, the person’s current or most recent employer
• The school does not accept open references. Formal, written references will be sought directly from the referees
• Once received, at least one reference will be authenticated by the HR Manager, the principal or their appointed deputy, by a phone call to the supplier of the reference, who may also be asked to clarify any anomalies or discrepancies. Where this is the case, detailed written records will be kept of such exchanges
• Where necessary, previous employers who have not been named as referees may be contacted in order to clarify any such anomalies or discrepancies. Where this is the case, detailed written records will be kept of such exchanges
• Among other things, referees will be asked specific questions about the following
1- The candidate’s suitability to work with children and young people
2- Any substantiated allegations
3- Any disciplinary warnings, including time-expired warnings, relating to the safeguarding of children and young people
4- The candidate’s suitability for the post
• Wherever possible, references will be requested in advance of interview. All references will be kept on file
• Whilst, the school asks all new employees to endeavor to provide evidence of police checks from every country in which they have worked and completed their teacher training, it is recognized that the international nature of Egypt means that the school attracts applications from a range of countries around the world, many of whom do not have developed safeguarding and vetting procedures. Thus it is not always possible to document a full career of police checks. However, candidates working outside the Egypt at the time of application are required to get a local police check, police checks are requested in English
• All initial contracts are subject to a satisfactory outcome of the disclosure and barring service checks. The school’s policy on making decisions about the employment of those with a criminal record is contained in the “Policy for the employment of ex-offenders”
• Where there is a break in employment of more than three months for a member of staff, a new Enhanced DBS or other police check will be sought
• All prospective appointments will be checked against the “Barred List” before the appointment is confirmed

The procedures set out above will not normally be necessary for:
1- Visitors to the school, who have no unsupervised contact with pupils:
2- Building or other contractors provided they have no unsupervised contact with students
3- Volunteers or parents who only accompany staff at specific events or one-off trips (Excluding overnight stays)
4- Those on the school site only when students are not present

All visitors and contractors sign in and are given an ID badge are fully supervised at all times as appropriate

Roles and responsibilities

The governing body of the school will:
• Ensure the school has effective policies and procedures in place for the safe and fair recruitment and selection of staff and volunteers in accordance with guidance and legal requirements
• Monitor the school’s compliance with them

The principal will:
• Ensure that the school operates safe and fair recruitment and selection procedures
• Ensure that these are regularly reviewed and up-dated to reflect any changes to legislation, international best practice and statutory guidance
• Ensure that all appropriate checks have been carried out on staff and volunteers in the school
• Monitor any contractors and agencies compliance with this document
• Promote the safety and wellbeing of children and young people at every stage of this process
• Ensure that all staff receives appropriate safeguard training
• Line manage the HR Manager to ensure compliance with this policy

The HR Manager will
• Ensure the diligent implementation of this policy and follow best practice
• Ensure strong networking links with other Egypt schools to keep abreast of latest guidance and training

Who was consulted?

In drafting this policy, the principal has drawn on guidance and procedure as defined as part of her work as a member of the international task force and CIS pilot work on child protection and safer recruitment in addition, the school has drawn on best practice and governors training as provided by the DFE guidance documents