Criminal pasts of hundreds of wannabe teachers

Aug 2 2009 by Tom Mullen, Sunday Sun

The checks also reveal 175 cautions for offences from burglary and battery to shoplifting and invading a football pitch.

All prospective teachers must submit to the checks before applying to join a training course and a second CRB check is often made before employment.

The Criminal Records Bureau released the data under the Freedom of Information Act, but said they don’t hold information about whether or not each person was subsequently employed.

Instead, we went to seven local authorities across the North, who all told us they are legally required to destroy all CRB check results, and whether or not a teacher with a conviction is employed is down the headteacher of each school.

Kevin Bell, a data protection coordinator at Durham County Council said: “Once the vetting process has been completed no information is retained.

“Our risk assessment processes require the headteacher to consider the information and determine the outcome.

“We always advise in line with guidance from the CRB and there is a process in place in relation to staff in notifiable occupations where information received is shared with and dealt with by the headteacher.”

The Sunday Sun received similar responses from Newcastle City Council,Gateshead Council, Sunderland City Council, Northumberland County Council, and both North and South Tyneside Council.

The conviction details have led to calls for greater transparency.

Mark Wallace, chief executive of the Taxpayers’ alliance pressure group, said: “There is no way that people who have committed serious crimes should be allowed to teach children in schools.

“It is shocking that so many criminals have applied to be teachers, and parents will want reassurance that none of them were given the job.”

But others remain confident the system is preventing criminals from ending up in the classroom.

Ian Grayson, NUT national executive member for Tyne and Wear, said: “If anything comes to light in these checks that highlights the person’s unsuitability to teach, then the employer would take the necessary action.”

“Also, if a serving teacher is convicted of a serous offence, the employer is informed.”