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Setting and School Effectiveness

• Brent Strategic School Effectiveness Framework 2020-2021
• Brent School Standards and Achievement Report 2018-19
• School Place Planning Strategy 2019-2023 November 2020 refresh

Inclusion

• Brent Schools Forum January 2021 reports: Dedicated Schools Grant Schools Budget 2021/22 
• High Needs Block Management Plan 2020/21

• Brent Children’s Trust Special Educational Needs and Disability strategy 2018-2021
• Brent Virtual School for Looked After Children Annual Report September 2018 – August 2019
• LAC strategy

Safeguarding 

• Brent annual report of safeguarding partners 2019/20
• Local Safeguarding Partners arrangements 2021

Covid Response

• Brent Health and Wellbeing report: The disproportionate impact of COVID-19 on BAME communities in Brent
• Brent Council and Covid-19: Service Response and Recovery June 2020 Community and Wellbeing Scrutiny report
• Brent Council’s Management of the Impact of Covid 19 on Education and Children’s Services November 2020 Community and Wellbeing Scrutiny report

Privacy Policy

This Privacy Policy explains what we do with your personal data, whether we are in the process of helping you find your perfect job, maintaining our relationship upon finding you a new role, providing you with a service, receiving a service from you, using your data to request your assistance in relation to one of our candidates, or you are simply visiting our website in search for a job and/or industry insight.

This Privacy Policy describes how Green Park Interim & Executive Ltd (also referred to as Green Park) collects, utilises and processes your personal data, and how, in doing so, Green Park complies with its legal obligations to you. Your privacy is integral therefore we are dedicated to protecting and safeguarding your data privacy rights.

This Privacy Policy applies to the personal data of our corporate website visitors, candidates, clients, third-party suppliers, and other persons that we may contact in order to request further information about our candidates and potential candidates or, have otherwise been listed as an emergency contact. It also applies to the emergency contacts of our employees.

Please note that Green Park may amend this Privacy Policy from time to time. To stay up-to-date, please visit this page which will always display all amendments.

Should you be dissatisfied with any aspect of our Privacy Policy, you may havez legal rights and, where relevant, we have described these as well.
This Privacy Policy applies to any business activities that are carried out in relevant countries. This allows us to ensure that Green Park is complying with all applicable data privacy protection, no matter where you are.

WHAT WE COLLECT?

The information described below is in addition to any personal data we are required by law to process (but are not limited to) in any given situation.

I. Candidate Data

Depending on the relevant circumstances and applicable local laws, we may collect some or all the information listed below to enable us to offer you relevant job opportunities which are tailored to your skills set, expertise and interests. We may also collect data for career coaching and mentoring services provided by Green Park.

In some jurisdictions, we are restricted from processing some of the data outlined below. In such cases, we will not process the data in those jurisdictions:

• Name
• Date of Birth
• Gender
• Photograph
• Marital Status
• Contact Details
• Education Details
• Employment History
• Emergency Contacts
• Details of Dependants
• Referee Details
• Immigration Status (whether you need a work permit)
• Nationality/Citizenship/Birthplace
• Copy of Driving Licence and/or Passport/Identity Card
• Financial Information (where financial background checks are required)
• NI Number (or your country equivalent) and any other tax-related information
• Diversity Information including (but not limited to)
• Racial or Ethnic Origin
• Religious or Other Beliefs
• Physical or Mental Health including disability-related information
• Details of any criminal convictions (should this be a requirement for a role that you are interested in applying for)
• Details about your current remuneration, pensions & benefits arrangements
• Information about your specific interests & needs regarding future employment, both collected directly and inferred, for e.g. from jobs and/or articles posted on our website
• Any additional information you choose to share with us
• Any additional information your referees choose to share about you
• Any additional information our clients may choose to share about you, or that we come across via other Third-Party sources such as job sites