Schools, as registered organisations, have an obligation to manage Garda Vetting (GV) applications within a human rights, legislative and natural justice framework. They also have obligations under data protection legislation.
All efforts should be made to ensure that staff do not commence work in the school without Garda Vetting. It is good practice for a school to set up a panel of substitute staff that have already been vetted for use in the event of casual or emergency vacancies. Alternatively, the school should ensure that any person who has not yet been vetted does not have unsupervised access to children until Garda Vetting has been completed.
It is important to note that the Garda Central Vetting Unit (GCVU) does not provide clearance for persons to work with children in a school.
The GCVU has required that all correspondence in relation to Garda Vetting for non-teaching posts  in Educate Together schools must be channelled through Authorised Signatories who work from the Educate Together national office. Currently Catherine O’Brien is officially recognised as such an Authorised Signatory and is managing this work in the Educate Together office.
The function of the GCVU is to provide details of ‘all prosecutions, successful or not, pending or completed, and/or convictions’ in respect of an applicant to a registered organisation.
It is essential to stress that school Boards of Management must make their own decisions in relation to the suitability or otherwise of prospective employees or volunteers for employment. The fact that a person has been vetted by the GCVU does not mean that the person is suitable and does not remove the necessity for the Board to thoroughly check the background and references of a candidate .
A selection board must assure themselves that the candidate can be trusted to do the job within the ethical standards of the school.
For further information, contact the national office at email@example.com
 The vetting of teaching posts is the responsibility of the Teaching Council.
 Such a check should include - but not be restricted to - a detailed review of the candidate’s CV against the chronology supplied in the vetting form and a careful discussion with at least one recent employer covering a substantial portion of the candidate’s work history.