- Staff Profiles
- Contracts
- Qualifications
- DBS
- Right to Work
- Training
- Onboarding
- SCR Support
Personal Details
Maintain core employee information.
Employment Record
Keep appropriate employment context connected.
Contracts
Record relevant contract information.
Documents
Store appropriate employment documents.
Qualifications
Maintain relevant qualification records.
DBS
Track school-held DBS information.
Right to Work
Maintain relevant right-to-work evidence.
Training
Keep appropriate staff-training history.
Compliance
Bring relevant workforce-check information into an authorised overview. The staff profile becomes the connected workforce record rather than another isolated HR file.
Appointed Person
Establish the staff identity.
Employment Information
Create the appropriate staff record.
Required Documents
Identify the records needed for onboarding.
Checks
Record appropriate school-held check information.
Contract
Connect relevant employment documentation.
Role
Establish the person’s school responsibility.
Permissions
Provide system access appropriate to that role.
Onboarding Tasks
Coordinate the work required before or around the start date. Recruitment evidence should not automatically provide permanent HR access to everyone who participated in recruitment.
Staff Details
Collect the required employee information.
Contract Information
Connect the appropriate employment record.
Documents
Maintain relevant supporting files.
Qualifications
Record appropriate evidence.
DBS
Maintain the school-held check information.
Right to Work
Record relevant evidence.
Training
Identify or connect required staff training.
Role and Responsibilities
Establish the person’s position within the school.
System Access
Apply appropriate account and permission settings.
Outstanding Actions
Keep incomplete onboarding work visible. The school remains responsible for deciding which checks and evidence are required for the particular appointment.
Employment Contract
Record appropriate contract information.
Contract Documents
Keep relevant documentation together.
Start Context
Maintain suitable employment dates where configured.
Role
Connect employment to the person’s school role.
Supporting Documents
Store appropriate workforce records.
Current Information
Help authorised HR users understand the active employment context.
History
Preserve relevant earlier information where the workflow supports it. Contract records support HR administration. EdiWay does not provide employment-law advice or determine whether a contract is legally appropriate.
Qualification
Identify the qualification held.
Staff Member
Keep it connected to the correct person.
Evidence
Maintain appropriate supporting documentation.
Date Information
Record relevant qualification context where required.
Role Relevance
Use the information within authorised workforce review.
History
Preserve appropriate records over time. The platform records the information supplied to or verified by the school. It does not independently authenticate the qualification with the awarding organisation unless a specific verified integration exists.
Staff Member
Connect the record to the correct employee.
Check Information
Maintain appropriate school-held DBS details.
Evidence
Connect relevant documentation where permitted.
Review
Keep check information available to authorised HR or compliance staff.
Compliance Overview
Identify records requiring attention within the staff compliance workflow.
Restricted Access
Prevent DBS information from becoming ordinary staff-directory information. EdiWay records and organises the school’s DBS information. It does not perform the DBS check itself or independently determine that a person is suitable to work with children.
Staff Member
Keep evidence connected to the correct person.
Check Record
Maintain the relevant school-held information.
Documents
Store appropriate evidence where supported.
Dates
Record relevant time context.
Review
Identify information that requires authorised attention.
Compliance Dashboard
Include appropriate workforce status within the wider overview. EdiWay helps organise right-to-work records. It does not independently conduct official checks or make legal employment decisions.
Training Record
Maintain completed training information.
Staff Member
Keep the record attached to the correct employee.
Training Area
Identify the relevant training context.
Completion
Record appropriate completion information.
Evidence
Connect certificates or supporting records where available.
Review
Keep relevant dates visible where required.
Compliance Overview
Identify training information that may require attention. Broader professional development, appraisal, objectives and induction development belong to the separate Performance, CPD and Induction workflow.
DBS Records
Is the expected school-held information present?
Right-to-Work Information
Is relevant evidence recorded?
Qualifications
Are appropriate qualification records available?
Training
Is required school-held training information present?
Contracts
Is relevant employment documentation connected?
Missing Evidence
Which records require further attention?
Staff Member
Who owns the underlying workforce record?
Review
What needs authorised follow-up? The dashboard provides an operational overview. A complete-looking dashboard should not be interpreted as independent legal or safeguarding certification.
Staff Identity
Maintain the correct staff member.
DBS
Connect appropriate school-held DBS information.
Right to Work
Maintain relevant evidence.
Qualifications
Keep appropriate qualification records.
Training and Compliance Context
Connect relevant workforce information where required.
Evidence
Keep supporting records available to authorised users.
Missing Information
Make gaps easier to identify.
Review
Allow authorised staff to check the record. The current product evidence supports these underlying staff and compliance records.
EdiWay should not currently be described as automatically generating a fully statutory-complete SCR covering every possible required check. Schools remain responsible for determining which SCR fields and checks apply to each person and for verifying that the record meets their current requirements.
DBS Record
Records the school’s check information. It does not make EdiWay the Disclosure and Barring Service.
Right-to-Work Record
Records appropriate evidence. It does not replace the official checking process.
Qualification Record
Maintains school-held qualification information. It does not automatically authenticate every qualification.
Recruitment Check
May record an authorised recruitment outcome. It does not make the hiring decision.
Compliance Status
Supports internal review. It does not certify statutory compliance. The responsible human process remains essential.
Missing Personal Information
Required staff details have not been completed.
Missing Contract Record
Employment documentation still needs attention.
Missing Qualification Evidence
Required evidence has not been connected.
DBS Information
The expected school-held record is incomplete.
Right-to-Work Information
Relevant evidence requires review.
Training
Required onboarding training remains outstanding.Keep supporting records available to authorised users.
Role
The staff member’s responsibility has not been finalised.
Permissions
System access still needs to be established or reviewed. A gap should remain a gap until an authorised person resolves it. EdiWay should not infer that a check has been completed because another onboarding task is finished.
School
Which organisation employs or engages them?
Role
What responsibility do they hold?
Classes
Which learners do they currently teach?
Assigned Responsibilities
Do they hold a SENCO, safeguarding, pastoral, HR or leadership role?
Sensitive Domains
Do they need access to safeguarding, SEND, medical or HR information?
Start and End Context
Is their employment or responsibility currently active?
Temporary Access
Does the access need an expiry date? HR administrators can manage workforce information without automatically receiving professional access to every learner record. Likewise, a teacher does not need unrestricted access to colleagues’ HR records.
Staff Checks
Remain within the workforce record.
DBS Information
Remains restricted HR/compliance information.
Staff Qualifications
Stay within the staff profile.
Learner Safeguarding Concerns
Remain within the separate safeguarding workflow.
Permissions
Control the two domains independently.
Leadership Oversight
Use appropriate information without opening unnecessary sensitive detail. A staff compliance issue and a learner safeguarding record are different records with different responsibilities.
Training Evidence
Use appropriate workforce records.
Staff Compliance
Provide authorised oversight.
Responsibilities
Identify accountable staff.
Supporting Documents
Connect suitable evidence.
Inspection Preparation
Use approved workforce information where relevant.
Governance
Provide appropriate school-level oversight without exposing unnecessary personnel detail. The detailed staff record remains canonical within HR. The Compliance workspace can reference the information it requires.
HR Staff
Maintain appropriate staff records and documents.
School Leaders
Access workforce information required for leadership responsibilities.
Line Managers
Receive suitable information for their authorised management role.
Compliance Leads
Use relevant workforce-check information.
Staff Members
Access their own permitted information where supported.
Governors
Receive appropriate workforce oversight rather than unrestricted personnel records.
Other Staff
Do not receive access to colleagues’ HR records simply because they use EdiWay. Staff-record access should follow responsibility and purpose.
Draft Onboarding Communication
Prepare administrative messages for review.
Record Summaries
Organise selected permitted information.
Missing-Information Prompts
Highlight fields requiring human checking.
Document Drafting
Assist with working HR documentation where appropriate.
Training Summaries
Help organise authorised training information.
Compliance Preparation
Prepare a working overview for human review. Every AI output remains a draft.
EdiWay AI does not:
- Decide whether someone should be employed
- Determine whether a DBS outcome makes someone suitable
- Conduct a right-to-work check
- Authenticate qualifications
- Make safer-recruitment decisions
- Certify the Single Central Record
- Decide disciplinary outcomes
- Replace HR, leadership or safeguarding judgement
1. Confirm the Appointment
Move the relevant person into the authorised new-starter process.
2. Create the Staff Record
Establish their workforce identity.
3. Add Employment Information
Connect appropriate contract and employment context.Record the authorised school or governance outcome.
4. Collect Relevant Evidence
Maintain required school-held documents and qualifications.
5. Record Checks
Add appropriate DBS, right-to-work and other supported compliance information.
6. Connect Training
Record relevant onboarding or workforce training.
7. Assign the Role
Establish the person’s school responsibilities.
8. Configure Permissions
Provide the access required for that responsibility.
9. Review Outstanding Information
Keep incomplete onboarding work visible.
10. Move Into the Ongoing Staff Record
Continue HR, absence, performance and development workflows without creating another staff identity.
Yes.
EdiWay supports staff profiles, personal details and connected HR records.
Employment-contract information and contract-document storage are represented within the HR capability set.
Yes.
Qualification records can be maintained against the relevant staff member.
Can EdiWay track DBS information?
No.
EdiWay records school-held check information.
It does not replace the official checking process.
Right-to-work compliance tracking is represented within the HR capability set.
The current source supports record tracking, not a claim that EdiWay performs the official external verification itself.
Yes.
Staff-training records are part of the HR capability set.
A new-starter workflow is represented within the recruitment and HR capability set.
The platform can support continuity from recruitment into a new-starter record.
Detailed recruitment activity remains within the separate recruitment workflow.
The underlying staff records needed to support an SCR-style central compliance view – such as DBS, right-to-work and qualification information – are represented.
The source does not currently establish a separately certified, automatically statutory-complete SCR product covering every possible field or check.
No.
The school remains responsible for determining the checks required for each staff member and for maintaining the completeness of its Single Central Record.
A staff compliance dashboard is represented and can support review of relevant workforce information.
Any governance visibility should depend on the school’s configured role and permission model.
Governor access should not automatically provide unrestricted access to underlying HR records.
Yes.
Appropriate workforce evidence can contribute to authorised compliance and inspection-readiness workflows while remaining canonical within HR.
No.
The connected staff identity continues into the dedicated Absence, Leave, Cover and TOIL workflow.
CPD records connect to the staff profile, but the wider appraisal, objectives, development and induction journey belongs to Performance, CPD and Induction.
No.
Employment and safer-recruitment decisions remain with authorised humans and the school’s processes.
Careers and Recruitment
Move from vacancy, application, interview and reference processes into an authorised new-starter workflow.
HR and Workforce
Return to the wider workforce hub.
Absence, Leave, Cover and TOIL
Keep absence, leave, availability and cover connected to the same staff identity.
Performance, CPD and Induction
Connect appraisal, objectives, professional development and induction activity.
School Compliance, Risk and Evidence
Use appropriate staff compliance and training evidence in wider school assurance.
Permissions, Consent and Information Sharing
Control access to sensitive HR and staff information.