AN ELLESMERE Port headteacher believes that if people such as Soham killer Ian Huntley are determined enough to work in schools, they will find a way of doing so.

Sutton High's Chris Needham, who began her teaching career nearly 30 years ago, said: 'Every effort is made to check the background of a prospective employee.

'We hope and trust that indiscretions would be highlighted in someone's past by way of documentary evidence.'

Mrs Needham added: 'Fortunately, I have never experienced any such trouble with the vetting of staff.

'But I have noticed that vetting measures are now far more stringent than they were when I first began my career in teaching.

'However, if people like Ian Huntley and the like really want to work in a school, they will.'

Mrs Needham's comments come after a leaked police report sparked serious concerns about the system for checking the background of people working in schools.

An inquiry has been launched into how murderer Ian Huntley was allowed to work with children, despite past allegations of rape and under-age sex.

The report says many forces are still failing to enter details of convictions and arrests into the National Police Computer.

The report had found, on average, it was taking forces 50 days to input details of a conviction rather than the week it should take.

However, a spokesman for Cheshire police says 69.2% of court results are inputted within 14 days, and 90% within one month.

But such efficiency depends on how quick the police receive the information from the courts.

The spokesman also said the ultimate efficiency goal would be for the courts to have their own computer system which would enable them to input the data themselves.

However, such an idea would ultimately depend on massive investment. Describing the vetting process, the police spokesman said: 'If an organ-isation asks for an individual to be vetted they would approach the Criminal Records Bureau (CRB).

'The CRB would then approach the police, who carry out enhanced vetting checks. Following these checks, we would disclose any convictions.

'Non-conviction data which is relevant to the individual and the job they are applying for requires an assessment to be carried out by a high ranking officer, in our case a chief superintendent.'

He added: 'Each case is considered on its own merits, taking into account the post that is being applied for, and the access levels to children and other vulnerable persons.

'The assessment of non-conviction information will also consider associates of the applicant.

'Following that assessment, a decision is made as to whether disclosure of nonconviction information is appropriate for the safety of vulnerable persons.'