CRIMINAL RECORDS BUREAU (CRB) POLICY AND PROCEDURE & DISCLOSURE SCOTLAND POLICY AND PROCEDURE

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "CRIMINAL RECORDS BUREAU (CRB) POLICY AND PROCEDURE & DISCLOSURE SCOTLAND POLICY AND PROCEDURE"

Transcription

1 CRIMINAL RECORDS BUREAU (CRB) POLICY AND PROCEDURE & DISCLOSURE SCOTLAND POLICY AND PROCEDURE Incorporating the Protection of Vulnerable Groups Scheme (PVG Scheme) APRIL 2011 The Disabilities Trust

2 Policy Overview As an organisation The Disabilities Trust uses the Criminal Records Bureau (CRB) service and Disclosure Scotland service to help assess the suitability of applicants for positions of trust. The Trust complies fully with the CRB and Disclosure Scotland Codes of Practice regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information. It also complies fully with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information and has a written policy statement on these matters, which is available to those who wish to see it on the Trust s website and/or on request. This Policy contains general information together with specific details relating to CRBs and Disclosure Scotland/PVG Scheme. Further information relating to the CRB and/or Disclosure Scotland service can be located at: or or or Policy The Trust undertakes to treat all applicants for positions fairly in accordance with its Recruitment and Selection Policy and Procedure. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of convictions or other information revealed. The Trust is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion or belief, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background. The Trust actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcomes applications from a wide range of candidates, including those with criminal records. The Trust will select all candidates for interview based on their skills, qualifications and experience. The Trust s job application form requires all applicants to declare their criminal record upon completion. All applicants called for interview who have declared a criminal history (including cautions, warnings, bind-overs, reprimands and convictions), will be asked about this during the interview process. Having a criminal record will not necessarily bar a person from working with the Trust. This will depend on the nature of the position and the circumstances and background of the offences. HR CRB & Disclosure Scotland P&P,

3 The Trust undertakes to discuss any matter revealed in a Disclosure in accordance with the relevant Code of Practice and the Trust s Rehabilitation of Offenders Policy, with the person seeking the position before withdrawing a conditional offer of employment. This policy and procedure complies with the framework specified in the Trust s policy on Policies and Procedures. Codes of Practice The CRB and Disclosure Scotland have individual Codes of Practice, which set out certain obligations about the use of Disclosure information with which the Trust agrees to comply with. This includes the following: What Registered Bodies must do The fair use of Disclosure information Handling of information Assurance and Compliance The information contained in this Policy reflects these Codes, which can be obtained from the CRB or Disclosure Scotland websites. Registered Body The Trust is a Registered Body i.e. it is registered to access the Disclosure service to check the criminal history of staff that it recruits directly to eligible posts. As a Registered Body, the Trust is entitled to ask exempted questions under the Exceptions Order to the Rehabilitation of Offenders Act (ROA) 1974 Exceptions Order 1975 which covers the UK, Scotland and Wales. The Registered Body's role is to: Check and validate the information provided by the applicant on the CRB/Disclosure Scotland application form Establish the true identity of the applicant, through the examination of a range of documents using guidance provided by the CRB/Disclosure Scotland Ensure the application form is fully completed and the information it contains is accurate Countersign applications to confirm that the organisation has an entitlement to access criminal record information Comply with the relevant Codes of Practice Rehabilitation of Offenders The Rehabilitation of Offenders Act (ROA) 1974 applies to England, Scotland and Wales, and is aimed at helping people HR CRB & Disclosure Scotland P&P,

4 Act (ROA) 1974 who have been convicted of a criminal offence and who have not re-offended since. For further information, please refer to the Trust s Recruitment of Ex-Offenders Policy. Please note, when the Trust requests an individual to complete a CRB or Disclosure Scotland (including PVG Scheme Record) application form, the Trust is asking an exempted question in accordance with the Exceptions Order. In accordance with the exceptions relating to employment listed in the Exceptions Order to the ROA, applicants are required to declare spent and unspent convictions when applying to work with children and/or vulnerable adults. Therefore, if a person wants to apply for a position that involves working with these groups they are required to reveal all convictions, both spent and unspent and any cautions, warnings, reprimands or bindovers. Countersignatories In accordance with the registration process, The Trust must appoint relevant personnel to act as the Lead Countersignatory and Countersignatories in order to process Disclosures. It is the Countersignatory s role to ensure the relevant Codes of Practice are being adhered to appropriately and take responsibility for signing CRB or Disclosure Scotland application forms. The Countersignatory s name will appear on the Disclosure. The Trust s Countersignatories are as follows: CRB Lead Countersignatory Countersignatory Countersignatory Countersignatory Disclosure Scotland Lead Countersignatory Counter signatory Director of Human Resources Director of Finance Human Resources (HR) Manager Company Secretary/Head of Compliance Company Secretary/Head of Compliance Human Resources (HR) Manager Independent Safeguarding Authority (ISA) ISA is a non-departmental public body sponsored by the Home Office and responsible for maintaining two new barred lists, the Children s and Vulnerable Adults lists. These lists contain the details of individuals who have been assessed as posing a risk of harm if they were to work with vulnerable groups based on information held about that individual. These new lists replace the previous POCA, POVA and List 99 lists and came into effect from 12 th October ISA uses information from a number of sources including the HR CRB & Disclosure Scotland P&P,

5 Police, Local Authorities and employers to make the assessment of an individual and uses trained case workers, who decide on a case-by-case basis whether a person poses a potential on-going risk and if necessary, bar an individual from working with vulnerable groups. Therefore when processing an enhanced CRB Disclosure and/or a Disclosure Scotland/PVG Scheme Record these lists will be checked as part of this process in accordance with the vulnerable group(s) that the individual will be working. Any individual who is on one or both of the ISA barring lists will also be barred from working with children and/or vulnerable adults in Scotland. Likewise, an individual who is barred from working with children and/or vulnerable adults in Scotland, will also be barred throughout the rest of the UK on the same basis. It is a criminal offence for anyone who is barred from working with a particular group (i.e. children or vulnerable adults) to seek work or volunteer opportunities with that particular group. Furthermore it is an offence to employ/use staff/volunteers with specified groups if they have been barred. As such the Trust will not employ or offer work to any individual barred from working with the particular group the role is associated with. In circumstances where the Trust is notified that a barring decision has been made, following the employment of the relevant individual, the Trust will invoke disciplinary proceedings in order to terminate the contract of employment. Other appropriate action will be taken should the individual be a bank worker or volunteer. Portability Portability refers to the re-use of a Disclosure, obtained for a position in one organisation and later used for another position in another organisation. Neither the CRB nor Disclosure Scotland currently facilitate portability and as such the Trust is only able to accept a previous organisation s Disclosure when presented by an individual as evidence to confirm his/her identity (if issued within the previous 12 months). Therefore the Trust will not accept a previous organisation s Disclosure in any other context. The PVG Scheme Record is portable and can be presented to the Trust by an existing Scheme member. However in such circumstances a Scheme Record Update will be undertaken by the Trust. The Scheme Record Update is not portable. Criminal History whilst working for The Disabilities Trust Due to the nature of services provided by the Trust and the necessity to obtain Disclosures, all staff and volunteers are obliged to inform the Trust should he/she receive a criminal caution, warning, reprimand, bind-over or conviction whilst in the Trust s employ. Failure to do so may impact on his/her continued HR CRB & Disclosure Scotland P&P,

6 employment/work with the Trust. Dependent on the criminal charges received, the employee may face disciplinary action (including dismissal) in accordance with the Trust s Disciplinary Policy and Procedure. A bank worker may be removed from the Trust s Bank Worker Register and any services undertaken by a volunteer withdrawn. Please note, whilst criminal charges may be brought in connection with an incident that occurs outside of the workplace, this may have implications on the individual s employment/work with the Trust. Each situation will be considered on an individual basis and relevant facts established to determine the course of action required, appropriate to the criminal charges received and actions taken by the individual to notify the Trust. Secure storage, handling, use, retention and disposal of Disclosures and Disclosure Information Identity Documentation & Verification The Trust complies fully with the CRB and Disclosure Scotland Codes of Practice in regard the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information and has a written policy statement regarding this. The written statement is available to all applicants when applying for positions across the Trust and a copy can be located on the Trust s website or on request. The identity documentation required to complete a Disclosure Application Form is determined by the CRB/Disclosure Scotland respectively. Relevant lists detailing the documentation which can be presented and the age of these documents are available on the CRB and Disclosure Scotland websites. As the Registered Body, the Trust is obliged to: Check and validate the information provided by the applicant on the application form/continuation sheet; and Establish the true identity of the applicant, through the examination of a range of documents as set out in the guidance; and Ensure that the applicant provides details of all names by which they have been known and all addresses where they have lived in the last 5 years; and Ensure the application form is fully completed and the information it contains is accurate. Any documentation presented must be valid, current and original. Please note documents which are photocopies will not be accepted unless checked against the original documents to ascertain that the photocopy is a true copy. HR CRB & Disclosure Scotland P&P,

7 Disputes The Disputes protocols for the CRB and Disclosure Scotland vary slightly, however have the overriding principle to look into any disputes raised by the individual and/or countersignatory (on behalf of the individual) within specified timescales. The Dispute processes and timeframes can be accessed on the CRB and Disclosure Scotland websites. Any disputes raised by the individual should be brought to the attention of the Trust (as the Registered Body) and relevant information provided to the countersignatory. Should a dispute be raised by an applicant, the Trust will endeavour to put the recruitment on hold until such time as the dispute is resolved. The Trust will be notified by the CRB and/or Disclosure Scotland to confirm if the dispute has been upheld. Contact details: CRB Disputes Line: Download and complete the Data Source Disputes form available on the CRB website and send to: Data Source Disputes Team, 1st Floor South, PO Box 165, Liverpool, L69 3JD (only available for Data Source Disputes) Complete the online form available on the CRB website (applicable for Data Entry Disputes) Disclosure Scotland Exceptions Handling Unit Supervisor on or By post to EHU Team Leader, Exceptions Handling Unit, Disclosure Scotland, PO Box 250, Glasgow, G51 1YU When raising a dispute, the individual s full name, date of birth, address and the Disclosure reference number will need to be supplied together with full details of the dispute. Volunteers For the purposes of a CRB Disclosure, the Police Act 1997 (Criminal Records) Regulations 2002 defines a volunteer as: a person engaged in an activity which involves spending time, unpaid (except for travel and other approved out-of-pocket expenses), doing something which aims to benefit some third party other than or in addition to a close relative. Disclosure Scotland provide that the following criteria must be met in respect of volunteers: The position is in a non-profit organisation The volunteer receives no remuneration beyond the reimbursement of travel and out of pocket expenses HR CRB & Disclosure Scotland P&P,

8 The purpose of the role is to provide some benefit for the community or a voluntary group There is no benefit for the volunteer or any close relative of the volunteer Any individuals engaged as volunteers across the Trust will be subject to Disclosure requirements in accordance with the activities they undertake. Any Disclosures for volunteers are processed free of charge by the CRB/Disclosure Scotland. Overseas Applicants The CRB does not generally have access to overseas criminal records. As Disclosure Scotland performs its duties in accordance with UK legislation, it also has no jurisdiction to obtain criminal records from other countries. However, some countries, including most in the EU, have arrangements allowing their citizens to obtain certificates of good conduct or extracts from criminal records to show prospective employers. The level of information provided varies from country to country. This information may require translation and consideration would be given to whether any criminal history has a direct equivalent in UK/Scottish law. While the CRB/Disclosure Scotland cannot currently provide this sort of information, they hope to provide guidance to help employers make their own enquiries to the appropriate overseas authorities. The CRB is currently studying the availability of overseas pre-employment vetting services. The Trust will consider carefully before deciding whether to request a Disclosure in respect of an applicant with a substantial record of overseas residence. The Police National Computer (PNC) contains a limited number of overseas convictions and this data is by no means comprehensive. Therefore, it may be of limited value to ask for a Disclosure in respect of a person with very substantial gaps in their UK residence or of individuals with little or no previous residence in the UK. However, dependent on the job role, the Trust will be obliged to check the ISA barred lists. Disclosure Renewals Disclosures do not carry a pre-determined period of validity because a conviction or other matter could be recorded against the subject of the Disclosure at any time after it is issued. The Trust will apply for a new disclosure when a staff member has been in post for 3 years. Please note, this timeframe will also be used to update individual s identity cards, where such a card is deemed necessary for their job role. Failure to complete a Disclosure renewal when requested to do so will be deemed a breach of this policy and for employees a HR CRB & Disclosure Scotland P&P,

9 breach of contract. As such this may result in disciplinary action being taken which in relevant circumstances may lead to dismissal. A bank worker may in the same circumstances be removed from the Trust s Bank Worker Register and for volunteers, their services withdrawn. Information Revealed on a Disclosure The relevant manager will be notified by the Human Resources (HR) Department when a Disclosure has been received and will be issued with a memo to this effect. In circumstances where the Disclosure contains no details of any criminal offences, the relevant manager is able to progress the appointment of the individual in accordance with the satisfactory completion of all pre employment checks. However, in situations where criminal offences are contained on the Disclosure the relevant manager will be expected to have relevant discussions with the individual prior to progressing the satisfactory completion of the pre employment checks. The Trust will follow internal processes to ensure relevant discussions take place with the individual, which may involve a meeting where the individual is requested to bring his/her copy of the Disclosure. Consideration will be given to any discrepancies advised by the individual regarding his/her criminal history and the information supplied on the Disclosure. Furthermore, the relevant Code of Practice will be followed and Rehabilitation of Ex Offenders Policy and Procedure considered prior to any decision taken regarding the conditional offer of employment/work or volunteer opportunities made. In circumstances where information is revealed on a renewal Disclosure, the Trust s Disciplinary procedure may be invoked. Dependent on the details revealed on the Disclosure regarding the nature and/or pattern of repeating behaviour, a member of the Trust s HR Department, a Senior Manager and the Lead Countersignatory may be involved in any decisions taken. Costs CRB Application Form Currently the costs of obtaining a Disclosure are covered by the Trust. However, in certain circumstances it may be necessary to pass on the costs to an individual. This may include acts of deliberate un-cooperation which lead to additional costs in respect of obtaining Disclosures. When a job offer is made (if appropriate) the recruiting manager will issue the preferred candidate with a CRB Application Form as part of the pre employment checks. The individual will complete the application form in part providing personal details and address history. The individual will also sign to declare whether he/she has ever been convicted of a criminal HR CRB & Disclosure Scotland P&P,

10 offence or received a caution, reprimand or warning. On completion of the relevant sections of the form the individual will return the form to the recruiting manager with relevant original identity documentation, as specified by the CRB. The documentation presented will be copied, checked and verified and returned to the individual. The application form will be completed by the respective Service personnel ensuring all relevant areas have been completed accurately. The Countersignatory will review the completed form and sign prior to sending to the CRB for processing. Further details regarding completing the application form and the original identity documentation required can be located on the CRB website. A CRB Disclosure A Disclosure is processed by the CRB on receipt of the application form and is the document which contains the information held by the police and government departments regarding an individual s criminal history. The Disclosure service offers the Trust a means to check the background of preferred candidates and volunteers to ensure that they do not have a history that would make them unsuitable to work in the roles/positions offered to them. Disclosures provide details of an individual s criminal record including convictions, cautions, reprimands and warnings held on the Police National Computer (PNC). If the position involves working with children or vulnerable adults, Disclosures will also contain details from lists held by the Independent Safeguarding Authority (ISA) of those considered unsuitable for this type of work. Depending upon the level of Disclosure, it might also contain information held by local police forces. A copy of the Disclosure is returned to the individual concerned and a copy is sent to the relevant Countersignatory. There are 2 levels of Disclosure in the UK: Standard or Enhanced. CRB Standard Disclosure Standard CRB checks are for people entering certain professions and contain the following: Convictions, cautions, reprimands and warnings held in England and Wales on the Police National Computer (PNC), and most of the relevant convictions in Scotland and Northern Ireland may also be included From October 2009, standard checks no longer include a check of the old or new barred lists (applicable to individuals working or volunteering with children or vulnerable adults). Therefore those working or volunteering in these areas will need to undertake an enhanced CRB check HR CRB & Disclosure Scotland P&P,

11 CRB Enhanced Disclosures Enhanced checks are for posts involving work in a regulated activity for a regulated activity provider with children or vulnerable adults. In general, this type of work will involve regularly caring for, supervising, training or being in sole charge of such people. Examples include a Care Worker, Teacher, Scout or Guide Leader. Enhanced checks are also issued for certain statutory purposes such as gaming and lottery licences. Enhanced checks contain the same information as Standard checks however also involve an additional level of check i.e. this type of Disclosure includes a check on local police records in addition to checks with the Police National Computer (PNC) and the government department lists held by the Independent Safeguarding Authority (ISA), where appropriate. Where local police records contain additional information that might be relevant to the post the applicant is being considered for, the Chief Officer of the police may release information for inclusion on an Enhanced Disclosure. Exceptionally, and in a very small number of circumstances (typically to protect the integrity of current police investigations), additional information may be sent under separate cover to the Countersignatory and should not be revealed to the applicant. Disclosure Scotland Within Scotland there are 3 levels of Disclosure, namely: Basic, Standard and Enhanced. Basic Disclosure Contains only convictions considered unspent under The Rehabilitation of Offenders Act 1974 Standard Disclosure Contains all conviction information, spent and unspent, including cautions Enhanced Disclosure Contains all conviction information, spent and unspent, and any other non conviction information considered to be relevant by the police or other Government bodies PVG Scheme (Scotland) In February 2011, the Protection of Vulnerable Groups (PVG) Scheme was introduced in Scotland which replaced enhanced Disclosure Scotland checks for posts working with vulnerable groups (protected adults and/or children). The PVG Scheme is managed and delivered by Disclosure Scotland and introduces a new concept of regulated work with children and/or with protected adults. Therefore, those undertaking regulated work are obliged to become PVG Scheme members. The Trust will determine whether an individual is undertaking HR CRB & Disclosure Scotland P&P,

12 regulated work based on the criteria specified by Disclosure Scotland. However, in general terms this assessment will cover the following areas: a position whose normal duties include carrying out particular activities a position whose normal duties include work in particular establishments particular positions of trust or responsibility; or a position whose normal duties include the day to day supervision or management of an individual doing regulated work with adults by virtue of the activities the individual carries out or work the individual does in establishments An individual may be doing regulated work with *adults if their work involves any of the following activities (as part of their normal duties): Caring for protected adults Teaching, instructing, training or supervising protected adults Being in sole charge of protected adults Providing assistance, advice or guidance to a protected adult or particular protected adults which relates to physical or emotional well-being, education or training Inspecting adult care services (including inspecting any premises used for the purposes of providing such services) An individual may be doing regulated work with *children if their work involves any of the following activities (as part of their normal duties): Caring for children Teaching, instructing, training or supervising children Being in sole charge of children Unsupervised contact with children under arrangements made by a responsible person Providing advice or guidance to a child or to particular children, which relates to physical or emotional well-being, education or training Moderating a public electronic interactive communication service which is intended for use wholly or mainly by children (see below) Providing, or working for an organisation which provides, a care home service which is provided exclusively or mainly for children Providing, or working for an organisation which provides, an independent health care service which is provided exclusively or mainly for children Work on any part of day care premises at times when HR CRB & Disclosure Scotland P&P,

13 children are being looked after in that part Being a host parent *A protected adult is defined as an individual aged 16 years or over who is provided with (and thus receives) a type of care, support or welfare service. A child is defined as an individual aged under 18 years. It is noted that it is possible for 16 and 17 year olds to be defined as both children and protected adults. The PVG Scheme allows the following: Continuous updating Disclosure Scotland continue to collect vetting information about an individual after the initial check has been made Effective barring Disclosure Scotland does not just collect vetting information it also assesses it so that individuals considered unsuitable on the basis of vetting information are prevented from entering the workforce Streamlined Disclosure processes recognises that some people may have several jobs and that people move and change jobs over time Access to Disclosure for personal employers they can check that the person they are seeking to employ is not unsuitable e.g. a parent employing a sports coach for their child or someone buying a care service directly Initially the PVG Scheme will apply to new starters or existing staff that move into regulated work. Over a period of time, existing staff will become members of the PVG Scheme. The Trust will request a PVG Scheme Record for any new starters joining the Trust who at the point of selection are not existing PVG Scheme Members. A PVG Scheme Update will be requested for existing PVG Scheme members. This process will be undertaken by the individual completing the relevant application form in the same way an enhanced Disclosure would have been actioned. An individual who is barred from working with children and/or vulnerable adults in Scotland, will also be barred throughout the rest of the UK. Furthermore, an individual who is on one or both of the ISA barring lists will also be barred from working with children and/or vulnerable adults in Scotland. ISA and PVG will work together and recognise the information contained on each of the barred lists and will decide whose jurisdiction takes the lead on particular cases. Please note basic, standard and enhanced Disclosures remain available for positions not within the scope of the PVG Scheme i.e. for posts unrelated to vulnerable groups. HR CRB & Disclosure Scotland P&P,

14 PVG Scheme Record This is issued to the individual and the Registered Body i.e. the same as an enhanced Disclosure and contains similar information. Should the individual include a Registration number on the application form (e.g. GTC or SSSC) a copy will also be issued to the relevant registered/regulatory body. On issuing the Scheme Record the individual is then a member of the PVG Scheme. If vetting information exists this will appear on the Scheme Record. See section on portability. PVG Scheme Record Update This type of Disclosure is applicable to existing PVG Scheme members who have previously had a Scheme Record issued to do regulated work. Where a Scheme Record Update indicates that there is vetting information on the Scheme Record, the Trust will ask the individual to present their copy for inspection. The information on the Scheme Record Update will allow the Trust to confirm whether the Scheme Record presented is the most recent one issued. Where there is no new vetting information, the combination of the new Scheme Record Update and the existing Scheme Record will provide the sum total of the information about the individual. In cases where the Scheme Record Update indicates that new vetting information has been added since the last Scheme Record, the Trust will be able to recruit the individual on the basis of the information in the Scheme Record Update alone (as sufficient to indicate the Scheme member is not barred). However, to obtain details of the new vetting information, a Scheme Record will be undertaken with the consent of the individual. Please note if the individual will be undertaking regulated work, withholding consent may result in the conditional offer of employment or voluntary work being withdrawn. For existing staff members, this may result in disciplinary procedures being implemented. PVG Scheme Information revealed on a Scheme Record This process will mirror the procedure/considerations used when information is revealed on a Disclosure. PVG Scheme Member Employment Ceases In accordance with the PVG Scheme, Disclosure Scotland maintains a record of all organisations that have an interest in a PVG Scheme member. As such, where the Trust has requested either a Scheme Record or Scheme Record Update in respect of HR CRB & Disclosure Scotland P&P,

15 an individual, the Trust will be assumed to have an interest in that individual unless notified otherwise. Therefore, on leaving the Trust s employ or ceasing to engage in volunteer activities, the Trust will notify Disclosure Scotland accordingly. Line Managers Guide A Line Managers Guide is not available to accompany this Policy and Procedure. Further Information If you require further information on this subject, please contact the Human Resources Department. SIGNED DATE April 2011 REVIEW DATE April 2013 HR CRB & Disclosure Scotland P&P,

Code of Practice. For Registered Persons and Other Recipients of Disclosure Information. (Revised April 2009)

Code of Practice. For Registered Persons and Other Recipients of Disclosure Information. (Revised April 2009) Code of Practice For Registered Persons and Other Recipients of Disclosure Information (Revised April 2009) Presented to Parliament pursuant to Section 122 (2) of the Police Act 1997 CODE OF PRACTICE INTRODUCTION

More information

DISCLOSURE & BARRING SERVICE (DBS) POLICY

DISCLOSURE & BARRING SERVICE (DBS) POLICY DISCLOSURE & BARRING SERVICE (DBS) POLICY Human Resources and Organisational Development Changes February 2009: Policy introduced April 2010: Styling revised in line with corporate guidelines September

More information

Staff DBS Checks and Employing Exoffenders:

Staff DBS Checks and Employing Exoffenders: Staff DBS Checks and Employing Exoffenders: Guide to Policy and Procedures for Managers of Applicants 1 INDEX 1. Introduction 2. Recruiting ex-offenders 3. Disclosure and barring service (DBS) checks procedural

More information

DISCLOSURE AND BARRING SERVICE (DBS) CHECKS POLICY

DISCLOSURE AND BARRING SERVICE (DBS) CHECKS POLICY DISCLOSURE AND BARRING SERVICE (DBS) CHECKS POLICY Owner: Director of HR and Development Approved by: SLT Version: Final Date of approval: October 2013 Effective from: October 2013 Date of next review:

More information

Disclosure of Criminal Convictions Code of Practice

Disclosure of Criminal Convictions Code of Practice Disclosure of Criminal Convictions Code of Practice 1. Scope This code of practice is recommended for adoption by the governing bodies of community, voluntary controlled voluntary aided and foundation

More information

Recruitment of Ex-Offenders Policy

Recruitment of Ex-Offenders Policy Recruitment of Ex-Offenders Policy October 2015 Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.uk Perth College is a registered Scottish

More information

Recruitment, Selection & Disclosure Policy and Procedure

Recruitment, Selection & Disclosure Policy and Procedure Recruitment, Selection & Disclosure Policy and Procedure 1. Introduction Stonyhurst [Stonyhurst College, Saint Mary s Hall] ("Stonyhurst") is committed to providing the best possible care and education

More information

Safeguarding, Disclosure & Barring Policy. Devonshire Road Primary School

Safeguarding, Disclosure & Barring Policy. Devonshire Road Primary School Safeguarding, Disclosure & Barring Policy Devonshire Road Primary School January 2015 CONTENTS Page No 1. Introduction 3 2. Safer recruitment and vetting 3 3. Retention of personal files 5 4. The Single

More information

Estyn s policy on Disclosure and Barring Service checks for those who work for Estyn

Estyn s policy on Disclosure and Barring Service checks for those who work for Estyn Estyn s policy on Disclosure and Barring Service checks for those who work for Estyn Information sheet For further advice contact: People, planning and deployment team Date of publication: February 2013

More information

Criminal Record Bureau checks

Criminal Record Bureau checks Information Sheet Criminal Record Bureau checks Every child and vulnerable adult deserves to be happy and secure in their activities. If your organisation works with children or vulnerable adults, there

More information

Disclosure and Barring Service (DBS) Policy for Schools Based Staff

Disclosure and Barring Service (DBS) Policy for Schools Based Staff Working Draft V3 04 February 2013 Disclosure and Barring Service (DBS) Policy for Schools Based Staff 1. Introduction Northamptonshire County Council as a registered body undertakes criminal record disclosure

More information

How to Apply Applicant s guidance

How to Apply Applicant s guidance How to Apply Applicant s guidance Version No; 2 1 Contents Introduction... 4 Prior to completing your application... 5 Job compatibility... 5 Documents and information... 5 Confirmation statement... 6

More information

Staff Appointment Procedures (Safer Recruitment)

Staff Appointment Procedures (Safer Recruitment) Staff Appointment Procedures (Safer Recruitment) Aim of the Academy To provide unique and enriching opportunities for all Links This policy should be read in conjunction with the Safeguarding Policy and

More information

Job Application Form. Name: Position Applied for:

Job Application Form. Name: Position Applied for: Job Application Form This is an interactive PDF form, all boxes can be filled out using Acrobat Reader. Please email completed documents to headmaster@stdavidscollege.co.uk If you do not have Adobe Acrobat

More information

FILING OF PERSONAL RECORDS IN SCHOOL

FILING OF PERSONAL RECORDS IN SCHOOL FILING OF PERSONAL RECORDS IN SCHOOL Responsible Committee: Every Three Years Governing Body Ratified by Governors: October 2014 Review date: October 2016 Safeguarding Health & Safety Financial Equalities

More information

GUIDANCE FOR COMPLETING THE ONLINE APPLICATION FORM

GUIDANCE FOR COMPLETING THE ONLINE APPLICATION FORM GUIDANCE FOR COMPLETING THE ONLINE APPLICATION FORM Please read these notes carefully before applying. The following information is designed to assist you in applying for a job at Tower Hamlets Council

More information

Resident at this address since (Date)

Resident at this address since (Date) JOB APPLICATION FORM - SCHOOLS SECTION 1 - POST DETAILS Insert post details Reference Number: Job Title: Closing Date: Please write in capital letters in black ink or type, do not include a CV. This application

More information

Criminal record and barring checks

Criminal record and barring checks Criminal record and barring checks July 2013 About the NHS Employment Check Standards This document outlines the criminal record and barring checks that NHS organisations (across England) are required

More information

Response to Questions from I & S People Committee regarding security checks on volunteers within schools

Response to Questions from I & S People Committee regarding security checks on volunteers within schools Response to Questions from I & S People Committee regarding security checks on volunteers within schools Derbyshire County Council has a Criminal Background Checks Policy in place which Derbyshire schools

More information

Policy and Procedure for Disclosure and Barring Service (DBS) Checking

Policy and Procedure for Disclosure and Barring Service (DBS) Checking Policy and Procedure for Disclosure and Barring Service (DBS) Checking Version Number: V3 Name of originator/author: Senior HR Manager 0161 882 1080 Name of responsible committee: Policy Development Group

More information

Procedure. Development. Joint Consultative Committee, College Management Team. Status: FINAL Approved by: Finance and General Purposes Committee

Procedure. Development. Joint Consultative Committee, College Management Team. Status: FINAL Approved by: Finance and General Purposes Committee GUILDFORD COLLEGE GROUP POLICY ACADEMIC/NON ACADEMIC: Non-Academic FRAMEWORK AREA: Human Resources POLICY TITLE: Recruitment and Selection Policy and Procedure LEAD COLLEGE MANAGER: Executive Director

More information

MODEL DECLARATION FORM A

MODEL DECLARATION FORM A MODEL DECLARATION FORM A Guidance for applicants The position you have applied for is exempt from the Rehabilitation of Offenders Act 1974 (as amended in England and Wales). When South Central Ambulance

More information

SAFEGUARDING POLICY, PROCEDURES AND GUIDANCE

SAFEGUARDING POLICY, PROCEDURES AND GUIDANCE SAFEGUARDING POLICY, PROCEDURES AND GUIDANCE Protecting those at risk, the adults who work with them and inspection / review team members Supplement, to be read in conjunction with the HMIE Safeguarding

More information

Employment Manual REHABILITATION OF OFFENDERS AND SELF DISCLOSURE POLICY

Employment Manual REHABILITATION OF OFFENDERS AND SELF DISCLOSURE POLICY Employment Manual REHABILITATION OF OFFENDERS AND SELF DISCLOSURE POLICY CONTENTS INTRODUCTION TO REHABILITATION OF OFFENDERS ACT 1974... 1 EXCEPTIONS TO THE ACT... 1 MODIFICATIONS TO THE ACT... 1 POLICY...

More information

Application Form. Section 1 Personal Details. Oldham Hulme Grammar Schools Veale Wasbrough Lawyers 2006. Position Applied For: Title:

Application Form. Section 1 Personal Details. Oldham Hulme Grammar Schools Veale Wasbrough Lawyers 2006. Position Applied For: Title: Application Form Position Applied For: Section 1 Personal Details Title: Dr/Mr/Mrs/Miss/Ms Forename(s): Surname: Address: Former names: Preferred name: National Insurance Number: Postcode: Telephone Number(s):

More information

Working in partnership for a safer Glasgow. Recruitment and Selection Charter

Working in partnership for a safer Glasgow. Recruitment and Selection Charter Working in partnership for a safer Glasgow Recruitment and Selection Charter Version 5 Effective 12 October 2015 CONTENTS 1. INTRODUCTION 2 2. ADVERTISING PROCESS 2 3. DOUBLE TICK POSITIVE ABOUT DISABILITY

More information

DIPLOMA IN DENTAL HYGIENE AND DENTAL THERAPY APPLICATION FORM FOR ADMISSION IN Jan 2016

DIPLOMA IN DENTAL HYGIENE AND DENTAL THERAPY APPLICATION FORM FOR ADMISSION IN Jan 2016 DIPLOMA IN DENTAL HYGIENE AND DENTAL THERAPY APPLICATION FORM FOR ADMISSION IN Jan 2016 Please complete clearly in BLACK ink Use the information on the website to ensure that you complete this form correctly

More information

Guidance for managers: employing ex-offenders as members of the University

Guidance for managers: employing ex-offenders as members of the University Guidance for managers: employing ex-offenders as members of the University Background The Rehabilitation of Offenders Act (1974) was introduced to ensure that ex-offenders who have not reoffended for a

More information

Appointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants

Appointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants Appointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants Contents Prior to completing the application form we recommend that applicants familiarise

More information

ST. DOMINIC S PRIORY SCHOOL SAFER RECRUITMENT POLICY

ST. DOMINIC S PRIORY SCHOOL SAFER RECRUITMENT POLICY ST. DOMINIC S PRIORY SCHOOL SAFER RECRUITMENT POLICY St. Dominic s Priory School ("the School") is committed to providing the best possible care and education to its pupils and to safeguarding and promoting

More information

Frequently Asked Questions (FAQ s) Disclosure and Barring Service (DBS)

Frequently Asked Questions (FAQ s) Disclosure and Barring Service (DBS) Frequently Asked Questions (FAQ s) Disclosure and Barring Service (DBS) Version 2 July 15 England Hockey (EH) has created this DBS FAQ document in order to support both clubs and applicants when carrying

More information

GETTING INVOLVED? Occasional Helper (OH) Form (England and Wales) scouts.org.uk/appointment D D M M Y Y M F D D M M Y Y

GETTING INVOLVED? Occasional Helper (OH) Form (England and Wales) scouts.org.uk/appointment D D M M Y Y M F D D M M Y Y GETTING INVOLVED? Occasional Helper (OH) Form (England and Wales) You must Use CAPITAL LETTERS when completing the form. Write clearly and insert only one character in each box. Mark choices in the box

More information

Payments Assistant (Purchase Ledger) Payments Supervisor / Financial Accountant

Payments Assistant (Purchase Ledger) Payments Supervisor / Financial Accountant JOB DESCRIPTION POST TITLE: DEPARTMENT: Payments Assistant (Purchase Ledger) Finance SALARY SCALE: Scale 3 RESPONSIBLE TO: Payments Supervisor / Financial Accountant AIMS AND PURPOSES OF THE JOB To provide

More information

AYLESBURY GRAMMAR SCHOOL

AYLESBURY GRAMMAR SCHOOL AYLESBURY GRAMMAR SCHOOL APPLICATION FORM PLEASE COMPLETE USING BLACK INK OR TYPE. APPLICATION FOR THE POST OF: APP 2 - POLICE CHECK SURNAME: FORENAME(S): TITLE: ADDRESS FOR CORRESPONDENCE: POSTCODE: E-MAIL

More information

A Candidate s Guide To NHS Employment Check Standards

A Candidate s Guide To NHS Employment Check Standards A Candidate s Guide To NHS Employment Check Standards 2 Introduction What are NHS Employment Checks? The NHS Employment Check Standards outline the mandatory checks Nottingham University Hospitals NHS

More information

Recruitment and Selection Guidance for Schools

Recruitment and Selection Guidance for Schools Recruitment and Selection Guidance for Schools (For appendices see printable documents page on web guidance) Recruitment and Selection 1. PURPOSE Recruitment of staff is one of the School s most critical

More information

Disclosure and Barring Service Check. Policy and Procedure 2013/14

Disclosure and Barring Service Check. Policy and Procedure 2013/14 Disclosure and Barring Service Check Policy and Procedure 2013/14 1. Background/Rationale 1.1 The pre-employment vetting of people working is not new. The Disclosure and Barring Service (DBS) facilitate

More information

CRB Employers guide. (England and Wales residents only)

CRB Employers guide. (England and Wales residents only) CRB Employers guide (England and Wales residents only) Please read the following carefully before filling in the disclosure form. This information pack has been produced to aid recruiters during the disclosure

More information

APPLICATION FORM. Personal details. Surname or Family Name. Employer s Address & Postcode. Do you hold a current driving licence?

APPLICATION FORM. Personal details. Surname or Family Name. Employer s Address & Postcode. Do you hold a current driving licence? APPLICATION FORM Personal details Post Applied For Personal Nursing Assistants Surname or Family Name First Name(s) Other names Home Address & Postcode Home Tel No Mobile No Daytime Tel No Email Address

More information

NORFOLK HOUSE PREPARATORY SCHOOL, PRE- PREP and Montessori House Nursery. Safe Recruitment:

NORFOLK HOUSE PREPARATORY SCHOOL, PRE- PREP and Montessori House Nursery. Safe Recruitment: NORFOLK HOUSE PREPARATORY SCHOOL, PRE- PREP and Montessori House Nursery Safe Recruitment: This policy applies to all pupils in the school, including in the EYFS and covers procedures expected of staff

More information

Employment and Staffing Including vetting, contingency plans, training

Employment and Staffing Including vetting, contingency plans, training Safeguarding and Welfare Requirements: Suitable People. Providers must ensure that people looking after children are suitable to fulfil the requirements of their role. Employment and Staffing Including

More information

THIS GUIDANCE APPLIES FROM 10 MARCH 2014

THIS GUIDANCE APPLIES FROM 10 MARCH 2014 THIS GUIDANCE APPLIES FROM 10 MARCH 2014 Guidance on the Rehabilitation of Offenders Act 1974 Contents: (1) INTRODUCTION: What is the Rehabilitation of Offenders Act 1974? Who benefits from the 1974 Act

More information

These options are found in the job advertisement and include application form guidance notes.

These options are found in the job advertisement and include application form guidance notes. Dear Applicant, Thank you for your enquiry and interest in employment with Birmingham City Council. You will find further job details provided online, including a job description and person specification

More information

GENERAL CONDITIONS OF EMPLOYMENT- HOMELESSNESS ADVICE SUPPORT OFFICER

GENERAL CONDITIONS OF EMPLOYMENT- HOMELESSNESS ADVICE SUPPORT OFFICER GENERAL CONDITIONS OF EMPLOYMENT- HOMELESSNESS ADVICE SUPPORT OFFICER PERMANENT CONTRACT Salary The salary is paid monthly in arrears on the 28th of each month (or preceding Thursday if the 28th falls

More information

YEAR 2 TEACHER JOB DESCRIPTION

YEAR 2 TEACHER JOB DESCRIPTION YEAR 2 TEACHER JOB DESCRIPTION TITLE: Teacher SCHOOL: Maidenhall Primary School RESPONSIBLE TO: GRADE: Headteacher Main scale PRINCIPAL RESPONSIBILITIES: The teacher will undertake all duties required

More information

Changes to disclosure and barring: What you need to know

Changes to disclosure and barring: What you need to know Changes to disclosure and barring: What you need to know 2 Changes to disclosure and barring: what you need to know What is the purpose of this leaflet? This leaflet tells you about important changes which

More information

BAILIWICK OF GUERNSEY DATA PROTECTION

BAILIWICK OF GUERNSEY DATA PROTECTION BAILIWICK OF GUERNSEY DATA PROTECTION CODE OF PRACTICE: CRIMINAL RECORDS CHECK PREFACE Section 56 of the Data Protection (Bailiwick of Guernsey) Law, 2001 ( the DP Law ), as amended by Ordinance in 2010

More information

Postcode: Teacher Reference Number (if applicable):

Postcode: Teacher Reference Number (if applicable): EDUCATION POST (2014) APPLICATION FORM POST APPLIED FOR: LOCATION Charity No: 313364/SCO39870 Surname: Title: Contact Address: First Name(s): National Insurance No: Telephone: Day: Mobile: Teacher Reference

More information

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy Liverpool Community Health NHS Trust Recruitment & Selection Policy Version Number: Ratified by: V1 HR & OD Committee Date of Approval: November 2010 Name of originator/author: Approving Body / Committee:

More information

Department of Social Work, Social Care and Youth and Community Studies

Department of Social Work, Social Care and Youth and Community Studies Department of Social Work, Social Care and Youth and Community Studies Procedures for managing the investigation of potential and actual criminal records of social work students within Sheffield Hallam

More information

RECRUITMENT AND SELECTION CHARTER

RECRUITMENT AND SELECTION CHARTER RECRUITMENT AND SELECTION CHARTER Effective from: 17 January 2012 Review date: March 2014 Version/Reference: Document owner: Version 2 (HR12/03) Human Resources Section RECRUITMENT AND SELECTION CHARTER

More information

Knowle DGE Learning Centre

Knowle DGE Learning Centre Knowle DGE Learning Centre Applicant Information Pack Home To School Transport Driver Bristol Grade 5 SCP 12-15 20 hrs per week term time only: 7,292-7,784 Dear Applicant, Thank you for your interest in

More information

Child Protection & Safeguarding Children

Child Protection & Safeguarding Children Child Protection Policy Child Protection & Safeguarding Children Thanet District Council Policy & Procedure "All organisations need to listen and be reponsive to the diverse needs of children, young people

More information

Detailed guidance to completing a Research Passport

Detailed guidance to completing a Research Passport Detailed guidance to completing a Research Passport Table of Contents Detailed guidance to completing a Research Passport... 1 Section 1: Details of Researcher - To be completed by Researcher.... 1 Question

More information

E-zec Medical Transport Services Ltd. Application Form PLEASE COMPLETE USING BLACK INK OR TYPE. Employment History

E-zec Medical Transport Services Ltd. Application Form PLEASE COMPLETE USING BLACK INK OR TYPE. Employment History E-zec Medical Transport Services Ltd Application Form PLEASE COMPLETE USING BLACK INK OR TYPE APPLICATION FOR THE POST OF: Location: Forename Surname Title: Address for correspondence: Please give details

More information

Adult Application (AA) and CRB Form. (England and Wales) scouts.org.uk/appointment

Adult Application (AA) and CRB Form. (England and Wales) scouts.org.uk/appointment STARTING OUT IN YOUR NEW ROLE. Adult Application (AA) and CRB Form (England and Wales) Version 3 - March 2011 scouts.org.uk/appointment You must Use CAPITAL LETTERS when completing the form. All sections

More information

Guidance Notes for Police Staff Application for Employment

Guidance Notes for Police Staff Application for Employment Guidance Notes for Police Staff Application for Employment Please refer to this guidance when completing your application form. General Advice Thank you for your interest in working with the Scottish Police

More information

Welcome to the CCPAS Disclosure Service

Welcome to the CCPAS Disclosure Service Welcome to the, PO Box 133, Swanley, Kent, BR8 7UQ. Tel: 0845 120 45 50 / 01322 517817 Email: disclosure@ccpas.co.uk Web: www.ccpas.co.uk 2016 setting standards in safeguarding S Contents Contents Who

More information

Newcastle Base Please complete application form in black or blue ink. Please also attach and submit a passport photo of yourself.

Newcastle Base Please complete application form in black or blue ink. Please also attach and submit a passport photo of yourself. Name: Newcastle Base Please complete application form in black or blue ink. Please also attach and submit a passport photo of yourself. Personal Details Home Church: Church where you would like to do the

More information

Knowle DGE Learning Centre

Knowle DGE Learning Centre Knowle DGE Learning Centre Applicant Information Pack Receptionist Bristol Grade 5 SCP 12-15 27.5 hrs per week term time only: 10,027-10,704 Dear Applicant, Thank you for your interest in the position

More information

This Information Sheet covers the following specific questions:

This Information Sheet covers the following specific questions: Information Sheet Summary A Criminal Records Bureau (CRB) check is a process for gathering information about someone s criminal convictions and other cautions, reprimands and final warnings given by the

More information

Application form Please complete all sections of this form using dark ink. We do not accept curriculum vitae in place of completed application forms.

Application form Please complete all sections of this form using dark ink. We do not accept curriculum vitae in place of completed application forms. Application form Please complete all sections of this form using dark ink. We do not accept curriculum vitae in place of completed application forms. Job applied for: Location of job: DELETE/TICK WHERE

More information

Application for employment

Application for employment Application for employment Part A - Monitoring sheet The Council is committed to promoting a diverse workforce and to active policies, which eliminate unfair discrimination. It does not discriminate on

More information

THE WESTGATE SCHOOL SAFER RECRUITMENT AND SELECTION POLICY

THE WESTGATE SCHOOL SAFER RECRUITMENT AND SELECTION POLICY THE WESTGATE SCHOOL SAFER RECRUITMENT AND SELECTION POLICY SDHR Ltd September 2015 Table of Contents 1. POLICY STATEMENT... 3 2. DEFINITIONS... 4 3. PRE RECRUITMENT PLANNING... 4 4. ADVERTISING... 5 5.

More information

connecting creativity and community

connecting creativity and community connecting creativity and community 3-5 Commercial Court Belfast Northern Ireland BT1 2NB tel: +44 (0)28 9092 3493 fax: +44 (0)28 9092 4545 www.comartspartner.org Community Arts Partnership Child & Vulnerable

More information

DBS eligibility guidance lists most roles that are eligible for a check. However, the guidance isn t comprehensive so contact DBS if unsure.

DBS eligibility guidance lists most roles that are eligible for a check. However, the guidance isn t comprehensive so contact DBS if unsure. 1 of 14 24/06/2015 18:56 NOTES 1. Overview The Criminal Records Bureau (CRB) and the Independent Safeguarding Authority (ISA) have merged to become the Disclosure and Barring Service (DBS). CRB checks

More information

NHS FORTH VALLEY Recruitment and Selection Policy and Procedure

NHS FORTH VALLEY Recruitment and Selection Policy and Procedure NHS FORTH VALLEY Recruitment and Selection Policy and Procedure Date of First Issue 19 / 12 / 2008 Approved 19 / 12 / 2008 Current Issue Date 06 / 10 / 2015 Review Date 01 / 10 / 2016 Version V1.04 EQIA

More information

This standard involves verification of identity; nationality and immigration status; employment history (past 3 years) and criminal record.

This standard involves verification of identity; nationality and immigration status; employment history (past 3 years) and criminal record. HUMAN RESOURCES, SECURITY AND FACILITIES DIVISION BASELINE PERSONNEL SECURITY STANDARD All government departments are required to ensure that any personnel employed/engaged by them to work in their offices

More information

J O B S P E C I F I C A T I O N

J O B S P E C I F I C A T I O N APPENDIX 3 J O B S P E C I F I C A T I O N DIRECTORATE: People DIVISION/SECTION/UNIT: Swansea Young people Services UNIT MANAGER: Gavin Evans POST TITLE: Youth Support Worker level 1 JOB FAMILY & ROLE

More information

GUIDANCE NOTES FOR APPLICANTS

GUIDANCE NOTES FOR APPLICANTS GUIDANCE NOTES FOR APPLICANTS 1. Part A Personal Details / Work Permit / Disability / Job Requirements etc 1.1 Personal Details Please provide your personal details in the boxes provided. 1.2 Work Permits:

More information

Application Form - Support Staff. Applicant Name... Position Applied for...

Application Form - Support Staff. Applicant Name... Position Applied for... Application Form - Support Staff Applicant Name... Position Applied for... 1 Application Form Position applied for: Section 1 Personal details Title: Dr/Mr/Mrs/Miss/Ms Forename(s): Surname: Date of birth:

More information

The Street Angels Values

The Street Angels Values The Street Angels Values The Street Angels programme has grown from Christian beliefs and a long Christian heritage of service. It stems from a desire on the part of the Christian Community in Guildford

More information

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 June 2007 Table of Contents INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 3 Standard 1: Statement of purpose 3 Standard 2: Written guide to the adoption service for

More information

Global Connections (Scotland) Ltd CHILD PROTECTION AND SAFEGUARDING POLICY

Global Connections (Scotland) Ltd CHILD PROTECTION AND SAFEGUARDING POLICY Global Connections (Scotland) Ltd CHILD PROTECTION AND SAFEGUARDING POLICY Version 1: April 2015 1. POLICY STATEMENT Global Connections (Scotland) Limited ( we ) recognises that some of its students are

More information

DBS Policy for Work Placement Students Disclosure & Barring Services (DBS)

DBS Policy for Work Placement Students Disclosure & Barring Services (DBS) Author: Assistant Principal Learner Services & Learner Services Manager (Work Placement) Valid Until: October 2014 Category: Public DBS Policy for Work Placement Students Disclosure & Barring Services

More information

Criminal Records Bureau (CRB) checks for those providers who register with Ofsted

Criminal Records Bureau (CRB) checks for those providers who register with Ofsted Criminal Records Bureau (CRB) checks for those providers who register with Ofsted This factsheet sets out Ofsted s position on using existing Criminal Records Bureau (CRB) checks for providers who register

More information

Protecting Vulnerable Groups Scheme Guidance for individuals, organisations and personal employers June 2010

Protecting Vulnerable Groups Scheme Guidance for individuals, organisations and personal employers June 2010 Protecting Vulnerable Groups Scheme Guidance for individuals, organisations and personal employers June 2010 Protecting Vulnerable Groups Scheme Guidance for individuals, organisations and personal employers

More information

May we use this to contact you? (yes/no)

May we use this to contact you? (yes/no) IMPORTANT: Please ensure you download this PDF to your computer before attempting to complete. There is a button on the last page of this application form which will enable you to send your completed form

More information

UNIVERSITY OF CUMBRIA. External Relations Service

UNIVERSITY OF CUMBRIA. External Relations Service UNIVERSITY OF CUMBRIA Policy on Disclosure of Criminal Background for Students in Relation to Work with Children and Vulnerable Groups External Relations Service NB. This policy is available on the University

More information

A-Z Hospitals NHS Trust (replace with your employer name)

A-Z Hospitals NHS Trust (replace with your employer name) Department of Health will be issuing new guidance relating to the monitoring of equality in April 2013. The equality and diversity sections within NHS Jobs application forms will be reviewed and updated

More information

Revised Code of Practice for Disclosure and Barring Service Registered Persons. November 2015

Revised Code of Practice for Disclosure and Barring Service Registered Persons. November 2015 Revised Code of Practice for Disclosure and Barring Service Registered Persons November 2015 Revised Code of Practice for Disclosure and Barring Service Registered Persons Presented to Parliament pursuant

More information

Who benefits from the Rehabilitation of Offenders Act and how?

Who benefits from the Rehabilitation of Offenders Act and how? What is the Rehabilitation of Offenders Act 1974? The Rehabilitation of Offenders Act 1974 exists to support the rehabilitation into employment of reformed offenders who have stayed on the right side of

More information

TRENT CE PRIMARY SCHOOL. Code of Conduct and Volunteer Policy

TRENT CE PRIMARY SCHOOL. Code of Conduct and Volunteer Policy TRENT CE PRIMARY SCHOOL Code of Conduct and Volunteer Policy Mission and Values Statement At Trent, we recognise and value the effort taken by parents and other volunteers who contribute towards school

More information

FURTHER EDUCATION Place of education Type of training Qualification

FURTHER EDUCATION Place of education Type of training Qualification APPLICATION FORM POSITION APPLIED FOR HOW DID YOU HEAR OF THIS VACANCY? (Name of publication, web site, agency or source) PERSONAL DETAILS Surname: First Names: Title: Previous Names: Home Address: Post

More information

Your Application and Our Recruitment Process

Your Application and Our Recruitment Process Your Application and Our Recruitment Process Please read this guidance carefully before you complete the application. Orkney Islands Council s Equal Opportunities Policy means that we want to ensure that

More information

WALMER ROAD SCHOOL RECRUITMENT AND SELECTION POLICY. April 2014

WALMER ROAD SCHOOL RECRUITMENT AND SELECTION POLICY. April 2014 WALMER ROAD SCHOOL RECRUITMENT AND SELECTION POLICY April 2014 This policy is coherent with DfE guidance Keeping Children Safe in Education (April 2014) and the Equality Act (2010) The school follows P3

More information

Recruitment & Selection Policy

Recruitment & Selection Policy Recruitment & Selection Policy Version: 2 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Effective

More information

Applying for a CRB check for time bank members.

Applying for a CRB check for time bank members. Applying for a CRB check for time bank members. Firstly, ask yourself should I be checking this person s criminal history? Under the Rehabilitation of Offenders Act 1974, some criminal convictions become

More information

School Teacher Registration Guidance for Employers. (Local Authorities, Schools and Private Supply Teaching Agencies)

School Teacher Registration Guidance for Employers. (Local Authorities, Schools and Private Supply Teaching Agencies) School Teacher Registration Guidance for Employers (Local Authorities, Schools and Private Supply Teaching Agencies) Contents April 2015 1.0 Introduction 2.0 Who needs to be registered with EWC and how

More information

Board of Directors - 28 th November 2014

Board of Directors - 28 th November 2014 Item 19 PRESENTED BY: PREPARED BY: Board of Directors - 28 th November 2014 DATE PREPARED: November 2014 SUBJECT: PURPOSE: STRATEGIC OBJECTIVE: EXECUTIVE SUMMARY: Jan Bloomfield Executive Director HR &

More information

March 2015 Policy for the Safeguarding of Children, Young People and Vulnerable Adults

March 2015 Policy for the Safeguarding of Children, Young People and Vulnerable Adults March 2015 Policy for the Safeguarding of Children, Young People and Vulnerable Adults Last Reviewed: March 2015 Page 1 of 96 CONTENTS Page 1. Policy Statement 4 2. Scope of the Policy 5 3. Values and

More information

Criminal Records Checks on Councillors

Criminal Records Checks on Councillors Corporate Governance and Standards Report Report of Executive Head of Governance Author: John Armstrong, Democratic Services Manager Tel: 01483 444102 Email: john.armstrong@guildford.gov.uk Lead Councillor

More information

HR POLICY 6 CRIMINAL HISTORY ASSESSMENT

HR POLICY 6 CRIMINAL HISTORY ASSESSMENT HR POLICY 6 CRIMINAL HISTORY ASSESSMENT Version: 05 Date Approved: November 2014 Doc ID: HR06 Review By: November 2016 Authorising Entity: Chief Executive Officer Introduction Autism SA is committed to

More information

Work Experience Policy. Sue Ellis Director of Workforce. Final. 9 March March April April 2019

Work Experience Policy. Sue Ellis Director of Workforce. Final. 9 March March April April 2019 Work Experience Policy Author (s) Corporate Lead Eilidh MacDonald Leeds Community Healthcare NHS Trust Sue Ellis Director of Workforce Document Version Date approved by Joint Negotiating Consultative Forum

More information

Safeguarding Pupils Safe Recruitment Policy and Practice Guidelines

Safeguarding Pupils Safe Recruitment Policy and Practice Guidelines Safeguarding Pupils Safe Recruitment Policy and Practice Guidelines Introduction The Governors and staff of Trinity School take seriously the responsibility to safeguard and promote the welfare all the

More information

Safeguarding Children and Vulnerable Adults Policy

Safeguarding Children and Vulnerable Adults Policy Safeguarding Children and Vulnerable Adults Policy Important: Remember it is not up to you to decide if abuse has taken place, BUT it is your legal duty to report safeguarding concerns you may have about

More information

Job application guidance notes

Job application guidance notes James Lloyd Human Resources Section name Job application guidance notes Thank you for your interest in working at University of Reading. We want you to have the best possible chance of finding the right

More information

Recruitment, Selection and Vetting Policy

Recruitment, Selection and Vetting Policy West Country Educational Agency is a specialist education recruitment agency operating from its office in Melksham providing teachers for client schools in England. We are committed to safeguarding and

More information

Apprenticeships for supporting teaching and learning in schools. Employee rights and responsibilities (ERR) workbook

Apprenticeships for supporting teaching and learning in schools. Employee rights and responsibilities (ERR) workbook Apprenticeships for supporting teaching and learning in schools Employee rights and responsibilities (ERR) workbook Contents Introduction 1 What are ERR? 1 Using the workbook 1 Planning ERR programmes

More information

FREQUENTLY ASKED QUESTIONS

FREQUENTLY ASKED QUESTIONS PROTECTION OF VULNERABLE ADULTS SCHEME in England and Wales for care homes and domiciliary care agencies FREQUENTLY ASKED QUESTIONS 26 July 2004 1 PROTECTION OF VULNERABLE ADULTS (POVA) SCHEME FREQUENTLY

More information