Criminal Records Policy

What the Disclosure and Barring Service does?

The Disclosure and Barring Service helps employers make safer recruitment decisions each year by processing and issuing DBS checks for England, Wales, the Channel Islands and the Isle of Man. DBS also maintains the adults’ and children’s Barred Lists and makes considered decisions as to whether an individual should be included on one or both of these lists and barred from engaging in regulated activity.
DBS is an executive non-departmental public body, sponsored by the Home Office.

What is the policy on Posts applied for through the PA Database system ?

Posts applied for through the PA Database system are ‘exempt’ from the Rehabilitation of Offenders Act 1974 and therefore you are required to declare any convictions, cautions, reprimands and final warnings that are not “protected” (i.e. filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 .For further information on filtering please refer to the DBS website. https://www.gov.uk/government/organisations/disclosure-and-barring-service
We recognise the contribution that former or ex-offenders can make as employees and volunteers, and welcome applications from them. A person’s criminal record will not, in itself, prevent that person from being shortlisted/interviewed/appointed to the post for which they have applied. Suitable applicants will not be refused posts because of previous offenses, as long as those offences have no relevance, or pose a risk, to the role for which they are applying. All information given is treated with the strictest confidence.

All cases are examined on an individual basis, and consideration is made with regards to:
· Whether the conviction is relevant to the position applied for.
· The seriousness of any revealed offense.
· The age of the applicant at the time of the offense(s).
· The length of time since the offense(s) occurred.
· Whether the applicant has a pattern of offending behaviour.
· The circumstances surrounding the offense(s), and the explanation(s) offered by the person concerned.
· Whether the applicant’s circumstances have changed since the offending behaviour.

It is important that applicants understand that failure to disclose all convictions, cautions, reprimands or final warnings that are not “protected” could result in disciplinary proceedings or dismissal.

 

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