University of Plymouth
Criminal Records Bureau Disclosure Policy for use within the Faculty of
Education for the recruitment of students
CONTENTS:
Disclosure Policy
CRB Code of Practice for Registered Persons and Annexe A
Other Recipients of Disclosure Information
Meaning of Regulated Position Annexe B
Guidance Notes for staff on the issue and completion of
Disclosure application forms Annexe C
Policy Statement on the Recruitment of Ex-Offenders Annexe D
Self Disclosure of Criminal Records Form Annexe E
Policy Statement on the Secure Storage, Handling, Annexe F
Use, Retention and Disposal of Disclosures and
Disclosures Information
Faculty Disclosure Panel Procedures Annexe G
List of “regulated courses” as at 19 March 2009 Annexe H
Criminal record checking processes in certain countries Annexe I
Key facts and advice for applicants on completing a
CRB disclosure application form Annexe J
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CRIMINAL RECORDS BUREAU - DISCLOSURE POLICY FOR USE
WITHIN THE UNIVERSITY OF PLYMOUTH
- FACULTY OF EDUCATION
1. Introduction
1.1. The Rehabilitation of Offenders Act 1974 and the amendment orders
prohibit discrimination against persons with prison/criminal records
within defined limits relating to length of sentence and the period free
of a criminal record after the sentence was completed. However some
professions which involve contact with children or vulnerable adults
are excepted from the Act; teaching is one of these professions.
1.1. The University of Plymouth Faculty of Education enrols students on a
range of courses in a variety of settings which involve contact with
children or vulnerable adults. Students accepting firm offers on these
courses must apply for an Enhanced Disclosure from the CRB (see
section 4 Level of Disclosure, below).
1.2. Criminal records searches are administered by the Criminal Records
Bureau (CRB), a government agency established under the Police Act
1997, by means of the Disclosure Service. The CRB defines a child
as someone who is under 18 (under 16 if the child is employed)
and a vulnerable adult as a person aged 18 or over who has a
learning or physical difficulty, a physical or mental illness,
chronic or otherwise, including an addiction to alcohol or drugs;
or a reduction in physical or mental capacity.
1.3. The Disclosure Service assists employers and educational institutions
in making appropriate recruitment decisions by identifying candidates
who are unsuitable for certain work or courses, particularly those
where there will be contact with children or vulnerable adults.
1.4. As teaching or training to teach involves working with children or
vulnerable adults, the government requires (Joint Circular 12/88
“Protection of Children”) that anyone pursuing training in or a career in
teaching should disclose any criminal or police record. The University
of Plymouth is a registered user of the CRB and uses the CRB
Disclosure Service for this purpose. As a registered body, the
University complies with the CRB Code of Practice (see Annexe A)
and undertakes to treat all applicants for courses fairly and
consistently. It will not discriminate unfairly against any applicant on
the basis of conviction or other information revealed in a criminal
records Disclosure.
1.5. The University of Plymouth is committed to the fair treatment of all of
its staff and students and potential staff and students, regardless of
gender, ethnicity, colour, disability, religion, nationality, age,
occupation, marital status, sexual orientation or any other irrelevant
distinction, as laid out in the Equal Opportunities Policy and Code of
Practice.
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.
2. Disclosure by new students
2.1. Self-disclosure: “regulated courses”
2.1.1. “Regulated courses” are defined as those for which the
Faculty of Education arranges or requires contact with
children or vulnerable adults (e.g. school placements), or
which might involve such contact for research or experiential
reasons. As a general policy the Faculty of Education
requires all new students enrolling on “regulated courses” to
apply for a CRB Enhanced Disclosure. A list of current
regulated courses is attached at Annexe H.
2.1.2. A “new student” is defined as a student joining for the first time a
listed course whether at Stage 1 or at a later stage. Students
progressing from partner colleges or changing courses within the
university or commencing PGCE courses (irrespective of where
they gained earlier qualifications) will be treated as “new students”.
2.1.3. All new students for Faculty of Education regulated courses are
required to sign a self-disclosure form on application. This is to
assist the faculty in assessing their suitability for the course for
which they have applied, and also to ensure that the faculty is able
to fulfil its duty of care to the university community and those of its
partners. It also enables, where appropriate, timely advice,
guidance and counselling to be given to applicants as early as
possible in the application process.
2.1.4. To this end details of a disclosed offence may be referred to the
faculty‟s Disclosure Panel when an offer of a place is made.
2.1.5. For applicants for courses leading to Qualified Teacher Status,
the self-disclosure form also serves to allow the General Teaching
Council for England (GTCE) to assess the applicants‟ suitability to
be provisionally registered with the GTCE.
2.1.6. Applicants will be made aware of the fact that, whilst many
offences will not of themselves debar an applicant from a course
or from the teaching profession, failure to disclose an offence of
any nature may lead to the withdrawal of an offer of a place or
exclusion from the course or the university. See also 5.3 below.
2.2. CRB Disclosure – “regulated courses”
2.2.1. It is a condition of entry to regulated courses that a
satisfactory CRB Enhanced Disclosure is received by the
faculty. If a disclosure certificate reveals any offences, these
will be reviewed by the faculty Disclosure Panel to assess
suitability (see Section 6 below and Annexe G – Faculty
Disclosure Panel Procedures)
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2.2.2. CRB Disclosures are not automatically transportable and it is not
normally possible to accept Disclosures obtained for other courses
or through other institutions, however recent they are.
2.2.3. The university cannot be responsible for the activities of its
students which may involve contact with children or vulnerable
adults (through employment for example) if such activities are not
a requirement of the course. By law, the university will not be able
to carry out a CRB check in respect of such activities.
2.2.4. A satisfactory Disclosure Certificate is required before a student
can commence any teaching practice. If the return of a student‟s
Disclosure Certificate is delayed the faculty will discuss with the
hosting institution whether any other temporary safeguards can be
put in place to allow the placement to proceed. If such measures
are not available, the placement will not take place. Prolonged
delay in this regard may require the interruption of studies or
withdrawal from the course.
2.2.5. There is no lifespan to Disclosures. Whilst the Faculty would
normally expect a Disclosure to last for the duration of a three year
course (or four years in the case of a BEd course), it reserves the
right to require a further disclosure at any time.
3. Disclosure by existing students
3.1. Returning students on regulated courses will be asked to complete a
self-disclosure form at the start of each academic year during their
course. A new CRB disclosure will be required if the self-disclosure
form reveals any offence that was not disclosed on the original CRB
disclosure.
3.2. Students on any course are also required to inform the faculty via
their course leader promptly if they commit an offence during
their course. Once any legal processes (e.g. consideration by a
court, registration of a caution by the police and so on) are
completed a further CRB Disclosure will be required. In the
meantime, the procedures described in Section 6 will be
implemented based on the self-disclosure.
3.3. Failure to disclose an offence may lead to exclusion from the course or
the university (see also 2.4 above and 5.3 below)
3.4. Existing students who interrupt their studies must complete a self-
disclosure form and may, at the faculty‟s discretion depending on the
reasons for and length of the interruption, be required to apply for a
further CRB disclosure, on the resumption of their studies.
3.5. Existing students on non-regulated courses may, for research or
experiential reasons, wish to engage in activities which bring them into
contact with children or vulnerable adults. Authorisation for this is
required from the course or programme director, and a satisfactory
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CRB Enhanced Disclosure will be required before any such activity
commences.
4. Level of Disclosure
4.1. As teaching is amongst those professions which is excepted from the
provisions of the Rehabilitation of Offenders Act 1974, the level of
CRB disclosure required of applicants for courses leading to a
teaching qualification, or which in their own right involve contact with
children or vulnerable adults (for example during observation in
schools, teaching practice, summer schools and so on) will be an
Enhanced Disclosure.
4.2. This level of disclosure involves an extra level of checking with local
police force records in addition to checks with the Police National
Computer and the government department lists held by the
Department of Education and Skills and Department of Health, where
appropriate.
4.3. Applicants should be aware that, as the provisions of the
Rehabilitation of Offenders Act 1974 do not apply in these
circumstances, an Enhanced Disclosure will reveal all convictions,
cautions, reprimands and bind-overs, irrespective of when they
occurred or whether they would otherwise be considered “spent”.
4.4. The identity of applicants will be thoroughly checked.
4.5. As an organisation using the CRB Disclosure Service to assess
applicants‟ suitability for courses involving or leading to contact with
children or vulnerable adults, the University of Plymouth complies fully
with the CRB Code of Practice and undertakes to treat all applicants
for positions fairly and equitably and it undertakes not to discriminate
unfairly against any subject of a Disclosure on the basis of conviction
or other information revealed.
5. General Guidance and Process
5.1. This policy will be made available to all applicants for whom a criminal
record Disclosure will be required. Applicants accepting offers of
places on courses will also be sent Guidance Notes to assist with
completing the Disclosure application form (see Annexe C).
5.2. Applicants for Faculty of Education regulated courses will be asked to
complete a self-disclosure form (see Annexe E) giving details of any
convictions or other criminal records, at the time of application. This is
not a substitute for the full CRB Disclosure process, which will only be
initiated for candidates accepting a firm offer of a place; confirmation
of the offer and enrolment is subject to a satisfactory CRB Disclosure.
5.3. The University of Plymouth actively promotes equality of opportunity
for all, and welcomes applications from a wide range of candidates,
including those with criminal records. Appointments are made on the
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basis of merit and suitability.
It should be noted that a criminal record is not of itself an
automatic bar to enrolment on a Faculty of Education course or
programme (see Annexe D – Policy on the Recruitment of Ex-
Offenders), but failure to disclose something which subsequently
appears on a CRB Disclosure Certificate could of itself result in
immediate exclusion from the course and the institution.
It should also be noted that a criminal record includes any
convictions, irrespective of the sentence or “disposal” (and
therefore includes suspended sentences, conditional discharges
and binding-overs) and also includes cautions, reprimands and
warnings issued by the police.
5.4. All applicants for “regulated courses” will, following their acceptance of
an offer of a place, be required to apply for a CRB Enhanced
Disclosure. Guidelines to applicants on completion of the application
form are given in Annexe J. The cost of the application (currently £36)
will be met by the applicant.
5.5. All Enhanced Disclosure Certificates received back from the CRB will
be seen only by designated CRB countersignatories (or, under
exceptional circumstances, other staff under a countersignatory‟s
direction in pursuance of their duties) within the University of
Plymouth, and will be stored securely in accordance with the
university‟s Policy Statement on the Secure Storage, Handling, Use,
Retention and Disposal of Disclosures and Disclosure Information. In
most cases they will be destroyed within six months..
5.6. In relation to a firm offer of a place on a course, any failure to declare
on the self disclosure form information directly relevant to that offer
and which is subsequently revealed on a CRB Disclosure may lead to
the withdrawal of the offer.
5.7. Information revealed in a CRB Disclosure will be considered carefully
and should it be necessary to withdraw an offer this will be discussed
with the applicant beforehand..
5.8. Where a nationally recognised professional body (e.g. the General
Teaching Council for England) has identified that certain convictions
would debar an individual from practice, this will be made clear to
applicants at the earliest possible stage in the application process.
6. Procedure if a Disclosure reveals a criminal record
6.1. The University uses processes for reviewing convictions which are
open and transparent, using clearly identified and consistent criteria,
and ensuring that details of disclosures made are made available only
to counter signatories (See Annexe F – Policy Statement on the
Secure Storage, Handling, Use, Retention and Disposal of Disclosures
and Disclosures Information).
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6.2. Each case will be considered carefully, and considerations might
include:
The length of time since the offence was committed
Whether there have been any further occurrences of the same or
different offences
The age of the offender at the time the offence was committed
The seriousness of the offence
The severity of the sentence
The relevance of the offence to working with vulnerable groups
Whether the applicant has self-disclosed if given the opportunity to
do so
Stability of employment history subsequent to conviction
6.3. There will be occasions when more information is required, e.g.
reports from probation officers or prison authorities, and in such cases,
the applicant will be asked for authorisation before the further
information is requested.
6.4. Letters rejecting applicants on the basis of a CRB Disclosure will only
refer to an „unsatisfactory CRB check‟, because in the case of an
Enhanced Disclosure there may be information which we are unable to
disclose to the applicant. In such cases, applicants may appeal
against the decision by writing to the Lead Signatory (Director of
Personnel & Development).
6.5. Applicants are required to disclose any further convictions or pending
cases at the time of starting their course or programme, and must
inform the faculty of any convictions or pending cases which may
occur during the duration of their course.
6.6. Either the Admissions or Personnel & Development should apply for a
Disclosure for a student who is also an employee, and not both offices.
The individual is responsible for ensuring that copies of the returned
Disclosure are forwarded to the other party.
6.7. The disclosure will cover any past convictions to the date that it is
issued. This process may therefore be repeated every three years
(four years in the case of students on four year courses) unless
changes in the student‟s course or circumstances require it earlier, or
the faculty requires an up to date disclosure..
6.8. Where the applicant will be involved with working with a partner
organisation (for example a partner college or school), explicit consent
will be obtained from the applicant to agree to information received in
the Disclosure from the CRB being shared with the partner
organisation. The applicant will be asked to sign a written statement
agreeing to this.
6.9. Information on the decision will be noted but the disclosure form will be
destroyed and no record of criminal matters, past or pending, will be
kept on the individual‟s personnel file. However, information regarding
the post being subject to a CRB check will be recorded (see Annexe F
- Policy on the Secure Storage, Handling, Use, Retention and Disposal
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of Disclosures and Disclosure Information).
7. Overseas Applicants
7.1. Careful consideration will be given when requesting a Disclosure in
respect of an applicant with a substantial record of overseas
residence. Applicants falling into this category include UK residents,
whether British nationals or otherwise, with recent periods of overseas
residence with an overseas address. Also in this category are those
with little or no previous UK residence.
7.2. It may be difficult to obtain satisfactory evidence of identity in respect
of such applicants. It may also 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. The Police National Computer contains a limited number of
overseas convictions but this data is by no means comprehensive.
However, a substantial period of overseas residence should not mean
that an individual will be precluded from consideration for employment
or a place on a course, as the Disclosure service is only one part of
the overall recruitment process. In such a situation, the University will
engage in a full range of pre-selection checks which may vary
according to the applicant‟s country of origin.
7.3. The CRB offers guidance to employers about the availability of
criminal record checks in a variety of foreign countries, and the
University can ask those with overseas residence to apply for the
equivalent of a Disclosure, if available. Annexe I contains details of the
processes available in certain countries; applicants from these
countries will be asked to pursue the process appropriate to that
country.
7.4. Because many overseas agencies will only provide information directly
to the applicant in question, it will be the applicant‟s responsibility to
obtain disclosure in these circumstances. The university will, however,
offer whatever assistance it can.
7.5. If the criminal record information obtained in respect of an overseas
candidate fails to establish a continuous satisfactory record, or if there
is doubt concerning the record for any other reason, any acceptance
of such information must be confirmed by both the appropriate Head of
School and the Marketing and Admissions Manager.
7.6. Applicants who travel or reside abroad for short periods (on holiday or
for work experience for example) and who maintain a UK address
whilst away will not be required to obtain an overseas criminal record
statement.
8. Future Developments
8.1. The new Vetting and Barring Scheme including the Independent
Safeguarding Authority scheme will come into full operation on 12
October 2009, and the faculty has prepared a draft set of policies and
processes in anticipation of this. The new scheme includes the
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requirement for CRB Enhanced Disclosures and in this regard the
university will adopt similar policies to those currently in force. Copies
of the new policy are available in draft form from the Admissions Team
This version revised 19 March 2009
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ANNEXE A
CRB CODE OF PRACTICE FOR REGISTERED PERSONS AND
OTHER RECIPIENTS OF DISCLOSURE INFORMATION
Code of Practice.pdf
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ANNEXE B
Meaning of „Regulated Position‟:
(including studentships in similar settings)
( Extract from the CRIMINAL JUSTICE & COURT SERVICES ACT 2000)
36 – (1) The regulated positions for the purposes of the Act are –
(a) a position whose normal duties include work in an
establishment mentioned in subsection (2) below
(b) a position whose normal duties include work on day care
premises
(c) a position whose normal duties include caring for, training,
supervising or being in sole charge of children
(d) a position whose normal duties include unsupervised contact
with children under arrangements made by a responsible
person
(e) a position whose normal duties include caring for children
under the age of 16 in the course of the children‟s
employment
(f) a position a substantial part of whose normal duties includes
supervising or training children under the age of 16 in the
course of the children‟s employment
(g) a position mentioned in subsection (6) (see below)
(h) a position whose normal duties include supervising or
managing an individual in his/her work in a regulated
position.
(2) The establishments referred to in subsection (1) (a) are –
(a) an institution which is exclusively or mainly for the detention
of children
(b) a hospital which is exclusively or mainly for the reception and
treatment of children
(c) a care home, residential care home, nursing home or private
hospital which is exclusively or mainly for children
(d) an educational institution
(e) a children‟s home or voluntary home
(f) a home provided under section 82 (5) of the Children Act
1989.
Sub section (6):
The positions mentioned in subsection (1) (g) are-
(a) member of the governing body of an educational institution,
(b) member of a relevant local government body,
(c) director of social services of a local authority,
(d) chief education officer of a local education authority,
(e) charity trustee of a children's charity,
(f) member of the Youth Justice Board for England and Wales,
(g)Children's Commissioner for Wales or deputy Children's
Commissioner for Wales,
(h) member, or chief executive, of the Children and Family Court
Advisory and Support Service.
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ANNEXE C
GUIDANCE NOTES FOR FACULTY STAFF FOR THE ISSUE AND
COMPLETION OF DISCLOSURE APPLICATION FORMS
Recruitment Process
The Faculty will identify at the application stage those courses that
require a Disclosure for protection of children/vulnerable adults.
Further particulars and a self-declaration form will state that a
Disclosure is a requirement for the course, and provide details of the
procedure involved.
Enrolment Process
The CRB Disclosure form together with the guidance on its completion
will be sent to the applicant following their acceptance of a firm offer
(which is subject to satisfactory CRB Disclosure) of a place on their
chosen course
The applicant will complete the relevant CRB application form as soon
as possible after accepting their offer. No applicant will be allowed to
start a course, even provisionally, without having completed the
Disclosure application. Original documents from the following list will be
accepted as proof of identity (see also CRB guidelines to completing
the application, which will be supplied with each application form):
- Birth Certificate - Passport
- Driving Licence - Marriage Certificate
- P45/P60 or proof of National Insurance number
- Utility bill (to substantiate home address)
Admissions staff will check the documents closely and the
countersignatory will sign off the application form.
The application form will then be sent to CRB (NB Enhanced
Disclosures can normally take 3-6 weeks to be processed).
Receipt of Disclosure
The aim is to have the Disclosure back before the student starts their
course, although this may not always be possible. If it is not possible,
then a Faculty Countersignatory and the Head of School should be
asked to approve their enrolment.
If the return of a student‟s Disclosure Certificate is delayed the Faculty
may, at its discretion, accept a suitable recent Enhanced Disclosure
certificate already in the student‟s possession. The acceptance of such
a Disclosure must be approved by the appropriate Head of School and
by a Faculty Countersignatory.
If for any reason a Disclosure certificate is not received before a
student is due to start their teaching practice or other activities in
partner institutions, and they are not already in possession of a
satisfactory CRB Disclosure (see above), the Admissions Officer will
alert the School Experience team who will in turn advise the host
institution. If the institution is able to supervise the student whilst in
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charge of children, the teaching practice may continue; if not the
teaching practice will terminate until the Disclosure is received.
Upon receipt of the Disclosure where no issues have been identified,
no further action will be required and course places can be confirmed.
The Disclosure Certificate will usually be destroyed upon receipt,
although the header form or the complete certificate may be retained
for administrative purposes for a short period in secure storage. If
either of these are retained initially they will be destroyed within six
months.
Where a Disclosure has identified an issue/criminal record, then the
Faculty Disclosure Panel will be convened as soon as possible (see
procedures for Faculty Disclosure Panel in Appendix G).
Disclosure forms will not be held on personal files but held in a secure
place within Admissions Office, under the terms of the Storage Policy
(Annexe F).
The process is summarised in the flowchart below:
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CRB DISCLOSURE FLOWCHART
Self-disclosure
form received:
clear?
Yes No
Exempt for Refer to
Check if self- GTCE? GTCE:
disclosed Yes No suitable?
(advise panel) Yes No
Refer to
OFFER OF Faculty Panel:
PLACE? OK? Discussion
Yes No with
Yes No applicant
REJECT
Provisionally
accepted by
applicant? WITHDRAW
Yes No
Send CRB
form to applic:
returned? Chase Update
Yes No spreadsheets
Check ID,
countersign,
update s/sheet,
Chase if
send to CRB:
not back
received back? Update
within two
Yes No spreadsheets
weeks
Retain documents CRB
pending panel (usually 6 OK? Update
months max) No Yes spreadsheets
CONFIRM Destroy documents
PLACE ON within 6 months max
COURSE
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ANNEXE D
POLICY STATEMENT ON THE RECRUITMENT OF EX-OFFENDERS
Background
It is a requirement for the University of Plymouth to have in place a policy on
the recruitment of ex-offenders as students or employees, and the University
of Plymouth has chosen to adopt the Criminal Records Bureau‟s
recommended policy in this respect.
Policy Statement
1.1 As an organisation using the CRB Disclosure service to assess
applicants‟ suitability for positions of trust or relevant courses, the
University of Plymouth complies fully with the CRB Code of Practice
and undertakes to treat all applicants for positions or courses fairly. It
undertakes not to discriminate unfairly against any subject of a
Disclosure on the basis of conviction or other information revealed.
1.2 The University of Plymouth is committed to the fair treatment of its
staff and students and potential staff and students or users of its
services, regardless of race, gender, religion, sexual orientation,
responsibilities for dependents, age, disability or offending
background.
1.3 The policy on the recruitment of ex-offenders is made available to all
Disclosure applicants at the outset of the recruitment process.
1.4 We actively promote equality of opportunity for all with the right mix of
talent, skills and potential and welcome applications from a wide
range of candidates including those with criminal records. We select
all candidates for interview based on their skills, qualifications and
experience.
1.5 A Disclosure is only requested after an assessment has indicated that
one is relevant to the position or course concerned. For those
positions or courses where a Disclosure is required, recruitment
briefs or application forms will contain a statement that a Disclosure
will be requested in the event of the individual being offered the
position or place.
1.6 Where a Disclosure is to form part of the recruitment process, we
encourage all applicants to provide details of their criminal record at
an early stage in the application process. A self-disclosure of
criminal records form can be found at Annexe E.
1.7 Unless the nature of the position or course allows the University of
Plymouth to ask questions about your entire criminal record we only
ask about „unspent‟ convictions as defined in the Rehabilitation of
Offenders Act 1974. As teaching is an excepted profession under this
Act, applicants for Faculty of Education courses will be required to
provide an Enhanced CRB Disclosure which will disclose all
convictions or cautions, “spent” or “unspent”.
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1.8 The University will ensure that recruitment training includes the
Disclosure Policy. We also ensure that those involved in the
recruitment processes have received appropriate guidance and
training in the relevant legislation relating to the employment of ex-
offenders, e.g. the Rehabilitation of Offenders Act 1974.
1.9 At interview, or in a separate discussion, we ensure that an open and
measured discussion takes place on the subject of any offences or
other matter that might be relevant to the position or course. Failure
to reveal information that is directly relevant could lead to withdrawal
of an offer of employment or place on course.
1.10 We make every subject of a CRB Disclosure aware of the existence
of the CRB Code of Practice and make a copy available on request.
1.11 We undertake to discuss any matter revealed in a Disclosure with the
person seeking the position before withdrawing a conditional offer of
employment or offer of a place on course.
1.12 Having a criminal record will not necessarily bar you from working or
studying with us. This will depend on the nature of the position or
course and the circumstances and background of your offences. The
University‟s Lead Signatory‟s decision will be final in this matter.
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University of Plymouth ANNEXE E
Suitability for working with children and vulnerable
adults:
Self disclosure form
Student name: Date of birth:
Course:
(this is quoted on any letters we send you)
University of Plymouth Student Reference number:
(this number is quoted on any letters we send you)
Please complete this form so that the university can consider your suitability to be included on
courses which involve contact with children and vulnerable adults. If you are taking a course which
leads to Qualified Teacher Status this form will also be used to allow the General Teaching
Council for England to assess your suitability to be a registered teacher.
Please answer all the questions. All answers will be treated as confidential.
Please tick either the „Yes‟ or „No‟ box.
For every „Yes‟ answer please complete the box overleaf with a detailed
account of the circumstances that include the sanction, date, reason and full
identification of the authority, police force or court concerned.
Please ensure you sign the declaration overleaf.
Once you have completed the form please place it in the envelope provided
and fill out the label on the front of the envelope.
1. Have you ever been the subject of a bar, partial bar, warning or other action by
the Secretary of State in relation to working with children or misconduct?
Yes No
2. Have you ever been convicted of a criminal offence including motoring
offences or do you have any criminal charges/proceedings pending against
you? (Note: you should include details of any police caution, reprimand,
warning or penalty and bind over, but do not include fixed penalty traffic
offences and parking fines.)
Yes No
3. Have you ever been subject to any disciplinary sanction by any professional or
regulatory body in this country or abroad or are you currently the subject of
investigation by such a body?
Yes No
4. Is there a current employment disciplinary finding against you and/or are you
currently the subject of an employer‟s disciplinary investigation?
Yes No
5. Is there any other information that the university or the GTC should know
about which may have a bearing upon your suitability to work with
children or vulnerable adults or to be registered by the GTC?
Yes No
PLEASE TURN OVER
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Circumstances for „Yes‟ replies to questions 1 to 5 overleaf
For each Yes answer, please provide a detailed, legible account of the
circumstances that included the sanction, date, reason and full identification of the
authority, police force or court concerned.
If you need more space, please attach and sign an additional sheet.
Question 1
Question 2
Question 3
Question 4
Question 5
Declaration by all applicants:
I declare that all the information I have provided on this form is complete and
correct to the best of my knowledge and belief
Additional Declaration by applicants for courses leading to Qualified Teacher
Status only:
I agree to be provisionally registered with the General Teaching Council for
England (the Council) on commencement of my course of initial teacher training. I
further declare that:
I understand that the Council can refuse to register me if I have given false
information or have withheld relevant details
I understand that the Council may contact me about the information in my
application and seek further information from any relevant authority, police
force or court
I understand that the Council will investigate allegations of misconduct
against me that could call into question my registration.
I agree to tell the Council as soon as reasonably practical about any changes
to my personal details.
I understand that if I fail to tell the Council about any changes to the information in my
application, the Council may consider this to be misconduct.
I understand that as a registered teacher I am required to comply with the code of
conduct and practice for registered teachers. A copy of the code can be seen at
http://www.gtce.org.uk/publications/pub_reg/
I understand that, as a registered teacher, I will be responsible for upholding and
promoting the high standards of the teaching profession.
Name:
Signature: Date of
signature:
18
ANNEXE F
POLICY STATEMENT ON THE SECURE STORAGE, HANDLING, USE,
RETENTION AND DISPOSAL OF DISCLOSURES AND DISCLOSURES
INFORMATION
BACKGROUND
It is a requirement for the University of Plymouth to have in place a policy on
the secure storage, handling, use, retention and disposal of Disclosures and
Disclosure information, and the University of Plymouth has chosen to adopt
the Criminal Records Bureau‟s recommended policy in this respect.
POLICY STATEMENT
1.1 General Principles
As an organisation using the Criminal Records Bureau (CRB) Disclosure
service to help assess the suitability of applicants for positions of trust or
relevant courses, the University of Plymouth complies fully with the CRB Code
of Practice regarding the correct handling, use, storage, retention and
disposal of Disclosures and Disclosures information. It also complies fully
with its obligations under the Data Protection Act and other relevant legislation
pertaining to the safe handling, use, storage, retention and disposal of
Disclosure information and has a written policy on these matters, which is
available to those who wish to see it on request.
1.2 Storage and Access
Disclosure information is never kept on an applicant‟s personal file and is
always kept separately and securely, in lockable, non-portable, storage
containers with access strictly controlled and limited to those who are entitled
to see it as part of their duties.
1.3 Handling
In accordance with section 124 of the Policy Act 1997, Disclosure information
is only seen by authorised counter-signatories. We maintain a record of all
those to whom Disclosures or Disclosures information has been revealed and
we recognise that it is a criminal offence to pass this information to anyone
who is not entitled to receive it.
1.4 Usage
Disclosure information is only used for the specific purpose for which it was
requested and for which the applicant‟s full consent has been given.
1.5 Retention
Once a recruitment (or other relevant) decision has been made, we do not
keep Disclosure information for any longer than is absolutely necessary. This
is generally for a period of up to six months, to allow for the consideration and
resolution of any disputes or complaints. If, in very exceptional
circumstances, it is considered necessary to keep Disclosure information for
19
longer than six months, we will consult the CRB about this and will give full
consideration to the Data Protection and Human Rights individual subject
before doing so. Throughout this time, the usual conditions regarding safe
storage and strictly controlled access will prevail.
1.6 Disposal
Once the retention period has elapsed, we will ensure that any Disclosure
information is immediately suitably destroyed by secure means, i.e. by
shredding. While awaiting destruction, Disclosure information will not be kept
in any insecure receptacle (e.g. waste bin or confidential waste sack). We will
not keep any photocopy or other image of the Disclosure or any copy or
representation of the contents of a Disclosure. However, notwithstanding the
above, we may keep a record of the date of issue of a Disclosure, the name of
the subject, the type of Disclosure requested, the position or course for which
the Disclosure was requested, the unique reference number of the Disclosure
and the details of the recruitment decision taken.
NB: with the requirement in 2008 for applicants for Initial Teacher Training to
be issued with a Provisional Licence by the General Teaching Council, details
of applications for and receipt of such licences may be kept alongside the
disclosure records described above. A detailed policy on GTC licences will be
issued in due course.
20
ANNEXE G
FACULTY DISCLOSURE PANEL PROCEDURES
1. Confidentiality
1.1. A key principle is confidentiality, and in accordance with this it should
strictly be only the countersignatory who opens and sees the
disclosure and its contents. Other staff in the essential fulfilment of
their duties – e.g. admissions staff responsible for monitoring the
receipt of disclosures - are permitted to be aware that there is
something showing up in the disclosure, but generally should not know
the details.
1.2. The disclosure applicant (“the applicant”) will receive their own copy of
the disclosure revealing the same information, unless the local chief
police officer has offered “additional information”. In this case the
applicant will not be aware of this, and should not be made aware of it.
It is a criminal offence to disclose such “additional information” to
anyone not entitled to receive it.
2. Disclosure of a Criminal Record
2.1. If a disclosure reveals a record of conviction, caution, reprimand etc a
Disclosure Panel needs to be convened. It should be noted that
prospective teachers require an Enhanced Disclosure which will reveal
any criminal record, regardless of when the offence was committed
(teaching is an excepted profession under the Rehabilitation of
Offenders Act 1974 and therefore there is no concept of convictions
being “spent”), and that a “record” includes police cautions and
reprimands.
2.2. The panel should be composed of the countersignatory who acts as
facilitator and secretary (and is the only member of the panel who
knows the identity of the applicant), the academic head of school or
department under whose responsibility the applicant‟s course falls, the
course tutor, and generally a third academic from another department.
It is also desirable, if practically possible, to have an external member
in the shape of a potential future employer. If this is not practical on
the day, then a suitable relevant person should be consulted by phone
or email – see below.
2.3. The Panel‟s role is to discuss the contents of the disclosure and
decide whether the applicant should be excluded from the course or
not. The countersignatory should recount to the panel all the
information in the disclosure including the nature of the offence, the
conviction or other outcome and the sentence. The date of birth of the
applicant should also be disclosed, but not their identity. It may be that
the course tutor for example can identify the applicant from this
information – as the only student in their fifties on the course, perhaps,
and this cannot be avoided. However any such insights should not be
shared with the rest of the panel, and if at all possible should not
influence that panel member‟s judgement – it is the offence that is
being evaluated, not the applicant.
21
2.4. The record needs to be considered at two levels – does the record
suggest an immediate risk to any vulnerable groups (or others) that
the applicant may come into contact with (school children in a
placement for example) during the course itself, and secondly, would
the record be likely to preclude the applicant from being employed in
the teaching profession once they have completed the course.
2.5. There are no hard and fast rules on this, and each panel needs to
make its own decisions. Properly kept records of past decisions will
help to build case history and provide consistency
2.6. The factors which the panel should consider include:
The length of time since the offence was committed
Whether there have been any further occurrences of the same or
different offences
The age of the offender at the time the offence was committed
The seriousness of the offence
The severity of the sentence
The relevance of the offence to working with vulnerable groups
Whether the applicant has self-disclosed if given the opportunity to
do so
Stability of employment history subsequent to conviction
2.7. The Panel should consider all the facts on the disclosure. The sort of
questions that might occur could be: what was the court‟s decision
and sentence? How relevant was the offence? How recently were both
offences and what do either, or both together, say about the applicants
“fitness to teach”? What view would an employer be likely to take?
Would the applicant be likely to get a GTCE license under the new
requirements coming in next year? How would they sit with the new
ISA requirements?
3. Outcome 1 – No exclusion
3.1. If on the basis of these factors the panel concludes that there are no
grounds for exclusion – for example the offence may have been minor,
committed several years ago when the applicant was still in their
teens, there has been no reoffence and the offence was of little
relevance (e.g. shoplifting) and received only a police caution
3.2. Subject to external endorsement if necessary (see below), the
countersignatory should write to the applicant advising that the
disclosure has been received and its contents considered by the
Disclosure Panel which has decided that the record does not preclude
them from joining or continuing with the course. It will also cover the
process should a reoffence occur.
4. Outcome 2 - More information required
4.1. The panel may feel that it requires more information before making a
decision. However it should not generally be concerned about possible
mitigating circumstances. It is not possible to get both sides of the
story, especially if the offence was committed some while before,
22
whereas the court (or the police in the case of a caution) will have
heard both sides and made a judgement accordingly. If there were
mitigating circumstances, and the court or the police believed them,
then these will already have been taken into consideration and
probably be reflected in the sentence. The panel should not be looking
to try the case all over again, especially when the “mitigating
circumstances” can‟t be verified.
4.2. The Panel may seek clarification of the facts however, and in particular
may seek an explanation as to why the applicant did not self-disclose
if given the opportunity to do so. This may be because the applicant
was unaware that teaching is an “excepted” profession (see above) or
that a caution needs declaring, but could be an attempt to hide the
existence of a record.
4.3. The panel may request a written explanation or clarification through
the countersignatory, or it may invite the applicant to meet the panel
and explain in person, or the applicant may choose to do the latter at
their own request. If the applicant meets with the panel the inevitable
result will be a breach of their right to confidentiality, and they need to
waive this right in writing. Any invitation, or acceptance of a request, to
meet the panel should make this clear.
5. Outcome 3 - Exclusion.
5.1. The Panel may decide, with or without further information, that the
applicant should not be allowed to complete the course, either
because their record poses a threat while they are on the course, or
because they would be unlikely to be employed in the profession on
completion. (Please note that if there is “additional information” from
the police this cannot be given as the specific reason for exclusion).
5.2. If the Panel‟s decision is to exclude, and this is endorsed by an
external moderator if there is not one on the panel, the
countersignatory should write to the applicant advising them of the
Panel‟s decision. Under CRB guidelines the applicant does not have
the right to appeal, but the “employer” (in this case the Faculty) is
required to arrange a “discussion” with the applicant to explain its
reasons. If it is anticipated that the applicant may have grounds for an
“appeal” it is probably best handled as an Outcome 2.
6. External Endorsement/Moderation
6.1. Whatever the outcome, if there has not been an external member on
the Panel during its deliberations, it is good and safe practice to
consult a relevant external organisation for endorsement of the Panel‟s
decision at each stage. The countersignatory should contact a senior
representative of the organisation – for example the head of a
secondary school for a PGCE Secondary applicant, or the principal of
an FE college for a PCET applicant – explain the background, the
Panel‟s reasoning and decision and ask whether, as a potential
employer, they would have taken the same view. If they would not
then the Panel needs to reconsider (or reaffirm) its decision, maybe
consulting other organisations such as TDA, GTTR or LLUK. At the
23
end of the day the Panel‟s decision is final, but it has to live with the
consequences!
6.2. A record sheet (no names, just the disclosure number) is kept for each
Panel meeting, noting the panel‟s considerations and a simple “score”
on each factor (e.g. time since offence = 16 years, seriousness of
offence = moderate, relevance of offence = low and so on), to give a
point of reference should a similar set of factors arise in future.
24
ANNEXE I
PROTECTION OF CHILDREN: CHECKING THE POSSIBLE CRIMINAL
BACKGROUND OF STUDENTS AND TEACHERS FROM OVERSEAS
ARGENTINA Individuals can obtain a certificate of good conduct from
their local police in Argentina who will detail any case
including those pending against an individual. Finger print
checks are made against Central Criminal Records.
AUSTRALIA Individuals can obtain from their authorities information
concerning their criminal background (if any) under the
country‟s Freedom of Information Act.
AUSTRIA Certificates of good conduct are available from the
Austrian local police or council offices. Austrian citizens
residing in the UK can obtain copies from the Austrian
Embassy. Various offences are covered. However,
offences attracting a sentence of up to 1 year are deleted
after 5 years. Offences attracting a sentence between 1
and 3 years are deleted after 10 years.
BANGLADESH No certificate of good conduct available.
BELGIUM Individuals can obtain certificates of good conduct
(Certificat de bonnes vies et moeurs) from the
Communes where they live.
Individuals living and working abroad can obtain them
from their embassy.
BRAZIL Certificates of good conduct are not generally available.
Individuals may be able to produce a police note
confirming they have no criminal record.
CANADA Certificates of good conduct are not generally available.
Individuals can obtain information as to whether a
criminal offence is recorded against them on the National
Police Information Database.
CHINA Individuals may obtain a certificate from their last
employer who will hold a personal file, listing any criminal
record, on each employee. The certificate is endorsed by
the Ministry of Foreign Affairs.
COLOMBIA Provided the applicant has a clean record, individuals
may obtain a certificate of good conduct from DAS (Dept.
dealing with security and immigration). The certificate
only covers the previous 2 years.
COSTA RICA Individuals can make an application to the Costa Rican
Criminal Records Office, via the embassy of the country
to which they are travelling. Records cover all crimes for
25
which a prison sentence has been served but do not pre-
date 1982.
DENMARK Individuals can obtain certificates of good conduct from
their police.
British local authorities requiring information about Danish
nationals applying for positions in the UK to work with
children may write to:
Rigspolitichefen
Afdeling G – Koordinatorsektionen
Borups Alle 266
2400 Kobenhavn NV
EGYPT Certificates of good conduct are not generally provided.
The Egyptian Ministry of Education will provide any
teacher wishing to work abroad with a certificate after
verifying the teacher has no criminal record.
EIRE No arrangements locally for criminal record checks
except for prospective adoptive and foster parents.
No arrangements for disclosure to prospective UK
employers.
FINLAND Any citizen can apply for a certificate of good conduct
from the Ministry of Justice which operates an agency
called the Crime Register Office (RIKOSTREKISTERT).
If a person has been convicted in a court of law of an
offence, this is stated in the certificate. If not, the
certificate establishes a person‟s good reputation and
mentions that the person has no criminal record.
FRANCE Individuals may produce certificates containing a printout
of basic information relating to them from the National
Criminal Records.
No provision for direct disclosure by French authorities to
foreign employers.
GERMANY Under federal law, individuals may obtain certificates of
good conduct or apply for extracts from the penal register.
UK local authorities should in the first instance request to
see a German national‟s certificate of good conduct. In
very exceptional cases and when more information is
required, an authority could approach the Federal
Minister of Justice in Bonn. It is at his discretion whether
further information may be disclosed.
GHANA Certificates of good conduct are not generally available.
Individuals can apply to the police in Ghana for
confirmation that they have no criminal record.
26
GREECE All prospective employees whether in the public or private
sector are expected in Greece to submit evidence of a
clean criminal record obtainable from the Public
Prosecutor.
There are no arrangements for UK authorities/employers
to have direct access to criminal record information about
Greek nationals.
GUYANA Certificates of good conduct are not available.
HONG KONG Certificates of good conduct are not available.
INDIA Individuals can obtain a declaration that they have no
criminal record from their local police or Gazetted Officers
in India.
ITALY Individuals may obtain a certificate of good conduct from
the relevant Ufficio Casellario. This would show offences,
which resulted in a term of imprisonment.
Individuals living and working abroad may obtain such
certificates through their embassy.
IVORY COAST Casier Judiciare available. Individuals must first obtain an
attestation of clean record from the Ivory Coast police.
JAMAICA Individuals can apply to the Criminal Records Office in
Jamaica to ascertain whether or not a record is held. If no
record is held, then a certificate to that effect will be
issued by the Jamaican Police. If a record is found, then a
statement detailing crimes and subsequent punishment
will be issued.
JAPAN Individuals can obtain a police certificate.
If the applicant has his/her residence abroad the
certificate is issued by the Japanese National Police
Agency.
If the applicant has his/her residence in Tokyo, the
certificate is issued by the Metropolitan Police
Department.
The general procedure in obtaining a certificate is:
1. The applicant must show his/her passport or family
registration.
2. The applicant must provide a set of his/her
fingerprints.
27
3. The applicant must provide a document explaining the
regulational laws of the government requesting the
certificate.
Finally, the police certificate must be handed personally
to the applicant in a sealed envelope. The issuing
conditions are:
The police certificate must be requested by the Ministry of
Foreign Affairs, or
In cases where the police certificate is a necessity without
which the applicant would suffer substantial
disadvantage, individuals can make direct application to
the Japanese National Police Agency.
Japanese Nationals requiring further information should
contact the Japanese Embassy in London.
LEBANON Individuals may obtain a certificate of clear record, valid
for 3 months from the date of issue, from the Ministry of
Interior in Lebanon. In order to obtain such a certificate,
the applicant must attend in person.
LUXEMBOURG Any employer may require potential employees to obtain
an „Extract du Casier Judiciare‟ from the authorities. This
would show sentences, which resulted in a term of
imprisonment.
Non-Luxembourg employers may also require such a
document.
MALAWI Certificates of good conduct are not available.
MALAYSIA Certificates of good conduct are not available.
MALTA Individuals can obtain certification as to whether or not
they have a criminal record from Police Headquarters in
Malta. The Ministry of Education in Malta are in the
practise of issuing a reference letter to teachers leaving
their employ. The reference covers conduct, performance
and reason for leaving.
MEXICO Certificates of good conduct are not available.
MOROCCO Individuals may obtain a certificate of good conduct from
the Ministry of Justice in Morocco.
NETHERLANDS Employers may require individuals to obtain a certificate
of good conduct from the Burgemeister. This would
contain details of convictions and process-verbal reports.
In practice the Burgemeister would also consult the local
Parket (ie court district) for the area in which the applicant
was born.
28
No provision for direct disclosure by Dutch authorities to
foreign employers.
NEW ZEALAND Individuals can obtain from their authorities information
concerning their criminal background (if any) under the
country‟s Freedom of Information Act.
NORWAY Individuals may obtain a certificate of good conduct from
local police in Norway. The certificate will contain details
of custodial sentences although the police have discretion
to include or omit details of records if they see fit.
PAKISTAN Certificates of good conduct are not available.
PERU Individuals may obtain a certificate of good conduct from
the Peruvian Investigations Police (PNP). The certificate
only specifies whether an individual has or has not got a
criminal record.
PHILIPPINES An individual may obtain a certificate of good conduct
from the Phillippine National Bureau of Investigation. The
certificate will cover all offences that would involve
prosecution by the Philippine Local Authorities.
POLAND Individuals may obtain a certificate of good conduct from
the Polish Criminal Records Office. The certificate covers
all crimes regarded as not having been „spent‟ – jail
sentences remain on record for only 10 years, other
crimes remain on record for 5 years.
PORTUGAL Individuals may obtain „criminal records‟ (including clean
sheets) to show prospective employers.
No provision for direct disclosure by Portuguese
authorities to foreign employers.
ROMANIA Individuals can obtain a certificate of good conduct from
the Romanian Police. The certificate contains information
on any crime of which the applicant has been convicted.
RUSSIA Certificates of good conduct are not available.
SIERRA LEONE A certificate of good conduct is normally issued to Sierra
Leoneans travelling overseas. A certificate is not issued
to individuals who have a criminal record.
SINGAPORE The Ministry of Education in Singapore issue certificates
of good conduct to all teachers in its employ. The
certificate gives proof of a clean record.
SOUTH AFRICA No information available due to the reorganisation and
amalgamation of the 18 Government Departments
dealing with education in South Africa.
29
SPAIN Many job applicants volunteer certificates of good
standing obtained from the Ministry of Justice.
No provision for direct disclosure by Spanish authorities
to foreign employers.
SWEDEN Individuals may obtain certificates of good conduct from
the Swedish Police. The certificates confirm that an
individual has no criminal record.
SWITZERLAND Certificates of good conduct are not available. However,
individuals should be able to obtain a document similar to
a Casier Judiciare from the Swiss Police.
SYRIA Individuals may apply for a certificate of good conduct to
the Syrian Police.
TANZANIA Certificates of good conduct are not normally available.
However, the Tanzanian Ministry of Education issues a
certificate to employees on each change of job. The
certificate is a record of service with comments on
performance and character.
TUNISIA Individuals may apply to the Tunisian Local Police for a
statement that they have no criminal record.
TURKEY Individuals may obtain a certificate by applying to their
Local District Lawyer and the Ministry of Interior in
Turkey.
UGANDA Individuals may obtain a certificate of good conduct from
either the District Education Officer or the Office of the
Commissioner of Education in Uganda.
UNITED STATES
OF AMERICA Individuals can obtain a certificate called a „Criminal
Record Check‟ from their local police but this statement of
convictions (if any) only covers the state in which the
individual resides. There is no central point where an
individual can obtain a certificate, which covers the whole
of the United States.
ZAMBIA An individual may apply for a certificate of good conduct
from the local police in Zambia.
30
Applying for a CRB Disclosure Form: ANNEXE J
Key Facts and Advice
Why do I need to apply for a CRB Disclosure?
Students embarking on Initial Teacher Education courses (courses leading to Qualified Teacher
Status) or courses that could involve contact with children or vulnerable adults are required to
provide a satisfactory Enhanced Disclosure from the Criminal Records Bureau.
As activities involving contact with children and vulnerable adults are excepted from the
provisions of the Rehabilitation of Offenders Act 1974, these disclosures will provide details of
any “spent” or “unspent” convictions, warnings, reprimands and cautions recorded against a
person, regardless of elapsed time and age. Enhanced Disclosures will also provide details of
any inclusion on lists held by the Department for Children, Schools and Families and the
Department of Health of those considered unsuitable to work with children or vulnerable adults.
Enhanced Disclosures may also reveal non-conviction information held by the police locally.
If you have been given this advice sheet then your course falls into the category described
above. It is very important that you complete the CRB application accurately in accordance with
the attached guidance notes.
Why am I completing the form now?
We will only send this application to the CRB and ask you for payment (current cost £36) if we
are/become your firm choice following an offer from us. You will have been instructed
separately about when to pay for your CRB Enhanced Disclosure. If we do not
remain/become your firm choice we will destroy the CRB application form and details you have
provided. If you change your address during the application process please let us know as this
may affect your CRB application.
What do I need to do?
Please complete the enclosed form and return it to us either at an interview/preview
day/by post or by calling into the Admissions Office in person (you will have been
instructed separately about when to return this application to us)
Read the „Quick Guide to Completing a CRB Form‟ attached to this document.
If you need to send any documents to us and use recorded or special delivery we will
return them the same way.
Make a Note of the Form Reference Number (e.g. F0012345678) from the front of the
application form. You can check the progress of your application by going to:
www.crb.gov.uk or by calling 0870 90 90 844.
Useful checklist - have you…..
Completed the Form in BLACK ink
Provided your National Insurance Number and Date of Birth
Given a full FIVE year address history
Completed Question 20 in Section C if you are a „Mrs‟, „Ms‟, or „Other‟
If you have a continuation sheet have you “crossed” question 67 in Section H
Signed and dated the form
Provided sufficient identification including proof of address
Provided the original documentation for identification
Need further information?
Further information is also available on the CRB website at www.crb.gov.uk.
31
PROOF OF IDENTIFICATION
We will need to see proof of identification as part of the CRB application process. Here is a list of documents that
the CRB accept. PLEASE PROVIDE ORIGINAL DOCUMENTS. One of these documents must show your
current address
Can you produce any documents from Group 1?
GROUP 1
Passport Any Nationality
UK Birth Certificate Issued within 12 months of date of birth
Full or short form acceptable including those issued by UK authorities overseas, such
as Embassies, High Commissions and HM Forces.
UK issued Driving England/Wales/Scotland/Northern Ireland/Isle of Man
Licence Both paper and photocard are required (unless your driving licence was issued before
the photocard system came into place)
EU National Identity EU countries only
Card
HM Forces ID Card (UK) only
Firearms Licence (UK) only
Adoption Certificate (UK) only
Yes No
You need to produce a minimum of two documents You need to produce a minimum of five documents from
from the Group 2 list the Group 2 list
GROUP 2
Marriage/Civil Partnership Certificate
Birth Certificate
Issued at any time
Vehicle Registration Document V5 or V5C only
Exam Certificate e.g. GCSE, NVQ, O Levels, Degree
One of the following documents from the Borders and Immigration Agency (BIA) – formally the Immigration
and Nationality Directorate (IND)
Convention Travel Document (CTD) Only One of these can be used
Stateless Person‟s Document (SPD)
Certificate of Identity(CID)
Application Registration Card (ARC)
Connexions Card (UK) Only
Financial Statement e.g. pension, endowment, ISA
Issued within the last
P45/P60 Statement (UK) Only
Twelve months
Court Claim Form (UK) Only
Documentation issued by Court Services
TV Licence
Mortgage Statement
Insurance Certificate (UK) Only
Council Tax Statement (UK) Only
Work Permit/Visa (UK) Only
CRB Disclosure Certificate
Mail Order Catalogue Statement
Issued within the last three months
Bank/Building Society Statement
Utility Bill
Addressed Payslip
Credit Card Statement
Store Card Statement
Benefit Statement
A document from Central/Local Government/Government Agency/Local Authority giving entitlement
Department for Work and Pensions
The Employment Service
Customs & Revenue
Job Centre
Job Centre Plus and Social Security
Letter From Head Teacher
32
33