NORTHAMPTONSHIRE COUNTY COUNCIL by gabyion

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									                     Criminal Records Bureau Disclosure

1.       Policy Statement

The Council will undertake Criminal Records Bureau (CRB) Disclosure checks
to:

    Provide protection for children and vulnerable adults against those who
     might wish to harm them;
    To protect the interests of the Council from those who may not be
     considered suitable to work in sensitive occupational areas.
The Council is committed to prevent discrimination or any other unfair
treatment against any employees, potential employees or voluntary workers
on the grounds of offending behaviour that does not create risk to children or
vulnerable adults; or adversely affect the interests of the Council in sensitive
occupational areas.

2.       Who does this procedure apply to?

The procedure applies to:

    all employees other than school based staff;
    all voluntary workers other than school based volunteers;
    agency workers and contractors.

3.       What is the law?

Applications for CRB Disclosure checks are made under the terms of Part V of
the Police Act 1997 and the enabling provisions of the Rehabilitation of
Offenders Act 1974 (Exceptions) Order 1975 for the purpose of asking
exempted questions. This enables spent convictions to be disclosed and
taken into account when an applicant’s suitability for work with children,
vulnerable adults or in certain other positions of trust.

The following legislation is also relevant to the application of Disclosure
information:

Rehabilitation of Offenders Act 1974

Education Reform Act 1998

Teaching and Higher Education Act 1997

Protection of Children Act 1999 (POCA)

Criminal Justice and Court Services Act 2000



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Care Standards Act 2000 – Protection of Vulnerable Adults Scheme (POVA)

4.       How does CRB Disclosure work?

The CRB provides access to Disclosure checks for employment related and
voluntary appointment purposes. Disclosure checks help the Council to make
informed decisions about the suitability of candidates for a particular position.

The CRB provides the following information for standard and enhanced
disclosures:

    All current and spent convictions, cautions, reprimands of final warnings on
     the Police National Computer; and
    Additional information held by local police forces for enhanced disclosure
     only; and
    Whether the person is listed as unsuitable to work with children when the
     appointment requires this (POCA/List 99 check); and
    Whether the person is listed as unsuitable to work with adults when the
     appointment requires this (POVA check);
The Council undertakes the following actions when carrying out a CRB
Disclosure check in accordance with CRB guidelines:

    Deciding whether a Disclosure check is required; and
    Issuing a Disclosure application form to the individual; and
    Requesting a Disclosure check from CRB; and
    Using the Disclosure check to confirm whether the appointment can
     proceed; and
    Recording the Disclosure check outcome.

5.       Responsibilities for implementing this policy

The responsibility for implementing this policy is shared between Service
Managers and Human Resources and are identified here:

Service Manager

The responsibilities of the service manager are:

    To determine whether a post is subject to a Disclosure check with support
     from HR, if required, so that candidates are informed appropriately;
    To initiate the request for a Disclosure check by completing the HR
     Appointment form or by issuing the Disclosure application form including
     guidance for Disclosure applicants to the individual;




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   Where responsible for issuing the Disclosure application form, to ensure
    that identification verification is carried out by a competent person – see
    appendix 1 for guidance on the information required;
   To liaise with candidates who have failed to return the Disclosure
    application form;
   To meet candidates with HR where serious criminal convictions are
    disclosed to verify accuracy of the information and agree the Disclosure
    check outcome with HR;
   To ensure that individuals are not employed without the appropriate
    Disclosure check.
Human Resources

Nominated individuals within the HR Shared Services team undertake the
CRB defined role of Registered Person. Contact HR Shared Services to
obtain an up to date list for your service area. The responsibilities of the
Registered Person in HR are:

   To send a Disclosure application form including guidance for disclosure
    applicants to the individual when requested by the manager;
   Where responsible for issuing the Disclosure application form , to ensure
    that identification verification is carried out by a competent person – see
    appendix 1 for guidance on information required;
   To advise managers on CRB Disclosure;
   To confirm where Disclosure checks should be carried out with the
    Strategic Manager where policy guidance needs additional interpretation;
   To check and authorise Disclosure applications forms;
   To submit the Disclosure application form to the CRB;
   To monitor and liaise with CRB over delayed Disclosures;
   To initiate a meeting with the applicant and manager for applicants with
    serious criminal convictions disclosed to verify the accuracy of the
    information;
   To determine the Disclosure decision based on policy guidance, confirm
    this and notify in writing the manager and applicant;
   To confirm the Disclosure decision with Strategic manager where serious
    convictions have been disclosed;
   To ensure guidance on storage, handling, usage and retention of records
    are followed;
   To initiate repeat checks in conjunction with the line manager.




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Strategic Manager

The responsibilities of the Strategic Manager are:

    To consider and determine whether a Disclosure check is required when
     requested by HR;
    To consider and determine the Disclosure outcome when serious
     convictions have been disclosed when requested by HR;
    To notify and liaise with HR when changes in service regulatory regime
     require amendments to policy or procedure;
    To consider and determine whether the provisions for allowing a candidate
     to take up an appointment before Disclosure clearance has been obtained
     can be implemented.
Strategic managers may delegate these responsibilities to managers within
their service.

Lead Counter signatory

The Director of Human Resources and Organisational Development is the
Council’s Lead Counter signatory for CRB registration purposes. The
responsibilities of the Director of Human Resources and Organisational
Development are:

    Monitor and review the implementation of this policy;
    Authorise amendments to the Registered Persons list for the Council.

6.       When will a Disclosure check be required?

Provisionally selected candidates for a new appointment

Disclosures checks will be required for all provisionally selected candidates for
appointment which involve working with children or vulnerable adults.
Candidates will be made an offer of appointment subject to CRB clearance
and other pre-employment checks.

The candidate may not normally start working in the appointment until a
Disclosure check that is satisfactory to the Council has been obtained.

A Disclosure check provided to any body other than Northamptonshire County
Council is not acceptable.

Candidates who have left the Council and are applying to rejoin must
complete a new CRB Disclosure application.

Records on suitability to work with children or vulnerable adults provided by
the CRB are based on the appointment for which they are submitted.
Therefore if the candidate changes sector or applies for a post needing a
higher level of Disclosure, a new Disclosure must be obtained.


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Disclosure checks shall be undertaken as follows:

    Where a post is covered by POVA legislation – All applicants except
     current employees or voluntary workers of the council where there is
     evidence that CRB clearance at the appropriate level and a POVA check
     has been undertaken by the Council
    Where a post is covered by POCA legislation – All applicants except
     current employees or voluntary workers of the council where there is
     evidence that a CRB clearance at the appropriate level and POCA/List 99
     check has been undertaken by the Council
Disclosures checks may also be requested by the Council at their discretion
for people entering other occupations which involve positions of trust.

Employees or voluntary workers in relation to their current appointment

Disclosure checks will be undertaken for current employees or voluntary
workers in relation to their current appointment on the first occasion and at a
repeat frequency where required by legislation or as directed by other
regulatory bodies, for example Commission for Social Care Inspection (CSCI).

This currently applies as follows:

Fostering and Adoption – every 3 years

Disclosure checks may also be undertaken at the discretion of the council
where it is considered appropriate to ensure the protection of its service users,
or for occupational areas involving positions of trust, for example, when
serious allegations are made against an employee in the course of their work.

7.       Which level of Disclosure is required?

There are three levels of Disclosure, Basic, Standard and Enhanced. The
level of Disclosure will be determined by the duties of the appointment.

Basic Disclosure

This level of disclosure is not currently available from the CRB.

Standard Disclosures
Standard Disclosures are suitable for positions that involve regular contact
with those aged under 18, or people of all ages who may be vulnerable for
other reasons. The Disclosure provides details of all convictions on record
including spent convictions, cautions, reprimands or warnings. This level of
disclosure is not used by the Council.




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Enhanced Disclosures
Enhanced Disclosures are required for posts involving greater contact with
children or vulnerable adults. Such work might involve regularly caring for,
training, supervising or being in sole charge of such people. The Disclosure
provides details of all convictions on record including spent convictions,
cautions, reprimands or warnings. It may also provide details of acquittals or
other non conviction information held on local police records.

8.       Which appointments require a Disclosure?

The Council will require the highest level - Enhanced Disclosure for all
employees that work in roles which brings individuals into close contact with
children or vulnerable adults.

The following posts are examples of post that will in all cases require an
Enhanced Disclosure:

         -        Social Worker

         -        Direct Care Workers including but not limited to: Residential
                  Support Workers, Home Carers, Care Assistants

         -        Care Managers

         -        Family Worker

         -        Teacher

         -        Nursery Nurse

         -        Special Needs Assistant

         -        Escort/Driver of Children or vulnerable adults

         -        Librarian

         -        Youth Worker

         -        Employees who are required to work in children’s or vulnerable
                  adults establishments including but not limited to: Caretaker,
                  Property Services staff, Cleaners, Administrative staff and
                  Caterers

         -        Voluntary workers              in    children’s   or   vulnerable   adults
                  establishments

This is not a definitive list but should be used as a guide. Where a CRB check
is not mandatory under relevant legislation or where regulations do not
stipulate that a specified level of Disclosure is required, the Council will
determine whether and what level of Disclosure is required.



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9.       When are Disclosures checks not required?

Posts which involve no more than a minor degree of contact with children or
vulnerable adults or which will be subject to direct supervision may not require
a Disclosure.

Examples might include:

     People who are on site before or after hours when children and/or
      vulnerable adults are not present;
     Visitors who have business with Council staff or who will have brief contact
      with a child or vulnerable adult with a member of council staff present;
     Visitors who will only have contact with children or vulnerable adults on an
      ad hoc or irregular basis for short periods of time;
     Visitors who go onto council sites only to carry out repairs or service
      equipment;
     Building contractors who will only have contact with children or vulnerable
      adults on an ad hoc or irregular basis for short periods of time or are
      working on a work site that is segregated from the main establishment;
     Parents/guardians who only accompany staff or service users on one-off
      outings or trips that don’t involve an overnight stay, or who only help at
      specific events;
     Secondary school pupils on work experience;
     Placement students working under direct supervision.
This is not a definitive list and should be considered as a guide only. In all
cases consideration should be given as to the level of risk involved when
determining if a Disclosure check is required. In making such assessments,
the Council reserves the right to make a judgement as to whether a
Disclosure check is required and what level of Disclosure it deems
appropriate.

10.      Overseas Applicants

Disclosure checks must still be undertaken if the candidate has lived overseas
for a substantial period of time as this will enable the POCA, List 99 and/or
POVA check to be undertaken.

The Disclosure check will not normally provide information relating to
overseas criminal records. Contact HR who will take advice from the CRB on
whether other checks should be undertaken.




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11.      Agency Staff and Contractors

Managers should take all reasonable steps to ensure that individuals
employed through agencies undertaking a post in the Council where Council
staff would be checked have undertaken a Disclosure check at the same
level. Where the Council does not undertake the Disclosure check for the
individual, the manager must obtain a signed declaration from the agency or
contractor that Disclosure check has been carried out. The Disclosure must
have been undertaken:

     within the previous 12 months for workers;
     within 3 years for employees with continuous employment with the agency
      or contractor.

12.   When will job applicants, employees or voluntary workers be
informed that their appointment is subject to a Disclosure check?

The Council will take all reasonable steps to advise candidates as soon as
practical when posts are subject to a Disclosure check.

13.   Can successful candidates commence employment prior to
receiving Disclosure information?

Candidates may not normally start working in the appointment until a
Disclosure check that is satisfactory to the council has been obtained.

However, in exceptional circumstance this may be permitted, for instance
when not allowing a persons to commence employment prior to clearance
would:

     Cause severe disruption to service provision; or
     Impact on statutory staffing requirements; or
     In instances where Commission for Social Care Inspection
      recommendations are met.
In these instances, the Strategic Manager can authorise the employee to start
work before Disclosure check is received, without precedence on an individual
basis. The Strategic Manager is responsible for ensuring that they are
complying with up to date POVA/POCA guidance.

For posts which are subject to the Protection of Children Act, a pre-
employment POCA/List 99 check must be undertaken.

For posts which are subject to the Protection of Vulnerable Adults Scheme a
pre-employment POVAFirst check must be undertaken.




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The Strategic Manager must ensure that arrangements to manage the
candidate’s access to children or vulnerable adults are appropriately
supervised.

The offer of employment to the individual and any subsequent employment
arising from the offer will still be subject to a Disclosure check that is
satisfactory to the Council. This should normally be completed during the
employee’s probationary period. Where clearance is not returned during this
period, the probationary period may be extended to accommodate this.

14.   What are the Council’s arrangements for people with criminal
records?

People with criminal records should be treated according to their merits and to
any special criteria for the appointment for example caring for children and
vulnerable adults which debars some in this category.

A criminal record, in itself, should not necessarily prevent a person being
appointed, unless the offence debars the person or the Disclosure check
indicates that the person presents a risk to children or vulnerable adults.

When considering the suitability of an individual the following should be
assessed:

   Whether the offence debars the person from working with children or
    vulnerable adults;
   Job requirements from the job description or person specification;
   Nature of the crime, when it happened, the circumstances involved;
   The nature/length of the sentence;
   Patterns of offending, efforts to avoid re-offending;
   Seriousness of the offence and relevance to the safety of other
    employees, customers, service users and property;
   Length of time since the offence occurred i.e. how successful has
    rehabilitation been;
   Information offered by the applicant about the circumstances of the offence
    e.g. domestic or financial difficulties;
   Whether the offence has since been decriminalised.
When the HR representative receives a Disclosure check that indicates that a
criminal record would debar a person from appointment or may pose a risk,
they shall investigate the accuracy of the criminal record with the candidate in
conjunction with the manager.




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15.      Provisionally selected candidates for a new appointment

The candidate should be rejected where the Disclosure information might
mean that the candidate presents a risk to children or vulnerable adults. The
job description and/or person specification should identify where the post
holder is required to be suitable to work with children and/or vulnerable adults.
The candidate is therefore rejected because they are unable to meet one or
more areas of the job description/ person specification. The applicant should
be informed of this decision.

A decision to appoint the candidate where there is evidence of conviction for a
serious offence must be approved by the Strategic Manager.

Candidates who are rejected may appeal against this decision using the
mechanism outlined in the recruitment and selection procedure.

16.      Employees in relation to their current appointment

Where the Disclosure check might mean that the employee presents a risk to
children or vulnerable adults the manager should initiate the Standards for
Managing Employee Performance procedure.

17.      Voluntary workers in relation to their current appointment

The voluntary appointment should be terminated where the Disclosure check
might mean that the candidate presents a risk to children or vulnerable adults.
The voluntary worker should be informed of this decision. There is no appeal
mechanism for voluntary workers.

A decision to retain the voluntary worker where there is evidence of a
conviction for a serious offence must be approved by the Strategic Manager.

18.      Who pays the cost of a Disclosure?

The Council is responsible for all charges for CRB checks for employees of
the Council.

Fees for agency workers and contractors are the responsibility of the supplier.

19.   How will Disclosure information be stored, handled, used,
retained and disposed of?

The Council will comply with the CRB Code of Practice, the Data Protection
Act and minimum standards established by regulatory bodies relating to the
safe handling, use, storage, retention and disposal of Disclosure information.

Storage

The Disclosure check will not be kept on an individual’s personal file.
Disclosures checks will be kept separately and securely in lockable, filing



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cupboards. Access will be strictly controlled and limited to those who are
entitled to see it as part of their duties.

Handling

Disclosure checks will only be passed to those who are authorised to receive
it in the course of their duties. The Council will maintain a record of all those to
whom Disclosure checks has been made available and recognise that it is a
criminal offence to pass this information to anyone who is not entitled to
receive it.

Information received directly from the Police as part of the enhanced
disclosure may not be disclosed to the applicant. Further advice is available
from HR.

Usage

Disclosure information will only be used for the specific purpose for which it
was requested and for which the applicant’s consent has been given.

This includes disciplinary proceedings which are considered to be part of the
employment process.

Retention

Once a recruitment (or other relevant) decision has been made, the Council
will not keep a Disclosure check for any longer than is absolutely necessary to
allow for the consideration and resolution of any disputes, complaints or
disciplinary proceedings. This will be:

   6 months; or,
   until the next statutory inspection for applicants working in Registered
    services (vulnerable adults)
The Council will keep a record on both personal file and a secure
computerised database of the date of issue of a Disclosure, the name of the
subject, the type of Disclosure requested, the position for which the Disclosure
was requested, the unique reference number of the Disclosure and the details
of the decision taken.

In exceptional circumstances where HR Shared Services considers it
necessary to keep Disclosure check for longer, the Council will consult the
CRB and give full consideration to the Data Protection and Human Rights
implications of the individual subject before doing so.

Disposal

Once the retention period has elapsed, HR Shared Services will ensure that
any Disclosure information is promptly and suitably destroyed by secure
means.




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20.      Will the Council be acting as an Umbrella organisation?

The Council will act as an Umbrella body, processing applications for other
organisations, where the organisation provides services to the Council but do
not undertake a sufficient level of Disclosure checks to warrant CRB
registration in their own right.

Organisations seeking to use this service must:

     be approved to access the service by the Registered Person and the
      Strategic Manager in whose area the service is provided;
     agree to comply with the relevant terms of this policy;
     pay the applicable CRB Disclosure fee and an administration fee at the
      level set by the Council, and subject to review at the Council’s discretion.
The Council reserves the right to withdraw access to this service where the
organisation fails to comply with the above conditions or where the level of
Disclosure checks would warrant the organisation seeking CRB registration in
their own right.

21.      Further information

Further information is available from:
     www.crb.gov.uk
     www.disclosure.gov.uk
     www.crb.gov.uk/languages.asp - for CRB literature in other languages and
      formats.
Useful telephone numbers are:

     CRB Helpline: 0870 9090811
     Application line: 0870 9090844




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       Guidance notes on successful checking of Disclosure
                       Application Forms
Before sending the completed Disclosure application form to HR Shared
Services Team please check that the form has been filled in correctly by the
employee/volunteer, this will avoid it being returned to you at a later date
which delays the clearance.

Please ensure that all areas of the form and any additional information sheets
that accompany the form are completed in BLACK ink only.

The things to check are listed below:

Section A

Line 1                  If the applicant has crossed the “Mrs or Ms” box please
                        ensure that they have also completed line 20 of Section C,
                        surname at birth, even if it is the same as the name
                        provided in line 2.

Lines 2 to 12           All other lines in this section are mandatory except for line
                        12, National Insurance Number.

Section B

Line 13                 ‘position applied for’, this is a mandatory field. If the
                        applicant is a volunteer please ensure that “Volunteer” is
                        written either before or after the job title as this will make
                        sure you are not invoiced for the clearance.

Line 14                 The Organisation name should be Northamptonshire
                        County Council. This is a mandatory field.

Lines 15 to 19          The Organisation address should be the establishment
                        address.

Section C

Lines 20 to 27          These lines are mandatory if the applicant has entered Mrs
                        or Ms in section A line 1. They must enter their surname at
                        birth, even if it is the same as provided at section A, line 2.

Lines 28 to 32          These are mandatory fields.

Section D

Lines 36 to 45          If the applicant has not lived at the current address logged
                        in section A for 5 years or more they will need to provide a
                        full list of addresses for the last 5 years. Overseas
                        addresses and addresses used whilst at college should be
                        included. It may be necessary for the employee/volunteer
                        to complete a continuation sheet. The continuation sheet

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                        must be written out to include the same detail for each
                        address as detailed on the form at lines 36 to 45. There
                        must not be a gap in the dates given, all addresses for the
                        period must be provided and the continuation sheet must
                        also be completed in Black ink.

                        Example: If an employee lives at address A from 1 March
                        1995 to 31 December 2000, moves to address B on 31
                        December 2000 to 30 June 2001 and then moves to
                        Address C on 30 June 2001 to date, the details should be
                        logged as follows:

                        Section A – At current address C since 062001

                        Section D – Period at previous address B, From date:
                        122000 To date: 062001

                        Continuation Sheet – Period at prev address C, From date:
                        031995 To date: 122000

                        If the dates are logged incorrectly and a gap is shown, the
                        Criminal Records Bureau will return the form.

Sections E              The Criminal Records Bureau no longer require this
and F                   information to process the application. The applicant can
                        provide this information if they wish to but if they do not the
                        boxes should be left blank and not crossed through.

Section G               This section can be left blank.

Section H

Line 66                 This is a mandatory field

Line 67                 This is a mandatory field if the applicant has completed an
                        additional information sheet that will be submitted with the
                        disclosure application Form.

Line 68                 This is a mandatory field

Line 69                 If the applicant chooses not to sign in this box, the number
                        of pieces of documentary evidence to prove identification
                        will increase, see the flow chart at Appendix B.

Section X               You will be required to verify identification documents
                        (originals only) provided by the applicant and then to log
                        this information in section X. These documents do not need
                        to be photocopied and sent with the application form and
                        should not be kept. All documents provided must be in the
                        applicant’s current name. At least one document must
                        show the current address of the applicant and at least one



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                        document must show the date of birth of the applicant.

                        The number of documents that the employee will need to
                        show you will depend upon which documents from the list
                        which follows they are able to produce. The applicant must
                        provide:

                         -    one document from Group 1 plus any two documents
                              from Groups 1 or 2; or

                         -    five documents from Group 2

                        The documents that you have seen need to be logged in
                        section X of the disclosure application form. Please take
                        care transferring the information from the documents to the
                        form as discrepancies will result in the CRB returning the
                        form.

                        It   is    recommended      that  where     possible   the
                        employee/volunteer produces documents that can be
                        detailed in section X i.e: Passport, Driving Licence, Birth
                        Certificate, Marriage Certificate and P45/P60 National
                        Insurance Number.

                        Where you have seen a passport or photo-card driving
                        licence you must ensure that the photograph contained in
                        the document is compared for likeness with the
                        employee/volunteer presenting it.

                        Crossing the box at Line 15 tells the Criminal Records
                        Bureau that you have seen two documents from Group 2
                        showing evidence of the applicant’s current address (as
                        detailed in section A of the Disclosure Application form).

                        If you cannot log all of the documents produced by the
                        employee/volunteer in section X, the Criminal Records
                        Bureau will expect to see an Additional Information Sheet,
                        listing all documents seen with the disclosure application
                        form number written in the top right hand corner
                        ieF0000********.

                        Please ensure that in all cases line 16 is completed
                        otherwise the form will be returned to you.

Section Y

Line 3/4                Complete line 3/4 to confirm whether the post is required to
                        work with children or vulnerable adults.

                        Do not complete any other part of section Y, this has to be
                        completed and signed by a Counter Signatory in HR
                        Shared Services Team.


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                        The Disclosure application form must not be
                        photocopied before sending it to HR Shared Services
                        Team - this is a breach of the Criminal Records Bureau
                        Code of Practice.

    Criminal Records Disclosure Forms - Identification Check
                          Documents
Only original documents listed in the table below can be used:

1 document must show current address as in Section A and 1 document
must show the date of birth.

*documentation should be less than 3 months old

** issued within past 12 months

Group 1

   Valid Passport (any nationality)
   UK Driving Licence (either photocard or paper)
   Original UK Birth Certificate (issued within 12 months of date of birth)
   Valid photo identity card (EU countries only)
   HM Forces ID Card
   UK Firearms licence
Group 2

   Marriage certificate
   Non-original UK birth certificate (issued after 12 months of date of birth)
   P45/P60 **
   Bank or Building society statement *
   Utility Bill (electricity, gas, water, telephone-inc mobile phone contract/bill)*
   Valid TV Licence
   Credit card statement *
   Storecard statement *
   Mortgage statement **
   Valid insurance certificate**
   Correspondence/documentation from the Benefits Agency/Employment
    Service/Inland Revenue or Local Authority *


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   Financial Statement (e.g. pension, endowment, ISA) **
   Valid vehicle registration document
   Mail order catalogue statement *
   Court summons **
   Valid NHS card
   Addressed payslip *
   National Insurance number card
   Exam certificate (e.g. GCSE/NVQ)
   Child benefit book **
   Connexions card
   Certificate of British nationality
   Work permit/visa **




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                      Guidance for Disclosure Applicants

Why to I need to complete a Disclosure Application Form?
The Council undertakes Criminal Records Bureau (CRB) Disclosure checks
to:

   Provide protection for children and vulnerable adults against those who
    might wish to harm them;
   To protect the interests of the Council from those who may not be
    considered suitable to work in sensitive occupational areas.
The Council has exemption from the Rehabilitation of Offenders Act. This
entitles us to check the criminal record of people who are applying for posts
working with or coming into close contact with children or vulnerable adults
and determine whether the applicant is suitable to work in this area.

The Council is committed to prevent discrimination or any other unfair
treatment against any employees, potential employees or voluntary workers
on the grounds of offending behaviour that does not create risk to children or
vulnerable adults; or adversely affect the interests of the Council in sensitive
occupational areas.

The Council’s Criminal Records Bureau full policy is available on request.

How do I complete the Disclosure Application Form?
   Complete the Disclosure Application Form in BLACK ink
   Complete Sections: A,C,D & H only in full
         -        Make sure that you give a full history of your previous addresses
                  in the past 5 years at Section D

   Do not complete any other sections of the form
   Provide proof of your identity
         -        The documents that can be used for this are listed below

         -        Original documents must be brought with your application to the
                  person indicated on the covering letter. We only need to see
                  these documents we do not copy them and you will be able to
                  take them away with you

                  You need to provide:

         -        one document from Group 1 plus any two documents from
                  Groups 1 or 2; or

         -        five documents from Group 2



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Group 1

   Valid Passport (any nationality)
   UK Driving Licence (either photocard or paper)
   Original UK Birth Certificate (issued within 12 months of date of birth)
   Valid photo identity card (EU countries only)
   HM Forces ID Card
   UK Firearms licence
Group 2

   Marriage certificate
   Non-original UK birth certificate (issued after 12 months of date of birth)
   P45/P60 **
   Bank or Building society statement *
   Utility Bill (electricity, gas, water, telephone-inc mobile phone contract/bill)*
   Valid TV Licence
   Credit card statement *
   Storecard statement *
   Mortgage statement **
   Valid insurance certificate
   Correspondence/documentation from the Benefits Agency/Employment
    Service/Inland Revenue or Local Authority *
   Financial Statement (e.g. pension, endowment, ISA) **
   Valid vehicle registration document
   Mail order catalogue statement *
   Court summons **
   Valid NHS card
   Addressed payslip *
   National Insurance number card
   Exam certificate (e.g. GCSE/NVQ)
   Child benefit book **
   Connexions card


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   Certificate of British nationality
   Work permit/visa **
If you have difficulty completing the form please contact the person who
issued it.

What happens when I have completed the Disclosure Application?
   The Council will send your application to the CRB
   The CRB will inform the Council if you have spent or unspent convictions,
    or cautions.
   If you have no convictions or convictions of a very minor nature, you will be
    approved to work in the post for which you have applied
   If more serious information is provided, the manager who interviewed you
    together with an HR representative will meet you to check the accuracy of
    the information disclosed. They will then consider whether the information
    disclosed either prohibits you or is sufficiently serious to prevent you being
    approved to work in the post for which you have applied for. You will be
    informed of this decision.
   If you have any complaints about your recruitment experience you should
    write to the HR Manager Shared Services, John Dryden House.




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