RECRUITMENT OF EX-OFFENDERS
POLICY & PROCEDURE
Our Recruitment of Ex-Offenders Policy is published in full below but is also available to download as a pdf file: RECRUITMENT OF EX-OFFENDERS POLICY
The School will not unfairly discriminate against any applicant for employment based on conviction or other details disclosed. The School makes appointment decisions based on merit and ability. If an applicant has a criminal record this will not automatically bar them from employment with the School. Each case will be decided on its merits in accordance with the objective assessment criteria.
All positions within the School are exempt from the provisions of the Rehabilitation of Offenders Act1974. All applicants must therefore declare all previous convictions and cautions, including those which would normally be considered "spent" except those received for an offence committed in the United Kingdom if it has been filtered in accordance with the DBS filtering rules.
A failure to disclose a previous conviction (which should be declared) may lead to an application being rejected or, if the failure to disclose is discovered after employment has started, may lead to summary dismissal on the grounds of gross misconduct. A failure to disclose a previous conviction may also amount to a criminal offence.
It is unlawful for the School to employ anyone who is barred from working with children. It is a criminal offence for any person who is barred from working with children to apply for a position at the School.
The School will make a report to the Police and / or the DBS if:
it receives an application from a barred person;
it is provided with false information in, or in support of an applicant's application; or
it has serious concerns about an applicant's suitability to work with children.
In the event that relevant information (whether in relation to previous convictions or otherwise) is volunteered by an applicant during the recruitment process or obtained through a disclosure check, the School will consider the following factors before reaching a recruitment decision:
whether the conviction or other matter revealed is relevant to the position in question;
the seriousness of any offence or other matter revealed;
the length of time since the offence or other matter occurred;
whether the applicant has a pattern of offending behaviour or other relevant matters;
whether the applicant's circumstances have changed since the offending behaviour or other relevant matters; and the circumstances surrounding the offence and the explanation(s) offered by the applicant.
If the post involves regular contact with children, it is the School's normal policy to consider it a high risk to employ anyone who has been convicted at any time of any the following offences:
murder, manslaughter, rape, other serious sexual offences, grievous bodily harm or other serious acts of violence; or serious class A drug related offences, robbery, burglary, theft, deception or fraud.
If the post involves access to money or budget responsibility, it is the School's normal policy to consider it a high risk to employ anyone who has been convicted at any time of robbery, burglary, theft, deception or fraud.
If the post involves some driving responsibilities, it is the School's normal policy to consider it a high risk to employ anyone who has been convicted of drink driving [within the last ten years].
In the event that relevant information (whether in relation to previous convictions or otherwise) is volunteered by an applicant during the recruitment process or obtained through a disclosure check, the School will carry out a risk assessment by reference to the criteria set out above. The assessment form must be signed by the Head of Human Resources before a position is offered or confirmed.
If an applicant wishes to dispute any information contained in a disclosure, they may do so by contacting the DBS. In cases where the applicant would otherwise be offered a position were it not for the disputed information, the School may, where practicable and at its discretion, defer a final decision about the appointment until the applicant has had a reasonable opportunity to challenge the disclosure information.
Retention and security of disclosure information
The School's policy is to observe the guidance issued or supported by the DBS on the use of disclosure information.
In particular, the School will:
store disclosure information and other confidential documents issued by the DBS in locked, non-portable storage containers, access to which will be restricted;
not retain disclosure information or any associated correspondence for longer than is necessary, and for a maximum of six months.
The School will keep a record of the date of a disclosure, the name of the subject, the type of disclosure, the position in question, the unique number issued by the DBS and the recruitment decision taken;
ensure that any disclosure information is destroyed by suitably secure means such as shredding; and prohibit the photocopying or scanning of any disclosure information without the express permission of the individual to whom the disclosure relates.
If a DBS Certificate reveals any convictions, the person concerned will be invited to attend an interview with the Head of Human Resources to discuss the conviction(s) and circumstances. Following this meeting a risk assessment will be carried out and a decision made and communicated back to the person concerned. For safer recruitment purposes, until this decision has been made the applicant should not commence employment.