·
St Andrew & St George as an organisation assessing
applicants’ suitability for positions which are included in the Rehabilitation
of Offenders Act 1974 (Exceptions) Order using criminal record checks processed
through the Disclosure and Barring Service (DBS),
·
St Andrew & St George complies fully with the code of practice and undertakes to treat all
applicants for positions fairly
·
St Andrew & St George undertakes not to discriminate
unfairly against any subject of a criminal record check on the basis of a
conviction or other information revealed
·
St Andrew & St George can only ask an individual to provide
details of convictions and cautions that St Andrew & St George are legally
entitled to know about. Where a DBS certificate at either standard or enhanced
level can legally be requested (where the position is one that is included in
the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended,
and where appropriate Police Act Regulations as amended)
·
St Andrew & St George can only ask an individual about
convictions and cautions that are not protected
·
St Andrew & St George is committed to the fair treatment of
its staff, potential staff or users of its services, regardless of race,
gender, religion, sexual orientation, responsibilities for dependants, age,
physical/mental disability or offending background
·
St Andrew & St George has a written policy on the
recruitment of ex-offenders, which is made available to all DBS applicants at
the start of the recruitment process
·
St Andrew & St George actively promotes 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
·
St Andrew & St George select all candidates for interview
based on their skills, qualifications and experience
·
an application for a criminal record check is only submitted to
DBS after a thorough risk assessment has indicated that one is both
proportionate and relevant to the position concerned. For those positions where
a criminal record check is identified as necessary, all application forms, job
adverts and recruitment briefs will contain a statement that an application for
a DBS certificate will be submitted in the event of the individual being
offered the position
·
St Andrew & St George ensures that all those in St Andrew
& St George who are involved in the recruitment process have been suitably
trained to identify and assess the relevance and circumstances of offences
·
St Andrew & St George also ensures that they 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
·
at interview, or in a separate discussion, St Andrew & St
George ensures that an open and measured discussion takes place on the subject
of any offences or other matter that might be relevant to the position. Failure
to reveal information that is directly relevant to the position sought could
lead to withdrawal of an offer of employment
·
St Andrew & St George makes every subject of a criminal
record check submitted to DBS aware of the existence of the code of practice and makes a copy available on
request
·
St Andrew & St George undertakes to discuss any matter
revealed on a DBS certificate with the individual seeking the position before
withdrawing a conditional offer of employment.
Approved
by the PCC 17th July 2023
Copy
of Code of Practice can be found in the Safeguarding Folder in the Sacristy.