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Standard Disclosures
Standard Disclosures are used for people entering
certain professions such as legal and accountancy. Also people in the security
industry, or needing security clearance. The Standard Disclosure contains details
of all convictions held on the police national computer including current and
"spent" convictions as well as details of any cautions, reprimands or
final warnings.
Up to October 2009: If a position involves working
with children or vulnerable adults, the Standard Disclosure will indicate whether
information is held on the Vetting and Barring Scheme managed by the Independent
Safeguarding Authority. These are lists of people banned or restricted from working
with children or vulnerable adults.
As from October 2009, the above checks will no longer
be made for Standard Disclosures.
Important Note:
As from October 2009, an Enhanced Disclosure must
be used for posts involving contact with children or vulnerable adults. (Please
see below)
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Enhanced Disclosures
These are for posts involving contact with children
or vulnerable adults or work in places used principally for children or vulnerable
adults (e.g. schools, care homes or prisons).
This level of Disclosure involves an additional
level of check to those carried out for the Standard Disclosure. An Enhanced Disclosure
includes a check on local police records. Where local police records contain additional
information that might be relevant to the post the applicant is being considered
for, the Chief Officer of Police may release information for inclusion in an Enhanced
Disclosure.
Still not sure what type of
Disclosure you need !
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Why do I need Disclosures ?
You may have been asked for a Standard Disclosure
because you will be working in the legal, or financial professions, or the security
industry, or in secure locations. You’ll be asked for an Enhanced Disclosure
because you will be working with Children or Vulnerable adults; or will be working
in an establishment that is wholly or mainly for Children; or will be working
in health care; or have applied to be a foster carer, adoptive parent or childminder.
Local Authorities are increasingly making use of
their premises for any activities involving children conditional upon Disclosures
having been obtained for the staff involved. Similarly churches and other bodies
such as the YMCA will follow suit.
Quite apart from complying with requirements, most
people welcome the fact that these measures are taken to protect children and
vulnerable adults. Organisations that have met this responsibility can offer an
additional reassurance to their customers that their staff have been fully vetted.
Basic Disclosures are useful to employers wishing
to check that any employee does not have an unspent conviction, information that
any employer is entitled to know about. Basic Disclosures are the only disclosures
that a person can apply for on themselves. They are needed for visa and liquor
licence applications, but are generally useful for indicating good character.
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What information will I be asked
for ?
The Disclosure Application Form asks for the following
information from the applicant:
- Name and personal details of the applicant
- Addresses over the last five years
The employer adds the following information:
- Employers name and address.
- Applicant's job title.
- Identity checks on the applicant, which may include
driver's licence, birth certificate or passport details.
For an additional fee of £10.00 ( plus £1.75
VAT ) APCS can liaise directly with the applicant and arrange for identity checks
to be carried out at a local Post Office. Please see Services
and Costs page.
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Who will receive the Disclosure
?
The applicant will receive the Disclosure by post
from the CRB.
A copy of the Disclosure will also be sent to the
Umbrella Body (APCS) who pass it on to the organisation employing the applicant,
after checking the organisation is aware of the code of practice for using disclosure
information.
Note: APCS
supply the Code of Practice with your first order.
Only one copy of the Basic Disclosure is issued.
APCS will pass this on to the person who requested it (the employer or the applicant).
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How confidential is the information
provided ?
Organisations using the Disclosure service must
comply with the CRB Code of Practice.
Note: APCS
supply the Code of Practice with your first order.
Under the provisions of the Code, sensitive personal
information must be handled and stored appropriately and must be kept only for
as long as necessary. The Code of Practice is published on the CRB website, a
copy will be provided by APCS. Once the recruitment decision is taken, there is
no need to retain the Disclosure document. The date and reference number is sufficient
evidence that checks have been made.
It is a criminal offence to pass on any information
in a Disclosure to any third party.
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What if a Disclosure reveals
a criminal record ?
Safeguards and guidelines have been introduced
to ensure that conviction information is not misused and that ex-offenders are
not treated unfairly.
The CRB Code of Practice covers how recipients
of Disclosure use the information revealed.
In particular, the employer must consider
· Whether the conviction is relevant to
the position in question.
· The seriousness of the matter revealed.
· The length of time since the matter occurred.
Note: APCS
supply the Code of Practice with your first order.
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How long is a Disclosure valid
?
Each Disclosure will show the date on which it
was provided. The older the Disclosure the less reliable it becomes. The CRB recommends that disclosures should be renewed every 3 years, or when a person changes their employer however, some organisations have regulators that may require renewals at shorter periods.
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I’m a Volunteer - Am I
entitled to a reduced fee ?
The CRB process disclosures for volunteers free
of charge, so you only pay the APCS part of the fee, which is £16 ( plus
£2.80 VAT ) Please see Services and Costs
page.
The CRB define a volunteer as "a person who
is engaged in any activity which involves spending time, unpaid (except for travelling
and other approved out-of-pocket expenses), doing something which aims to benefit
someone (individuals or groups) other than, or, in addition to close relatives".
They are very strict on how this is interpreted
and they specifically exclude family members of the business owner, foster parents
or carers, and people on work placements working towards a qualification or skill
to help their employment prospects. They will audit volunteer applications and
make retrospective charges if necessary.
APCS will check with applicants classified as volunteers
to ensure they fall within the CRB definition.
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Disclosures for Self Employed
Individuals
Self employed people can obtain a Basic Disclosure on themselves through APCS.
The CRB cannot process a Standard or Enhanced Disclosure for a self employed person. Individuals requiring a disclosure must apply through an employer or agency.
From July 2010 Self Employed individuals can become isa-registered online through our sister website www.isa-registered.co.uk (click on link - available after July 2010)
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ID Checking –
How can APCS do this for me ?
In normal circumstances the employer checks the
applicant’s ID documents when they fill in the Disclosure Application form,
perhaps at the job interview. The information pack we send out explains how these
checks are done.
In some circumstances, it is not possible for the
employer to do this, usually because the applicants are geographically dispersed.
APCS can deal with these applicants directly. The
applicant takes ID documents and the application form to a local Post Office where
the documents are checked and returned to the applicant. The CRB application form
and evidence of the ID Checking is then sent to APCS and we can process the application
from there.
The employer’s involvement is limited to putting
the applicant in touch with APCS initially, and receiving the disclosure at the
end of the process.
The cost of this service is an additional £10.00
( plus £1.75 VAT ) and the applicant pays £5 at the Post Office counter.
Should the employer prefer the applicant not to be charged, the cost is £16
( plus £2.40 VAT ) which is invoiced to the employer - Please see Services
and Costs page.
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