Policy Statement on the Recruitment of Ex-Offenders

The DBS Code of Practice Requires that the school sends a copy of its Policy on the Recruitment of Ex-offenders to all job applicants.  A Model policy statement is given below.

In accordance with the Disclosure and Barring Service Code of Practice this policy is made available to all Disclosure applicants at the outset of the recruitment process.  The full DBS Code of Practice is available at www.disclosure.gov.uk.

  • As an organisation which uses the Disclosure and Barring Service (DBS) Disclosure service, the Governing Body of the school complies fully with the DBS Code of Practice and undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
  • We meet the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974, all job applicants will be subject to a criminal record check from the Disclosure and Barring Service before the appointment is confirmed.  This will include details of convictions cautions and reprimands, as well as ‘spent’ and ‘unspent’ convictions. A criminal record will not necessarily be a bar to obtaining a position.
  • We are committed to the fair treatment of applicants, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
  • We 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.
  • A Disclosure will only be requested from the DBS for those positions where a Disclosure is required.  All application forms and recruitment information will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
  • We encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.  This information should be sent under separate, confidential cover.  The information will only be seen by those who need to see it as part of the recruitment process.
  • 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.  Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
  • We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
  • We ensure that people at the school who are involved in the recruitment process have access to professional advice to identify and assess the relevance and circumstances of offences.  We also ensure that they have received appropriate guidance in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

Having a criminal record will not necessarily bar you from working at the school.  This will depend on the nature of the position and the circumstances and background of your offences.