DBS checks to replace CRB – What is different?

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Since March 2002, anybody wanting to work or volunteer with children, teenagers and vulnerable adults have had to undergo a background check from the Criminal records Bureau (CRB Check). This was done in order to ascertain their suitability for the position based on their previous character. After ten years of being the standard operating procedure the CRB check is being changed to the Disclosure and Barring Service checks (DBS checks). So what changes can you expect?

Reasons for the switch

There have been many complaints about the CRB checks in regards to the service provided, with some checks taking weeks to be returned and results occasionally being incorrect. This has led to many calls for the system to be changed in order to make it faster and more straightforward. In answer to this, the Coalition Government changed the system to tie it in with the Protections of Freedoms Act and launched DBS Checks in December 2012.

What changes have been made?

Several alterations have been made in an effort to help protect vulnerable groups, these include:

  • More rigorous police checking
  • An increased barring of unsuitable individuals
  • Changes to regulated activity
  • Age restriction – no one under 16 can apply for a DBS check
  • Introduction of an Update Service

These changes have all had a significant impact on the way in which criminal background checks are carried out, speeding up the process and providing a solution to the problem of outdated CRB checks. The Update Service in particular will drastically reduce the time and costs of many employers by providing an online certificate that will not need repeat applications.

Alterations to your practice

You will need to be fully up to date with all codes of practice in order to prevent unlawful activity. The full extent of the changes you will need to make can be found in the government’s DBS checks guide. The basic things you need to understand are the changes to regulated activity, which involves employing people who are on a barred list and reporting people who have been dismissed from regulated activity. There is now no longer a controlled activity option, which had previously been used for people in admin duties – now everyone in a role working with vulnerable groups will have to undergo DBS checks.

New definitions of regulated activity

Previously regulated activity covered a wide range of roles, however under the new definitions it specifically targets any unsupervised activities and working in areas with opportunity for contact with vulnerable groups. These include coaching, teaching and caring for children or vulnerable groups or working in areas such as schools, nursing homes or childcare premises.
Anybody taking part in these activities will need to be properly supervised by an individual with a DBS check and any medical care must be carried out by a professional. The DBS checks have now been active since December 2012, taking over CRB checks to provide a standardised form of acceptance that an individual is fit to work with groups such as children and vulnerable adults.

What Churches Are Doing to Keep Children Safe

Of the millions that work with children voluntarily across the UK, a huge chunk of them are affiliated to the church. How is the C of E keeping children safe?

Of the millions of people that are working with children on a voluntary basis across the UK, a huge chunk of them are affiliated to the church.

Whether through youth groups, charity work or a Sunday school, there are many different initiatives put on by the church to help to educate and entertain youngsters. Of course, over the last 30 years there have been a handful of bad news stories in the church, as people in positions of power utilised their status to commit some heinous deeds. These days, in contrast to most claims, the church takes the safety of its children very seriously. Here’s what it does to protect them:

It’s vigilant

The Archbishop of Canterbury, Justin Welby recently announced that CRB checks, and their successor the DBS check, would be compulsory to anyone who wants to work in the Church of England – regardless of whether they come into daily contact with children. He warned that the church will be “utterly ruthless” in its approach to keeping children safe and although this may appear somewhat heavy handed to Welby’s detractors, it’s a sign that the organisation is now treating children’s safety with the utmost seriousness. As well it should.  

It’s changing the culture

While stating the church’s seriousness in promoting DBS checks, Welby stated that there was a culture within some older churches where more experienced parishioners were very aggrieved that they had to fill in forms in order to fulfil tasks at church. While these people have grounds to complain that the changes demonise hard-working, innocent volunteers, the inner culture of the church needs to understand that modern methods may be necessary in order to eradicate some of the ugly problems that have reared their heads.

It’s still attempting to improve things

The archbishop is also reserved when he talks about the institutional abuse that has happened within the system that he intends to eradicate. In an interview with the Daily Telegraph, he stated that the church made mistakes in the years and may not even have come through the worst of revelations of crimes being made known as a result of the infamous Savile case. He said: “We got it wrong. We got it wrong over many years when society had a different view of these things.” He added that the increased checks will “turn the screw” on those who are suspected on wrongdoing and may be able to bring them to justice.

It promotes peace and love

No one can deny that there have been huge problems within the church. But it’s also tough to deny that the general ethos of the church promotes peace, love and understanding between all people. With improved teaching and further integration into local communities, the church helps to keep children safe and helps people around it to stay accountable for the wellbeing of youngsters.  

Why it is important to screen people who work with children?

By law you will be required to have CRB Checks if you deal with children. But why is a CRB check so important? Discover their importance here: 

In order to protect children in the UK, there are laws to ensure that everyone working with or volunteering to help children needs to undergo CRB Checks. Whether you’re working with a children’s charity, are a qualified teacher or simply want to assist with your local scouts group you will need to be screened.

Why are CRB Checks important?

Everyday, children in the UK have to deal with a wide variety of adults in organisations such as schools, medical centres, youth clubs, church groups, childcare centres and many more. Without any regulation then virtually anyone could place themselves in an authoritative role in the lives of these children and could potentially use their power to manipulate them. CRB Checks offer the opportunity to thoroughly check each applicant’s history and flag up anyone who has previously been arrested or convicted.

Why are employers concerned about criminal records?

If you are a convicted or suspected paedophile or child abuser then you will be automatically barred from any application to work with children. However, if you do have a criminal record that is irrelevant to the position that you are applying for you are legally protected from being discriminated against. CRB Checks prevent previous offenders to find themselves alone and in control of vulnerable children.

Differences in checks

There are different types of CRB checks that vary depending on what job you are applying for. For example, if you are working with children but are unlikely to be alone with them and they are not considered to be vulnerable then you may only be required to have a standard check – this covers convictions, cautions, spend and unspent convictions. Positions where you are in a definite position of authority and will be required to spend time on your own with kids are more likely to request the enhanced CRB check with barred lists – this will also be asked for by people hoping to adopt.

Smart employing

Everybody tries to hire the best possible person for the job. In most cases it is a decision based on their qualifications, experience and personality. However, when it comes to working with children all this is needed and more. Somebody could appear to be perfectly suitable at face value, but may have past convictions that make them highly unsuitable for the job. Failure to carry out a CRB check on an individual like this could end up with children being harmed, doing unrepairable damage to their wellbeing and destroying the organisation’s reputation at the same time. 

If your organisation deals with children and young people then you need to make sure that everyone involved is CRB Checked, not only because it is a legal requirement, but to protect your young people. Make sure you’re going down safe recruitment methods and thoroughly checking each applicant to ensure that everyone applying is suitable and knows they will be subjected to a CRB Check if offered the position.

How is the information disclosed in a Criminal Background Check used?

CRB checks contain a lot of sensitive information which is given to your employer. Discover how your information is used and the results are handled.

Did you know that every employer is entitled to request a Criminal Background Check (CRB) upon a provisional offer of employment? It is essential for anybody working with children or vulnerable individuals to undergo a CRB check, but for other forms of employment it is down to the discretion of the employer. By participating in a CRB check you will be handing over lots of personal information, so it is important to understand how it is used.

What is a CRB check?

Essentially a CRB check gives your employer access to several databases in order to find out whether you have any previous convictions or criminal records. A CRB check will go through the police computer, government records and the local police records to look for any criminal activity in your past, this includes cautions, reprimands, spent and unspent convictions, inclusion on children’s lists, inclusion on adult’s lists and other relevant information held by the police. Once a CRB check is completed an Official Disclosure Certificate is issued showing the results with a copy going to you and another being sent to the employer.

Disclosure

Disclosure is the giving out of information in compliance with the law regarding the legal regulation of the workplace. There are three levels of disclosure revealing different information, these are:

  • Basic – only shows unspent criminal convictions
  • Standard – details spent and unspent convictions as well as any cautions or reprimands
  • Enhanced – highlights everything in your history

If your disclosure comes back with no record of criminal convictions it is taken to mean you have excellent character and proper conduct, however this does not mean a criminal conviction automatically removes your chance at the job.

What if a criminal record is revealed?

The government has introduced safeguards to make sure that people with a criminal record are not treated unfairly. This has been done by introducing the CRB Code of Practice which details how recipients of Disclosures use the information. Mainly the employer needs to consider whether the conviction is relevant to the position, the seriousness of the crime and how long ago the matter occurred.

How confidential is the information?

CRB checks contain very sensitive information related to you so you need to know that it will only be disclosed to relevant parties. The government understand this and any organisation which uses the Disclosure service are bound to the CRB Code of Practice, under section 122 of Part V of the Police Act 1997. This act means that any information be kept and handled as sensitive personal information. There is no need for the document to be kept longer than necessary, and it must be disposed of appropriately. Any individual or organisation who passes on your information to a third party is committing a criminal act and they are subject to police action.

How long is disclosure valid?

The older a disclosure is the less reliable it becomes as it does not automatically update the employer of any criminal offences. It’s recommended that you have a CRB check renewed every 3 years or whenever you change employer. This doesn’t have to be a complicated process, with Complete Background Screening you can have a complete CRB check done online, cutting out the time and expense associated with the old paper based methods.

How to Check the Authenticity of a CRB Check

CRB forms can be time-consuming, but some people try to circumvent them. Here’s how you check you’ve been given the right one:

While many people criticise CRB forms for the added bureaucracy that they heap upon businesses who are already frustrated by the red tape that they must deal with on a daily basis, they’re undoubtedly an essential part of keeping children safe and companies responsible. And because they do prevent some suspicious people from working with children, there are efforts made every year to circumvent the system, or to forge a certificate.

Particularly in the current climate, it is more important than ever to ensure that a business or organisation of any size to employ someone who is trustworthy and will ensure that the safety of children is paramount. How can an employer ensure that the certificate that they’ve been handed is the real deal? What does a forged CRB certificate look like?

Thankfully, a CRB certificate has been equipped with a number of separate security features that, if altered or counterfeited in any way, would show up. These signs are:

  • A watermark of the ‘crown seal’ that is found all the way down the right of the form. You can see this deal when you hold it up to the light and also when it’s flat against a table. A counterfeited or forged CRB would not have a seal such as this.
  • Where there is the title of the disclosure, you’ll also see a security panel that is shaped like a diamond. What’s more, this panel is heat sensitive and when you hold it between your forefinger and your thumb it wll change colour noticeably. Even if a forged document has the diamond-shaped panel, it won’t turn the same colour underheat – compare it with a copy that you know to be genuine.
  •  You’ll also notice that across both sides of the CRB runs a background with the word ‘disclosure’ that goes gently up and down in a wave form. On the front of the form this colour will be the same, but on the back it will switch between pink and green.
  • Counterfeit pieces also won’t show the special fluorescent lights that are would be visible under UV light on a proper document.
  • As well as being visible under UV, proper CRBs use specialist ink and paper that changes colour when confronted by water or another solvent-based liquid, so if you have any doubts, then simply pour a little water on the corner.

If you have been handed a certificate that doesn’t seem to pass any of these tests, or if you have misgivings about the document that you’ve been given, then contact the <a href=”http://www.cbscreening.co.uk/crb-checks”>CRB Checks UK</a> today.

CRB Checks for Volunteering, Key Things you Need to Know

Different organisations have different definitions for the term ‘volunteer’ but when it comes to CRB checks the definition is as follows:

“A person who is engaged in any activity which involves spending time, unpaid doing something which aims to benefit some third party other than, or in addition to, a close relative.”

This means that if you spend any time with a child or a vulnerable adult without being paid for your time you need to undergo a CRB check beforehand.

Volunteer CRB checks need to be applied for by the company, organisation or charity for which the volunteer is working. They are available free of charge providing the volunteer is receiving absolutely no money for their work other than agreed out-of-pocket expenses. This type of CRB check can’t be applied for by the individual who intends to work as a volunteer, even if they are willing to pay.

In order to be eligible for a volunteer CRB check you need to meet the following criteria:

  • You must not receive any form of payment other than agreed travel expenses or any other agreed out-of-pocket expenses.
  • You must not be on a placement, on a course that requires you to volunteer or working as a trainee in a role that will eventually lead to a qualification or full-time job offer.

So for example, if you are enrolled on a college course that requires you to work a placement in a school or hospital etc. you will not need a volunteer CRB check to be performed. If however you volunteer at your child’s gymnastics club because you want to and you’re needed then you will need to undergo a CRB check.

Types of Volunteer CRB Check

There are three levels of volunteer CRB check and the one you need will depend on the nature of the volunteer work you intend to do.

  • Basic volunteer CRB checks – this type of check is suitable for volunteers who will not be working directly with children or vulnerable adults. The check searches the applicants past for a criminal record and unspent convictions.
  • Standard and enhanced CRB checks – these checks are needed when a volunteer intends to work closely with children or vulnerable adults. The specific type required depends on the exact nature of the volunteer work, the frequency of the work, the location and hours e.g. days or nights. Both standard and enhanced disclosures check an applicant’s past for a criminal record, cautions, reprimands and convictions that have occurred in the UK. An enhanced disclosure also checks whether the applicant is on any ‘barred’ lists that prevent them from volunteering with children and vulnerable adults.

The organisation, company or charity that you intend to volunteer with will decide which level of CRB check you need to be able to volunteer in the capacity you want.

A guide to employee screening best practice

This guide aims to bring together pre-employment screening best practice from government departments as well as leading industry bodies. Ensure your pre-employment screening is watertight with this best practice guide.

A guide to employee screening best practice

This guide has been written in line with best practice recommendations from government departments as well as leading industry bodies to ensure a watertight pre-employment screening process. When recruiting, mistakes can be costly; ensure you find the right person for the role at the first time of asking with this best practice guide to pre-employment screening.

Identity

The first and most fundamental check which should be carried out when conducting pre-employment checks is identity verification. Only once an individual’s identity has been verified should you look to progress onto the next stage of the process.

There are three elements to an individual’s identity:

  • Biometric identity – personal attributes which are genetically determined and unique to an individual such as fingerprints and DNA profile;
  • Attributed identity – the identity details given at birth, such as name, place of birth and parents’ names and addresses;
  • Biographical identity – the personal history of the individual including their education and qualifications, employment history, marital status and financial details.

To verify identity an employee screening service should firstly look to determine the identity is genuine and relates to the person in question. To achieve this they should request original, paper based documents, as well as checking the personal details they have been given against external databases.

Qualification and employment checks

To build up an accurate picture of the skills you can expect from a prospective employee, independent confirmation that their qualifications and employment history are as stated on their CV should be sought. These checks can highlight falsified information, or bring to light details applicants have attempted to hide such as previous dismissals.  

When conducting qualification checks, original paper certificates should be sought which confirm the dates of the course, the establishment attended, the title of the course and the grade awarded.

Employment checks should include confirmation of details such as position held, dates of employment, salary and reason for leaving. A previous employer should only be contacted if the candidate has given their permission.

Criminal record checks

It is the case for a host of positions that a criminal past may render the applicant unsuitable for the role. This includes:

  • Those employed to uphold the law such as judges, police officers, prison officers etc;
  • Individuals for whom the provision of care is central to their role. This includes carers working with vulnerable adults and children;
  • Certain professions such as medical practitioners, barristers, accountants, vets and opticians;
  • Those whose work affects national security, such as government employees and air traffic controllers;
  • People working in regulated areas such as directors of insurance companies, taxi drivers and firearms dealers.

 A criminal record check will inform the employer whether there are any convictions present and if they are ‘spent’ or ‘unspent’. If convictions are present, this check will inform the employer whether the candidate:

  • Is on probation
  • Has received a suspended prison sentence
  • Has been released from prison on parole
  • Is still under a conditional discharge
  • Is subject to a Control Order

Employee Vetting services and criminal background checks

All year round vetting services can be essential, Why? Your workforce should be to the best standards it can be. Employee screening and performing criminal background checks can have its benefits, these benefits are outlined below.

1)       Reduced employment costs
2)       Increased productivity
3)       Protection for a business brand and image
4)       Confidence in staff

Let’s talk about these points.

Reduced employment costs

A business needs to find the right staff right from the outset, finding the right candidates to hire can be a long process. When certain skills are required it can be very hard to find the right staff with the correct credentials, therefore it is important for vetting checks to take place right from the start, the last thing any business needs is to recruit a person and within the few months of being employed they are not suitable for the Job. If this does happen then the costs of re-interviewing, inductions and training can be very expensive, this is why CRB checks and vetting works and is there to protect companies.

Increased productivity

Employee vetting services are important to employing new staff and recruiting new employees. Employee vetting will help workout which candidates are suitable for the job and who are not. The employee vetting process will ensure you do recruit the right candidates and when the new employee begins work they will do so productively.

Protection for a business brand and image

Hiring the wrong people is a big risk. If a new employee is troublesome both in work and out of work and can’t seem to stay out of trouble this causes serious problems for your companies image. There is also the risk that the candidate may have lied on their CV and do not at all possess certain skills to perform the job effectively. What if a candidate had a history of fraudulent behaviour? Or a history of steeling, could you afford to take the risk of employing a person who could potentially steel or act fraudulently in your business. These are all risks that need to be considered and why employee vetting is crucial.

Confidence in Staff

It is imperative that companies have confidence in their staff so picking the right people is crucial from the outset. Trust is an element that needs to exist between the company and the employee, this can only be gained by employing the right individuals from the start that have a clean past.

To conclude hiring a new employee with any vetting procedures in place can be a huge risk. The things you need to consider when employing a new staff member are the risks. What if fraud was committed? Or any other crime in the workplace, it is better to screen and check the background of candidates from the outset and working with screening companies to ensure you are employing the right people.

CB Screening is one of the UK’s leading providers of a thorough employee vetting service which can be tailored to meet the specific needs of an organisation. Take a look online for the services they offer.