1: Evaluate | 2: Selection | 3: Disclosure Application | 4: Decision

Evaluate the need for Disclosure
The need for and the level of Disclosure must be decided before advertisement of an opportunity. Applicants have to know this is being requested and all job descriptions or other information should state this.

How to decide the level of Disclosure

An Enhanced Disclosure should be requested:

• Where the position includes regularly caring for, training, supervising or being in sole charge of those aged under 18 (for the UK – in other countries the age of majority may be different).

• For medical practitioners, dentists, opticians, pharmaceutical chemists, nurses and midwives, osteopaths, psychologists, etc., and their auxiliaries

• For anyone who is in sole charge, cares or trains vulnerable adults, including anyone with a learning or physical disability, a physical or metal illness (including drug or alcohol addiction) or a reduction in mental or physical capacity. This includes all who require nursing or personal care, medical help, social services care, etc.; and where the disability means a dependence on others for basic physical functions or where there is severe impairment in ability to communicate or in ability to protect him or herself form abuse, assault or neglect.

A Standard Disclosure should be requested:

• Where the position includes more occasional and lower levels of contact with those under 18 (e.g. school governors, those on committees for children’s welfare, clergy or missionaries whose main job does not include regular visits to children’s homes, hostels or care homes).

• For people in the legal and accountancy professions.

• any other jobs normally outside those usual for development or mission agencies – contact us if you are uncertain.

NOTES: The main differences between the two categories are of the extent of unsupervised contact and the regularity of contact.

Example: So, a minister who visits vulnerable people from his/her church in hospital needs a Standard Disclosure, but one whose job includes a hospital chaplaincy ought to have an Enhanced Disclosure. Someone doing an occasional assembly in a school has a Standard Disclosure, someone regularly teaching the same class and able to build close unsupervised relationships would need an Enhanced Disclosure. Someone working in a care home who does not have sole charge or a supervisory role would need a Standard Disclosure. Accountants and others working with money should also be checked under a Standard Disclosure.)

Advertise and/or appoint in the normal way Remember to indicate if a Disclosure is required. You will need to have determined a policy for declining to appoint, and for storage of information.

2 – Selection
Carry through your normal selection process, and offer the post "subject to Disclosure".

You must tell the successful candidate how this will work and the level of Disclosure that is being requested, and give them a copy of the "Guidance for Disclosure" (which is in our information pack).

Verify the identity of the candidate either at the interview or immediately after – you will need to see original documents.

3 – Disclosure Application
Send a copy of Verifying Applicants Identity to us with an outline of the post (so that we may apply using the relevant Job Code).

Give a Disclosure application form (you must use one supplied by us) to each applicant. This can be returned separately or with your verification. You will be supplied with instructions on how to complete the form.

Using the job description and the information supplied by the recruiter, we complete the form and returns it to the CRB

The Disclosure process takes (time 2–3 weeks depending on level requested).

4 – Decision
The CRB returns the Disclosure to the applicant and a copy to us. We send you the copy with our invoice.

When the Disclosure has been received you can:

• Confirm the offer of the job or volunteer opportunity.

• Invite the candidate for further discussion.

• Not appoint and explain the reasons for not doing so.

Each organisation must have worked out a policy for declining to appoint, and have considered such matters as:

• The seriousness of the offence(s).

• Time since the offence(s).

• Relevance of any offence to this post.

• Whether there is a pattern of offences.

• Whether the candidates circumstances have changed since the offence(s).

• The circumstances surrounding the offence(s).