{"id":3988,"date":"2021-09-03T15:14:11","date_gmt":"2021-09-03T14:14:11","guid":{"rendered":"https:\/\/www.chi.ac.uk\/?page_id=3988"},"modified":"2022-04-05T15:59:13","modified_gmt":"2022-04-05T14:59:13","slug":"ex-offenders-policy","status":"publish","type":"page","link":"https:\/\/www.chi.ac.uk\/about-us\/working-for-us\/guidance-for-candidates\/ex-offenders-policy\/","title":{"rendered":"Ex-Offenders Policy"},"content":{"rendered":"\n
The 香港六合论坛 is committed to being and an inclusive employer and 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. We actively 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. All candidates for interview are selected on the demonstration of skills, qualifications and experience. Having an unspent conviction will not necessarily bar an applicant from employment.<\/p>\n
As one of the major employers in Chichester and Bognor Regis and with a Multi-Academy Trust, we recognise our social responsibilities and our position within the local community.\u00a0 We appreciate the important role that continuity of employment can play in the rehabilitation process of ex-offenders when matched with appropriate posts. \u00a0The specific details of each ex-offender’s case will be considered on an individual basis.\u00a0 In each instance we will review ability to meet the skills and experience requirements of the post and assess the impact of the criminal record upon the needs of the post. This Policy is available to all applicants at the outset of the recruitment process on the recruitment page of the University’s website and to all staff on the HR page of the Staff Intranet.<\/p>\n\t\t\tUsing the Disclosure and Barring Service<\/a>\n\t\t\t\t\t\t\tExpand<\/i><\/a>\n\t\t The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions each year by processing and issuing DBS checks for England, Wales, the Channel Islands and the Isle of Man.\u00a0 DBS also maintains the adults’ and children’s Barred Lists and makes considered decisions as to whether an individual should be included on one or both of these lists and barred from engaging in regulated activity.<\/p>\n As an organisation using the DBS to assess applicants’ suitability for positions where relevant to the post, we comply with the DBS Code of Practice\/Act and undertake to treat all applicants for positions fairly, undertaking not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.<\/p>\n A DBS Disclosure is only requested after a thorough assessment has indicated that one is both proportionate and relevant to the position concerned.\u00a0 In considering the relevance of offences\/criminal convictions, the University will consider the nature of the post, for example, whether the post involves contact with vulnerable groups or adults\/children and the activities the post holder is required to undertake.<\/p>\n The University’s main concerns in respect of applicants with criminal convictions are to:<\/p>\n Any selection decision will be taken in the light of a risk assessment against these criteria.<\/p>\n\t\t\tAppointment Process<\/a>\n\t\t\t\t\t\t\tExpand<\/i><\/a>\n\t\t Criminal records are considered for recruitment purposes only when the conviction is relevant to the work to be undertaken by the person if appointed to the post and at the point of selection of the suitable applicant following interview. The interview panel will make appointment decisions based on an assessment of the applicant’s relevant skills, experience, qualifications and abilities in the normal way.<\/p>\n Where the panel wishes to offer the post to the applicant, the Chair will be advised by the Human Resources Officer and both will decide what further action, if any, should be taken in the light of the information received.<\/p>\n Following interview, the applicant will, in a separate discussion, have an open and measured discussion with the Chair of the Interview Panel or Human Resources Officer about offences and\/or convictions that might be relevant to the position applied for. A risk assessment will be conducted relevant to the post by the Chair of the Interview Panel and Human Resources. Such an assessment will consider:<\/p>\n Following receipt of all relevant information, the Chair of the interview panel and the Chief Human Resources Officer will make a recommendation regarding the appointment and this may include discussion with a member of the Vice-Chancellor’s Group who will make the final decision concerning the appointment. Full consideration will be given before withdrawing an offer of appointment.<\/p>\n\t\t\tOn Appointment<\/a>\n\t\t\t\t\t\t\tExpand<\/i><\/a>\n\t\t As with all employees, staff should inform their line manager and Human Resources of any changes to their circumstances which affects their criminal record status, in order that the impact upon their suitability to undertake their role may be reviewed and\/or to ascertain whether any action need be taken.<\/p>\n\t\t\tData Security<\/a>\n\t\t\t\t\t\t\tExpand<\/i><\/a>\n\t\t University Counter-signatories authorised by the DBS will ensure that Disclosures and the information they contain will only be released to those managers and staff who need access in the course of their duties (e.g. Chair of Appointment Panel or other University DBS Counter-signatories). No photocopy or other image of the Disclosure will be retained. Employees are required to provide their DBS check where required and the date and DBS number will be retained. Alternatively, those who are part of the DBS Update Service can provide authorisation to the University to access DBS details.\u00a0 A record of the date of disclosure, the name of the subject, the type of disclosure, the position in question, the unique number issued by the DBS and the recruitment decision taken will be retained in accordance with DBS advice.<\/p>\n All information received as part of the application\/appointment process will be treated as highly confidential and in-line with the University’s Policy regarding the security, storage and retention of Application\/Staff Criminal Records information, as required under by the DBS\/Data Protection Regulations.<\/p>\n\n
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