Disclosure and Barring Service/List 99 checks
Governors Committee Responsible: Achievement & Climate
Lead Governor: John Taylor (Chair)
Nominated Lead member of staff: Daniel Tucker (Vice Principal)
Next Review Date: June 2017
Disclosure and Barring Service
Dyke House College Staff and Volunteers
The safety of pupils at Dyke House College is paramount. The College is committed to the implementation Disclosure and Barring Service (DBS) procedures, which will help the College to make safer recruitment decisions by identifying candidates who may be unsuitable to work with pupils.
All candidates who are offered employment with Dyke House College will be required to have a List 99 check and a DBS check.
All supervised volunteers who undertake work with Dyke House College pupils whilst being supervised by a member of staff will be required to have a List 99 check. Any volunteers who work with pupils but are not supervised will be required to have a List 99 check and a DBS check.
Any member of staff achieving a new position that involves greater contact with pupils will be required to have a DBS check.. For new members of staff, two forms of photographic ID and a utility bill within the last three months will be provided to Margaret Harris to carry out a DBS check. Name, previous names if applicable and date of birth must be provided to Andrea Thompson (Office Manager) to carry out a List 99 check.
Supply staff will be required to have a List 99 check and a DBS check. Where the staff member is provided by a supply agency the agency will undertake the checks but the College must receive written confirmation that the checks have been undertaken.
Overseas staff will be required to have a List 99 check and a DBS check. In addition, they will be asked to apply to their home police force or embassy for a certificate of good conduct, as well as from other countries where they have worked which will be recorded in the Right to Work section of the Single Central Register. UK nationals returning to the UK after having worked abroad will also be asked to obtain a certificate of good conduct from the country or countries where they have worked, plus a List 99 check and DBS check.
Barred List Checks
A Barred List check consults the Secretary of State for Education’s list of people whose employment has been barred or restricted under the terms of the Education (Restriction of Employment) Regulations 2000, and previous regulations to ensure the relevant person is not considered unsuitable to work in child care organisations and is not subject todisqualification from work with children.
It is an offence for a disqualified person to apply for, offer to do, accept or do any work in any of the regulated positions set out in the Criminal Justice and Court Services Act 2000. All teaching staff within Dyke House College will be checked against the Barred List.
DBS cHECK
In addition to the List 99 checks, a DBS check will show if the relevant person has any spent or unspent convictions and cautions. The police may also provide details of acquittals or other non-conviction information held on local police records, which are relevant to the job or voluntary position being sought. Visitors to Dyke House College will have their DBS check confirmed by either D. Tucker, V. Brown, R. Byrne, A. Murphy or A Jordon before entry.
Criminal Records or Other Information Revealed through the Application Process and DBS check
Where a DBS check forms part of the recruitment process for staff or voluntary positions, we encourage all applicants to provide details of any criminal record during the recruitment process, and ask that this information is submitted in a sealed envelope to the Personnel Manager (this can be submitted with the application form). This information will only be made available to those who need to see it as part of the recruitment process.
All positions within the College involve working with pupils, and all staff and volunteers are in positions of trust. Due to this reason, all convictions must be declared, regardless of whether they are classed as spent or unspent (as indicated in the Rehabilitation of Offenders Act 1974).
Where a conviction, caution or other information is revealed, this will not automatically make a person unsuitable for work at the College. This will depend on the position and the circumstances and background of the offence. The Executive Principal will discuss this in confidence with the candidate or volunteer, the HR Manager and the Head of College. Details of action and decisions taken will be included in relevant personnel records.
Dyke House College is committed to the principle of equality of opportunity. Subject to the overriding consideration of protecting our pupils, we will make every effort to prevent unfair discrimination against any person disclosing a criminal record or other related information through the application process or through a DBS check.
Starting Work Pending a DBS check
Wherever possible, a DBS check will be obtained before a candidate begins work at Dyke House College. However, the Executive Principal has the discretion to allow a candidate to begin work pending receipt of the check. Where this is necessary, the candidate will have had a List 99 check,a DBS risk assessment completed and will be appropriately supervised until the DBS check is received.
Storage of Records
If the List 99 check or DBS reveals a conviction, caution or other information, Dyke House College will not hold these details for any longer than is absolutely necessary to allow for consideration and resolution (generally a period of up to six months). Once the retention period has elapsed, Disclosure information will be destroyed through shredding.
Records relating to dates of when List 99 checks and DBS checks were undertaken and who they were sought for are kept for monitoring purposes. These records are stored securely and will only be accessed by the Executive Principal, the Head of College or the HR Manager.
All data pertaining to the Single Central Register will be kept and updated by Margaret Harris.
Fraudulent Applications or Provision of False Information
Serious, deliberate fraud or deception in connection with an application for employment may amount to a criminal offence (Obtaining Pecuniary Advantage by Deception). In such cases Dyke House College will implement the disciplinary procedure, and will also consider reporting the matter to the police and the Secretary of State.
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