Position Applied: where did you see the advert?
Please circle /underline the appropriate term:Substantive
Fixed Term
Sessional
Educational and Professional Qualifications
If the job advertised requires a specific qualification you should note here how you meet that requirement. You will be asked to provide evidence of your qualification if invited for interview
QUALIFICATION / SUBJECT / AWARDING AUTHORITYAre you an existing member of the Protection of Vulnerable Groups (PVG) Scheme?
(Please circle/underline appropriate answer)
YES / NO
Children’s List only
Adult’s List only
Both
Professional Registrations
If you have been, or currently, registered with the Scottish Social Service Council (SSSC) or any other regulatory body, please provide the name of the organisation and your registration number:
______
______
Learning and Development
Please detail any developmental activities; learning or training that you have that is relevant to this application
Declaration
I declare that the information I have provided to the best of my knowledge is true and complete and that I am not, nor have I been, the subject of an investigation or enquiry into abuse or other inappropriate behaviour. I further declare that I am not on the list of those disqualified from working with children established under Protection of Children (Scotland) Act 2003, nor am I on the list of those disqualified from working with adults under the Protection Of Vulnerable Groups (Scotland) Act 2007. I also declare that I am not subject to sanctions imposed by a regulatory body such as the SSSC. I understand that if I am selected to work with Aspire, and it becomes apparent that information provided in this form is false, disciplinary action may be taken against me which could result in my dismissal.
Name(pleaseprint):…………………………...... Signature:………………………………………….Date:……………......
Aspire is an equal opportunities employer
Rehabilitation of Offenders - Declaration Form
Post applying for:
Initials:
Surname:
Your address and postcode:
Declaration: Please circle/underline the appropriate answer.
(a)Do you have any criminal convictions or offences?YesNo
(NB. You must disclose minor road traffic offences)
(b)Do you have a court appearance pending, or haveYesNo
you been charged by the Police for a criminal
offence, or do you have a minor road traffic offence pending?
If you have answered YES to (a) or (b) above, please supply the following details:
Date / Court / Details of Offence / Sentence/Fine/Outcome / ExplanationPlease continue on a separate sheet if necessary e.g. if you have more than 4 offences to list.
I certify that:
- I have not withheld any information that may affect my application to work with Aspire.
- I understand that by withholding information or false information may lead to disciplinary action taken against me up to and including dismissal.
- I consent to the information which I have provided being used by Aspire in the processing of my application to work with Aspire.
- I will inform Aspire of any actual or pending convictions which take place during the application process afterPVG Forms have been completed and I understand that it may affect the outcome of my application to work with Aspire.
Signature:Date:
Printed Name:
Policy on Recruitment of Ex Offenders
1.Aspire complies fully with the Code of Practice, issued by Scottish Ministers, in connection with the use of information provided to registered persons, their nominees and other recipients of information by Disclosure Scotland under Part V of the Police Act 1997, for the purposes of assessing applicants' suitability for employmentor other work purposes, voluntary positions, licensing and other relevant purposes. We undertake to treat all applicants for positions fairly and not to discriminate unfairly against the subject of a Protection of Vulnerable Group (PVG) Scheme check on the basis of conviction or other information revealed.
2.This policy is made available to all PVG applicants at the outset of the recruitment process.
3.We are committed to equality of opportunity, to following practices, and to providing a service which is free from unfair and unlawful discrimination. We ensure that no applicant or persons working with Aspire on a paid or unpaid basis is subject to less favourable treatment on the grounds of gender, marital status, race,creed, colour, nationality, ethnic or national origins, age, sexual orientation, responsibilities for dependants, physical or mental disability, or offending background, or is disadvantaged by any condition which cannot be shown to be relevant to performance.
4.Aspire actively promotes equality of opportunity for all with the right mix of talent, skills and potential, and welcomes applications from a wide range of candidates, including those with criminal records. The selection of candidates for interview will be based on character, skills, qualifications and experience.
5.We will request a PVG check where this is considered proportionate and relevant to the particular position. All applicants will be made aware at the initial recruitment stage that the position will be subject to PVG membership and that Aspire will request the individual being offered the position to undergo an appropriate PVG check.
6.Aspire will expectall applicants selected for interview to provide details of anycriminal record at an early stage in the application process. Applicants will be expectedto complete a criminal records self declaration form. This information will be returned to Aspire’s Human Resources section as part of the application pack and we will ensurethat this information will only be seen by those who need to see it as part of the recruitment process.
7.In line with the Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2003 as amended, Aspire will only ask about convictions which are defined as "unspent" in terms of that Act, unless the nature of the position is such that we are entitled to ask questions about an individual's entire criminal record.
8.At interview, or under separate discussion, we undertake to ensure an open and measured discussion on the subject of any offences or other matters that might be considered relevant for the position concerned. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of working with Aspire.
9.We undertake to discuss any matter revealed in a PVG Certificate with the individualbefore considering withdrawing a conditional offer of working with Aspire.
10.We ensure that all those in Aspire who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of criminal information. We also ensure that they have received appropriate guidance and training in the relevant legislation for those applying to work with Aspire relating to ex-offenders (e.g. the Rehabilitation of Offenders Act 1974(Exclusions and Exceptions) (Scotland) Order 2003 as amended).
11.We undertake to make every undividual,who is is the subjectof a PVG check, aware of the existence of the Code of Practice(under Part V of the Police Act 1997), and to make a copy available on request.
Note: Having a criminal record will not necessarily debar you from working with Aspire. This will depend on the nature of the position, together with the circumstances and background of your offences or other information contained on a PVG certificate or provided directly to us by a police authority.
Policy on the Secure Handling, Use, Storage and Retention of Disclosure Information
Introduction - Aspire Housing and Personal Development Services Ltd (Aspire) complies fully with the Code of Practice, issued by Scottish Ministers, regarding the correct handling, holding and destroying of criminal conviction information provided by Disclosure Scotland, under Part V of the Police Act 1997, for the purposes of assessing applicants’ suitability for positions of trust. It also complies fully with the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling , use, storage, retention and disposal of this information.
Usage - We use criminal conviction information only for the purposes for which it has been provided. The information provided by an individual applying to work with Aspire is not used or disclosed in a manner incompatible with the purpose. We process personal data only with the express consent of the individual.
Handling - Aspire recognises that, under section 124 of the Police Act 1997, it is a criminal offence to disclose criminal conviction information to any unauthorised person. We, therefore, only pass this information to those who are authorised to see it in the course of their duties. Aspire will not disclose information provided under section 113B (5) of the Act, namely information which is not included in the PVG certificate, to the applicant.
Access and Storage - We do not keep PVG information on an individual’s’ personnel file. It is kept securely, in lockable, non-portable storage containers. Access to storage units is strictly controlled to authorised and named individuals, who are entitled to see such information in line withtheir duties.
Retention - We do not keep PVG certificates or PVG information for any longer than is required after recruitment (or any other relevant) decision has been taken. In general, this is no longer than 6 months. This is to allow for the resolution of any disputes or complaints. This information will only be retained for longer than this period in exceptional circumstances, and in consultation with Disclosure Scotland. The same conditions relating to secure storage and access will apply during any such period.
Disposal - Once the retention period has elapsed, we will ensure that information is immediately destroyed in a secure manner i.e. by shredding, pulping or burning. Aspire will not keep PVG information which is awaiting destruction in any insecure receptacle (e.g. a waste bin or confidential waster sack). We will not retain any image, photocopy or any other form of the PVG information. We will, however, keep a record of the date of issue of the PVG information, the name of the subject, the membership type, and the position for which the PVG membership was requested, the unique reference number of the PVG membership and details of the recruitment decision taken.