1.1 J DBSStatement September 2014

ESSENTIAL DRUG & ALCOHOL SERVICES

DISCLOSURE & BARRING SERVICE STATEMENT

Date Adopted: 24th September 2014Date of Review: September 2014 – Board meeting 3

Signature ….....Lynda Clarke (EDAS Chair) Reviewed by: EDAS Board of Trustees

INTRODUCTION

Owing to the nature of the work, EDAS posts are excepted under the Exemptions Order (S1 1986 No.1249) of the Rehabilitation of Offenders Act 1974.

The safety of service users and personnel is paramount and EDAS is fully committed to safeguarding and promoting the welfare of adults and young people and to the rigorous implementation of the Disclosure and Barring Service (DBS) procedures and arrangements.

All trustees, employees, voluntary advisors and mentors are subject to vetting under these procedures.

ENHANCED DISCLOSURES

This level of DBS checking is required for all trustees, employees, voluntary advisors and mentors working within EDAS. Enhanced disclosures contain the same information as standard but with the addition of local police forces information considered relevant by Chief Police Officer(s).

Trustees, employee’svoluntary advisors and mentors are required to receive a satisfactoryDBS disclosure prior to the commencement of working with service users,in line with current government legislation.

These checks are processed through Bournemouth Borough Council or Dorset Country Councils’ clearing systems both of which are registered as umbrella organisations with the Disclosure & Barring Service. DBS checks are repeated every three years in accordance with Service Level Agreements held with commissioning bodies throughout Bournemouth, Poole and Dorset however EDAS will encourage all personnel to register with the DBS update service and give consent to EDAS to access online disclosures on a needs basis.Any person receiving a conviction must inform the EDAS Chief Executive immediately.

Arriving at the decision as to whether a person is suitable for undertaking work in a particular role, the umbrella body need to take into account the following factors:

  • The need to protect the umbrella body from unacceptable risk e.g. theft, fraud.
  • The need to treat people with a criminal record fairly.
  • The need to comply with the law.

Should an unsatisfactory DBS check be returned by the umbrella body,EDAS will be required to decide whether the applicant is suitable for employment.After consideration of the relevant information regarding convictions and a risk assessment being undertaken, the EDAS Board of Trustees and Chief Executive shall be responsible for the final decision.

  • The applicant’s DBS disclosure must demonstrate the minimum number of years as authorised by our current DBS clearing authorities of no criminal convictions post release of their most recent prison sentence.
  • For applicants who have not received a custodial sentence in the previous 5 years prior to application, their DBS disclosure must demonstrate 5 years since their previous conviction.

No individual will be accepted if they have been convicted of the following:

  • Murder
  • Armed Robbery
  • Grievous Bodily Harm
  • Arson
  • Acts of Terrorism
  • Risk to Children (ref. Home Office circular 16/2005)

Prior to application employees and advisors must be at least two years in recovery from substance/alcohol dependency.

MENTORS

Individuals who apply to be EDAS Mentors and who have undertaken and successfully achieved the EDAS level 2 Mentoring Programme will be subject to a DBS disclosure. Upon return of the DBS disclosure, EDAS will consider each conviction1 and, if necessary, will consult with the applicant to discuss the risk and, if and how, this risk can or cannot be managed through a thorough risk assessment plan (appendix 1). This risk assessment will be completed and monitored by the project manager throughout their role as a mentor with EDAS.

All potential mentors must be able to demonstrate a minimum of 6 months clean time2 from drugs/alcohol and a minimum of 6 months free from any conviction. However, no individual will be accepted if they have been convicted of the following:

  • Risk to Children (ref: Home office circular 16/2005)
  • Acts of Terrorism
  • Arson
  1. The EDAS Chief Executive and project Manager will contact the applicant for an interview where the applicant will be required to present information and background to the offence. It will be the decision of the EDAS Chief Executive to consider each case and the risk associated with this. A documented decision as to the suitability of the individual and the decision will be given in writing to the applicant.
  2. Refer to EDAS Lapse policy.

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Appendix 1 1.1 DBS Statement 2014

Overall and final responsibility assessing risk / Name: CEO / EDAS Board of Trustees
Day-to-day responsibility for ensuring this policy is put into practice is delegated to: / Name:
Statement of general policy / Responsibility of
Name / Action / Arrangements
Mentors will have completed a DBS disclosure form at the commencement of the mentoring programme. / H.R. Manager / At week one of the mentoring programme
EDAS will receive enhanced DBS disclosure from the governing body suitable to the organisation. / H.R. Manager / Mentors with convictions and/or have received custodial sentences will be invited to an Interview to be held with Services Manager/ CEO in order to assess risk and any safeguarding issues.
To ensure optimum safety for service users, other mentors & professionals the mentor will be monitored monthly and risk updated / Key Worker/ Supervisor / Services Manager / Clinical Lead to monitor mentor and report any concerns immediately to the Services Manager. Monitoring must be undertaken on a monthly basis
A Mentor will be withdrawn from the service immediately if any incident arises. / Services Manager / Services Manager/CEO to re interview mentor to re-assess risk.
DBS statement to be reviewed annually by the EDAS Board of Trustees. / HR Manager / EDAS Board of Trustees

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Appendix 1 1.1 DBS Statement 2014

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Appendix 1 1.1 DBS Statement 2014

Signed: / Date:
Subject to review, monitoring and revision by: / Every: / months or sooner if work activity changes

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Appendix 1 1.1 DBS Statement 2014

Overall and final responsibility assessing risk / Name:CEO/EDAS Board of Trustees
Day-to-day responsibility for ensuring this policy is put into practice is delegated to: / Name:

Mentors Name ………………………………………………………………………………….

Address ….…………………………………………………………………………………………………………………………………………………………………………

Disclosure Number …………………………………………………………… Date of Disclosure ………………………………………………………………………….

List and date Conviction/s / Brief description: / Risk to others
High, Med or Low. / Mentor to be monitored by / How Often / Reported to:

This would be a contentious review of mentors risk management process; any misconduct of any of the following will lead to dismissal.

  • Theft, fraud or deliberate falsification of records
  • Physical violence
  • Serious bullying or harassment
  • Deliberate damage to property
  • Serious insubordination
  • Misuse of organisations name or property
  • Causing serious disrepute
  • Breach of alcohol of drug policy
  • Serious infringement of health and safety on placement
  • Serious infringement of charity law
  • Serious breach of confidentiality

EDAS staff will ensure the following is adhered to:

Supervise and support mentors at all times.

Structure the mentors’ working day

Fill in appropriate paper work that risk manages each situation

Report to line manager immediately any concerns or vulnerabilities(socially, physically or mood /emotions)

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