|
As an organisation using the Criminal Records Bureau (CRB)
Disclosure Service to assess applicants' suitability for positions
of trust, Kent County Council (KCC) complies fully with the CRB
Code of Practice and undertakes to treat all applicants for
positions fairly. It undertakes not to discriminate unfairly
against any subject of a disclosure on the basis of conviction or
other information revealed.
KCC is committed to the fair treatment of its staff, potential
staff or users of its service, regardless of race, gender,
religion, sexual orientation, responsibilities for dependants, age,
physical/mental disability or offending background.
We have a written policy on the recruitment of ex-offenders,
which is made available to all disclosure applicants at the outset
of the recruitment process.
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. We select all candidates for interview based on their
skills, qualifications and experience.
A disclosure is only requested after a thorough risk assessment
has indicated that one is both proportionate and relevant to the
position concerned. For those positions where a disclosure is
required, all application forms, job adverts and recruitment briefs
will contain a statement that a disclosure will be requested in the
event of the individual being offered the position.
Where a disclosure is to form part of the recruitment process,
we encourage all applicants called for interview to provide details
of their criminal record at an early stage in the application
process. We request that this information is sent under separate,
confidential cover, to a designated person within KCC and we
guarantee that this information will only be seen by those who need
to see it as part of the recruitment process.
Unless the nature of the position allows KCC to ask questions
about your entire criminal record, we only ask about 'unspent'
convictions as defined in the Rehabilitation of Offenders Act
1974.
We ensure that all those in KCC who are involved in the
recruitment process have been suitably trained to identify and
assess the relevance and circumstances of offences. We also ensure
that they have received appropriate guidance and training in the
relevant legislation relating to the employment of ex-offenders
e.g. the Rehabilitation of Offenders Act 1974.
At interview or in a separate discussion, we ensure that an open
and measured discussion takes place on the subject of any offences
or other matter that might be relevant to the position. Failure to
reveal information that is directly relevant to the position sought
could lead to withdrawal of an offer of employment.
We make every subject of a CRB Disclosure aware of the existence
of the CRB Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a disclosure with
the person seeking the position before withdrawing a conditional
offer of employment.
Having a criminal record will not necessarily bar you
from working with us.
This will depend on the nature of the position and the
circumstances and background of your
offences. |