Safeguarding

To protect the welfare of our staff and the local community, we follow careful procedures when recruiting new staff. We have a duty to protect children and vulnerable adults from harm and to safeguard their rights. Southwark has an offender aware culture that encourages good applicants and actively discourages offenders.

 

 

The Independent Safeguarding Authority (ISA) has been created to help prevent unsuitable people from working with children and vulnerable adults. It has introduced increased safeguards under the Vetting and Barring Scheme.

 

This means it is now a criminal offence for individuals barred by the ISA to work or apply to work with children or vulnerable adults in a wide range of posts (regulated activities), including most jobs in education and childcare. As an employer we also face criminal sanctions for knowingly employing a barred individual in these work areas.

 

People who are barred from “regulated activity” may be employed in a “controlled activity”, provided that sufficient safeguards are put in place.

 

From July 2010, individuals can apply for ISA-registration and a Criminal Records Bureau check (including an ISA check) on one new application form. When a person becomes ISA-registered they will be continuously monitored and their status reassessed against any new information which may come to light. From November 2010 this will become a legal requirement for anybody applying for a job with us.

 

Please refer to the ISA website for more information on the Vetting & Barring Scheme and definitions of “regulated” and “controlled” activity.

 

Specific posts require a "disclosure" check before you are cleared to start work. This is a check against information held by the police and government departments. It is used to make safer recruitment decisions. Disclosures are provided by the Criminal Records Bureau, an executive agency of the Home Office. This service enables the council to check that potential employees do not have a history that makes them unsuitable for a particular type of work.

 

You will only be asked to apply for a Disclosure after a provisional offer of employment is made. It is most commonly applied to jobs working with children or vulnerable adults, or within a service area supporting these groups. You will be given further information if a Disclosure is required.

 

 

 

This Act sets out to help people who have been convicted of a criminal offence and have since lived on the right side of the law. In general, a person who is sentenced to no more than 2½ years in prison benefits from the Act if they are not convicted again within a specified period of "rehabilitation". If no further offending takes place during this rehabilitation period, the conviction is considered spent, and it may not have to be declared when applying for a job.

 

However certain posts are covered by an Exceptions Order to this Act, which requires applicants to declare all convictions, regardless of whether it is normally considered spent. You will be advised if your post is covered by the Exceptions Order.

 

 

 

The council has a written policy on the recruitment of ex-offenders, which is available to applicants upon request. Having a criminal record will not necessarily bar you from working with the council, although the conviction may preclude you from employment in a regulated activity. A decision will be taken dependant on the nature of the position and the circumstances and background of the offences.