Policy on Recruitment of Ex-offenders
As an organisation using Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions of trust, St. Andrew’s Church 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 a conviction or other information revealed.
St. Andrew’s Church is committed to the fair treatment of its staff, volunteers, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
This policy statement on the recruitment of ex-offenders 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 staff and volunteers on their skills, qualifications and experience.
A Disclosure is always requested as St. Andrew’s Church is working with children and young people. All application forms will contain a statement that a Disclosure will be requested. We ask all applicants to provide details of their criminal record on the application form. This form will only be seen by those who need to as part of the recruitment process.
As a position within St. Andrew’s Church may lead to having sole charge of children, applicants are exempt from the “Rehabilitation of Offenders Act 1974”. We therefore require details of both “spent” and “unspent” convictions as defined in the act.
We will ensure that all those in St. Andrew’s Church who are involved in the recruitment process fully understand how to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974. In the first instance, we will ensure that all who are involved in the recruitment process have read and fully understood the document, “CIPD Employing Ex-offenders, a practical guide” available from www.crb.gov.uk/pdf/3083_Employing_aw.pdf
In any interview, we will 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 the withdrawal of an offer of a position.
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 declining the applicant a position at the Church.
Having a criminal record will not necessarily bar an applicant from working with the Church. This will depend on the nature of the position and the circumstances and background of the applicant’s offences.
Last updated March 2011