QUESTIONS TO CONSIDER Responses Have the circumstances that led the applicant to commit the Yes offence or behave in such a manner changed for the better? No Look at all the circumstances, including the employment pattern and the Maybe individual’s own explanation. Did the applicant disclose the conviction(s)/ cautions, warnings Yes or reprimands as part of the application process/at interview/or No no – during their employment? valid reason No but Note that a failure to disclose an offence, without a satisfactory – reason, will be a breach of contract and render any employment has valid offer void or where the individual is an employee lead to disciplinary reason action which could lead to their dismissal. Are there any concerns in regard to the Yes employee’s motivations for working with children/vulnerable adults? No Is there any evidence in regard to any inability to manage Yes conflict, cope with challenging behaviour? No Were any gaps in employment identified and were these cause Yes for concern? No Were both employer references satisfactory and at least one Yes reference verified by telephone? No Does the post involve responsibility for finance, items of value High or other high risk areas? Moderate This is particularly relevant where the disclosed offences are related Low to robbery, burglary or fraud. Does the role allow the opportunity to re-offend? Yes Consider the nature of the post in relation to the disclosed offence(s). No What level of management supervision will the person receive? High What opportunity would there be to re-offend? Will supervision Moderate reduce the risk? How much responsibility does the post carry? Low FURTHER COMMENTS/OVERALL SUMMARY
QUESTIONS TO CONSIDER Responses Have the circumstances that led the applicant to commit the offence or behave in such a manner changed for the better? Look at all the circumstances, including the employment pattern and the individual’s own explanation. Yes No Maybe Did the applicant disclose the conviction(s)/ cautions, warnings or reprimands as part of the application process/at interview/or during their employment? Note that a failure to disclose an offence, without a satisfactory reason, will be a breach of contract and render any employment offer void or where the individual is an employee lead to disciplinary action which could lead to their dismissal. Yes No – no valid reason No – but has valid reason Are there any concerns in regard to the employee’s motivations for working with children/vulnerable adults? Yes No Is there any evidence in regard to any inability to manage conflict, cope with challenging behaviour? Yes No Were any gaps in employment identified and were these cause for concern? Yes No Were both employer references satisfactory and at least one reference verified by telephone? Yes No Does the post involve responsibility for finance, items of value or other high risk areas? This is particularly relevant where the disclosed offences are related to robbery, burglary or fraud. High Moderate Low Does the role allow the opportunity to re-offend? Consider the nature of the post in relation to the disclosed offence(s). Yes No What level of management supervision will the person receive? What opportunity would there be to re-offend? Will supervision reduce the risk? How much responsibility does the post carry? High Moderate Low FURTHER COMMENTS/OVERALL SUMMARY