Assessing risk consideration of information contained in the Disclosure – In considering the information provided in the PVG/Disclosure the manager must be proportionate and fair. A criminal record does not exclude an individual from the workforce but, it may indicate that they are not suitable to undertake a particular post. The manager should consider the following: Whether the person is from working with particular vulnerable groups, ‘barred’ Whether the information is relevant to the post applied for e.g. many findings on PVG/Disclosures relate to road traffic offences and will not be relevant if driving is not an essential element of the post. However, if the road traffic offences are of a more serious nature such as; drink driving or driving without licence and/or insurance, this may reflect the person’s attitude to the safety of others and should be taken into consideration. Whether the information is of a nature? can be defined as behaviour which ‘serious’ ‘Serious’ has or is likely to place individuals at risk of harm, such as; theft, fraud, assault and sexual risk. The manager should indicate in the tool why they believe the behaviour to be of a nature, ‘serious’ What is the length of time since the offence or other relevant matter occurred, Whether is a pattern of offending or other issues, Whether the person’s circumstances have changed since the offending behaviour, What, if any, action is required and possible to minimise offending behaviour. The risk assessment form The form provides a checklist of to facilitate consideration and recommendation on the suitability of the nominated candidate for the post. Following discussion/meeting with the nominated candidate, the manager should complete the risk assessment form with a recommendation on whether or not the nominated candidate is suitable or unsuitable for the post, based on the PVG/Disclosure information provided and discussion with the individual. A template for recording the meeting has been provided. This is optional but may assist in the completion of the risk assessment. The risk assessment should be shared with a senior manager who will verify the process and consider the recommendation of the recruiting manager before a final decision is made to confirm or rescind the offer of employment. Whichever decision is made, the recruiting manager will advise the candidate verbally of the decision (noting the date of the conversation), before this is confirmed in writing by the Recruitment Team. Retention and storage of the risk assessment information If the decision is to appoint the candidate, the following should be filed and retained. risk assessment form, signed by both managers retained indefinitely, –
Assessing risk – consideration of information contained in the Disclosure In considering the information provided in the PVG/Disclosure the manager must be proportionate and fair. A criminal record does not exclude an individual from the workforce but, it may indicate that they are not suitable to undertake a particular post. The manager should consider the following: Whether the person is ‘barred’ from working with particular vulnerable groups, Whether the information is relevant to the post applied for e.g. many findings on PVG/Disclosures relate to road traffic offences and will not be relevant if driving is not an essential element of the post. However, if the road traffic offences are of a more serious nature such as; drink driving or driving without licence and/or insurance, this may reflect the person’s attitude to the safety of others and should be taken into consideration. Whether the information is of a ‘serious’ nature? ‘Serious’ can be defined as behaviour which has or is likely to place individuals at risk of harm, such as; theft, fraud, assault and sexual risk. The manager should indicate in the tool why they believe the behaviour to be of a ‘serious’ nature, What is the length of time since the offence or other relevant matter occurred, Whether is a pattern of offending or other issues, Whether the person’s circumstances have changed since the offending behaviour, What, if any, action is required and possible to minimise offending behaviour. The risk assessment form The form provides a checklist of to facilitate consideration and recommendation on the suitability of the nominated candidate for the post. Following discussion/meeting with the nominated candidate, the manager should complete the risk assessment form with a recommendation on whether or not the nominated candidate is suitable or unsuitable for the post, based on the PVG/Disclosure information provided and discussion with the individual. A template for recording the meeting has been provided. This is optional but may assist in the completion of the risk assessment. The risk assessment should be shared with a senior manager who will verify the process and consider the recommendation of the recruiting manager before a final decision is made to confirm or rescind the offer of employment. Whichever decision is made, the recruiting manager will advise the candidate verbally of the decision (noting the date of the conversation), before this is confirmed in writing by the Recruitment Team. Retention and storage of the risk assessment information If the decision is to appoint the candidate, the following should be filed and retained. risk assessment form, signed by both managers – retained indefinitely,
risk-assessment-tool-.docx