Information for Applicants on Criminal Records Declarations and DBS Checks

Please read the information below before completing your application.

We recognise the contribution that ex-offenders can make as employees and volunteers and welcome applications from them. A person’s criminal record will not, in itself, debar that person from being appointed to this post. Any information given will be treated in the strictest confidence. Suitable applicants will not be refused posts because of offences which are not relevant to, and do not place them at or make them a risk in, the role for which they are applying.

We do not ask applicants to disclose any previous criminal records at the time of application and such information is therefore not used when shortlisting candidates for interview.

All cases will be examined on an individual basis and will take the following into consideration:
• Whether the conviction is relevant to the position applied for.
• The seriousness of any offence revealed
• The age of the applicant at the time of the offence(s)
• The length of time since the offence(s) occurred
• Whether the applicant has a pattern of offending behaviour
• The circumstances surrounding the offence(s), and the explanation(s) offered by the person concerned
• Whether the applicant’s circumstances have changed since the offending behaviour

Criminal Records Declarations
Criminal Records Declaration Forms will be sent to candidates whom we offer a role, which will be sent to a designated person in our HR Department.   The information will only be seen by others if we are considering offering a role to a candidate with a criminal record and will only be seen by those who need to see it as part of the recruitment and selection process, for example the recruiting manager, the HR Director, Head of Volunteer Development. The information will be stored securely if the candidate is appointed to the role, or destroyed, if the candidate is not appointed.

We will ask all those offered a role to declare any ‘unspent’ convictions and pending prosecutions under the Rehabilitation of Offenders Act 1974. As we work in a children’s hospice environment many of our roles are ‘exempt’ from the Rehabilitation of Offenders Act 1974, and we will therefore ask, for these roles only, that candidates declare any cautions, convictions, reprimands and final warnings that are not protected (i.e. that are not filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013).

DBS checks
For those offered an ‘exempt’ role we will also carry out a Standard or Enhanced Disclosure and Barring Service Check.  If a Disclosure from the DBS reveals information which might potentially affect our decision we will always seek to discuss that information with the candidate before deciding whether a conditional offer of employment of volunteering placement will be confirmed or withdrawn.

DECLARATION (Please read this carefully before signing and completing your application)

  • I confirm that I have read the above information and understand that I will be asked to sign a Criminal Record Declaration Form should I be offered a role and that if the role requires it I will also be asked to undertake a Disclosure and Barring Service check.