Recruitment for Safeguarding

To ensure that unsuitable people are prevented from working with children or vulnerable adults, all applicants should be interviewed, and asked to undertake an Enhanced DBS Clearance or asked to complete a Volunteer Disclosure and Reference Form (as appropriate in exceptional cases). References should be taken up in relation to any Volunteer Disclosure completed (the Organisation having undertaken an appropriate Risk Assessment).

These forms can be found by selecting the appropriate link below

• DBS information and obtaining a DBS Clearance – click here . The DBS application process can be found at click here
• Voluntary Disclosure procedure for rare one-off occasions (which might reoccur from time to time) or where some form of checking is deemed suitable, but a DBS is not required– link to documentation and forms can be found here

There may be an administrative charge for handling the processing of the DBS form on behalf of the NGB.

Clubs with paid staff should review the extent to which their employees have access to children and vulnerable adults, and seek advice from their NGB as to whether a DBS disclosure is appropriate.

Recruitment of Ex-Offenders – Statement of Policy

This applies to all aspects of employment albeit as a post as part of an NGB or at Club level.

Policy

Any organisation using the Disclosure and Barring Service (DBS) [formerly known as the Criminal Records Bureau (CRB) Disclosure service] to assess an applicants’ suitability for positions of trust, must comply fully with the DBS Code of Practice. Also undertake to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

They must:

• Be committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background;
• Have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process.
• 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. Select all candidates for interview based on their skills, qualifications and experience
• Ensure that a Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
• Be aware that where a Disclosure is to form part of the recruitment process, that they encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. The CRB request that this information is sent under separate, confidential cover, to a designated person within this sport and we guarantee that this information is only seen by those who need to see it as part of the recruitment process.
• Be aware that unless the nature of the position allows the NGB to ask questions about an individuals entire criminal record that only "unspent" convictions as defined in the Rehabilitation of Offenders Act 1974 are considered.
• Ensure that all those in the bowls (Club, Association or NGB) who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. Also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, eg the Rehabilitation of Offenders Act 1974
• At interview, or in a separate discussion, 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 withdrawal of an offer of employment.

Having a criminal record will not necessarily bar a person from working with an organisation associated with bowls. This will depend on the nature of the position and the circumstances and background of the offences.

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