VACANCIES

There are no current vacancies.

Recruitment of Ex Offenders

The code of practice published under section 122 of the Police Act 1997 advises that it is a requirement that all registered bodies must treat DBS applicants who have a criminal record fairly and not discriminate automatically because of a conviction or other information revealed.

As a result of amendments to the Rehabilitation of Offenders Act 1974 (exceptions order 1975) in 2013 and 2020, some minor offences are now protected (filtered) and are now longer subject to disclosure. The Trust does not require applicants to disclose an individual’s these protected offences and will not take these into account when making decisions.

However all cautions and convictions for specified serious violent and sexual offences, and other specified offences of relevance for posts concerned with safeguarding children and vulnerable adults, will remain subject to disclosure.

Further information regarding the Rehabilitation of Offenders Act is available here

In assuring that all Ex Offenders are treated fairly in the recruitment process the Trust will ensure that the following guidelines are adhered to:

  • as an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), The Trust complies fully with the code of practice and undertakes to treat all applicants for positions fairly

  • The Trust will ask all shortlisted applicants for positions which are considered exempt from the ROA Act to complete a Criminal Records History disclosure form to be returned to the school in advance of interview.

  • The Trust undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed

  • The Trust can only ask an individual to provide details of convictions and cautions that the Trust are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended)

  • The Trust can only ask an individual about convictions and cautions that are not protected (filtered).

  • The Trust has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process

  • an application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position

  • The Trust ensures that all those in the Coombe Academy Trust who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences

  • The Trust also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974

  • at the interview, or in a separate discussion, The Trust ensures 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

  • The Trust makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request

  • The Trust undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.