We appreciate the important role that suitable employment can play in the rehabilitation process of ex-offenders. A criminal record will not be an automatic bar to employment with us. Depending on the job role, we ask you to declare information about your criminal records, as follows:
General jobs (not working with Children and Vulnerable Adults)
On your application form you will be asked to tell us, if you have any current, unspent criminal convictions, cautions, warnings, reprimands, binding over or other orders, pending prosecutions or criminal investigations.
If you are shortlisted for the post, we will ask you for details. If you are offered the job, we will ask you to declare details of any unspent convictions and cautions.
For our general jobs, you do not have to declare spent convictions and cautions.
Working with Children and Vulnerable Adults
If you applied for a role, which involves working with children and vulnerable adults, your job is covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended by the 2013 Amendment Order.
The nature of this role requires us to know about all unspent and unprotected spent criminal convictions and cautions, so that we can make informed decisions about your suitability for the role. The recruiting manager will only have access to this confidential information after shortlisting is completed and may ask questions about criminal records at interview.
It is against the law for us to employ you or allow you to volunteer for work with children and vulnerable adults, if you are listed as barred for this type of work.
What you need to do
At the Application Stage, you must tell us about:
- all unspent and unprotected spent criminal convictions, cautions, warnings, reprimands, binding over or other orders, pending prosecutions or criminal investigations. For further guidance see DBS filtering collection or speak to the Recruiting Manager.
- your full employment history and explain any gaps.
- you should also advise your referees, that we require your references prior to interview, as we will be raising any queries on your references with you at interview.
You must also complete and return Appendix A: Criminal Records Declaration Form. Please can you:
- place in an envelope marked ‘private and confidential’ (Do Not Email)
- give Post Reference Number and include contact details
- post to HR Connect, Recruitment Team, PO BOX 4781, Sheffield S1 9EA
If successful at interview, you will be asked to:-
- complete a DBS Application Form,
- or give written permission for us to check your status on-line
- bring in your DBS Certificate to show and discuss with us, when required
Working in Early Years or Later Years Childcare
If you work in a childcare role, as part of early or later years childcare provisions, or are directly involved in the line management of such provision, you must not be disqualified from working in such provision either directly or ‘by association’. Certain cautions, convictions, care orders may mean that you are automatically disqualified from such work. You may also be disqualified by association if any member of your household has such a caution, conviction or order.
If you are successful at interview and work in early years or later years childcare, we will ask you to complete an additional Disqualification From Childcare Declaration. For more information, please see Government Guidance Disqualification under the Childcare Act or speak to the recruiting manager.
If you are employed by us and you have not told us about your criminal record, this may be treated as possible gross misconduct and might lead to disciplinary action – including possibility of dismissal without notice.
For more information about Disclosure and Barring Service Checks, please see the Government's Disclosure and Barring Service advice.