Ex-offenders Policy

This is Hebden Bridge School’s written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process.

  1. As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, Hebden Bridge School complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
  2. Hebden Bridge School is committed to the fair treatment of its staff, potential staff or users of its services, regardless of gender, pregnancy/maternity, gender reassignment, race, disability, religion/belief, sexual orientation, marriage or civil partnership status, or age.
  3. Hebden Bridge School actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates. If an applicant has a criminal record this will not automatically bar them from employment within the School. Instead, each case will be decided on its merits in accordance with objective assessment criteria. The School selects candidates for interview based on their skills, qualifications and relevant experience.
  4. Due to the nature of the work, the School applies for an enhanced disclosure from the DBS in respect of all prospective staff members, governors and volunteers. All application forms, job adverts and recruitment briefs will refer to the fact that a Disclosure will be requested in the event of the individual being offered the position.
  5. Hebden Bridge School encourages all applicants called for interview to provide details of their criminal record at an early stage in the application process. The School requests that this information is sent under separate, confidential cover, to a designated person with Hebden Bridge School and the School guarantees that this information will only be seen by those who need to see it as part of the recruitment process.
  6. All positions within the School are exempt from the provisions of the Rehabilitation of Offenders Act 1974. All applicants must therefore declare all previous convictions and cautions, including those which would normally be considered “spent” except for those to which the DBS filtering rules apply (see Appendix). A failure to disclose a previous conviction (which should be declared) may lead to an application being rejected or, if the failure to disclose is discovered after employment has started, may lead to summary dismissal on the grounds of gross misconduct. A failure to disclose a previous conviction may also amount to a criminal offence. It is unlawful for the School to employ anyone who is barred from working with children. It is a criminal offence for any person who is barred from working with children to attempt to apply for a position at the School.
  7. Hebden Bridge School ensures that all those in Hebden Bridge School who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. The School also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders. 9. At interview, or in discussion, Hebden Bridge School 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.
  8. Hebden Bridge School makes every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and makes a copy available on request.
  9. Hebden Bridge School undertakes to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment. Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.

 

Hebden Bridge School, November 2017

Next review November 2018