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INFORMATION

FOR

APPLICANTS

Safer Recruitment Pre & Post

Emploment C!ec"s for persons

#or"in$ in t!e N%S in En$lan 'ata Protection Act ())*

+uiance Notes , Application

Form

The Recruitment Centre

1stFloor, J Block

Selly Oak Hospital

Raddlebarn Road

Selly Oak

Birmingham B! "J##irect $ine% &11 "' 1&

Updated May 2006


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Fa(% &11 "' 11

)*mail% recruitment+centreuhb+nhs+uk

Recruitment -anager% -ark Hollis

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6S4F)R R)CR.0T-)/T7 8 3R) 4/# 3OST CH)C9 )-3$O2-)/TCH)C9S FOR 4$$ 3)RSO/S :OR90/5 0/ TH) /HS 0/ )/5$4/#

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5eneral Statement o; 3olice regarding ;itness to practice proceedings by a

licensingempted from the Rehabilitation of )ffenders +ct 789, and can therefore be as#ed todisclose 4spent5 convictions that they would otherwise not have to declare.

+pplicants for such positions will also be as#ed if they are 4bound over5, have received apolice caution, warning or reprimand and whether they have been charged with a criminaloffence that is not yet disposed of.

*rior to ma#ing such an appointment, we UN$&"R!$'( )!*$'+ -$RM$N+M N!/)UN+'$)N 'RU!' also need to establish if applicants for such positions have ever beendisualified from the practice of a profession or reuired to practice it sub%ect to specifiedlimitations and whether they are currently the sub%ect of any investigation or proceedings byany body having regulatory functions in relation to health?social care professions, includingsuch a regulatory body in another country. 'his is also reflected in the declaration.

3here such a position involved regular care, training, supervision or sole charge or personsaged under @ or vulnerable adults :as defined by 'he *olice +ct 778 :"nhanced Ariminal

Updated May 2006
mailto:[email protected]:[email protected]


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Record Aertificate= :*rotection of &ulnerable +dults= Regulations 200B=, applicants will also beas#ed whether they are currently the sub%ect of any police investigation in the U1 or any othercountry of which they are aware.

3here the position is a 4regulated position5 under the terms of the *rotection of Ahildren +ct777 :as amended by the Ariminal Custice and Aourt !ervices +ct 2000=, chec#s will be

carried out in accordance with the *rotection of Ahildren +ct 777. +nyone whose name is onthe list is legally barred from wor#ing with children. $t is an offence for such a person to#nowingly apply for, offer to do, accept or to do such wor#. + chec# will also be made againstpolice records in accordance with best practice procedures. /rom March 2002, thesechec#s will be carried out by the Ariminal Records -ureau :AR-=.

$f a disclosure is to be sought from the Ariminal Records -ureau, prospective applicants willbe informed at the outset. 3e UN$&"R!$'( )!*$'+ -$RM$N+M N! /)UN+'$)N'RU!' have a separate more detailed A)" )/ *R+A'$A" that meets the standardsspecified by the Ariminal Records -ureau relating to the fair use of criminal record informationand the appointment of persons having a criminal record. + copy of UN$&"R!$'( )!*$'+-$RM$N+M N! /)UN+'$)N 'RU!'Ds Aode can be obtained from the RecruitmentAentre.

+pplicants are encouraged to declare criminal conviction information and any other matterthat are, or that might be, relevant to the position for which they are applying at an early statein the appointment process.

$n cases where criminal record information is deemed necessary to assess a personDssuitability for the position, all applicants are also e>pected to inform UN$&"R!$'( )!*$'+-$RM$N+M N! /)UN+'$)N 'RU!' if, before ta#ing up any position offered to them,they are charged with a criminal offence in the U1 or another country.

3e UN$&"R!$'( )!*$'+ -$RM$N+M N! /)UN+'$)N 'RU!' are an eualopportunities employer, and all applications will be decided fairly and on merit. $nformationsupplied will be treated in confidence and will not be used as the sole criteria to decide an

applicantDs fitness for the position.

Unless an appointment is prohibited by law, a criminal conviction will not automatically debarthe applicant. +pplicants will be given an opportunity to discuss any information suppliedbefore a final decision is ta#en regarding their appointment.

owever, an applicant may not be selected if the selection panel considers that theinformation declared renders that person unsuitable for the position for which they haveapplied. $n reaching such a decision we UN$&"R!$'( )!*$'+ -$RM$N+M N!/)UN+'$)N 'RU!' will consider the nature of the record?action, its relevance to theposition applied for, and any other information the applicant wishes to provide.

'he information declared will be treated in compliance with the ata *rotection +ct 77@.

/OT)% Failure by the applicant to pro=ide accurate and truth;ul in;ormation is considered to be aserious matter+

:here it is ;ound that a person has intentionally or recklessly pro=ided inaccurate in;ormation or>ithheld in;ormation rele=ant to their position, this may dis?uali;y them ;rom appointment+ 0tmay also result in dismissal or disciplinary action and re;erral to the appropriate pro;essionalregulatory body+

Updated May 2006


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Recruitment -anager% -ark Hollis Recruitment Centre

st/loor, C -loc#

!elly )a# ospital,

Raddlebarn Road, !elly )a#

-irmingham, -27 6C

irect ine; 02 628 220

/a>; 02 628 22

"mail; recruitment.centreEuhb.nhs.co.u#

#4T4 3ROT)CT0O/ 4CT 1!!@

Under the reuirements of the ata *rotection +ct, University ospital -irmingham

N! /oundation 'rust is obliged to inform all applicants of the purposes for which the

information given on the attached application form will be used. 'he main purpose of

the information being obtained is to assess your suitability for employment. /or

those involved in direct patient care this will involve a criminal records chec#.

'he referees you have given in the application form will be as#ed to provide a

reference at the appropriate time.

eneral information relating to progress of your application may also be passed to

the epartment of "mployment?"ducation and Cob Aentre if you were informed of the

vacancy via these organisations. 'he ome )ffice will also be passed information if

a wor# permit is necessary to proceed with the application.

$f successful, the information given on your application form will only be used in

connection with this employment and will not be used for any other purpose or

passed to another organisation unless your written consent has been obtained in the

first instance.

-y signing the application form you are giving your consent to proceed with the

application and that any information given be used as stated above.

Updated May 2006


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./0)RS0T2 HOS30T4$ B0R-0/5H4- /HS FO./#4T0O/ TR.ST

5.0#4/C) /OT)S 8 433$0C4T0O/ FOR-

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University ospital -irmingham N! /oundation 'rust employs nearly 6,F00 people in a numberof departments which provide a vast range of healthcare services to the local population.

'he 'rust has an "ual )pportunities in "mployment *olicy. 'his means that we welcome yourapplication irrespective of your gender, race, disability, colour, ethnic or national origin, nationality,marital status, responsibility for dependants, religion, trade union activity and age. 'he disability

GG symbol is a recognition given by Cob Aentre *lus to employers who have agreed to meet fivecommitments regarding the recruitment, employment, retention and career development ofdisabled people. )ur commitment is to interview all applicants with a disability who meet theminimum criteria for the %ob vacancy and consider them on their ability. $f we #now you have adisability then we will ma#e any reasonable adaptations reuired for you to attend interview,testing and subseuent employment. )ne of the 'rustDs main aims is that all levels of itsDwor#force should reflect the AityDs population and that everyone see#ing %obs and promotion withinthe 'rust has an eual chance. !ome of the ways in which we do this are by;

+dvertising %obs widely to enable all sections of the community access to our %obs< Ma#ing sure that we only as# for particular ualifications or e>perience if they are

essential.

'he "ual )pportunities in "mployment *olicy is here to ensure that both present and futureemployees are treated fairly. $f you become and employee, you in turn will be obliged to follow thispolicy.

2O.R 433$0C4T0O/Aompleting the application form is the first step on the recruitment process which may lead to aninterview and the possible offer of a %ob. $t is therefore most important that you complete 4$$sections of the application form which are relevant to you as clearly and fully as possible.

5)/)R4$ 0/FOR-4T0O/3or# *ermit3lease note that success;ul applicants appointed to =acancies >ill be re?uired to pay ;orthe lea=e to remain+ 'he wor# permit will be paid for by the 'rust.

""+ National""+ stands for "uropean "conomic +rea National formerly #nown as the ""A.

!ic#ness +bsence(ou must tell us how much time off you have had due to illness and the freuency in the last twoyears. o not count periods of maternity leave.

3ROF)SS0O/4$ R)50STR4T0O/ #)T40$S(ou need to ensure that your MA number and e>piry date are detailed. 'hese details will bechec#ed with the MA at the time of an offer of employment being made.

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R)F)R)/C)SReferences are normally ta#en up at the time of ma#ing an offer of employment. *lease give

the names of the people who have agreed to supply references. /or all positions you mustprovide B references. $f you are, or have been employed, these should be your two mostrecent employers. 'hese may include your line manager or someone in a position ofresponsibility who can comment on your wor# e>perience, competence, personal ualitiesand suitability for the post. $f you are a student please provide contact details of a teacher atyour school, college or university. *lease note that personal references such as friends andrelatives are not acceptable. /or all posts written references obtained must cover thepreceding B years of employment.

*lease ensure all details are completed on your application.

#0SC$OS.R) 0/FOR-4T0O/

-ecause of the nature of the wor# concerned, this post is e>empt from the provisions of section 9:2= of the Rehabilitation of )ffenders +ct 789. (ou are therefore not entitled to withholdinformation about convictions :including police cautions and bindovers= which for other purposesare 4spent5 under the provisions of the +ct. aving a conviction does not automatically bar youfrom applying for and gaining a post. (ou must complete this section of the form truthfully. (oumay prefer to send a covering letter confidentially to the Recruitment epartment who will passthis on to the recruiting manager for consideration.

$f the post you have applied for involves wor#ing in a patient area or with children you will bereuired to undergo a isclosure Ahec# through the Ariminal Records -ureau.

(ou are also reuired to inform us if you are sub%ect to an +lert etter along with the necessarydetails.

)A.4$ O33ORT./0T0)S -O/0TOR0/5isability!ee page 2 of online application. +ll applicants are reuested to complete this section. $f you dohave a disability :which includes dysle>ia= please ensure that you let us #now :refer to$ntroduction=. (ou are as#ed to complete this section to enable us to monitor the effectiveness ofour "ual )pportunities in "mployment *olicy. Under the disability two tic# symbol we are obligedto notify the recruiting manager of applicants who are disabled to ensure that appropriateadaptations can be made to support their application. +ll other information gathered is not seen bythose involved in shortHlisting or interviewing and is only used to measure how we are progressing.

/or further information about the 'rust please visit our website on www.uhb.nhs.u#

5OO# $.C9 0/ 2O.R 433$0C4T0O/

Updated May 2006
http://www.uhb.nhs.uk/http://www.uhb.nhs.uk/

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