REHABILITATION OF EX-OFFENDERS Form

1. All staff and applicants for jobs will be treated fairly. We will not discriminate against staff or applicants who disclose information about any criminal convictions or other information held on police records.
2. We have a duty of care to the people we support. As a result, applicants and staff who will be working with the people we support, are required to tell us about any criminal convictions.
3. Information provided about criminal convictions will be treated sensitively. We guarantee that the information given will only be seen by those who need to see it.
4. We encourage applicants to give details of criminal convictions at the stage they are asked to attend an interview. For privacy and confidentiality we request this information is handed to the recruiting manager at interview. 
5. Details of any criminal convictions/records will only be discussed after an applicant’s qualifications; skills and experience have been considered at interview.
6. Applicants and staff who work, or apply for work, which involves access to vulnerable adults will be asked about their criminal record. This includes unspent convictions, cautions, reprimands and warnings.  Applicants and staff who work, or apply for work, which involves close and unsupervised access to vulnerable adults, will also be asked about any additional police records, i.e. police enquiries and pending prosecutions.
7. The majority of our roles at Mindset require the incumbent to complete a satisfactory Disclosure and Barring Service (DBS) check. Where this check is necessary, we will check information given with the records held by the Disclosure and Barring Service (DBS) who have their own Code of Practice about record checks (a copy is available on their website at DBS Code of Practice).
8. If an applicant or employee has a criminal record, we will first assess its relevance. This will include: the seriousness of the offence and its relevance to the safety of other employees, customers, clients and property; the length of time since the offence occurred and whether it was a one-off; any relevant information offered by the applicant/employee.
9. We ensure that all staff who are involved in making recruitment and selection decisions have been suitably trained to identify and assess the relevance and circumstances of offences and police records. We also ensure that they have received appropriate guidance and training in relevant legislation relating to the employment of ex-offenders.
10. Any failure to disclose all convictions will be discussed before withdrawing a conditional offer of employment. In the event of employment, failure to disclose a conviction(s), could result in dismissal in accordance with Mindset’s Procedures.
11. Once employed, staff are required to notify their Area Business Manager/Head of Department immediately if they are faced with any criminal investigation, charges or prosecutions. Similarly, they must notify them if they receive a Police Caution or other warning. This is applicable whether this relates to their actions in or outside of work and includes any driving convictions (including speeding offences).
12. Similarly, staff are required to notify their Area Business Manager or Head of Department/Director immediately if during employment or volunteering with any other organisation they are advised that consideration is being given to their name being referred to the Disclosure and Barring Service Barred list.