Disclosure and PVG Checks

Disclosure and PVG Checks

Did you know that an employer, volunteer co-ordinator, volunteer manager, or volunteer may request a DBS check (also referred to as a disclosure check), or PVG check (Scotland), Criminal Records Checks (USA / Australia), European Criminal Record Check (EU) as part of their recruitment process? In the UK these checks are processed by the Disclosure and Barring Service (DBS) in England, Wales and Disclosure Scotland in Scotland. It's crucial for volunteers and staff to be aware of the specific requirements and processes for background checks in their respective countries and regions, as they can vary significantly. Online resources provided by government agencies or legal authorities are usually the best places to find accurate and up-to-date information on this matter.

The types of check are as follows:

• A basic check, which shows unspent convictions and conditional cautions

• A standard check, which shows spent and unspent convictions, cautions, reprimands and final warnings

• A enhanced check, which shows the same as a standard check plus any information held by local police that’s considered relevant to the role. An enhanced check with a check of the barred lists, which shows the same as an enhanced check plus whether the applicant is on the adults’ barred list, children’s barred list or both

Applicants (job candidates) can’t do a standard or enhanced check on themselves - you will need to get an application form from the employer who asked you for a disclosure check. You can request a basic check for yourself. The type of work you are doing, or will be doing, will determine the level of check that you need.

Ensuring that individuals undergo appropriate background checks is crucial for several reasons:

• Safety and Security: Background checks help organisations mitigate potential risks by identifying individuals with criminal histories or behaviours that could pose a threat to others. This is particularly important in roles where staff, or volunteers have access to vulnerable people such as children, the elderly, or individuals with learning difficulties, or disabilities.

• Protecting Trust and Reputation: By conducting thorough background checks, organisations demonstrate their commitment to the safety and well-being of their clients, customers, and communities. Failing to screen individuals properly could lead to incidents that damage trust and tarnish the organisation's reputation.

• Legal Compliance: Many industries and professions are subject to legal regulations requiring background checks for certain roles. Failure to comply with these regulations can result in legal consequences, fines, or other penalties for the organisation.

• Preventing Fraud and Misrepresentation: Background checks help verify the accuracy of information provided by applicants, such as their employment history, qualifications, and professional licenses. This reduces the risk of hiring individuals who may have misrepresented themselves or engaged in fraudulent activities.

• Maintaining a Positive Work Environment: Employees and volunteers are more likely to feel safe and valued in an environment where thorough screening processes are in place. Knowing that their colleagues have undergone background checks can contribute to a sense of trust and security among team members.

• Reducing Liability: By taking reasonable steps to screen individuals before hiring or allowing them to volunteer, organisations can potentially reduce their liability in the event of incidents or misconduct involving employees or volunteers.

• Overall, conducting background checks is an essential part of risk management and due diligence for organisations across various sectors. By identifying potential red flags early in the recruitment process, organisations can make more informed decisions and create safer environments for everyone involved.