Personnel security (screening) provides assurance regarding the trustworthiness, identity, integrity and reliability of employees, visitors, contractors and temporary staff.
Personnel Services publish advice, guidance and regulations on pre-employment screening processes and procedures, which can be found here.
In addition, Security Services can provide a range of screening solutions for University departments, colleges and other University-related organisations, including:
Disclosure and Barring Service (DBS) – Enhanced Level Checks
The DBS helps employers make safer recruitment decisions and prevent unsuitable people from working with vulnerable groups. DBS checks should be carried out for certain posts that involve regulated activity with children under the age of 18 or with adults who are in vulnerable situations.
Further details on these requirements are available on the Personnel site.
Our team offers advice and guidance on which types of post need a DBS checks, as well as the application process.
DBS – Basic Level Checks
We can advise on screening for University posts when confirmation of identity and criminal record is required, but an enhanced level DBS check is not applicable.
Basic UK criminal record checks would disclose information relating to any unspent criminal convictions recorded on central records.
University Higher Level Checks
Working with our external contractor, Horus, we provides a bespoke enhanced screening service to meet the needs of departments and colleges. In certain posts this enhanced level is mandatory; details of these posts are available from the Personnel team.
Overseas Criminal Records Checks
The University is a cosmopolitan workplace, attracting staff from all over the world. Our team offers an overseas criminal record checking service for overseas applicants, who are unlikely to appear on the UK criminal records database. This is often easier to do before the applicant arrives in the UK so please contact us for early advice.
Departmental Screening Policy
Any personnel screening system can only provide a snapshot in time; a holistic approach is needed on the whole issue of personnel security. Screening should be fair, transparent, proportionate and in line with University guidance on pre-employment screening and Data Protection principles. Departments may wish to provide local guidance on who is responsible for the different parts of the process, how these will be authorised and who is ultimately responsible for staff appointments. We can advise on producing a departmental screening policy and establishing effective security controls.
For further information, please contact us on +44(0)1865 282788 or email email@example.com.