Disclosure Services

Xperience Recruitment Ltd is an umbrella body of the Criminal Records Bureau and are authorised by them to process Criminal Records Checks, anyone wishing to do a CRB check has to go through an umbrella company such as ours.

The process is very simple, ring us on 0845 0450 554 and order a form, we send it to you, you fill it in and send back then you receive the CRB certificate, it can't be any easier.

Disclosure

The term that is used to describe the service provided by the CRB and the document issued to the applicant and Registered Body when a CRB check has been completed.

What information is available through the Disclosure service?

The CRB's Disclosure service provides access to a range of different types of information, such as, information:

held on the Police National Computer (PNC), such as, convictions, cautions, reprimands and warnings in England, Wales and those recorded from Scotland. There is also some Northern Ireland conviction data held on PNC
held by local police forces relating to relevant non-conviction information
from the Government's Protection of Children Act List (PoCA)
from the Government's Protection of Vulnerable Adults List (POVA)
held by the Department for Children, Schools and Families (DCSF) under Section 142 of the Education Act 2002 (formerly known as List 99)

Levels of Disclosure

To provide this service, the CRB offers two levels of Disclosure, each representing a different level of check. The two levels of Disclosure are Standard and Enhanced.

These Disclosures cannot be obtained by members of the public and are only available to organisations for those professions, offices, employments, work and occupations listed in the Exceptions Order to the Rehabilitation of Offenders Act 1974.

Standard Disclosure

Standard Disclosures are primarily for posts that involve working with children or vulnerable adults. Standard Disclosures may also be issued for people entering certain professions, such as members of the legal and accountancy professions.

Standard Disclosures contain the following;

details of all convictions, cautions, reprimands and warnings held on the Police National Computer (PNC);

and if the position involves working with children or vulnerable adults and the relevant boxes have been marked on the application form to indicate this:

information from the Protection of Children Act List (PoCA);
Information from the Protection of Vulnerable Adults List (POVA); and
Information held by the DCSF under Section 142 of the Education Act 2002 of those considered unsuitable for banned from working with children.

Enhanced Disclosure

Enhanced Disclosures are for posts involving a far greater degree of contact with children or vulnerable adults. In general, the type of work will involve regularly caring for, supervising, training or being in sole charge of such people. Examples include a Teacher, Scout or Guide leader. Enhanced Disclosures are also issued for certain statutory purposes such as gaming and lottery licences.

Enhanced Disclosures contain the same information as Standard Disclosures but with the addition of local police force information considered relevant by Chief Police Officer(s).

Why might I be asked to apply for a Disclosure?

You might have been asked to apply for a Standard or an Enhanced Disclosure if you will be working:

with children or vulnerable adults;
in an establishment that is wholly or mainly for children;
in healthcare; or
have applied to be a foster carer, adoptive parent or childminder.

A Disclosure may also be required for a range of other types of job or licences. To find out more please contact the CRB information line or alternatively visit our website.

Can I refuse to apply for a Disclosure?

Yes. However, there are some posts for which a Disclosure is required by law. If you refuse to apply for a Disclosure in this instance, the organisation would be within their rights not to take your job or licence application any further.

If you are currently working and your employer asks you to apply for a Disclosure, you may be able to refuse if your contract of employment does not refer to a criminal record check.

I already have a Disclosure, can I use it again?

If you are asked to apply for a Disclosure and you already have one for a previous role; ask if the organisation is willing to accept it. When making this decision the organisation will take into account the length of time that has elapsed since that Disclosure was issued; the level of Disclosure; the nature of the position for which the Disclosure was issued; and the nature of the position for which you are now applying. Ultimately, it will be the organisation’s decision whether to accept it or not.

What if I have lived overseas?

If you have lived overseas for a substantial period of time, it may not be worth applying for a Disclosure, as the CRB does not generally have access to overseas criminal records. However, some organisations have a legal responsibility to check if a person is banned from working with children or vulnerable adults and can only do this through the Disclosure service. We can also advise on how to obtain equivalent information from the overseas authorities, where available. You may wish to discuss this with your prospective employer.

How will I know which level of Disclosure is required?

The organisation that has asked you to apply will decide the appropriate level of Disclosure for the position.

CRB agents are unable to offer you any guidelines on this.

Who will receive my Disclosure?

When the application is processed, the CRB sends out a copy of the Disclosure, containing any information revealed during its searches, to you and the person who countersigned your form.

How do I know that the information contained on my Disclosure will remain confidential?

Organisations using the Disclosure service must comply with the CRB Code of Practice, which is there to make sure the whole process works fairly and that any information revealed is treated fairly and securely. Also, the CRB is committed to compliance with the Data Protection Act. This means that any personal information that you submit to us will be protected.
Under the provisions of the Code, sensitive personal information must be handled and stored appropriately and must be kept for only as long as it is necessary. The Code is published on the CRB website, or you can request a copy from the person who asked you to apply for the Disclosure.

What if I have a criminal record that may not be relevant to the position for which I am applying?

Safeguards and guidelines have been introduced to ensure that conviction information is not misused and that ex-offenders are not treated unfairly. Ex-offenders will retain the protection afforded by the Rehabilitation of Offenders Act 1974. In addition, the CRB and the Chartered Institute of Personnel and Development (CIPD) have developed guidance information for employers on this matter.

What if things go wrong?

The CRB has established a comprehensive complaints process and as part of our commitment to provide a high standard of customer service we will always:

act fairly and impartially
communicate effectively
deal promptly with all enquiries
endeavour to learn from our mistakes

For how long will Disclosures be valid?

Each Disclosure will show the date on which it was printed. Disclosures do not carry a pre-determined period of validity because a conviction or other matter could be recorded against the subject of the Disclosure at any time after it is issued.

Further Information

If you would like more information about CRB or its Disclosure service why not visit our website http://www.crb.gov.uk/

Contact Us Today!

Tel : 0845 04 50 554 Fax : 02476 315 430
Email: info@xperiencerecruit.com

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