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Recruitment of Ex-Offenders

Dartford Borough Council recognises its social responsibility and position within the community and appreciates the role that continuity of employment can play in the rehabilitation of ex-offenders when matched to appropriate posts.  We aim to strike a fair balance between the rights of ex-offenders and the interests of the community i.e. protecting vulnerable members of society. 

A criminal record is not an automatic bar to employment with us.  We are committed to being an equal opportunities employer and this policy aims to ensure that ex-offenders receive fair treatment throughout their experience of recruitment and employment within our organisation.

As part of the recruitment process, all applicants must complete the declaration about convictions on the application form or conduct form and attach details separately where required. This information will be treated as confidential and will only be seen by those who need to see it as part of the recruitment process.

 

A Disclosure and Barring Service (DBS) or Disclosure Scotland criminal records check will only be asked for, where the check is both proportionate and relevant to the position being applied for. 

We comply fully with codes of practice issued by the DBS and Disclosure Scotland.

Any details provided by an applicant of a criminal record such as recent charges will be fully considered in terms of relevance to the position applied for, and a risk assessment will take into account:

    • the seriousness of the offences revealed
    • whether the applicant’s circumstances have changed since the offences took place
    • whether the individual has a pattern of offending behaviour, has carried out a number of offences and whether those offences are similar
    • the length of time since the offence took place
    • the relevance of the offences to the nature of the job applied for, workplace environment, exposure to money, property and vulnerable people/children
    • the sentence(s) given by the Court to the offender
    • the extent of job supervision
    • official Guidance e.g. Home Office, Department of Health, Department of Education & Skills.

 At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the job. Failure to reveal information that is relevant to the position sought could lead to withdrawal of an offer of employment.

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.