Background Checks
Blaby District Council is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all employees and volunteers to share this commitment.
Disclosure and Barring Service DBS
Some jobs at Blaby District Council may require a Disclosure and Barring Service (DBS) check for the successful employee. If the post requires a DBS check it will be clearly stated in the job advertisement.
Please also note that legally we are unable to make an offer of employment to the successful candidate/s until the DBS check has been undertaken.
A Disclosure is a document containing information held by the police and government. Disclosures are provided by the DBS, an executive agency of the Home Office.
The disclosure service offers organisations a means to check the background of job applicants to ensure that they do not have a history that would make them unsuitable for vacant posts.
A Children and Vulnerable Adults Safeguarding Policy and Procedure is in operation at the Council.
Posts involving work with children and vulnerable adults are designed under the Safeguarding of Vulnerable Groups Act 2006 as a ‘designated activity’ and will require you to have a DBS check at an enhanced level. A DBS Disclosure application will only be processed for the applicant who is offered the position.
If the post you are applying for is subject to a DBS check you must provide details of all convictions including cautions, reprimands, warnings, investigations or pending prosecution irrespective of whether they are spent or unspent under the Rehabilitation of Offenders Act 1974.
Should you wish to declare anything please provide details of offences, penalties, date and country in which they occurred in an email to the HR mailbox (human.resources@blaby.gov.uk)
For posts that do not require a DBS check, you must provide details of any unspent convictions including cautions, reprimands, warnings, investigations or pending prosecutions.
The criminal record information you are required to provide is not used for short-listing purposes. However, if you are short-listed for interview, your criminal record information will be discussed with you if the interview panel feels it is relevant to the job for which you are applying.
The suitability of all prospective employees will be assessed during the recruitment process in line with this commitment.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of the offences.
Criminal record information is dealt with by the Disclosure and Barring Service Code of Practice. The DBS Code of Practice can be made available to applicants on request.