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Scripture Union Policy on Employing Persons with a Criminal Record

1 History and Working Practice
Due to the nature of the work of Scripture Union with children and young people it has been necessary to register with the CRB and at the same time to review policy on the employment of people with a criminal record. Relevant level Disclosures will be obtained for volunteers and members of staff who work with children and young people.

2 Scope
This policy applies to all staff and volunteers of the movement.

3 Context
The Police Act 1997, the Rehabilitation of Offenders Act 1974 and the ROA (Exceptions) Order 1975 will apply.

It is estimated that one fifth of the working population has a criminal record and that gaining employment is an essential part of successful individual rehabilitation.

Failure to secure paid long term employment is a main reason for re-offending.

The importance of policy in connection with the employment of people with a criminal record is being recognised as good practice in the area of equal opportunities and diversity in the work place.

Research indicates that the vast majority of employers rate having a criminal record as the major reason for not employing a job applicant which places a person with a criminal record in a dilemma as to whether he/she reveals the conviction or not. [The loser will always be the person with a criminal record.]

It is unlikely that any policy can cover all of the circumstances which may arise, but the movement believes that this policy will ensure fairness to all members and prospective members of staff.

4 Definitions
A Criminal Record - arises from a conviction and may or may not include a custodial sentence.

Cautions - are based on the seriousness of offences and are warnings about future conduct. Cautions are given by a senior police officer, usually at a police station, after a person has admitted an offence and Cautions may be used as an alternative for offences which otherwise might attract a custodial sentence.

Reprimands and Warnings - as for cautions, but issued to those who are under the age of 18.

Final Warnings - this scheme is currently being piloted by the police and further information will be provided when it becomes available.

[Cautions, reprimands and warnings do not generally relate to serious offences nor to an offence where a finding of guilt has been made. A person with a criminal record does have to declare a Caution, but otherwise Cautions do not have to be declared.]

Children - for the purposes of the work of the Criminal Records Bureau, children are those who have not yet reached the age of 18.
Lead Countersignatory - is the registered person nominated by the movement to undertake the initial registration of Scripture Union with the CRB and for ensuring compliance with CRB requirements in the future.

Countersignatories - are registered persons nominated by the movement to check, sign and receive all information relating to Disclosure applications. 

5 Disclosures
Basic Disclosure - can be applied for by any individual and may be shown to an employer or other interested party. A Basic Disclosure will show any convictions held at national level which are not spent under the Rehabilitation of Offenders Act.

Standard Disclosure - is available for those in positions which are exemptions to the Rehabilitation of Offenders Act and includes regular involvement with children, young people, the elderly, sick or those with disabilities [a full list is available on request from Personnel]. A Standard Disclosure will include details of convictions, including spent convictions and nationally held Cautions.

Enhanced Disclosure - is available for those in positions involving regular care for, training, supervising or being in sole charge of children, young people, the elderly, sick or those with disabilities. An Enhanced Disclosure will contain the same information as a Standard Disclosure plus any relevant information provided by the Chief Constable in the area when the person lives.

An application for a Standard and an Enhanced Disclosure must be signed by a registered person.

A relevant Disclosure will be obtained for all members of staff and volunteers who will be working with children and young people either as a member of the paid staff or as a volunteer.

Applicants for positions requiring Disclosures will need to follow all selection procedures. A Disclosure will be obtained once the offer of work has been made. It will be the final procedure in place to ensure that appropriate people are appointed to a particular role.

6 Cost of Disclosures
The current cost for an Enhanced Disclosure is £34.00 for those who require the Disclosure for paid employment and is free for those who require the Disclosure for voluntary work. Where it is necessary to pay for the Disclosure, the cost will be met by the movement.

7 Criminal Convictions
Offer of work will be based primarily on the person's ability to undertake the work as stated in the job or role description.
The nature of any criminal conviction will be considered as to its relevance to the work in question and will not of itself be a reason for non-employment.

Risks to the movement and to those whom the movement is serving will be identified and assessed.

The assessment will be carried out by the Appointing Manager and the Lead Countersignatory with assistance from the members of the interview panel and the Countersignatories (see the policy on Recruitment and Selection of Staff in the Staff Development Handbook).

At no time will a risk be knowingly imposed on any of those whom the movement is serving, or on the staff or volunteers of the movement.

An examination of the circumstances and events leading to an offence will be considered as will repeat offences and the time since an offence took place.

8 Requirements
Information contained in a Disclosure or obtained from an individual about a criminal record will be treated in strict confidence and on a need-to-know basis in accordance with The Criminal Records Bureau code of practice and the Data Protection Act. Disclosures will be filed in a secure cabinet, retained for no longer than six months from the date they were received, and disposed of securely.

Information on spent convictions will be asked only of those who are applying for work which allows exempted questions under the Rehabilitation of Offenders Act.

Applicants who wish to submit confidential information concerning any criminal convictions will be encouraged to do so separately from the application form etc. and will send it to the Personnel Advisor, by name.

Any member of staff who is uncertain of the contents of this policy should seek clarification through line management or through the Personnel Advisor.

9 Key Points
More than five million people in the United Kingdom have convictions for crimes that could have involved imprisonment.

Less than 10% of convictions are for violence to the person.

One third of the male population under the age of 30 have criminal records.

It is estimated that at least 20% of the working population has a criminal record.

82% of all offenders are male.

The proportion of offenders convicted only once is higher for females than for males.

70% of female offenders are first convicted for theft and handling stolen goods.

The most common female offence is theft from shops, 4% of the female population are convicted of the offence, at least once, before the age of 40.

50% of offenders are under the age of 21.

55% of the prison population have qualifications.

Home Office statistics show that if a person with a criminal record finds settled employment, or receives training with secured employment at the end, the chances of re-offending are cut by two thirds.

Current estimates suggest that it is at least eight times harder for a person with a criminal record to obtain employment than somebody without.

Custodial sentences of over two-and-a half years are never considered spent.

Only 0.4% of the population have a conviction by the age of 35 that will never be spent.