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Introduction The Metropolitan Community Church of Manchester is a registered umbrella body with the Criminal Records Bureau. This means that we can process applications for a criminal records check on behalf of other organisations. An organisation may want to check the criminal backgrounds of its staff and volunteers for a number of reasons: the most common being to protect children and vulnerable adults from harm. Before we can progress any further with your request, it is a CRB Good Practice requirement that you adopt the following policies: one deals with the Retention and Use of Criminal Background Disclosures and the other concerns the Recruitment of Those with Criminal Convictions. Sample texts are at the bottom of this page. It is important that you read and adopt them for your own organisation. Once you have confirmed to us that you have done this we can proceed with the application process. Enhanced v Standard Disclosures There are two types of checks available. The Standard Disclosure These are primarily for positions that involve working with children or regular contact with vulnerable adults. Standard Disclosures contain details of all convictions on record (including spent convictions), plus details of any cautions, reprimands or warnings. For positions involving working with children, the Standard Disclosure will also give any information contained on government department lists of people considered unsuitable to work with children. These lists are held by the DfES and DoH. The Enhanced Disclosure These are for those regularly caring for, training, supervising or being in sole charge of children or vulnerable adults. All Enhanced Disclosures involve an extra level of checking with local police force records in addition to checks with the Police National Computer (PNC) and the government department lists held by the DfES and DoH, where appropriate. Local police information can be contained on both copies of the Disclosure. It is up to the Chief Constable of the relevant police force(s) to decide what, if any, information is disclosed. Chief Constables can decide that some information may be relevant to the position but do not wish the prospective employee to see the information. This information will be sent separately to the person who countersigned the application only. How Much Does the Disclosure Cost? If the applicant is applying for a disclosure to cover Voluntary work, the disclosure itself costs nothing but the Metropolitan Community Church charges £15 to cover the administration involved. If the disclosure is for a paid position a standard disclosure costs £29 whilst an enhanced costs £36. In both cases an additional £15 is payable to the Metropolitan Community Church for this service. How Do I Get A Disclosure? First, your organisation needs to adopt the policies described above (there are sample texts below), and sign and return to us the Service Level agreement. Then please contact our pastor about how many checks you need doing, and for what purpose you need the checks. He will send you the relevant forms to fill in and then make a time for the identity of the applicants to be checked. Please note we are unable to process an application for a self employed person or sole trader as the purpose of a CRB check is to help an employer to work out if a person is a risk or not. You can't make that decision for yourself. What Happens Next? The CRB will send out two background checks. One will be sent to the applicant and the other will be sent to us. We will send that check to the organsiation for them to make their recruitment or retention decision. This check is then destroyed by the organisation after the decision has been made. To do otherwise is a criminal offence. How Do I contact the Metropolitan Community Church of Manchester? Use any method on our Contacts page, or make an appointment to see us at: Wilbraham Saint Ninian's United Reformed Church, Wilbraham Road/Egerton Road South, Chorlton, Manchester. M21 0XJ . (See How to Find Us for directions and a map.)
Sample Texts Metropolitan Community Church of Manchester 1: Background All individuals or organisations using MCC Manchester as an umbrella body to access Disclosures from the Criminal Records Bureau (CRB) must comply fully with the CRB Code of Practice. Amongst other things, this obliges them to have a written policy on the correct handling and safekeeping of Disclosure information. MCC Manchester will provide a sample policy to any such organisation that wishes to have checks done for them. 2: Policy Statement General Principles As an organisation using the Criminal Records Bureau (CRB) Disclosure service to help assess the suitability of applicants for positions of trust, the Metropolitan Community Church of Manchester complies fully with the CRB Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information. It also complies fully with its obligations under the Data Protection Act and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information and has a written policy on these matters, which is available to those who wish to see it on request. Storage & Access Disclosure information is never kept on an applicant's personnel file and is always kept separately and securely, in lockable, non-portable, storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties. Handling In accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties. We maintain a record of all those to whom Disclosures or Disclosure information has been revealed and we recognise that it is a criminal offence to pass this information to anyone who is not entitled to receive it. Usage Disclosure information is only used for the specific purpose for which it was requested and for which the applicant's full consent has been given. Retention Once a recruitment (or other relevant) decision has been made, we do not keep Disclosure information for any longer than is absolutely necessary. This is generally for a period of up to six months, to allow for the consideration and resolution of any disputes or complaints. If, in very exceptional circumstances, it is considered necessary to keep Disclosure information for longer than six-months, we will consult the CRB about this and will give full consideration to the Data Protection and Human Rights individual subject before doing so. Throughout this time, the usual conditions regarding safe storage and strictly controlled access will prevail. Disposal Once the retention period has elapsed, we will ensure that any Disclosure information is immediately suitably destroyed by secure means, i.e. by shredding, pulping or burning. While awaiting destruction, Disclosure information will not be kept in any insecure receptacle (e.g. waste bin or confidential waste sack). We will not keep any photocopy or other image of the Disclosure or any copy or representation of the contents of a Disclosure. However, notwithstanding the above, we may keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position for which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken. Acting as an Umbrella Body Before acting as an Umbrella Body (one which countersigns applications and receives Disclosure information on behalf of other employers or recruiting organisations), we will take all reasonable steps to ensure that they can comply fully with the CRB Code of Practice. We will also take all reasonable steps to satisfy ourselves that they will handle, use, store, retain and dispose of Disclosure information in full compliance with the CRB Code and in full accordance with this policy. We will also ensure that any body or individual, at whose request applications for Disclosure are countersigned, has such a written policy and, if necessary, will provide a model policy for that body or individual to use or adapt for this purpose.
Policy on the Employment of those with Criminal Convictions 1. Background All individuals or organisations using the Criminal Records Bureau (CRB) Disclosure service to help assess the suitability of applicants for positions of trust and who are recipients of Disclosure information must comply fully with the CRB Code of Practice. Amongst other things, this requires them to treat all applicants for positions who have a criminal record fairly and not to discriminate unfairly against the subject of a Disclosure on the basis of conviction or other information revealed. It also obliges them to have a written policy on the recruitment of such individuals, which can be given to all applicants for positions where a Disclosure is requested and to ensure that a body or individual at whose request applications are countersigned has such a written policy. Also, if necessary, to provide a model for that body or individual to use or adapt for this purpose. To assist individuals/organisations to meet this requirement the Metropolitan Community Church of Manchester has produced this sample policy statement, which can be used or adapted for this purpose. Adherence to this policy will ensure compliance with the CRB Code of Practice in this respect. If appropriate, this policy statement may, optionally, be included within a Company Equal Opportunities policy. 2: Policy Statement This statement, which is also MCC Manchester's, can be used as a model by any organisation or individual requiring Criminal Background checks. "As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants' suitability for positions of trust, The Metropolitan Community Church complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed. " The Metropolitan Community Church is committed to the fair treatment of its staff, potential staff, volunteers, potential volunteers or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background. " We have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process. " We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience. " A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position. " Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within the Metropolitan Community Church of Manchester and we guarantee that this information is only be seen by those who need to see it as part of the recruitment process. " Unless the nature of the position allows the Metropolitan Community Church of Manchester to ask questions about your entire criminal record we only ask about "unspent" convictions as defined in the Rehabilitation of Offenders Act 1974. " We ensure that all those in the Metropolitan Community Church of Manchester who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974. " 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 position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment. " We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request. " We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment. " 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 your offences." |
