Much has been said about the 'Whistleblower' programme on BBC1 last month. While the reporter was directed to the three settings because concerns had been raised, we do not know if these were the only ones she approached for employment. A great deal of emphasis was placed on the Criminal Records Bureau check, or lack of it, without considering the wider verification that a responsible setting would carry out.
A CRB check is a just a snapshot of what is known to the authorities at the time the check is done by the Bureau. It was never designed to be the only check a setting does before employing someone, although this appears to be how it is perceived by many in the sector. The CRB has a target that 90 per cent of all checks will be completed and returned within four weeks. Delays are most often caused by complicated applications, such as:
- Multiple addresses
- Multiple name changes
- Gaps in information provided by the applicant.
In the Sure Start publication Recruitment and Retention: a good practice guide for early years, childcare and playwork providers (www.surestart.gov.uk/_doc/0-17BF97.pdf) it states that 'according to the Chartered Institute for Personnel Development, eight out of ten people lie in some way about their qualifications or experience' and 'according to the NSPCC only one out of every ten people who pose a threat to children has a past conviction'. This illustrates why it is essential to carry out other checks before a member of staff starts at a setting.
These checks should include but are not limited to:
- rigorous full application form (this should include a full employment history with explanations for any gaps)
- identification
- establishing that a person arriving for interview is who they say are (settings should use the CRB guidance on checking identity www.crb.gov.uk/pdf/crb11 guidance.pdf)
- qualifications (with proof)
- references. Never accept references handed to you by the applicant, or those addressed 'to whom it may concern'. Use a pro-forma reference request to ensure that key questions are answered, and follow up any missing or ambiguous information. With a negative reference, any statements must be grounded in provable fact and not personal opinion.
List 99
A List 99 check is carried out as part of the CRB process. It is a check of people who are barred from working with children. It does not provide any other criminal history. If a CRB has not been returned by the time you require candidate to commence employment, the List 99 check can be done separately within 24 hours.
It is good practice to keep a single summary of all of your staff record and vetting checks and when they were done. If you have not been able to verify key details, postpone the employee's start date until you have.
Further information:
Independent Safeguarding Authority (ISA) Scheme Update March 2008, Independent Safeguarding Authority (www.isa-gov.org.uk/Default.aspx?page=353). The ISA has just revealed that its new scheme will not be implemented until October 2009 - some 12 months later than originally planned.
