Safeguarding
If your application is successful and you have accepted a role, you will need to comply with our safer recruitment checks. These include at a minimum:
If your application is successful and you have accepted a role, you will need to comply with our safer recruitment checks. These include at a minimum:
Dated within the last 12 months. If you do not already have a DBS and are not on the update service our people team will apply for one on your behalf. This is subject to receiving all the required documentation as outlined by the government’s DBS ID Checking guidelines.
Under the Rehabilitation of Offenders Act 1974, If you have been convicted of a criminal offence at any time, this offence may now be 'spent' and treated as if it has never occurred.
These must still be declared, no matter how much time has elapsed since the criminal conviction. In order to check that you must declare 'spent' convictions you can seek advice from a solicitor, Citizens Advice Bureau, or Probation Officer, or by contacting the people team at the college via JOBS@sheffcol.ac.uk.
All 'non-spent' or current convictions must be declared. Failure to declare a 'spent' conviction in these circumstances would be considered deception and the College would be entitled to terminate your employment if you were appointed.
These are requested from two previous employers, including your most recent one, and will ask them to confirm that they believe you would be appropriate for a role working around young people.
Identity checks and proof of right to work
You will also need to come into the college in person with your documents so the people team can meet you face-to-face and verify your identity.
We will support you throughout this process and if you have any queries about your eligibility to work with us please get in touch at JOBS@sheffcol.ac.uk and we’ll be more than happy to answer any questions you may have.
As part of our pre-employment checks, we will undertake an internet search - Will will assess things like social media presence, and general internet searches to highlight any candidates who may be unsuitable for work with young people.
Driving licence checks - as part of the onboarding process we will also complete a driving licence check and ask you to sign a disclaimer to state whether you have the right level of insurance to be able to drive for work purposes. As in driving from one site to another or visiting one of our partner organisations.
