Pre-employment checks

We carry out comprehensive pre-employment checks to establish an individual’s identity and eligibility to work.

Disclosure and Barring Service (DBS) checks

We are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment. As all posts at the Trust are deemed to have direct contact with a person who is receiving a health service, they are exempt from the provision of section (42) of the Rehabilitation of Offenders Act 1974 (Exemptions) Orders 1975.

As a result all convictions, cautions and bindovers, including any pending convictions an applicant may have, and any convictions that would otherwise be regarded as ‘spent’ under the above act, must be disclosed.

If you are employed in a position that is deemed a regulated childcare role, you will not be able to start your employment with us until we have received a satisfactory DBS clearance (formerly CRB clearance).

Health and references

It is Trust policy that we do not allow any applicant to commence in post prior to the receipt of a satisfactory Occupational Health medical clearance.

Two satisfactory references are also required before a candidate can be offered a role within the Trust.

Qualification checks

If the achievement of certain qualifications is stated as essential or desirable criteria in the person specification for a post, then successful candidates will be required to provide evidence of the required qualifications.

If it is a condition of employment that the role requires a candidate to be appropriately professionally registered, then it is essential that proof of this registration is provided.

Immigration status

We have a legal obligation to confirm that all individuals who commence employment with us are eligible to work in the United Kingdom. This check must be carried out on every new employee, regardless of their nationality.

If a position is unlikely to attract a Tier 2 certificate of sponsorship (formerly a work permit). Applications from candidates who require Tier 2 immigration status to work in the UK may not be considered if there are a sufficient number of other suitable candidates.

To apply for a Tier 2 certificate of sponsorship, employers need to demonstrate that they are unable to recruit a resident worker before recruiting an individual from overseas. For further information please visit Home Office website.