The Disclosure and Barring Service launch people-focused five-year strategy

The Disclosure and Barring Service launch people-focused five-year strategy

The Disclosure and Barring Service (DBS) has launched its new five-year strategy detailing its ambitions for 2025, focusing on the key elements of Profile, People and Quality.

Under the subtitle of ‘making recruitment safer’, the DBS aim to ‘ensure that the organisation continues to thrive, provide services of the highest standards and make a real contribution to the national safeguarding arena.’

The DBS delivers Disclosure and Barring functions on behalf of government. This includes DBS checks for England, Wales, Jersey, Guernsey and the Isle of Man and Barring functions for England, Wales and Northern Ireland. The DBS was created in 2012 under the provisions of the Protection of Freedoms Act 2012 and they are a non-departmental public body (NDPB) accountable to Parliament through the Secretary of State for the Home Office.

A DBS check is a criminal record check that can be requested either by an employer or something that you can request yourself. Roles that involve healthcare or working with children will almost certainly require a DBS check prior to an applicant being accepted into the role.

The first strategic priority is quality, pledging to provide high quality, reliable, consistent and timely services for customers by implementing legislative change, developing their insight and intelligence capability and introducing a new barring portal.

Their ‘Profile’ element seeks to make the DBS become a respected and trusted organisation and to play an influential role in the environment in which they operate.

‘People’ focuses on the workforce at the DBS and how their contributions work towards achieving objectives. Elements of this include implementing a new ‘reward and recognition’ scheme, work to balance the pay policy and develop a new DBS academy which will focus on coordinating all learning and development activity.

Kerry Redmond, Head of Background Screening & Security Vetting at Morson, said

“It’s extremely positive to see forward planning and direction from the DBS in relation to criminal record checking processing and procedures. In line with core values of the Morson Group, I am pleased that the candidate journey and experience are at the forefront of release as they look to innovate and digitalise strategy.”

The delivery of the 2025 strategy will enable the DBS to develop as an organisation, improve the services they provide, and supporting the contribution they make within the safeguarding community.

What criminal record disclosure changes mean for recruitment

What criminal record disclosure changes mean for recruitment

The new Sentencing Whitepaper released by Justice Secretary Robert Buckland has introduced new rules on criminal record disclosure rules to employers.

Aimed at helping rehabilitate offenders, the announcement will have an effect on the jobs market in the UK with citizens who hold minor criminal records having more options opened to them.

The new rules involve a reduction in the requirement to routinely partake in criminal record disclosure for non-sensitive roles. Custodial sentences of up to a year will become spent after a further 12 months without reoffending, which is down from the four years currently in place.

Sentences between one and four years will no longer be required to be disclosed after a further four crime-free years. This is down from the seven years currently in place. Sentences in excess of four years will not automatically be disclosed once a seven-year period of rehab has been served. This is a significant shift from the current rules, where offenders must disclose this information to employer for the rest of their lives.

Kerry Redmond, Head of Background Screening and Security Vetting at Morson, commented on the criminal record disclosure changes and what it means for recruitment:

“The government has been sensible in its approach, which will see thousands of ex-offenders with lower-level convictions aiming to work in non-secure or sensitive environments no longer having to disclose their criminal history, should they meet the criteria set out.

The approach continues to protect our most vulnerable communities and sectors and re-enforces the importance of background screening across all areas, yet allows for the rehabilitation of ex-offenders programme to progress positively and means some of the largest scale recruitment programmes of our time should now have access to additional talent they previously may have been forced to reject based on more stringent vetting requirements.”

Other rule changes to be introduced in the whitepaper include ending the release of offenders sentenced to between four and seven years at the halfway point, instead requiring them to serve two-thirds of the term before eligible for release.

If you are an employer and require background checks we can help. Contact backgroundscreening@morson.com for more information.