This form must be completed by all applicants. The information disclosed on this form will
not be kept with your application form during the application process.
Policy statement on recruiting applicants with criminal records
This post is exempt from the Rehabilitation of Offenders Act 1974 and therefore applicants
are required to declare any convictions, cautions, reprimands and final warnings that are
not protected (i.e. that are not filtered out) as defined by the Rehabilitation of Offenders Act
1974 (Exceptions) order 1975 (as amended in 2013).
For further information on filtering please refer to Nacro guidance and the DBS website.
We recognise the contribution that ex-offenders can make as employees and volunteers and
welcome applications from them. A person’s criminal record will not, in itself, debar that
person from being appointed to this post. Any information given will be treated in the
strictest confidence. Suitable applicants will not be refused posts because of offences which
are not relevant to, and do not place them at or make them a risk in, the role for which they
are applying.
All cases will be examined on an individual basis and will take the following into
consideration:
Whether the conviction is relevant to the position applied for
• The seriousness of any offence revealed
• The age of the applicant at the time of the offences(s)
• The length of time since the offence(s) occurred
• Whether the applicant has a pattern of offending behaviour
• The circumstances surrounding the offence(s), and the explanation(s) offered by the
person concerned
• Whether the applicant’s circumstances have changed since the offending behaviour.
It is important that applicants understand that failure to disclose all convictions, cautions,
reprimands or final warnings that are not protected could result in disciplinary proceedings
or dismissal. Further advice and guidance on disclosing a criminal record can be obtained
from Nacro.
