Subject to the ongoing situation, it's essential that we continue recruiting safely. Therefore, interviews and communication will be virtual wherever possible and this will be communicated to you directly by the hiring manager.
Please also expect that advert closing dates and interview dates may change as required. We still continue to welcome applications for our current roles and wish you the best of luck with your application.
We would welcome applications especially for our most critical roles to ensure we're supporting our residents
Since March 2002, the Criminal Records Bureau (renamed as the Disclosure and Barring Service in December 2012), has enabled employers to check the criminal records of employees and potential employees, in order to ascertain whether or not they are suitable to work with vulnerable adults and children. For individuals working in certain positions, a valid DBS disclosure is a legislative requirement.
The Disclosure and Barring Service also manage lists of individuals who are barred from working with children and adults. New safeguarding regulations introduced in October 2009 place an obligation on employers, social services and professional regulators to notify the DBS of relevant information. This obligation ensures that individuals who pose a threat to vulnerable groups can be barred from working with them. It also makes it a criminal offence for barred individuals to apply to work with these groups and for employers to knowingly employ them.
The requirements for DBS Disclosures and the different levels vary from organisation to organisation, depending on the sector and the employees' individual job role.
More information on DBS Disclosures and who is required to be checked can be found on the Disclosure and Barring Service website.