1 / 22

Isle of Wight LSCB

Isle of Wight LSCB. Safer Recruitment. The Vetting and Barring Scheme. The Bichard Report. Recommendation

Download Presentation

Isle of Wight LSCB

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.


Presentation Transcript

  1. Isle of Wight LSCB Safer Recruitment. The Vetting and Barring Scheme

  2. The Bichard Report Recommendation “ New arrangements should be introduced requiring those who wish to work with children, or vulnerable adults, to be registered. The register would confirm that there is no known reason why and individual should not work with these client groups.”

  3. ISA Vetting and Barring Scheme • Providing employers with a more effective streamlined vetting procedure for vetting employees as part of their safer recruitment policy. • Barring unsuitable individuals from working, or seeking to work with children or vulnerable adults

  4. Scope of the Scheme • Has a much wider remit than current provision, affecting more workers and professions • Replaces the current ‘barred lists’: List 99, POCA and POVA Lists and disqualification orders • Provides that certain activities in relation to vulnerable groups are REGULATED and others are CONTROLLED • Those wanting to engage in such ‘activities’ must be registered with the scheme • Applies to both contracted/paid employment and volunteer work

  5. Regulated Activity • Any activity which involves contact with children or vulnerable adults and is of a specified nature (e.g. teaching, training, care, supervision, advice, treatment or transport) … frequently, intensively and/or overnight. • Any activity allowing contact with children or vulnerable adults and is in a specified place (e.g. schools, care homes, etc) … frequently or intensively. • Fostering and childcare. • Certain defined positions of responsibility (e.g. school governor, director of social services, trustees of certain charities).

  6. Legal and Policy Framework • To undertake regulated activity the individual must be ISA registered. • A barred individual must not undertake regulated activity. • An employer must not engage in regulated activity a barred person or a person who is not ISA registered. • An employer must check that a prospective employee in a regulated activity is ISA registered. • No distinction is made between paid and voluntary work. • Personal and family relationships are not covered.

  7. Controlled Activity • Ancillarysupport work in general health, NHS, adult social careand FE settings (e.g. cleaner, caretaker, shop worker, catering staff, car park attendant, receptionist) • Those working for specified organisations (e.g. a Local Authority) with frequent access to sensitive records about children and/or vulnerable adults.

  8. Legal and Policy Framework • It will be mandatory to check the ISA status of individuals employed in a controlled activity • A barred person can be employed in a controlled activity, providing safeguards have been put in place

  9. Duties of Employers - Checks • Must not employ anyone to carry out a regulated activity who is not ISA registered – will break the law if done • Always need to check a person’s ISA status before employing them in a regulated or controlled activity • Will still need to get CRB disclosures on some employees

  10. Duties of Employers - Referrals • Employers, professional and regulatory bodies and LA child/adult protection teams will be under a duty torefer relevant information on disciplinary proceedings to the ISA • In other circumstances employers may refer information regarding an employee’s conduct to the ISA • Parents/private employers should go to a statutory agency who can investigate and refer if appropriate

  11. Employees • Will have to apply to become registered with the ISA if wanting to work with children or vulnerable adults • Will need to apply before starting work • Will need proof of identity • Need only apply – and pay – once (Volunteers free)

  12. When Does It Start? • The new Vetting and Barring Scheme ‘goes live’ on 12th October 2009. • New entrants to the workforce & those moving jobs will be the first to go through the scheme. • Members of the existing workforce will be phased into the scheme over a five year period.

  13. Introduction of the scheme • Tranche 1 –new entrants and people moving post • Tranche 2 (After 6 months) beginning with those who have never had a CRB check, prioritising the ‘oldest’ checks until those up until Sept .2009 • By end of tranche 2 it will be a criminal offence for someone in regulated activity not to be registered. • By April 2009 all documentation will be available , including decision trees

  14. What Will It Cost? • Individuals in paid employment will pay £64 when applying for registration with the Scheme. • The one-off application fee is composed of two elements: £28 to fund the running of the ISA and £36 to pay for the CRB Enhanced Disclosure. • Those involved only in unpaid voluntaryactivity will pay no application fee.

  15. Scheme Operation: CRB Criminal Records Bureau will: • Receive applications to the scheme • Gather and monitor information for the ISA • Administer automatic inclusions onto the list and cases where there is information • Provide the facility for on-line checks and continuous updates • Work closely with the ISA – clear responsibilities and accountabilities

  16. Scheme Operation: ISA The Independent Safeguarding Authority will: • Decide who to place on the barred lists and maintain the barred lists • Consider representations

  17. Scheme Operation: Barring & On-line Status • The status of individuals will be continuously updated on receipt of new information, such as new convictions or referrals from employers • Employers will be notified, where they have registered an interest, if the status of their employee changes • ISA registration is fully portable

  18. On-line Status Checking ISA Registered = NOT BARRED NOT APPLIED Not ISA Registered = VOLUNTARILY WITHDRAWN BARRED

  19. Barring Routes • Automatic Bar – without representation • Automatic Bar – with representation • Bar based on case assessment

  20. Summary • Barring decisions will be taken by independent experts. • Once fully implemented, anyone working or volunteering with children or vulnerableadults in regulated activity must register with the Scheme. • Employers must verify a person’s registration status and ensure those they place with vulnerable people are on the scheme. • Better information sharing - employers, other statutory, business and public organisations must refer appropriate information to the ISA. • Employers will be informed if an employee becomes de-registered from the scheme. • Parents/individuals will be able to check that the workers they employ in a private capacity in regulated activity are registered with the ISA.

  21. QUESTIONS FOR LSCBs ON STATE OF READINESS • What is the state of awareness locally for the ISA scheme? • Are all the partners in the LSCB aware of the scheme? • How good is their understanding? • In particular, what about the 3rd sector, including small 3rd sector organisations? • Is the LA spreading the message to such organisations in its role as funder/support of community work? • In commissioning services, does the LA ensure that the relevant organisations are aware of the ISA scheme? • What about the other partners, are they also making sure that the bodies they contract with for services understand that the ISA scheme is coming? • What further will be done to improve understanding in the locality?

  22. Further Information and Updates www.isa-gov.org.uk Helpline: 0300 1231111

More Related