Other Recruitment Vetting Services - Online CRB …your organisation, please contact us on either 0845 643 1145 or [email protected]. Credit Checks Knowing the financial background

APCS DERWENT HOUSE ALEXANDRA ROAD

WALLASEY CH45 0JZ

Tel: 08456431145 Email: [email protected]

OTHER RECRUITMENT VETTING SERVICES

© Access Personal Checking Services (APCS) Ltd. All rights reserved. Title, copyright and all other intellectual property rights in all and every part of this document belong exclusively to APCS Ltd. The recipient must not make any copies of the whole or any part of this document, nor make the

same available to any third party without the prior written consent of APCS Ltd. Page 2 Feb 2014

As well as providing an outstanding criminal recording checking service, APCS also provide a vast range of

recruitment vetting services. We are flexible and can tailor make vetting packages as per your company’s

recruitment requirements.

Contents Academic Qualification Verification ....................................................................................................................... 3

Baseline Personnel Security Standard (BPSS) ......................................................................................................... 3

BS7858 Security Vetting ......................................................................................................................................... 4

Credit Checks .......................................................................................................................................................... 4

DBS Adult First ........................................................................................................................................................ 5

DVLA Report ........................................................................................................................................................... 6

Translation Services ................................................................................................................................................ 6

UK Directorship Check ............................................................................................................................................ 6

Employment History Verification ........................................................................................................................... 7

External ID Checking (ID Vetting) ............................................................................................................................ 8

Financial Conduct Authority (FCA) Check ............................................................................................................... 8

ID Card .................................................................................................................................................................... 9

List 99 (Children’s Barred List Check) ................................................................................................................... 10

Media Searches .................................................................................................................................................... 12

PCI DSS – Protecting Customer Data .................................................................................................................... 12

Professional Body Membership Checks ................................................................................................................ 12

Proof of Residency Check ..................................................................................................................................... 12

Reference Interviews ............................................................................................................................................ 13

Right to Work in the UK ........................................................................................................................................ 15

ID Document Checking Rules for Disclosure Applications .................................................................................... 16



Academic Qualification Verification Many industries require employees to have specific certifications or current memberships. Our qualification check enables you to comply with regulations while protecting your organisation from dishonest individuals

Our checks confirm that the qualifications the applicant lists on their CV or application form as having achieved are valid and correct.

We check qualifications achieved from a large range of academic bodies. We confirm whether or not your applicant attended the school, college or university they claim to have attended, the number of years and the precise qualification and grade achieved.

We can verify GCSEs, A Levels, university degrees and overseas accomplishments, enabling you to make your hiring decision with confidence. We normally verify the highest qualification listed, but we can check all education achievements on your applicant’s CV/application form if required.

If you would like more information on our employment screening services and advice on which one is right for your organisation, please contact us on either 0845 643 1145 or [email protected].

Baseline Personnel Security Standard (BPSS)

The BPSS is a series of checks designed to provide a level of assurance to the trustworthiness and integrity of

those with access to confidential assets or information. It complies with the screening requirements for all civil

servants, members of the Armed Forces, temporary staff and government contractors, and any organisation

that provides services to these groups.

A typical package includes:

Basic criminal disclosure;

ID verification;

Right to work document verification;

Three year activity verification (no gaps of 28 days or more).


mailto:[email protected]




BS7858 Security Vetting BS7858 is a government standard of screening used in an environment where the security or safety of people, goods or property is a requirement of the employing organisation. A BS7858 screening package is sometimes required for an accreditation or to reassure customers by displaying a high level of diligence.

What are the BS 7858 checks?

Five year written employment verification;

Employment gap verification and two gap references;

Education – Required in the case of individuals that left full time education during the screening period;

Registered unemployment/benefits – Periods of registered unemployment should be obtained from

DWP or other government agencies. If records are not available it should be treated as incomplete

history;

Self-employment – Periods of self-employment should be confirmed from

HMRC/accountants/solicitors/trade or client references. Evidence should be obtained to confirm the

individual’s business was conducted properly and terminated satisfactorily;

Credit check (including six year address history, electoral roll, CCJ, administration orders, insolvencies,

and voluntary arrangements);

Proof of current residence verification;

Right to work document verification;


Two written character references.


Credit Checks

Knowing the financial background of your employees is becoming increasingly important to employers, and is no longer limited to those directly involved in the financial sector. Employment offers being subject to a satisfactory credit check is becoming commonplace within business. With financial issues increasing in the current climate it is important to be aware of an individual’s true financial situation.

An APCS credit check enquiry will disclose any County Court Judgments, bankruptcies, administration orders and insolvencies in the last 6 years.

APCS will provide a credit check consent form for your organisation, which needs to be returned via email along with a copy of the applicant’s passport. APCS will carry out the credit check (along with an ID check) and will return the results on a certificate by email.

If you would like more information on our employment screening services and advice on which one is right for your organisation please contact us on wither 0845 643 1145 or [email protected].





DBS Adult First

(Previously called an ISA Adult First Check)

The DBS Adult First Check is particularly useful because it allows an applicant to start supervised work whilst a full enhanced disclosure is being obtained. This means that care home owners and domiciliary care agencies can maintain staffing levels while the enhanced disclosure process is being completed. It is only applicable to positions governed by the Care Quality Commission (CQC).

Note: You can only apply for an Adult First Check as part of the Enhanced Disclosure process.

The DBS Adult Barred List is a list of people who and are banned from working in a regulated activity with adults. The list is held and maintained by the Disclosure and Barring Service (DBS). There is a statutory duty that requires care providers to check the DBS Adult Barred list to determine if a candidate is on it. Important: There are two possible responses to an Adult First Check:

1). ‘No match exists for this person on the DBS adults barred list’ This means the applicant can start work in a supervised capacity until the full enhanced disclosure is produced under the CQC guidance or, 2). ’Please wait for the DBS certificate before making a recruitment decision regarding this applicant’ In this case the applicant is not able to start straight away! No details are given at this stage as to why this response has been given, however, it does not necessary mean the person is barred. It could mean for example that: a). A person with a similar name or date of birth shows a match on the list or, b). There is some criminal conviction information which would need to be seen by the employer in order for them to make a more informed recruitment decision. Turnaround times APCS request DBS Adult First checks the day after the enhanced disclosure has been submitted to the DBS. The checks are requested in the morning and the results are usually issued the same day. For any checks requested later than midday, the results will be returned the next working day. Costs The DBS charge £6.00* for an Adult First check. APCS are able to offer competitive administration fees so

please contact us for a no obligation quote on 0845 643 1145 (calls charged at local rate), or email

[email protected].

*Prices correct at time of printing.




DVLA Report

DVLA reports are a simple way to assess suitability and reliability of candidates whose job may require them to drive a company vehicle, and to assess whether a candidate will meet industry requirements.

A comprehensive DVLA report can safeguard your company’s assets and your clients from the Corporate Manslaughter and Corporate Homicide Act 2007. Under this act, companies and organisations can be found guilty of corporate manslaughter as a result of negligent hiring practices. This includes fatalities caused by an employee driving on company time.

Information reported includes all impaired charges, speeding and other driving offences, as well as a cross reference guide to decipher confusing coding and information provided by the DVLA.


Translation Services

APCS can arrange translation of any document into English, or we can translate from English into any major language. A copy of the document would be required before we can provide a cost for the service.


UK Directorship Check

Checking past and current directorship will assist in establishing an applicant’s suitability for a role; it will also identify any past or current interests not declared.







Employment History Verification

An employment check collects factual information about your candidate’s work history directly from HR departments at companies he/she has worked at before. We compare your candidate’s employment claims with information given by previous employers and alert you to discrepancies.

Employment verification confirms the employment history of an applicant and is a crucial part of the recruitment process. However, because of the time it takes to conduct this process, many employers ask for little more than a “Yes, he/she worked here”.

Many cases of fraud could be avoided by taking up previous employee references, which give you the ability to get an insight into the person you are about to employ. If proper background checks are not carried out, the only judgment of the candidate’s character may come from one or two relatively short interviews.

APCS can carry out your employment checks to give you peace of mind. Regardless of the position, a lot of time and effort is usually put into finding the right candidate, and our service can help give you the final assurance that you have made the right decision. The checks confirm employment history and can supply information about employment dates, positions held and reasons for leaving.

Some companies are reticent to offer detailed information on previous employees or do not give detailed references as a matter of policy. Our experienced staff will gain as much information as possible and will note any difficulties encountered.

We offer employment checks for a single previous employer, or for 5 or 10 year periods.

We can also check employment gaps. With the increasing use of pre-employment checks, candidates are now aware that information provided on a CV is likely to be verified. Deceitful candidates may decide to conceal a period of negative employment on their CV, assuming the employer will never be contacted.

We combine a variety of verification techniques to establish a timeline for the candidate, highlighting any prolonged gaps in their professional or academic history which may conceal an instance that your candidate would prefer you didn’t know anything about.

If you would like more information on our employment screening services and advice on which one is right for your organisation please contact us on 0845 643 1145 or [email protected].




External ID Checking (ID Vetting)

In normal circumstances the employer or organisation checks the applicant’s ID documents when they fill in the Disclosure Application form, usually at the job interview. (The information pack we send you explains how these checks are done).

In some circumstances however, it is not possible for the employer/organisation to do this, particularly when your applicants or members are geographically dispersed for example.

APCS offer a solution! We can carry out an external check on your applicant, using a specific, secure and accurate database which searches the applicant’s information as entered on their application. We do not require any ID documents from the applicant, unless the check fails, or the applicant is currently living overseas.

The cost for this service is just £10 plus VAT.* *Prices correct at time of printing.

If you would like to find out more information regarding this service, please contact us on 0845 643 1145. Alternatively you can request ID Vetting when registering your company online or over the phone.

Financial Conduct Authority (FCA) Check

The FCA (previously Financial Services Authority, FSA) is the regulator of the financial services industry in the UK and an element of its regulations covers the recruitment of individuals into those roles which are said to be “controlled functions”. All those in a controlled function must be authorised to perform the specific role, so FCA regulated companies are advised to perform a level of pre-employment screening on these personnel.

Basic FCA Check This basic check includes:

Name;

Status;

FCA reference number;

Current employer name and start date. It also searches all previous companies worked for in a controlled function with start and end dates, and any disciplinary action taken through the FCA.

FCA approved persons check This enhanced check includes:

UK Electoral roll;

UK CCJs;

IVAs and bankruptcies covering the last six years;

UK Directorships and disqualifications;

Verification of the last five years employment history including gap analysis;

Professional qualifications relevant to the role;

International financial sanctions;

Passport validation. Two character references are also sought and the FCA registry is checked for disqualifications.





ID Card APCS can provide individuals with a professional ID card which displays certain disclosure information. This is useful for self-employed individuals who visit different site/have to carry out work in people’s homes. Please see the images below:

Front of Card

Back of Card

The Card is supplied with a plastic holder and a lanyard.

Security Features All cards come with guilloche (fine line design). The complex design is extremely difficult to originate and print. It has an APCS reflective foil for added security against copying. The photos are processed and printed and become an integral part of the card. They are encapsulated under a top laminate which also has a unique design, making for a highly secure, durable and tamper proof Photo ID Card. Verification Service as standard If a customer would like to check your credentials, they simply phone our number on the back of the card. We cross reference the details held on our database against those on the Photo ID Card and confirm that they are indeed fully registered or otherwise. Cost and Photograph The cost is £12.50 plus VAT* (this price includes the verification service as described above). You can request the ID card towards the end of your application. You will need to email a passport style photograph to [email protected] Please quote your name and date of birth so that we can match the photograph to your application. *Prices correct at time of printing.




List 99 (Children’s Barred List Check)

A list 99 check is a check against information held under Section 142 of the Education Act 2002. The list is maintained by the Department for Children, Schools and Families (DCSF) and contains the details of those who are banned or restricted from working in an education setting. Local authorities, schools, and further education institutions must check the list before confirming a person’s appointment in order to ensure that they do not appoint someone whose employment is banned or restricted. A list 99 check is carried out as part of the enhanced disclosure process; however, obtaining a list 99 check separately may enable an applicant to start work before the enhanced disclosure is completed. A list 99 check (a prerequisite for those wishing to work in an Education setting) does not include a check against the ISA Children’s Barred List, which contains information about people barred or restricted from working with children in any setting. This can only be obtained as part of the enhanced disclosure process. So, a separate list 99 check, depending on the result, may enable an applicant to start work while the enhanced disclosure is being processed (subject of course to all other relevant references and pre-employment checks being completed).

Eligibility For a school to request a list 99 check, the applicant must be engaging in regulated activity. Working in an establishment such as a school is regulated activity if the frequency/intensity test is satisfied and there is opportunity for contact with children. From 10

th September 2012 as a result of the Protection of Freedom Act, supervised volunteers in an

establishment such as a school were removed from regulated activity – all other positions in a school (supervised or not) are still in regulated activity as long as the frequency/intensity & opportunity for contact with children criteria are satisfied. The only other exception to this is for individuals contracted to provide occasional or temporary services (not teaching, training or supervision of children). Positions captured here will generally be maintenance type positions that come into carry out building work, replace windows etc. As with supervised volunteers, these positions were removed from regulated activity as a result of the Protection of Freedom Act so a DBS Barred List check should no longer be requested, either as part of a DBS application or as a standalone ‘list 99’ check. Activities that used to be regulated before September 2012 are still eligible for enhanced disclosures, but not for a barred list check.



In summary:

A supervised volunteer in a school is no longer in Regulated Activity (List99 checks not allowed, enhanced

disclosures allowed)

Individuals contracted to provide occasional or temporary services (not teaching, training or supervision

of children) are no longer in Regulated Activity regardless of whether they are supervised or not e.g.

maintenance contractors (List99 checks not allowed, enhanced disclosures allowed)

All other positions in a school that satisfy the frequency/intensity criteria and have opportunity for

contact with children are still in Regulated Activity, regardless of whether they are supervised or not, and

therefore entitled to a DBS Children’s barred list check (List 99) and/or an Enhanced Disclosure

If you require further clarification of who can be checked via a List99 the enquiry should really be forward to the Department for Education as they are responsible for this process.

Cost The cost for a list 99 check through APCS is £12.50 plus VAT.* The cost for a list 99 check for organisations that are registered with APCS to carry out DBS checks is £6.00 plus VAT.* *Prices correct at time of printing.

Turnaround times Same day results for all orders received before 2.30pm Monday – Friday. For any orders received after 2.30pm, the results will be issued the next working day. Results There are two possible results to a list 99 check: 1). ‘No matching records were found’. In this case you may allow the applicant to start work (subject to all other relevant references and pre-employment checks being completed). 2). If there is a match we will make contact with you immediately and provide the relevant guidance.



Media Searches

Companies can be put into compromising positions through online associations with potential employees. From Facebook to organisation memberships, a media search is becoming a more regular way or understanding the background of a potential employee.

This pre-employment check identifies any media articles in which the applicant is mentioned. Using a selection of databases, our researchers will find any English language media coverage relating to the applicant which is negative in nature. This will provide an insight into the applicant’s public profile.


PCI DSS – Protecting Customer Data

The PCI Data Security Standard (PCI DSS) is a set of 12 requirements to secure and protect customer payment data. Among these requirements are recommendations for screening of individuals with access to customer payment data, for example those who take credit card payments via telephone or handle numerous debit/credit card slips.

The checks that should be performed are recommendations rather than requirements, however a recognized “best practice” package is:


Credit check (including six year address history, electoral roll, CCJ, administration orders, insolvencies and

voluntary arrangements);

ID verification;

Employment verification (last two employers).


Professional Body Membership Checks Many industries require employees to have specific certifications or current memberships. Our qualification check enables you to comply with regulations while protecting your organisation from dishonest individuals.


Proof of Residency Check

Confirming a person’s residency involves a search of the public electoral roll. If an applicant isn’t found, APCS use other data sources such as consumer credit data, to prove a transactional history of a person at a given address.








Reference Interviews

Whether a reference confirms your hopes about a candidate, reveals a misrepresentation or highlights poor performance, a reference check is a critical step in the hiring process where you can learn important details about your candidate, such as:

Were they a top performer?

Did they have poor attendance?

Were they a pleasure to work with?

Is their CV or job application truthful?

Conducting in depth reference checks can be time consuming; corners are cut, steps are bypassed and important questions may never get asked. We can maximize the effectiveness of reference checks as we have never met your candidate and have no bias toward them. There are four reference interview templates to choose from:

Basic Reference Check Eight areas of enquiry covering:

Dates of employment;

Job description;

Reason for leaving;

Work performance;

Attendance and reliability;

Eligibility to rehire.

Standard Reference Check Eleven areas of enquiry in addition to those in basic covering:

Accountability and honesty;

Interpersonal skills;

Areas for growth.

Investigative Reference Check Twenty areas of enquiry in addition to those in standard covering:

Response to feedback;

Communication skills;

Performance in context;

Response to training;

Initiative;

Productivity and quality of work;

Temperament and composure;

Integrity;

Strengths and weaknesses.



Executive Reference Check In addition to areas covered in investigative:

Ability to build relationships and network;

Leadership style and team management;

Presentation skills;

Writing and reporting skills;

Listening skills;

Stress management;

Conflict resolution;

Job knowledge;

Success compared to expectations;

Motivation and commitment;

Ability to grasp company values;

Business acumen and strategic thinking;

Problem solving and decision-making;

Cost control and budgeting abilities;

Adaptability to change;

Time management and prioritization.





Right to Work in the UK

Employers in the UK are responsible for ensuring that individuals they employ have the legal right to work. Failure to do so could lead to heavy penalties and fines.

To ensure you only employ people who are legally allowed to work here, our work eligibility and residency verification service performs a visual analysis of both the physical and logical components of the document. We also check document identity numbers against official algorithms and/or databases to ensure their validity.

If you do not carry out these checks you may be liable to a fine of up to £10,000 for each illegal worker employed by you. You could face up to two years imprisonment and/or an unlimited fine if you knowingly employ an illegal worker.

Your duty as an employer – the law

Under the 2006 Immigration, Asylum and Nationality Act you have a duty to confirm that a person has the right to work in the UK, and prevent illegal working, by carrying out document checks.

Do you know the 12 month re-checking rule?

There are two lists of acceptable documents for proving someone’s right to work:

List A: Documents that show an ongoing right to work; and

List B: Documents which show a right to work for up to 12 months.

If the person you are employing provides a specified document or combination of documents from list B, then you must carry out repeat checks at least once every 12 months to ensure your employee still has the right to work in the UK until the employee produces a specified document from list A.

If you use our Right to Work check, we will advise you on whether or not a recheck will be required and schedule it as necessary.

If you would like more information on our employment screening services and advice on which one is right for your organisation please contact us on 0845 643 1145 or [email protected].




ID Document Checking Rules for Disclosure Applications APCS provide a ‘Route 2’ (or external) ID checking service for applicants that do not have the correct documents to satisfy the requirements for a ‘Route 1’. This means carrying out checks to the DBS’s required standard against external data sources. If the check is successful, the application continues as normal. If it fails, APCS will contact the employer to discuss the anomalies. If they cannot be resolved, the application may have to follow ‘Route 3’ (fingerprinting) or may have to be withdrawn (see guidelines below).

The first box below shows the combinations of ID documents that are acceptable to confirm identity. The further 3 boxes list the actual documents must be seen. Keep a photocopy of documents seen in case of query.

The last box describes the external id verification check needed to complete the route two check

.

.

Documents Required – Route One, Two or Three

For Basic disclosures, one document from Group 1 or 2a and one further document from any group are required. Documents must show current name and current address.

For Standard and Enhanced disclosures the rules are as follows:

Route One (preferred) – For standard and enhanced disclosures one document from group 1, and two more documents from groups 1 or 2a or 2b. One of the documents must verify current address.

If the applicant is an EAA National and has been resident in the UK for less than five years, you should validate via route one. In the absence of a group 1 document, you must satisfy yourself there is a valid reason before using route two. If the applicant is not an EAA national, then they must be validated through route one only.

Route Two – three documents from group 2, comprising one document from group 2a and two further documents from group 2a or 2b. One document must verify current address.

For applicants using route two, APCS must conduct an external ID validation check to verify the applicant’s details.

Route Three - if route one or two is not possible, then the applicant must explain the reasons to the ID checker. In particular, previous changes of name must be declared.

For route three the applicant must produce a certified copy of a UK Birth Certificate – all copies of UK birth certificates state ‘certified copy’ when issued by the General Records Office. They must produce a further four documents, one from group 2a, and a further three documents from group 2a or 2b, one of which must confirm their current address.

If the applicant cannot satisfy the requirements of route one, two or three, then contact APCS to arrange a fingerprint check. Such an application can only be submitted on a paper form, will involve a visit to a police station and take considerably longer.



Acceptable identity documents

Group 1 - Primary Trusted Identity Credentials

Current valid Passport. Biometric Residence Permit (UK).

Current Driving Licence (UK) (Full or provisional) Isle of Man/Channel Islands; photo card only (a photo card is only valid if the individual presents it with the associated counterpart licence; except Jersey).

Birth Certificate (UK & Channel Islands) - issued at the time of birth. Full or short form acceptable including those issued by UK authorities overseas, such as Embassies, High Commissions and HM Forces.

Group 2a – Trusted Government / State Issued Documents

Current UK Driving licence (old style paper version).

Current non-UK Photo Driving Licence (valid for applicants residing outside the UK at time of application, and up to 12 months from date from date of entry to UK).

Certified copy of Birth Certificate (UK and Channel Islands) – issued after the time of birth by Registrars. Photocopies not acceptable.

Marriage/Civil Partnership Certificate (UK and Channel Islands).

Adoption Certificate (UK and Channel Islands).

HM Forces ID card (UK).

Fire Arms Licence (UK and Channel Islands)



Group 2b – Financial / Social History Documents

Mortgage Statement (UK or EEA)**

Bank/Building Society Statement (UK or EEA)*

Bank / Building Society Account Opening Confirmation Letter (UK).

Credit Card Statement (UK or EEA)*

Financial Statement - e.g. pension, endowment, ISA (UK)**

P45/P60 Statement (UK & Channel Islands)**

Council Tax Statement (UK & Channel Islands) **

Work Permit/Visa (UK) (UK Residence Permit) Valid up to expiry date.

Letter of sponsorship from future employment provider (non UK, non EEA only) - valid only for applicants residing outside UK at time of application).

Utility Bill (UK)* – Not Mobile Telephone.

Benefit Statement* - e.g. Child Allowance, Pension.

A document from Central/Local Government/Government Agency/ Local Authority giving entitlement (UK & Channel Islands)*- e.g. from the Department for Work and Pensions, the Employment Service, Customs & Revenue, Job Centre, Job Centre Plus, Social Security.

EU National ID Card.

Cards carrying the PASS accreditation logo (UK).

Letter from Head Teacher or College Principal 16 to 19 year olds, but must be UK only.

Note - If a document in the list of valid identity documents is: Denoted with * - it should be less than three months old. Denoted with ** - it should be issued within the past 12 months. Not denoted – it can be more than 12 months old.

External ID Validation Check

If route two is followed, then APCS will carry out an external ID validation check to verify the applicant’s details. This means carrying out checks to the DBS’s required standard against external data sources. If the check is successful, the application continues as normal. If it fails, APCS will contact the employer to discuss the anomalies. If they cannot be resolved, the application may have to be withdrawn.

There is a charge for an external ID validation check.

