![]() They are worded differently because legislation under the DBS regime defines what you can ask and consider, depending on the type of role you are recruiting to and its eligibility for different levels of DBS check. Questions 1-4 in each of the forms relate to information about a person’s criminal record history. Download this chapter Introduction Download icon The full range of checks that NHS organisations in England must undertake as part of their recruitment process are outlined in the NHS Employment Check Standards. ![]() It does not substitute the need to carry out the range of pre-appointment checks that are required by law or are available to employers. Seeking a self-declaration from applicants should be complementary to good recruitment practice. Where regarded as necessary and helpful to reaffirm the recruitment decision, you should offer the applicant the opportunity to present any additional evidence they may wish you to take into account in support of their application. Our discussion guide can help you to follow best practice where an applicant declares a previous conviction. Any discussion should be aimed at understanding the context and circumstances surrounding any information the applicant may have disclosed. If any information declared should be an issue for further consideration or concern, it allows you to have an open conversation with the applicant at the earliest appropriate opportunity. It may also provide useful information to consider as part of your overall assessment of an applicant’s suitability for the role you are recruiting to. Requiring applicants to complete a self-declaration can be useful to help them gain a better understanding about the checks you will be undertaking as part of the recruitment process and the type of information that may be considered about them. They also pose questions about conduct or behaviour in circumstances that may be relevant to consider in a work relating setting. They have been specifically designed to ensure a fair and consistent approach is taken when assessing an applicant’s suitability for NHS roles within England, including information about criminal record history, registration with professional bodies and fitness to practise, where relevant to the role. The amount of information available in eCertis is visualised and analysed in the Single Market Scoreboard.Model declaration forms A and B outline a range of questions that employing organisations are legally permitted to ask as part of their recruitment process. In this way, the ESPD will act as a ‘business passport’ for companies bidding for tenders anywhere in the EU. The full potential of the ESPD can only be reached if integrated with national services like national databases or eTendering services. They contribute to EU countries’ transition to full eProcurement, significantly reduce administrative burden and simplify access to cross-border tendering opportunities. The ESPD and eCertis play a crucial role in the digital transformation of public procurement.
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