Powys County Council shares a commitment to safeguard and promote the welfare of children, young people and vulnerable adults. The commitment is underpinned by robust processes and procedures that seek to maximise opportunity, minimise risk and continuously promote a culture that embraces the ethos of safeguarding amongst the workforce.
If the position you are applying for involves working with children, young people and/or vulnerable adults, you will be subject to Powys County Council safer recruitment process.
As part of its safer recruitment and selection process, Powys County Council operates a strict pre-employment vetting procedure. All applicants will be required to undergo the checks outlined below.
The following statement is included on all documentation where there is a requirement for an Enhanced DBS check – Because of the nature of the work involved, the post you are applying for may be covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). This makes certain regulated activity (i.e. work with children, young people and/or vulnerable adults) exempt from the Act and therefore, requires individuals seeking to work with these groups to be subject to an Enhanced Disclosure and Barring Check amongst others.
The DBS filtering guidance is available on the Home Office website.
Successful applicants seeking to work with children and/or young people will be required to undergo an Enhanced DBS Check; this will include a check against the barred lists for children and/or adults where appropriate.
If you are not normally resident in the United Kingdom or have been resident outside the United Kingdom for more than 6 months, an additional police check will be carried out with the normal or most recent country of residence.
All IT PSN users with access to GCSx Email, DWIP CIS, Tell Us Once, JARD, Central Government Blue Badges system, Libra Court Bookings and Register to Vote will be required to complete a Basic Check if they have not already undertaken a standard or enhanced DBS check.
If the position applied for requires a specific qualification, the applicant will be required to bring the original (plus one copy for our records) certificate along to the interview. If the original certificate is unavailable, a certified copy of the document must be provided by the issuing establishment.
If the position applied for requires registration with a professional body, the applicant will be required to bring the original (plus one copy for our records) certificate along to the interview. If the original certificate is unavailable, a certified copy of the document must be provided by the issuing establishment.
Powys County Council will verify registration/membership with the relevant professional body.
You are required to provide a minimum of two referees, one of which must be your most recent employer. If your position is in Social Care or a school and your last employer was not one in a care setting/ school, one reference must be provided from your latest position in a care setting or school.
If the position you are applying for is in a residential setting you must provide three referees, one of which must be your most recent employer. If your last employer was not one in a care setting one reference must be from your latest position in a care setting.
If the position you are applying for is in the Domiciliary Care Service you must provide two referees. If you have moved employers in a care setting over the last 5 years you must provide every employer’s details as a referee. If your last employer was not one in a care setting one reference must be from your latest position in a care setting.
If you have only undertaken voluntary work with children, young people and/or vulnerable adults you should use the voluntary organisation as a referee.
If you have not previously worked with either children, young people and/or vulnerable adults you must provide a character reference from someone who is able to confirm your suitability to work with children, young people and/or vulnerable adults. This would normally be someone in authority e.g. a lecturer, doctor or community leader. Please note that character references are normally only accepted as a supplement to an employer’s reference.
In addition, we will seek references from educational establishments for those applicants with no previous employment history.
Under no circumstances will Open References (i.e. addressed “to whom it may concern”) be accepted.
If you have been shortlisted for a position in a school your referees will be contacted prior to the date of the interview.
With the exception of schools, we will contact the referee following the interview if you are made an offer of appointment.
We have a legal obligation to check documentary evidence to confirm that all potential employees are eligible to work in the UK.
Further information about the scheme can be obtained from https://www.gov.uk/check-job-applicant-right-to-work or by telephoning 0300 1234699.
All offers of appointment will be subject to the satisfactory outcome of the our medical assessment procedure.
All offers of appointment are made subject to the satisfactory outcome of the pre-employment checks for the post – you should not start your position before these checks have been signed off, you will not be paid if you do so.