New checks bring savings and risks

The latest reforms to the way that all those working with children and young people are vetted has been heralded as cheaper and more user-friendly for both employees and employers.

The Disclosure and Barring Service, which replaced the Criminal Records Bureau (CRB) and the Independent Safeguarding Authority (ISA) in December, says local authorities stand to save thousands of pounds by using the online subscription service it launched last month.

It gives the example of Essex County Council, which it estimates could save £572,000 a year if it carries out half of the 23,000 checks it makes each year this way.

The new system allows employees to pay £13 a year to subscribe to an online system that will automatically update their records instead of having to apply for a new check for every new job.

Jan Cosgrove, national secretary at Fair Play for Children, says that while £13 sounds a good deal when compared to the cost of an enhanced check at £44, enhanced checks are valid for three years.

This means the cost of annual subscriptions to the online service for three years would still come to £39, a saving of just £5.

Abusing the system

Cosgrove adds that while the cost of checks are often borne by employers, the new system will shift the burden to employees.

Cosgrove is also concerned about the potential to abuse the new system.

For example, if an employer uses the online system to check an existing employee and it reveals a change of status since the certificate was first issued, the employer will be able to request a new check. But unlike the old system, certificates will be sent directly to the applicant, rather than to the employer, to allow them the opportunity to challenge any incorrect or irrelevant information.

"If someone has to have a new certificate for their job but refuses to show it to their employer, it could create some difficult situations," he says. "Could they be sacked on that basis?

"An employee may try to hide something that would come up, and that creates a dilemma for employers and makes it more difficult for them to recruit safely."

Employers will be able to contact the Home Office if an employee refuses to show them a certificate within 28 days, but Cosgrove says this leaves a potentially dangerous time gap. He adds that there is a possibility that if employees are issued with the certificate, they could try and alter or forge it to their own design.

Despite such concerns, the Association of Directors of Children's Services says it is satisfied with the changes.

Easier and quicker

Colin Green, chair of the association's families, communities and young people policy committee, acknowledges that the system could take a while to "bed down". But he says: "We would hope that human resources departments at local authorities and other organisations will have made changes to their systems, and communicated those to colleagues".

Green adds that the fact that so much more can be done online makes it "easier and quicker" for councils.

"Clearly, being able to do this online is going to bring savings in both the fee and the amount of time it takes. The previous system could be rather bureaucratic. There was potential for errors to creep in and it took time to correct any errors and complete the relevant checks."

He adds that it will likely be the case that local authorities will save money under the new system, but doubts this will be passed on to children's services.

"It is conceivable it will save local authorities money, but that doesn't necessarily mean the benefit will come to children's services. It is quite likely it will be taken as a corporate saving," he says.

"But it will benefit people who work for more than one employer or are working independently by making it easier for whoever they are working for to carry out those checks."

HOW THE NEW DBS CHECKS SYSTEM WILL WORK

Will I still need a check?
Yes. Jobs that involve caring for, supervising or being in sole charge of children or adults still require an enhanced Disclosure and Barring Service (DBS) check.

What has changed?
For an annual fee of £13 (free for volunteers), applicants can have their DBS certificate kept up to date and take it with them from role to role, within the same workforce, where the same type and level of check is required. Employers will then be able to carry out status checks to see if any information has changed.

Are there any other changes?
The DBS will no longer automatically issue a copy of the applicant's certificate to the organisation the person wants to work for. It will be sent to the applicant, and employers will need to ask them for permission to see it.

Will an employer need consent to do a status check?
Yes, verbal or written consent will need to be sought. Employers can also ask for "ongoing consent". The individual will be able to see who has carried out a status check, and when it was carried out, from their online account.

How often will the DBS search for updates?
For criminal conviction and barring information, the DBS will search for updates on a weekly basis as the information can change frequently. For non-conviction information, the DBS will search for updates every nine months.