The Redeemed Christian Church of God (RCCG)
Parish: Praise Chapel
(A). DISCLOSURE AND BARRING SERVICE POLICY
(B). Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure Information
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Disclosure and Barring Service Policy
1. Background
1.1. The Disclosure and Barring Service (DBS) is a government service. It helps prevent
‘unsuitable’ people from working with children and vulnerable adults. Processing requests
for criminal records check helps charitable organisations like RCCG Central Office make
safer staff/volunteer recruitment decisions.
1.2. RCCG Central Office takes its responsibilities towards the welfare of young people and
vulnerable adults very seriously. It requires all volunteers and employees that have
significant contact with children and vulnerable adults to have an Enhanced DBS check,
formerly known as a CRB check.
1.3. There are four types of criminal record checks:
a. Basic: This checks for unspent criminal conviction information only.
b. Standard: This checks for spent and unspent convictions, cautions, reprimands and
final warnings.
c. Enhanced: This includes the same as the standard check plus any additional
information held by the local police that is reasonably considered relevant to the
role being applied for.
d. Enhanced with barred list checks: This is like the enhanced check but includes a
check of the DBS barred lists. A barred list is a list maintained by DBS of individuals
who are barred with working with children and/or vulnerable adults
2.0 Eligibility for Criminal Record Check
2.1 The following categories of people should be considered for Enhanced Criminal record
check:
a. Pastors, Deacons/Deaconesses, Church Workers/Volunteer over 16 years whose role
includes activities that allow regular/substantial contact with children or adults
experiencing, or at risk of abuse or neglect.
b. Youth Workers or Leaders
c. Children’s Workers or Leaders
d. Sunday School Teachers or Leaders
e. Family Workers who work with children or their Leaders
f. Music leaders where the choir or musical group includes children
g. Church volunteer driver for vulnerable groups (children or adults) for
children’s/adults’ activities organised by the Church. Please note that private /
personal arrangements among parents / friends etc. are exempt
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2.2 Roles that are not eligible for an enhanced criminal record check but remain eligible for a
basic criminal conviction check includes:
a. Departmental leaders e.g. choir leader or music director for adult choir
b. All Ordained Ministers who do not have direct contact or supervision with children
3 Overseas Recruitment
3.1 Giving the nature of the organisation there might be instances where individuals from
overseas may come to work with the organisation. Such individuals may need to complete
a DBS check or its equivalent. The procedure for such cases is as follows:
a. Check whether they have had any period of UK residence since the age of 10. If so,
apply for a DBS check in the normal way to cover this period.
b. In relation to their overseas residence, the equivalent to a DBS check is available for
some countries. Go to https://www.gov.uk/government/publications/criminalrecords-checks-for-overseas-applicants (accessed 20/09/2018).
c. Ensure that you obtain a reference, status Letter or equivalent from a suitable person
in authority from the person’s employment overseas and from a verifiable source
(letter head or verified email).
d. They are also required to produce a police report from the country from which they
are being employed from if they have not lived in the U.K. at any period since they
were age 10; and
e. They must complete a DBS check after 3 months of their resumption into duty in the
UK if they have not lived in UK at any period since they were age 10.
4 Trustees
4.1. Enhanced DBS checks should be obtained for new Trustees before they are appointed.
5 What to do when DBS certificate presents negative information:
a. The person can be employed if the information is not related to the job for which they
want to carry out.
b. If the person is on children’s or adult’s barred list, it is illegal for them to be put in any
position that brings them close to children or vulnerable adults.
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The Redeemed Christian Church of God
(RCCG Central Office)
Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure
Information
The following is our policy statement on the secure storage, handling, use, retention and disposal
of Disclosures and Disclosure information.
1.0. General Principles
1.1. As an organisation using the Disclosure and Barring Service (DBS) to assess applicants'
suitability for positions of trust, The Redeemed Christian Church of God RCCG Central Office
complies fully with the DBS Code of Practice regarding the correct handling, use, storage,
retention and disposal of Disclosures and Disclosure information.
1.2. RCCG Central Office also complies fully with its obligations under the General Data Protection
Regulation (GDPR), Data Protection Act 2018, and other relevant legislation pertaining to the
safe handling, use, storage, retention and disposal of Disclosure Information and has a written
policy on these matters, which is available on request.
2.0. Storage and access
2.1. Certificate Information should be kept securely, in lockable, non-portable, storage containers
with access strictly controlled and limited to those who are entitled to see it as part of their
duties.
3.0. Handling
3.1. In accordance with section 124 of the Police Act 1997, Disclosure Information is only passed to
those who are authorised to receive it in the course of their duties. We maintain a record of all
those to whom Disclosures or disclosure information has been revealed and we recognise it is
a criminal offence to pass this information to anyone who is not entitled to receive it.
4.0. Usage
4.1. Disclosure Information is only used for the specific purpose for which it was requested and for
which the applicant’s full consent has been given.
5.0. Retention
5.1. Once a recruitment decision has been made, we do not keep disclosure information for any
longer than is absolutely necessary. It will be kept within a reasonable period of time which
should not be more than 3 years to allow for the consideration and resolution of any disputes
or complaints or for the purposes of completing safeguarding audits.
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5.2. Throughout this time, the usual conditions regarding safe storage and strictly controlled access
will prevail.
6.0. Disposal
6.1. Once the retention period has elapsed, we will ensure that any Disclosure Information is
immediately destroyed by secure means, i.e. by shredding.
6.2. Whilst awaiting destruction, Disclosure Information will not be kept in any insecure receptacle
(e.g. waste bin or confidential waste sack).
6.3. We will not keep any photocopy or other image of the certificate or any copy or representation
of the contents of a certificate.
6.4. However, notwithstanding the above, we may keep a record of the date of issue of a certificate,
the name of the subject, the type of certificate requested, the position for which the certificate
was requested, the unique reference number of the certificates and the details of the
recruitment decision taken.