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Personnel Screening Policy

This policy describes the personnel screening policy for BCRM and covers:

Screening Employees at Recruitment Stage

Successful job applicant screening and verification is a routine procedure at BCRM which helps to minimise risks from theft, fraud, and misuse of facilities. All job applicants at BCRM shall be subject to screening and verification checks, particularly new recruits who may require access to sensitive data.

The BCRM screening policy for applicants of permanent employment is:

  • all potential permanent employees shall be screened in accordance with the BCRM policy for screening job applicants as outlined in this policy;
  • responsibility for performing screening checks lies with the BCRM Human Resources Manager and the Information Security Manager;
  • any failures or issues that arise as a consequence of a screening check and which may affect information security, shall be reported by the Human Resources Manager to the Information Security Manager
  • verification checks shall be performed on all applicants for permanent employment as follows:
    • employee applications, CV details, experience, and qualifications shall be matched against a job description to verify the potential suitability of the applicant;
    •  interviews shall be conducted on an individual basis to verify suitability;
    • formal offers of employment may only be made to an individual subject to the following checks being made by the Human Resources Manager:
      •  character and professional references confirmed by obtaining two employer references;
      •  academic and professional qualifications confirmed by requesting original printed copies (certified copies will suffice if originals are not available) of the most relevant qualifications;
      • an applicant’s identity verified via a passport, a driving licence or other government issued photo ID;
      • confirmation of right to work in his country.
  • a Criminal Records Bureau (CRB) (now called Disclosure and Barring Service (DBS)) standard or enhanced check (depending on circumstances) check must be performed on all new employees, where appropriate, immediately after an individual commences employment (the check is initiated and monitored by the Human Resources Manager) credit checks may be performed by and at the discretion of the Human Resources Manager under the following circumstances:
    • during application for employment by individual who may have access sensitive data or financial information periodically, for senior management and/or employees with access to financial data.

Temporary and Contract Employees

All screening of temporary and contract employees shall be performed by the preferred recruitment agency in accordance with these screening requirements:

  • character and professional references shall be obtained via a minimum of two employer references;
    • where relevant, academic and professional qualifications shall be confirmed;
    • an applicant’s identity shall be verified via a passport, a driving licence or other government issued photo ID;
    • confirmation of right to work in his country.
    • the Human Resources Manager shall be responsible for notifying the agency of BCRM’s screening requirements for temporary or contract employees.
  • the Human Resources Manager must confirm with the recruitment agency that employee screening has been completed, and verify the results.

If the recruitment agency does not perform these tasks, the Human Resources Manager shall arrange for them to be carried out in-house.

This policy is issued, reviewed at least annually and maintained by the Human Resources Manager, who also provides advice and guidance on its implementation and ensures compliance.

All BCRM employees shall comply with this policy.

DLW Signature

David Lilburn Watson

Managing Director

Dated: 1 January 2017