The DBS does not receive information from applicants that enables it to report statistics accurately on the total number of applications relating to specific employers, including the Football Association, unless they are a Registered Body.

A high proportion of applications to the Disclosure and Barring Service (DBS) are submitted electronically, and do not need to be scanned or returned.

Table 1 shows the average days taken for the DBS to scan paper applications onto the system, or return a paper application to the customer for amendments. This data is not available for the Yorkshire and Humber region. All data in Table 1 relates to the UK. Separate information for Yorkshire and the Humber region is not available.

Table 2 shows the average days taken for the DBS to search the Police National Computer, police local records and print the document, for the United Kingdom.

Table 3 shows the average days taken for DBS to search the Police National Computer, police local records and print the document for Yorkshire and Humber European electoral region.

Checks of the children and adults barred lists are carried out in parallel to the local police checks and data on the average time taken to conduct these checks cannot be provided without incurring disproportionate costs.

An individual who is seeking to work with children or vulnerable adults may be eligible for an enhanced Disclosure and Barring Service (DBS) check, eligibility for which is set out in Part V of the Police Act 1997. Eligibility takes into account the activities and circumstances under which the person is performing the role, and not necessarily the profession.

Interpreters in certain public service positions may already be eligible for enhanced checks, for example those working within prisons or those working in certain roles with children or vulnerable adults. It is for an employer to satisfy themselves that the relevant position is eligible under the current legal provisions. Detailed guidance on eligibility is provided by the Disclosure and Barring Service.

The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 lists areas of activity and proceedings which are exceptions to the Rehabilitation of Offenders Act (ROA), meaning that the employer or other relevant body is entitled to ask for, and take into account, certain spent cautions and convictions (as well as unspent convictions).

For inclusion within the Exceptions Order, there has to be compelling evidence that there exists an exceptional reason for the disclosure of the spent caution or conviction. For example, where the role involves working with vulnerable people. For the ROA to continue to be effective in achieving its aims of improving access to employment and rehabilitation, exceptions to the Act should only be sought where there is good reason.

The exceptions take into account the role the person is carrying out and not necessarily the profession or job they do (unless it is proportionate to protect all roles in a job or profession). Interpreters in certain public service positions may already be included in the Exceptions Order, for example those working within prisons or those working in certain roles with children or vulnerable adults. It would not be appropriate or proportionate, however, to introduce a blanket provision to cover all such interpreters.

All local authorities should act responsibly when entering into business with, or supporting, independent organisations or businesses. Local authorities are stewards of public assets, including taxpayers’ money, and should demonstrate due diligence and secure value for money for the taxpayer when using public funds.

The Disclosure and Barring Service regularly publishes data on police force performance, which can be located through the following link: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/572407/police_performance_Sept_16_xls.xls The Disclosure and Barring Service work closely with any force that fails to meet its targets to reduce turnaround times as quickly as possible, offering support where necessary.

All posts at Army Foundation College (AFC), Harrogate require Disclosure and Barring Service (DBS) checks.

Any military personnel arriving on site without clearance are either returned to their previous unit or are subject to a supervisory plan to ensure they are not left unsupervised with recruits. Data is not held prior to April 2014. Between April and December 2014, 12% of Permanent Staff arrived without DBS clearance. In 2015, it was 13% and in 2016 5% arrived without clearance.

All current Ministry of Defence Civil Servants at AFC have DBS clearance. In 2014 68% of all posts required DBS checks. The requirement is now 100%.

Any contract staff at AFC awaiting DBS clearance will also be escorted.

Regardless of the nationality of the applicant, the provision of criminal record information is intended to support an employer’s safer recruitment process. An enhanced check is not a pass or fail assessment. It is the responsibility of a potential employer to ensure that the applicant is suitable to work with adults and children. This may include seeking information from other countries, including EU member states.

The Government is constantly seeking ways to support employers in obtaining this information, including how prospective employees can evidence their suitability for employment through the ACRO Criminal Records Office as the UK Central Authority for the European Exchange of Criminal Records.

The average time taken for each police force to process the applications they receive is published on the DBS website each month and can be accessed here:

https://www.gov.uk/government/statistics/dbs-performance

Most police forces including the West Midland Police are meeting timeliness expectations but a small number of forces, including the Metropolitan Police Service (MPS) are not. DBS are working closely with the MPS to resolve this. I continue to maintain close oversight of the progress being made.

Most new employees are cleared within 60 working days if they require Developed Vetting clearance, or 18 days if they require Security Checked clearance. Occasionally additional checks are required which may take longer. All Foreign and Commonwealth Office vetting is conducted in accordance with the requirements and standards set by the Cabinet Office.

Regardless of the nationality of the applicant, the provision of criminal record information is intended to support an employer’s safer recruitment process. An enhanced check is not a pass or fail assessment. It is the responsibility of a potential employer to ensure that the applicant is suitable to work with adults and children. This may include seeking information from other countries, including EU member states. The Government is constantly seeking ways to support employers in obtaining this information, including how prospective employees can evidence their suitability for employment through the ACRO Criminal Records Office as the UK Central Authority for the European Exchange of Criminal Records.

It is the responsibility of the COMPASS providers to undertake the appropriate pre-employment checks and risk assessments in accordance with their legal and contractual obligations (as set out in Section 1.2 of the Statement of Requirements and Schedule 9 of the Terms and Conditions). It is not possible to list a specific set of COMPASS roles requiring criminal records checks as job roles will vary from one COMPASS provider to another. All COMPASS roles which include contact with service users will be subject to an appropriate level of criminal records check depending on the specifics of the role.

Individuals without the appropriate clearance, conduct, skills or qualifications for their role should not be on COMPASS service provision. Providers are monitored closely to ensure that they undertake appropriate risk assessments in relation to their employees and that there is no risk posed to service users. For criminal records checks, the Disclosure and Barring Service publishes details and guidance for employers on eligibility and levels of clearance required for roles that may be deemed as sensitive as a result of working with children and adults. This can be accessed at: https://www.gov.uk/government/collections/dbs-eligibility-guidance

The Disclosure and Barring Service does not collect this specific information.

The Disclosure and Barring Service regularly publishes data on police force performance, which can be located through the following link:

https://www.gov.uk/government/statistics/dbs-dataset-5-police-disclosure-unit-performance

I visited the Metropolitan Police Service disclosure unit on 2 September. I regularly receive reports from the Disclosure and Barring Service on the performance of the Metropolitan Police Service. I have made it clear that delays must be addressed. The Disclosure and Barring Service is working with the Metropolitan Police Service to reduce turnaround times as quickly as possible, which includes additional funding, staff and training, process improvement and support from other forces.

The best practice guidance issued by the Department for Transport to local licensing authorities is currently being reviewed and updated. In addition to this, the Government has also introduced an amendment to the Policing and Crime Bill that will enable statutory guidance to be issued on aspects related to the safeguarding of children and vulnerable adults. Both parts of the guidance will be consulted on once the Policing and Crime Bill receives Royal Assent.

Where an employer is considering an individual’s suitability for employment it is the employer’s responsibility to ensure the individual is suitable to work with vulnerable people (including children). This may include seeking information from other countries, including EU member states. The Disclosure and Barring Service uses information from the England & Wales, Northern Ireland and Scottish barred lists.

On 25 October, the Secretary of State for Defence announced that the UK would renew its participation in the US-led Train and Equip Programme to train selected members of vetted moderate Syrian opposition groups outside Syria as part of the wider counter-Daesh campaign. Before being accepted for training, prospective trainees are then individually vetted and subject to security and medical screening.