M4.2.1 - SCREENING Implementation Guidance

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Verification checks should take into account all relevant privacy, protection of personal data and/or employment based legislation, and should, where permitted, include the following:

• A. Availability of satisfactory character references, e.g. one business and one personal
• B. A check (for completeness and accuracy) of the applicant’s curriculum vitae
• C. Confirmation of claimed academic and professional qualifications
• D. Independent identity check (passport or similar document)
• E. More detailed checks, such as credit checks or checks of criminal records

Where a job, either on initial appointment or on promotion, involves the person having access to information systems, and in particular if these are handling sensitive information, e.g. financial information or highly confidential information, the entity should also consider further, more detailed checks.

Procedures should define criteria and limitations for verification checks, e.g. who is eligible to screen people, and how, when and why verification checks are carried out.

A screening process should also be carried out for contractors, and third party users. Where contractors are provided through an agency the contract with the agency should clearly specify the agency’s responsibilities for screening and the notification procedures they need to follow if screening has not been completed or if the results give cause for doubt or concern. In the same way, the agreement with the third party should clearly specify all responsibilities and notification procedures for screening.

Information on all candidates being considered for positions within the entity should be collected and handled in accordance with any appropriate legislation existing in the relevant jurisdiction. Depending on applicable legislation, the candidates should be informed beforehand about the screening activities.

Back to M4.2.1 - P2 - SCREENING