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Disclosure and Barring Service
The Disclosure and Barring Service (DBS), previously the Criminal Records Bureau (CRB), allows authorised users to obtain information about a person’s criminal record for approved purposes. Criminal record certificates (known as disclosures) are issued by the DBS.
The DBS offers the England Touch Association (ETA) a means to check the criminal background of employees and volunteers, both new and existing in post, for specific positions, to ensure that they do not have a criminal history that would make them unsuitable for that role.
Having a criminal record will not necessarily prevent an individual from being employed or volunteering with ETA. This will depend on the nature of the role, professional suitability and the circumstances, nature and background of the offence(s). ETA complies fully with the DBS Code of Practice, with an undertaking to treat all job applicants and volunteers fairly, and not discriminate based on conviction or other information revealed.
DBS checks will only be sought where a role is eligible to be checked. The ETA reserves the right to require a disclosure and follow up disclosure on employees and volunteers.
This policy applies to all permanent, temporary and casual employees, volunteers, and to other third parties engaged in work for or on behalf of the ETA, where the roles and duties to be performed require the individual to have a Standard or Enhanced DBS disclosure.
ETA has a responsibility to ensure that a DBS checking procedure is in place and that checks are carried out lawfully and in line with this policy.
It is mandatory for any ETA coach working with ETA affiliated youth participants to have an ‘enhanced’ DBS check if they are working with under 18-year-olds or vulnerable adults:
- At any time of day on more than three days in a 30-day period,
- or they have any opportunity for face-to-face contact time between 2am and 6am (such as residential camps).
This is relevant to coaches representing ETA at international, national, regional and club level with an affiliation to ETA.
It is mandatory for any ETA employee or volunteer who handles personal information about ETA affiliated youth participants, but do not coach them, to have a ‘standard’ DBS check.
CLICK HERE to read the full DBS policy
Apply online
If you require a DBS you can contact our Disclosure Manager at England Touch who will start the process for you. You need to send your full name and an email address to julia@englandtouch.org.uk who will set up the online process for you. You will receive a link from the GBG group who will ask you to complete the online application.
In the first step, you'll need to provide the England Touch PIN which is 120201.
Verify your documents
During the application process, you'll need to have your ID documents verified at the Post Office. Please follow the instructions on the GBGroup website for information about post offices which provide this verification service near you. This will cost £15.60 for this service.
In order for the Post Office to verify your ID, you must take with you the ID Verification Service sheet available to print once you have submitted the application form, and your 3 original pieces of ID selected for verification.
Once the post office have verified your ID, you must scan and email the completed Verification sheet, together with copies of your ID to julia@englandtouch.org.uk.
Your application will then be verified online and you will receive a payment request from the GB Group for their admin fee of £24.
Next steps
Once the Post Office have verified your ID documents and the Verification sheet and scanned ID has been returned to the England Touch disclosure manager, the DBS search will commence. This can take up to 60 days, after which you will receive your DBS disclosure in the post. The England Touch Disclosure Manager will be notified of your DBS Clearance and your DBS reference number will be logged on the system.
Need any help?
Please refer to the application process e-guide which includes step-by-step instructions or email the Online Disclosures team at onlinedisclosures@gbgplc.com or call 0845 251 5000 (Monday-Friday 8.30am-5.30pm).
We look forward to hearing back from you soon.
If you require any further information, please do not hesitate to contact Sadi Musson (Disclosure and Barring Manager) via dbs@englandtouch.org.uk
It is a requirement of the CRB’s Code of Practice and TMG CRB that a body or individual using the Disclosure and Barring Service (DBS) checking service must have a written policy on the correct handling and safekeeping of Disclosure information.
As an organisation using the DBS to help assess the suitability of applicants for positions of trust, the England Touch Association (ETA) complies fully with the CRB Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information. The ETA also complies fully with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information, a copy of which can be given to anyone on request.
CLICK HERE to read more
It is a requirement of the CRB’s Code of Practice that any body or individual using Disclosure information as part of their recruitment process must treat Disclosure applicants who have a criminal record fairly and do not discriminate because of a conviction or other information revealed. It also obliges your organisation to have a written policy on the recruitment of ex-offenders; a copy of which will be given to Disclosure applicants at the outset of the recruitment process.
As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants’ suitability for positions of trust, the England Touch Association (ETA) complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed. The ETA is committed to the fair treatment of its staff, potential staff or users of its services, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation or offending background.
CLICK HERE to read more
