We have received quite a lot of advice, from a number of sources,
about how and how long we can retain information received from the
CRB. But all this advice relates solely - and explicitly - to
recruitment decisions.
However, we are not very interested in recruitment decisions. We are
willing, in principle, to accept staff and volunteers whatever their
criminal history.
Details
While we do take the individual's criminal record into account when
deciding to recruit them, the key issue is not recruitment
but deployment. Since they are making themselves available to
help us and our clients, what is the best - and most appropriate -
way for them to help? How much training do they need, and how much
supervision?
We work in a very fluid environment. Opportunities to help people
arise at short notice. Decisions about deployment frequently need to be made
quickly if those opportunities are to be taken. In order to deploy
people safely and effectively, the person making that decision needs to know
of any relevant background. The decision often needs to be made within an
hour or two, while CRB checks usually take several weeks from beginning
to end.
It would be impossible to ask our volunteers to fill in a new CRB form
every time they start to do something new for us: we don't have the resources
to manage that, they don't have the patience, and it cannot be done quickly
enough.
At present, we are required to destroy all the relevant details returned
from the CRB within six months of the check being undertaken. We have requested
permission to retain the information for longer, and the request has been
turned down. The CRB has not given us any reason for this, only referring us back
to the standard advice which talks about recruitment procedures.