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If you have concerns about an existing staff member, it is your statutory duty to carry out all relevant checks as if the staff member were a prospective candidate.
If existing staff members change role, the new relevant checks must be carried out.
Examples of this include, but are not limited to:
- Moving to a post with regulated activity, where you must then obtain an enhanced DBS certificate including barred list information
- Promotions to management where Section 128 checks might then be required
Specific key differences to note:
For colleges, if a staff member moves from a post that did not involve the provision of education, to a new position that does, you must treat them as if they were a new candidate. All required pre-appointment checks must be carried out.