Pre and post employment checks: NHSScotland PIN policy

Footnotes

1 See section 2.1 for details of full scope of application beyond directly employed staff

2 http://www.staffgovernance.scot.nhs.uk

3 http://www.legislation.gov.uk/asp/2004/7/contents

4 http://www.msg.scot.nhs.uk/wp-content/uploads/Agenda-for-Change-Handbook-Master-
Scottish-Copy-Amendment-24.pdf

5 2.1.2 Although for ease of reference, unless making specific reference to a category of placement other than directly employed staff, the PIN will generally use language pertaining to individuals applying for or subsequently engaged in work.

6 In development at the time of publication of this PIN Policy

7 A Scheme Record is used in broadly the same way as an enhanced disclosure. However, unlike enhanced disclosure (which is post specific), a Scheme Record relates to doing regulated work in one or both workforces. It also differs from enhanced disclosure in that the Scheme Record will not be issued if the individual is barred (a letter being issued to the individual and registered body instead).

8 i.e. one of the two types of regulated work

9 Subsequent reference within this section is made solely to 'registration', but should be read to include 'licence to practice' in the case of medical staff.

10 This includes circumstances where an individual holds two contracts of employment within the same Board, each of which is considered to be 'secondary work activity' in relation to the other. It also applies regardless of whether an individual considers their role within the Board to be 'secondary' to a primary contract of employment elsewhere.

11 In the case of those engaged in paid work, ongoing 'entitlement to work' checks will be required following placement until such times as the individual has indefinite leave to remain and work. Similarly, organisations should ensure that there is no subsequent breach of any restrictions in terms of the type of work an individual can do or the amount of hours they can work.
While no such check is required in the case of volunteers, there is a requirement to check in the case of those involved in unpaid work, the distinction between which may not always be clear.

12 While references may not be required for the purposes of this PIN (i.e. to check the accuracy of an individual's previous employment and training history), they may still be required to provide assurance of an individual's qualifications, integrity and track record.

13 While pre placement health clearance may be required in all cases with the exception of individuals on work experience, the extent of the clearance process will depend upon the role.

14 All have a duty to declare during the pre placement process, and thereafter, any potential or actual conflict of interest.

15 See note 13 above

16 See note 14 above

17 See note 15 above

18 See note 16 above

19 The term "practitioner" is used in this paper to refer to a healthcare professional who is registered with at least one of the eight UK professional regulatory bodies, i.e. GMC, NMC, HCPC, GDC, GPhC, GOC, GCC, GOsC or a social care professional registered with the Scottish Social Services Council.

20 The exact process followed can differ across the regulatory bodies but will follow this general pattern.

21 The language used may differ from one regulatory body to another but both terms mean similar things.

22 Where an employer has concerns about a practitioner's fitness to practise these should be conveyed to the relevant regulatory body. This should apply even when the practitioner is leaving that employment to take up work elsewhere, including as a locum or as an independent practitioner.