Rehabilitation of Offenders Act 1974 Considerations

Rehabilitation of Offenders Act 1974 Considerations

workforce

This type of background check often involves a focus on information handling. Public Services Network Employers must keep customer data, organizational secrets, and classified information safe. As defined in relevant regulation, failure to comply can lead to penalties or damage to an organization's reputation. International work histories might also be considered. If a candidate spent time in another country, immigration details and employment records must be confirmed. This may require checking records beyond the United Kingdom's borders. Employers might commit part of their budget to ensure that the BPSS Check process remains thorough and up-to-date.

Payment methods for BPSS Clearance services often involve secure credit card transactions. Such payment supports the verification process and ensures that the entire cycle, from initial customer inquiry to final confirmation, is efficient and straightforward. Basic DBS Check for Unspent Convictions . Check out BPSS Clearance for identity verification service news. Throughout the steps, it is possible to gather feedback from both the candidate and the hiring organization to change procedures if necessary. Feedback can highlight areas for improvement, provide insights on training needs, and help maintain accuracy in the long term. The entire vetting process, from the initial background check to the final issuance of a security clearance, also may involve evaluation steps that consider CBS (which can be linked to certain internal verification systems), references from a referee, confirmation of employment history, interviews with previous employers, and checks on immigration status or right to work credentials.

Sometimes a BPSS Check will involve the review of digital identity processes. The introduction of biometrics as an identity verification service strengthens these checks. The candidate's credit card usage, financial stability, or previous roles in finance could come into play. Ensuring no history of fraud or identity fraud is present helps uphold the credibility of the workforce. Organizations must manage the evaluation with precision and avoid shortcuts that might undermine the integrity of the check.

When talking about the practicalities, BPSS Clearance involves checking immigration requirements, verifying that the candidate has the right to work, and ensuring no conflict with right-to-work law. If an individual's past includes a conviction considered under the Rehabilitation of Offenders Act 1974, it must be evaluated. Only unspent convictions affect the decision. The use of a Basic DBS check, as well as consulting various databases for employment evidence and identity document authenticity, helps the organization manage risk. The process can change recruitment decisions if irregularities appear. Confirming that a candidate's personal identity matches their documents and that these documents have no expired license or visa ensures accuracy.

Payment options for services related to BPSS Clearance often involve secure credit card transactions. This supports an efficient process in which the organization can manage costs while meeting all regulatory compliance. The goal is not only to ensure that the candidate meets established standards but to enable the organization to feel confident in their workforce. The presence of a contract between the organization and any external verification provider ensures that each stage of evaluation is performed professionally and consistently. The organization may consider training staff on the framework of BPSS Clearance to maintain confidence and trust.

While the focus of a BPSS Check often involves the prevention of misconduct, it also supports the broader objective of national security and the credibility of the workforce. Positions in the civil service or related to the British Armed Forces or other military sectors may require multiple layers of security clearance. Aligning with the demands of law enforcement and the police force, these checks ensure that any employee who might encounter children, manage high-level finance tasks, or handle classified information is appropriately screened. This approach reduces risk and liability, supports the public sector in building a reliable team, and protects assets from unauthorized access.

Adapting BPSS Clearance Standards to New Legislation —

It is not only security-related fields that benefit. Positions in health care, education, or charitable organizations may require these checks to protect children, prevent crime, and ensure trust. Public Services Network access, finance management, and roles within airport security also demand thorough scrutiny. Adhering to right-to-work law, confirming compliance with the Data Protection Act 1998 and the General Data Protection Regulation, and verifying nationality and immigration status all support a stable and legitimate workforce. By following these steps, the organization reduces exposure to espionage and terrorism risks, ensuring that no unauthorized individual gains access to sensitive roles.

Shorter sentences can help break down the process. A questionnaire might be required, gathering information about the candidate's employment history and personal identity. An interview may confirm these details. A referee can provide evidence of previous performance or reliability. Personal circumstances such as health care needs or the use of assistive technology may come into consideration. Compliance with regulation ensures that the process is fair and respects the Rehabilitation of Offenders Act 1974, considering only unspent convictions. If the candidate passes these checks, the organization can proceed confidently, knowing that the risk of fraud or misconduct is lower.

Counter-terrorism, espionage prevention, and other national security matters often relate to these checks. A contract for a role handling classified information or assets with a link to the police force may require a level of security clearance. The interview process can highlight any inconsistencies. The referee's statements can support employment history verification. The candidate's credit profile might be examined if the role involves finance. Even a small detail, such as an identity document's expiration date, can influence the outcome. Proper evaluation ensures that no step is overlooked.

In addition, the scope of BPSS Clearance extends into areas such as health care and education. Professionals entrusted with roles that influence children's safety, for example, may come under scrutiny to reduce the risk of employing someone with a history of crime or misconduct. In another instance, working within airport security demands certainty that employees can handle sensitive information without compromising standards of security clearance. Even those involving themselves in finance operations, under bodies like the Financial Conduct Authority, must be thoroughly checked to protect both the organization and its customers from potential fraud or identity fraud.

Understanding BPSS Clearance for Government Roles

Understanding BPSS Clearance for Government Roles

The implications of failing to conduct a BPSS Check effectively can impact multiple areas, from the organization's relationship with its customer base to potential liability issues. An organization that does not follow established verification and validation steps could risk exposure to espionage, counter-terrorism threats, or other crime-related risks. MI5 and other agencies involved in national security rely on proper security clearance standards to ensure that the workforce is reliable and free from infiltration or misconduct. A BPSS Check can also apply to specific roles like reservist positions or those who may handle financial assets subject to regulation by the Financial Conduct Authority.

This kind of background check is not limited to direct government roles. A contractor, someone working under a contract for a public sector entity, or employees who handle sensitive information for a charitable organization serving the United Kingdom government may also require BPSS Clearance. Even those interacting with airport security, MI5 data, or working as a reservist in the British Armed Forces might need to comply. Providing a birth certificate or a driver's license and ensuring that all data is handled in accordance with the Data Protection Act 1998 and the General Data Protection Regulation is standard practice. Following each regulation supports the employer's commitment to trust and security. The involvement of identity verification service providers helps confirm a digital identity and avoid identity fraud.

As an identity verification service, BPSS Check streamlines these checks, ensuring that the workforce meets expected standards. By doing so, it reduces any liability for the employer. When talking about sensitive environments, such as airport security or roles that involve children in education, it becomes especially important to confirm that the candidate's personal identity and employment background align with the requirements. The same applies to those who engage with finance or work under the Financial Conduct Authority's guidelines. Ensuring that the candidate's immigration status is correct and right-to-work law is respected limits the risk of non-compliance.

For employers, maintaining reputation, integrity, and compliance with legislation is important. Hiring individuals without proper checks might lead to consequences in finance, health care, education, or even credit arrangements. The verification process supported by BPSS Check ensures that each candidate's background is reviewed with care. Employment records are checked for consistency, and identity documents are inspected for expiration date and authenticity. Biometrics can be applied where necessary. Law enforcement databases are consulted where allowed, and any sign of crime or espionage is addressed. Employers following these processes can demonstrate to their customer base, regulatory bodies, and workforce that the correct standards are applied. Adhering to security clearance protocols, ensuring that public sector roles comply with right-to-work law and meet the standards of the United Kingdom Accreditation Service, and checking that employees comply with the Financial Conduct Authority's guidelines for finance roles all enhance trust.

Industry experts often contribute insights to strengthen the entire approach. From ensuring that MI5 requirements are met for positions involving counter-terrorism tasks to meeting expectations from the Cabinet Office, expert guidance helps maintain the highest standards. The presence of Public Services Network guidelines, a license where relevant, and adherence to legislation that addresses espionage, terrorism, or identity fraud ensures that no step is overlooked. Employer decisions influenced by BPSS Clearance processes can extend to roles involving children or working closely with a police force. Ensuring no hidden risks arise protects the public sector, maintains social stability, and assures the public that the workforce is trustworthy.

As organizations comply with Security vetting in the United Kingdom, risks of espionage, terrorism, and fraud decrease. With careful checks on digital identity, expiration date checks on identity documents, and an emphasis on transparency, it becomes possible to maintain high standards. When planning the budget, payment structures, and methods for obtaining feedback, organizations consider every detail. Continuous evaluation of the process, adherence to the right-to-work law, and alignment with the Financial Conduct Authority guidelines, ensure no dimension is neglected. The candidate's nationality, immigration status, and background checks confirm their eligibility to serve in roles that may shape future policy, interact with children, or manage sensitive financial data.

When talking about employment and recruitment, BPSS Clearance plays a part in screening candidates who may join the civil service, military units, law enforcement agencies, or those handling finance or working with education, health care, and airport security operations. Individuals could be working on contracts that involve sensitive information, such as classified information managed under strict security clearance protocols. vetting Some may be involved in counter-terrorism duties, support MI5 activities, or handle operations related to the police force. Others might need clearance to perform roles within the British Armed Forces as a reservist or serve in a charitable organization that works closely with government entities. In these scenarios, employers must be confident that the individual's personal history does not involve espionage, terrorism, or any activities that could undermine national security.

Immigration and visa checks confirm that the workforce aligns with United Kingdom regulations. Avoiding illegal employment or individuals lacking the right to work maintains the organization's credibility. The process also supports compliance with legislation enforced by the Cabinet Office and can align with the standards of the Public Services Network, ensuring the environment remains secure. By confirming each candidate's personal identity, the employer reduces the risk of recruiting someone who may engage in crime, espionage, or other wrongdoing. This approach creates a safer climate for all parties involved.

The Importance of Identity Verification in BPSS Checks

In summary, BPSS Clearance involves a comprehensive evaluation of personal identity, nationality, right to work, immigration status, criminal record, and employment history. It ensures compliance with legislation, encourages trust, and aligns with Security vetting in the United Kingdom. Supported by the Disclosure and Barring Service, the Cabinet Office, the Financial Conduct Authority, and the United Kingdom Accreditation Service, BPSS Clearance contributes to a secure environment, protecting against fraud and other threats. Through appropriate identity documents, questionnaires, interviews, references, credit checks, and use of assistive technology, the process leads to well-informed recruitment decisions. Ultimately, it supports the public sector, the civil service, the British Armed Forces, and related sectors in selecting the right individuals, maintaining the integrity of their operations, and preserving the safety and stability of the United Kingdom.

Working closely with the Data Protection Act 1998, the General Data Protection Regulation, and other legislation, BPSS Check respects information privacy principles. Encryption and secure handling of data guarantee that personal identity details are protected. The involvement of the United Kingdom Accreditation Service and adherence to Public Services Network standards helps reassure the organization that the process aligns with recognized benchmarks. By following a structured evaluation that includes checking a candidate's credit if relevant, ensuring their National Insurance details are correct, and confirming their immigration status, BPSS Clearance establishes a well-rounded approach to recruitment.

A BPSS Check often involves an interview process, a questionnaire, and verification by a referee. A referee can provide evidence of a candidate's past performance, adherence to standards, or their reliability. These steps happen during recruitment to confirm that the individual can be trusted with sensitive information or responsibilities that connect to the public sector. Contracts may hinge upon successful completion of a BPSS Check, as organizations wish to ensure compliance with the Cabinet Office guidelines and adhere to legislation. The Public Services Network often requires that individuals with access to government-related platforms have the right background and meet stringent security requirements.

How the Data Protection Act 1998 Affects BPSS Screening

How the Data Protection Act 1998 Affects BPSS Screening

Over time, consistent application of BPSS Clearance supports the workforce by ensuring that each employee matches organizational standards. It provides evidence that risk has been minimized, and that the organization has not ignored its obligations under the law. By adhering to right-to-work law, verifying personal identity with biometrics or digital identity systems, and evaluating each candidate's criminal record with a background check from the Disclosure and Barring Service, the organization can maintain a secure environment. This reliable process enhances trust among customers, encourages sound financial decisions under the guidance of the Financial Conduct Authority, and ensures compliance with legislation that shapes recruitment and long-term operational stability.

BPSS Clearance involves careful examination of documents like a license, a passport, and sometimes a visa. It may also require submission of a National Insurance number (UK) to confirm an individual's right to work. Each step taken respects the boundaries of information privacy. Proper information handling methods ensure data remains safe and compliant with relevant legislation. Observing regulatory compliance is essential, not only because of legal obligations but because it helps sustain trust and reliability in an organization's recruitment practices. Through verification and validation, identity verification service providers confirm that the candidate does not pose a risk. When dealing with immigration rules, security matters, and handling confidential finance information, it becomes necessary to ensure that all facts line up accurately.

As part of these thorough checks, a Basic DBS check managed by the Disclosure and Barring Service often appears. This background check focuses on identifying unspent convictions, as defined in the Rehabilitation of Offenders Act 1974. Taking into account any conviction helps maintain standards of security clearance and confirms that employing the individual will not create unnecessary risk. As an identity verification service, BPSS Check must handle this data with encryption, manage it within information privacy guidelines, and adhere to the principles set by the Cabinet Office and other authorities. Any detected irregularities, such as a forged identity document, an undisclosed criminal record, or evidence suggesting espionage, would raise red flags that influence recruitment decisions.

A BPSS Check assists with the proper application of legislation that shapes recruitment practices, ensuring that no step violates the right-to-work law, the Rehabilitation of Offenders Act 1974, or other regulatory requirements. As defined in relevant regulation, employers must not simply rely on surface-level checks. Instead, they may conduct a thorough background check and consider convictions, financial histories, and credibility. The process can include CBS or credit evaluations, allowing an organization to understand the prospective employee's financial stability. This may help detect fraud or identity fraud attempts.

Immigration and Nationality Checks in BPSS Clearance

As a comprehensive approach, a BPSS Check is not solely about meeting initial hiring requirements. It is connected to security vetting in the United Kingdom, which is essential in building trust within public sector roles. Issues like espionage and terrorism have led to heightened expectations for verification and validation. Organizations require checks to confirm that their workforce does not pose a risk to national security or organizational integrity. This can relate to a range of sectors, from those safeguarding airport security operations to those handling finance or working under the oversight of the Public Services Network. Even positions in health care, education, or charitable organizations could demand a BPSS Check, as these roles may have access to sensitive information and must uphold public trust.

As part of the process, an identity verification service may be contracted to confirm that the digital identity, documents, and personal information match. If questions emerge, a questionnaire, interview, or further background check may follow. Customer feedback might shape improvements in methodology. Adjustments to the process can occur when feedback highlights areas needing change in the verification steps. A budget must be allocated to cover costs related to CBS checks, credit card payments for identity verification service fees, and ongoing maintenance of systems. workforce The entire recruitment process, from initial screening to the final security clearance, must adhere to legislation and best practices.

When talking about BPSS Clearance, there is a need to present information in a detailed, professional manner without unnecessary drama. BPSS Clearance, also known as the Baseline Personnel Security Standard, is linked to security vetting in the United Kingdom. It focuses on regulatory compliance and verification and validation steps that ensure individuals can be trusted before they gain access to sensitive information. BPSS Clearance addresses the requirements of the public sector, civil service, and organizations connected to the British Armed Forces, military institutions, and other government-related environments. It also applies to roles involving airport security, charitable organization work, and any position where identity fraud, terrorism, espionage, or infiltration might pose a risk.

Immigration and Nationality Checks in BPSS Clearance
The Role of the Cabinet Office in Security Vetting
The Role of the Cabinet Office in Security Vetting

In addition to evaluating a candidate's criminal record, it may be prudent to consider their financial background. General Data Protection Regulation Credit checks can reveal potential vulnerabilities to bribery or blackmail. While not always mandatory, this step can prove beneficial, especially in roles linked to finance or procurement. A balanced approach is necessary, respecting information privacy while also safeguarding important positions. Encryption technology and other protective measures ensure that personal identity and sensitive information remain secure during the vetting process.

The review process encompasses more than identity checks. A background check under BPSS Clearance may include an interview stage, references from a referee, or details regarding previous employment and contracts. If a candidate has taken sick leave or if assistive technology is needed in their prospective role, these aspects can be addressed as part of the process. It may also examine if a credit card or other financial documents are relevant, especially for positions that handle finance. Verification does not stop at basic facts; it extends to ensuring that the candidate matches the expectations for roles that might connect with counter-terrorism efforts, MI5 involvement, or tasks that require the disclosure of sensitive information.

In the United Kingdom, government policy requires that staff undergo security vetting in order to gain access to government information.

The government uses four levels[1]: Annex C, p. 24  of personnel security controls depending on the level of assurance required. Three of these levels are types of national security vetting clearance.[1]: Annex B 

Vetting is intended to assure government bodies that the individual has not been involved in espionage, terrorism, sabotage or actions intended to overthrow or undermine Parliamentary democracy by political, industrial or violent means. It also assures the department that the individual has not been a member of, or associated with, an organisation which has advocated such activities or has demonstrated a lack of reliability through dishonesty, lack of integrity or behaviour. Finally, the process assures the department that the individual will not be subject to pressure or improper influence through past behaviour or personal circumstances.[2]

Vetting is usually carried out by United Kingdom Security Vetting (UKSV), a department within the Cabinet Office.[3] UKSV was created in January 2017 by combining DBS National Security Vetting (DBS NSV) and FCDO Services National Security Vetting (FCDOS NSV).[3] This change was an outcome of the Strategic Defence and Security Review 2015.[4]

Security and intelligence agencies such as MI5, MI6 and Government Communications Headquarters carry out their own vetting. The minimum is Developed Vetting and very occasionally Enhanced Security Check.

It is possible to pass vetting with one department yet fail it with another as vetting is tailored to the role/department. Clearances can be transferred between departments. Holders of vetting clearance may face travel restrictions on private travel to high-risk countries.

Vetting in the UK is currently undergoing change as part of the Vetting Transformation Programme. This will see a series of "Levels" introduced and the phasing out of the current nomenclature. These new levels will be broadly:

  • Accreditation Check (AC) = Level 1A
  • Counter Terrorist Check (CTC) = Level 1B
  • Security Check (SC) = Level 2
  • Developed Vetting (DV) = Level 3[5]

Note: Baseline Personnel Security Standard (BPSS) is not considered a formal security clearance level but this, or an equivalent background check, is used to underpin all vetting.

The target date for this transformation is 2025. Level 1B was introduced October 2022 and is currently the only "new" level operating.

Types of personnel security check

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Baseline Personnel Security Standard (BPSS)

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The Baseline Personnel Security Standard (BPSS) checks are normally performed when a person is recruited.

All those with access to government assets are subject on recruitment to the requirements of the Baseline Personnel Security Standard. This includes all applicants for employment in the civil service and armed forces and applies to both permanent and temporary staff and private sector employees working on government contracts, with access to government assets.

The Baseline Personnel Security Standard requires the verification of the following four elements:

  1. Identity[1]: 7(a) 
  2. Employment history (past three years)[1]: 7(b) 
  3. Nationality and immigration status[1]: 7(c) 
  4. Criminal record (unspent convictions only)[1]: 7(d) 

A reasonable account of any significant periods (a total of 6 months or more in the past 3 years) spent abroad.[1]: Annex B  Prospective employees who have recently come to the UK or lived abroad may be asked to provide overseas police certificates of good conduct.[1]: 7(d) 

BPSS[1]: Annex B 

  • Allows access to UK OFFICIAL assets and occasional access to UK SECRET assets
  • Is required to work in areas where SECRET and TOP SECRET information may be overheard
  • Allows individuals who require it, access to the Public Services Network (PSN)

Employers may initiate the following incremental national security vetting checks on recruits after performing the BPSS check.

Counter Terrorist Check (CTC)/Level 1B

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A Counter Terrorist Check (CTC)/Level 1B is required for individuals who are employed in posts that:[1]: Annex B 

  • Involve proximity to public figures assessed to be at particular risk from terrorist attack.
  • Give access to information or material assessed to be of value to terrorists. However, it is not designed to manage access to sensitive information.
  • Involve unescorted access to certain military, civil, industrial or commercial establishments assessed to be at particular risk from terrorist attack.

The process for CTC clearance includes:

  • BPSS check;
  • Completion of a security clearance questionnaire by the candidate;
  • Checks against UK criminal records covering both spent and unspent convictions;
  • Checks against Security Service (MI5) records;
  • It may also include an interview.

A CTC/Level 1B clearance must be formally reviewed after ten years (five years for non-List X Contractors).[1]: Annex B 

In the transport sector security vetting requirements, including for Counter Terrorist Check, is regulated by the Department of Transport.[6]

A CTC/Level 1B is required for police officers and many associated staff.[7]

Security Check (SC)

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A Security Check (SC) is the most widely held level of security clearance.[8] SC is required for posts involving regular and uncontrolled access to SECRET assets and/or occasional, supervised access to TOP SECRET assets,[8] and for individuals who:[1]: Annex B 

  • While not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
  • Will have sufficient knowledge to obtain a comprehensive picture of a SECRET plan, policy or project.
  • Are being considered for employment where it would not be possible to make reasonable career progress without security clearance for access to SECRET assets.
  • Require access to certain levels of classified material originating from another country or international organisation.

The process for SC clearance includes:

  • Successful completion of the Baseline Personnel Security Standard.
  • Completion, by the individual, of a Security Questionnaire.
  • A departmental/company records check which will include e.g. personal files, staff reports, sick leave returns and security records.
  • A check of both spent and unspent criminal records.
  • A check of credit and financial history with a credit reference agency.
  • A check of Security Service (MI5) records.
  • Checks on foreign travel/foreign contacts.
  • It may also include an interview.

Checks may extend to third parties included on the security questionnaire.

An SC security clearance must be formally reviewed after ten years (seven years for non-List X contractors) or at any time up to that point at the discretion of the vetting authority.[1]: Annex B 

Enhanced Security Check (eSC)

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This is similar to an SC but also includes a financial questionnaire and may include an interview with a vetting officer. It is a pre-requisite for the granting of access to STRAP codeword material at the SECRET level.

Developed Vetting (DV)

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DV is one of the most detailed and comprehensive form of security clearance in UK government. It is needed for posts that require individuals to have frequent and uncontrolled access to TOP SECRET assets, or require any access to TOP SECRET codeword material. It is also required for individuals who:

  • While not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
  • Require frequent and uncontrolled access to Category I nuclear material.
  • Require access to certain levels of classified material originating from another country or international organisation.

The process for DV clearance includes:

  • BPSS check.
  • Completion, by the individual, of a Security Questionnaire, a DV Supplement and Financial Questionnaire.
  • A check of both spent and unspent criminal records.
  • A check of credit and financial history with a credit reference agency.
  • A check of Security Service (MI5) records.
  • A full review of personal finances.
  • Checks on foreign travel/foreign contacts.
  • A detailed interview conducted by a vetting officer.
  • Further enquiries, including interviews with referees conducted by a vetting officer.

A DV security clearance must be reviewed every seven years or at any time up to those points at the discretion of the vetting authority.[1]: Annex B 

Enhanced Developed Vetting (eDV)

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Enhanced Developed Vetting requires additional in-depth interviews, beyond that of DV, including a full list of all foreign travel within the last 10 years. It is required for a limited number of highly sensitive roles and can only be requested by a small number of government departments.[9]

Caveats/Nationality Restrictions

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A clearance of any level can be granted with "caveats" which may restrict the holder from accessing certain types of material, for example relating to specific countries, regions or projects. Where there is an explicit requirement for the viewer of a document to be a UK Citizen, the individual must hold a clearance with no "caveats" and be deemed to meet "UK Eyes Only". Further restrictions can include "No Dual Nationals".

Clearance Aftercare

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Change of personal circumstances

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A change of personal circumstances (CPC) questionnaire has to be submitted when a CTC, SC, eSC, DV, eDV, STRAP clearance holder is "marrying, remarrying, entering into a civil partnership, setting up a stable unmarried relationship which includes living with someone as a couple", "due to significant changes in financial circumstances" or "due to contact with law enforcement". DV clearance holders also have to report the arrival of new "co-residents" such as a lodger or flatmate.[3]

Annual Security Appraisals/Aftercare Reports

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Holders of eSC, DV and eDV must annually complete a "Security Appraisal Form" (SAF) in conjunction with their line management, detailing any areas of concern or changes in circumstances that have occurred in the previous year which have yet to be notified to UKSV.

Any issues that require immediate notification to UKSV during the year are either self-reported as a change in circumstances, or if caused by a security issues filed as an "Aftercare Incident Report".

Transfer of a clearance

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A request can be made to transfer national security clearances between organisations, providing they have not expired. Transfers are requested by the "new employing sponsor". Transfers can be the same level of clearance or a lower level clearance can be "extracted" from a higher level clearance (usually SC extracted from DV). No more than twelve months must have elapsed since the holder left the organisation for which the clearance was originally granted and no more than six months spent living overseas. New completed change of circumstances questionnaires, to bring the UKSV and departmental records up to date, may be required.[3] The new sponsor reviews the details of the clearance and decides if it is acceptable for the specific new role.[1]: 44 

Other Checks

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Disclosure and Barring

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In addition to national security clearances, other types of roles and organisations stipulate a need for background checks, these are often required for vulnerable group access (including children), as operated by the Disclosure and Barring Service (DBS), replacing former Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA) checks.

Police Vetting

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The police service has its own system of vetting:

Force Vetting[10] with a hierarchy of Police Personnel Vetting (PPV) and Non-Police Personnel Vetting (NPPV) levels.

Within this there are several levels. For police officers and police staff, there is:

  • Recruitment Vetting; and
  • Management Vetting

For contractors and those with access to certain parts of police systems, there is "non-police personnel vetting":

  • NPPV Level 1 (NPPV1)
  • NPPV Level 2 (NPPV2)
  • NPPV Level 3 (NPPV3) (aligned but not equivalent to SC)

When an actual SC, eSC, or DV is required alongside Force Vetting, it is carried out by UKSV.

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