Training Area Operatives Fencing

We will ensure that no applicant or member of staff is subject to less favourable treatment on the grounds of offending background. We actively promote the right mix of talent, skills and potential welcoming applications from a wide range of candidates including those with criminal records. The selection of candidates for interview will be based on skills, qualification, experience and the ability to achieve the required level of vetting for the role.

Landmarc complies with Code of Practices as issued by the Department of Justice (Northern Ireland), Scottish Ministers (Scotland) and Disclosure and Barring Service (England and Wales) under the Police Act 1997. 

All applicants (direct applicants or contractors) are made aware that a criminal record self-declaration for unspent convictions is required and stress that the individual should be honest in their response during the recruitment process (applicants) or as part of the Baseline Personnel Security Standard Application (contractors). The information contained within the self-declaration and basic disclosure will only be seen by those that need to see it as part of the decision making process.

As part of the Defence Contract held by Landmarc Support Services Limited the self-declaration and application for a basic disclosure form part of the Baseline Personnel Security Standard which all employees and contractors are required to complete. 

The self-declaration and basic disclosure reference details will be stored securely by the Landmarc Security Team for the duration of the individual’s employment and 12 months afterward. 

We undertake to ensure an open and measured discussion on the subject of any unspent offences or other matters that may be relevant for the position of work concerned. Failure to reveal information that is directly relevant to the position could lead to withdrawal of the condition offer of employment or ability to work on contracted works.

Individuals in the recruitment and/or Baseline Personnel Security Standard process will receive appropriate training and advice to identify and assess relevance of the disclosure information to the security of whilst meeting the relevant legislation e.g. The Rehabilitation of Offenders Act 1974 and The Rehabilitation of Offenders Act (Northern Ireland) 1978.

Having unspent conviction(s) will not necessarily debar an individual from working for or with Landmarc. Each case is reviewed independently to assess the security risk, taking in to consideration the nature of the position and any other information provided as part of the application. 

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