What is assessed during screening?
This depends on the type of screening. Although each type of check involves obtaining a national criminal history record check from the Australian Criminal Intelligence Commission (ACIC), some types of screening take into account additional sources of information. In some cases, legislative requirements dictate the type of information assessed.
Both vulnerable person screening and general employment probity screening take into account the applicant's criminal conviction history only.
Aged care sector screening involves a consideration of the applicant's national criminal history record to ascertain whether the applicant has ever been convicted of murder or sexual assault, or any other form of assault for which they have received a sentence of imprisonment (these are precluding offences). This type of screening is conducted in compliance with the requirements of the Aged Care Accountability Principles 2014 made under the Aged Care Act 1997
Child-related employment screening takes into account the applicant's national criminal history record as well as a wider range of information. This includes:
- information from South Australian government databases such as child protection information;
- publicly available information sourced from professional registration bodies relating to persons disciplined or precluded from working with children or vulnerable people;
- information from South Australian police, courts, prosecuting authorities including information about charges for offences alleged to have been committed (regardless of the outcome of those charges); and
- expanded criminal history information obtained from other jurisdictions, including spent convictions, pending charges and non-conviction charges and, importantly, circumstances information around charges or convictions.
This information obtained during child-related employment screening is assessed in accordance with a set of standards. For more information see child-related employment screening.
Disability services sector employment screening involves a national criminal record history check and includes the consideration of:
- criminal convictions information and charges, regardless of the outcome of those charges;
- convictions that would otherwise be considered 'spent';
- information from the Courts Administration Authority;
- workplace records that are relevant to working with people with disability, including professional misconduct and disciplinary action taken against, or attempted to be taken against an applicant; and allegations of abuse in disability employment .
This type of screening is required by some government agencies, all non-government disability service providers funded under the Disability Services Act (1993), and licensing authorities of supported residential facilities.
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