Types of screening
The DCSI Screening Unit conducts five types of screening assessment on behalf of employer organisations and those engaging volunteers:
|Aged care |
|Vulnerable person |
For each type of screening, a separate risk assessment is conducted by the DCSI Screening Unit. What is assessed?
What type of screening is required?
The type of screening required depends on the work or tasks the employee or volunteer is required to undertake in their role, and the setting in which they will be working or volunteering. Based on this:
- In some cases, screening is mandated by legislation;
- Where not mandated by legislation, a decision as to what type of screening is required is made by the employing organisation. Organisations may develop their own policies that require employees and volunteers to undergo criminal record checks and require screening as a condition of an employment contract.
When screening is mandated by legislation
To ascertain what legislation (if any) applies, key questions to ask include:
- Working with children: Is the role a 'prescribed position' under the Children's Protection Act 1993 and associated regulations?
- Disability services: Is the role a 'prescribed position' for a 'prescribed disability service provider' under the Disability Services Act 1993 and associated regulations;
- Aged care sector: Is the organisation funded by the Commonwealth Government under the Aged Care Act 1997?
When screening is not mandated by legislation
For the below types of screening, there is no legislative requirement for screening:
When would a Police Check suffice?
Another option to consider is whether a National Police Certificate is suitable for your purposes. This provides a summary of a person's offender history (but no risk assessment). For more information, go to our Police Checks page.
How do I determine what type of screening is required?
Following the steps below will help you to determine what type of screening is required:
- Job role: Refer to relevant job/volunteer role statements/descriptions and consider the list of duties that are inherent to the (work or volunteer) role.
- Nature of the workplace: Consider the nature of the workplace e.g. the groups of vulnerable people with whom the employee or volunteer will have contact while carrying out those tasks; if an aged care setting, does the organisation receive funding from the Commonwealth Government and therefore fall within the scope of the Aged Care Act 1997?
- Check against the legislation: Check the list of duties against the legislation to determine whether the legislation applies; whether screening is required, and if so, what type.
- Consider whether more than one type of screening is required. It may be helpful to use this flow chart which poses key questions and guides you through this process. Refer to the relevant regulations to determine whether an exemption applies.
- If screening is not required by legislation: Consider any organisational policies or contractual obligations that could apply.
- Will a Police Check suffice? In some cases a National Police Certificate (obtained through SA Police) may meet your organisation's requirements in terms of meeting its risk management responsibilities and/or if documentation of the person's criminal history is required.
- Is there a current clearance? If the person has a current clearance with six or more months left to run, they do not need to be rescreened. Renewal applications should be lodged when the applicant has six months or less left to go on their current clearance.
An organisation can conduct its own assessments, except where Disability Services Sector Screening is required, in which case, the screening assessment must be conducted by the DCSI Screening Unit.
For an overview of the circumstances in which the different types of screening may be required, and a comparison of key features of each, refer to the flowchart and chart below:
For more details about each type of screening, please see menu items to the left of this screen.