<aside> 💡 Develop a comprehensive risk management framework for your organisation, detailing required checks and questions for each role, ensuring a consistent and informed approach to vetting candidates with convictions.

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What does success look like?

1. A tailored risk management framework for your organisation
2. Clear guidelines for required checks and questions based on role categories
3. A consistent and informed approach to vetting candidates with convictions.

How would Offploy do it?

• [ ] Identify the risks involved with the role. Are they, operational, financial, reputational? These may be risks which are generic to roles within your organisation and could be risks regardless of who you hire. Categorising risk will help you to identify general risk management/mitigation measures which may serve to improve the security and operation of your business.
• [ ] Analyse the nature of risk of the role. Determine who or what is at risk e.g. vulnerable adults, petty cash. After categorising the risks, considering the specific nature of the risk will help you decide who or what is vulnerable and how best to deal with the risk identified. e.g. if your business is particularly dependent on flammable, high value items, or apprentices, you may decide that very specific measures are required. See: Job Risk Assessment - 10+ Examples, Format, Pdf | Examples
• [ ] Prioritise the risk. Some have a high likelihood of occurrence but low severity if they do occur e.g, splinters from handling wood which may be mitigated by insisting on gloves being used. Other risks may have a low likelihood of occurring but a severe consequence e.g, falling from height or electrocution. See: Managing risks and risk assessment at work – Overview -HSE
• [ ] Evaluate the candidate against the role. What role is the candidate applying for? Is it regulated i.e. working with under 18’s or vulnerable adults? How likely is it that the candidate could pose a specific risk considering the time since conviction and nature of conviction. This is more than just insisting on a DBS check at an appropriate level. See: How to Conduct a Risk Assessment of Potential Candidates | Equifax Knowledge Hub
• [ ] Monitor the risk on an ongoing basis. Both the role risk and individual employee risk will require ongoing monitoring to ensure that any evolution of the role or changes in the employee risk management are considered and suitable adaptations made e.g, an employee may finish their licence period or court order duration and no longer be under the regular scrutiny of Probation and/or police.

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