Verifying Employee Identity and Credentials


Public sector entities should:

  1. have approved policies and procedures for verifying employee identity and credentials which cover:
    • using a 100-point identity check
    • criminal background checks, based on the risks associated with the position
    • periodic monitoring of existing employees
  1. assess the positions which may require a criminal background or working with children check and ensure that these requirements are clearly documented in position description forms
  2. for high risk positions, or positions where there is an ongoing requirement to hold a licence or professional qualification, obtain regular declarations from employees that there is no significant change in their circumstances
  3. ensure that sufficient documentary evidence is obtained prior to appointment which supports an employee’s
    • identification and right to work in Australia
    • professional qualifications and memberships
    • criminal background or capacity to work with children (where necessary)
  1. perform appropriate referee checks for all potential employees and ensure that all employees’ reference checks are retained in their employee or recruitment file
  2. develop a procedure for monitoring the expiry dates of licences, certificates or working with children checks so that they can be followed up with the employee close to expiry date
  3. perform periodic criminal background checks for positions which require it.

Under section 7.12A of the Local Government Act 1995, all sampled entities are required to prepare an action plan addressing significant matters relevant to their entity for submission to the Minister for Local Government within 3 months of this report being tabled in Parliament and for publication on the entity’s website. This action plan should address the points above, to the extent that they are relevant to their entity, as indicated in this report.

Page last updated: June 19, 2019

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