Sound, risk-based employee screening processes help agencies confirm the identity, integrity and academic credentials of their workforce. In the public sector, this process usually involves checking for criminal backgrounds and verifying employment history and educational qualifications.

Government agency recruitment practices generally require potential employees to declare any unspent criminal convictions or current criminal charges as part of the job application process. It is also good practice to periodically check existing employees to identify any changed circumstances which may affect their duties. For instance, an employee may have been convicted of a criminal offence that impacts their suitability for the role.

In 2013, the Public Sector Commission released a report More than a Matter of Trust. The report examined in detail the integrity checking controls throughout the recruitment, selection, appointment and induction process for positions that carried a high level of trust[1]. This audit complements the work performed by the Public Sector Commission.

[1] In its report More than a Matter of Trust (2013), the Public Sector Commission defined ‘positions of trust’ as positions where the level of integrity expected of an employee, due to the nature of the role, is higher than normally demanded or expected.