Border Force is an operational command of the Home Office (v10DEC12 H-EXT)

Information for candidates Border Force Officer Border Force Assistant Officer

Heathrow

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Contents

About us 3 Role Description 4 Person Specification 4 Terms and Conditions 5 Notes for internal candidates 9 Response Instructions 10 Indicative Timetable... 10 Guaranteed interview Form 11 Home Office Declaration Form 12 Annexe A – AHW 13 Annexe B – Employment of Ex-Offenders 14 Annexe C – Civil Service Code 16

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Border Force

About us

Background on Border Force

Border Force is an operational command within the Home Office responsible for managing the UK border control by enforcing immigration and customs regulations. This is some of the most important and challenging work in Government as it both protects and enhances the UK economy. Border Force has five operational regions: North, Central, Heathrow, South, and South & Europe. The regions have responsibility for securing the border 24 hours a day, 365 days a year at the UK‟s ports, airports, postal depots and rail. This includes the Eurostar from Brussels and Paris to St Pancras International and the Eurotunnel from Coquelles to Cheriton. The UK border is also protected by a fleet of five sea patrol vessels, known as cutters, which carry out maritime enforcement, surveillance and interception. The cutters are responsible for detecting prohibited and restricted goods, immigration crime and fiscal fraud by boarding and searching all types of vessels and taking part in multi-agency maritime operations in both UK and international waters.

Location of posts Heathrow Airport and Region

Heathrow region is within the Greater London area and encompasses the largest airport in the UK. The airport currently operates four terminals with Terminal 2 opening in 2014, handling approximately 70 per cent of all UK air freight and as well as 69 million passengers a year The region is responsible for about 200 sites over a geographical area of approximately 700 square miles, including Farnborough, RAF Brize Norton and RAF Northolt and employs about 1,600 staff. The region‟s varied work includes conducting immigration checks on 100 per cent of passengers arriving by air and conducting risk-led detection activity for drugs, cash, tobacco, alcohol, firearms, prohibited goods, counterfeit goods and clandestine entrants.

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Role description

Background: Border Force Officer and Border Force Assistant Officer are exciting and flexible roles with a variety of responsibilities, including dealing quickly, effectively and professionally with passengers arriving to the port, allowing or refusing entry to the UK as appropriate in line with the Immigration Rules. The work also involves detecting prohibited and restricted items, but you can expect to be deployed on tasks that support other strategic objectives such as counter terrorism and human trafficking, which may require that you work across sites other than your normal location, as well as in a mobile capacity inland. The varied work includes stopping and checking all passengers arriving by sea or air for immigration control purposes, and risk-led interception for Class A drugs, cash, tobacco, alcohol, firearms, prohibited goods, counterfeit goods and clandestine entrants. We do this at tourist and freight controls, covering passengers travelling on foot, by car, coaches, freight vehicles, as well as air freight and sea containers.

Tasks/ Accountabilities/ Responsibilities: The job holders can expect to be responsible for delivery of a wide variety of tasks as set out in the advertisements for Border Force Officers/ Border Force Assistant Officers. You will be required to work a variety of shifts including night shifts and these shifts may alter every day. You may be required to start early in the morning (before 6am) or finish late at night (some shifts end at midnight). The night shifts can start at various times between 19.00 and midnight and vary in length from 8.4 hours to 12 hours. All shift patters are subject to change according to business requirements. You must consider carefully how you would travel to and from Heathrow to meet those requirements.

Person specification

We are looking for staff who;

are committed to continuous improvement;

are flexible, adaptive and creative in solving problems and dealing with change;

have a strong sense of personal ethics and honesty;

enjoy dealing with colleagues, members of the public and external stakeholders;

can effectively organise and plan;

are professional and customer focussed;

are able to confidently manage potentially difficult and challenging situations;

have leadership potential or demonstrated leadership ability;

think in an objective and analytical manner;

can demonstrate sound interpersonal, communication and relationship-building skills and thrive working as part of a team;

can manage difficult and challenging situations and

enjoy working with technology

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Desirable skills:

We particularly welcome applications from candidates previously employed or who have gained significant investigatory experience, in either a military or law enforcement environment. Recent operational experience of working at a port would also be an advantage.

Qualifications:

Border Force Officers External candidates need to either have: A minimum of a 2:2 degree. Candidates need to have already been awarded their degree, final year students are not eligible to apply. Or A minimum of 2 „A‟ levels grade A to E or equivalent qualifications, and have gained significant investigatory experience, in either a military or law enforcement environment. Experience will need to include conducting interviews in order to obtain evidence as well as analysing evidence and making sound decisions based upon evidence obtained in a rules based environment.

Border Force Assistant Officers External candidates need to have: 5 GCSEs grade A-C or equivalent qualifications, to include English Language. Essential requirements for both roles: You will be required to hold a full UK Driving Licence and be prepared to drive on official business both on and off port. If you are required to be an official driver you will need to undertake an airside medical test and airside driving course. Reasonable adjustments will be considered for staff with disabilities. The competencies required for this post are set out in the respective job advertisement and will be assessed at the assessment/interview stage.

Terms & Conditions: Contract length: Permanent. Salary: Border Force Officer £21,947 (£26,614 pay scale maximum)

Border Force Assistant Officers £16,518 (£18,657 pay scale maximum)

Heathrow also attracts an additional London Location Allowance of £1,240 Post holders will receive a percentage Annual Hours Working (AHW) Allowance of between 0% and 40%. The rates for AHW are driven by business requirements may vary from location to location. Your rate will be confirmed when you are assigned to a location and will be paid as a percentage of your basic salary.

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The Home Office will review your pay annually and will engage in a process of

collective bargaining with the recognised trade unions, any increase to your salary will be at the discretion of the Home Office. Abatement of salary may apply if you are in receipt of a public service pension; in addition civil servants who have been granted early exit (under the terms of Compulsory Exit Retirement, Compulsory Early Severance, Flexible Early Retirement, Flexible Early Severance or Voluntary Exit) will be required to repay all or part of their lump sum compensation payments if their re employment commences during the period represented by the compensation payment.

Grade: You will be referred to as Border Force Officers / Border Force Assistant

Officers in your new role. However, from a legal perspective be acting as an immigration officer when exercising immigration , nationality and asylum functions and as a designated customs official (either a general customs official or customs revenue functions) and will need to be clear at all times in which capacity you are acting in the exercise of those functions. This is a statutory requirement. These titles will appear on official documentation and if questioned by a member of the public as to the basis for the exercise of your powers, you will need to be clear whether you will be acting as an immigration officer, a general customs official or a customs revenue official.

Pension: Pension schemes are available and more information will be provided to successful candidates. For further information on these schemes please refer to the following website www.civilservice-pensions.gov.uk

Age of Retirement: The Civil Service has adopted a no retirement age policy. Annual leave: 25 days: plus you are also entitled to 8 days' public holiday and 2.5 days

privilege leave to be taken at fixed times of the year. (Pro-rata for Part/Time where applicable)

Hours: These are full time posts. Border Force Officers/ Border Force Assistant

Officer will work on an annualised hours basis rather than a set number of hours each week (although this averages out at 41 hours per week including meal breaks). Your weekly rostered hours will vary, and you will be placed on an Annualised Hours Working (AHW) contract. Your hours will be set by a shift pattern and will be driven by business requirements.

Many of our locations operate 24 hours a day every day of the year and are

covered by a variety of different shift patterns including night shifts. Some shifts can start or finish very early in the morning or very late in the evening and this can be outside public transport commuting times (for example if the shift startes before 6am or finishes after midnight). You will be expected to work the full range of shifts. Travelling to and from work will be at your own expense and you will not be eligible for travelling time. Candidates should therefore carefully consider whether this is acceptable to their personal circumstances.

AHW: AHW is an attendance system in which you are required to work a set number of hours in a year rather than in a day or week. Within that, managers will ask you to work a flexible number of hours each day or week, depending on the needs of the business and within the restrictions of the working time regulations. You are rewarded for the nature of attendance that you actually provide.

The rates for AHW are driven by business requirement and vary from location to location. The rate is dependent on your attendance pattern for the year.

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Your initial rate will be confirmed when you have started in post and will be paid as a percentage of your basic salary. This will be subject to regular review, at least annually

Further information on AHW is contained in the FAQs.

Training: Attendance on the associated training course is mandatory and will be on a full time basis (usually held Monday to Friday in office hours) regardless of your specific working pattern. You will also not be able to take leave during the training course.

Applicants should be aware that this role requires a lengthy, accredited training process which must be passed before an applicant is legally allowed to undertake the duties of the role.

All aspects of this training programme are tested and failure will be deemed as poor performance. For those candidates who have not passed their probation, any failure to pass the requisite training will be managed under the probation policy and failure to complete all training will result in the termination of your contract.

Existing civil servants who have successfully completed their probation already will be managed within the Performance Management policy as is standard practice. Failure in any aspects of the training will trigger the use of the departmental Managing Poor Performance policy. Should a candidate repeatedly fail aspects of the training then this may lead to a decision to dismiss on the grounds of inefficiency. In certain circumstances the department may consider a request to downgrade as an alternative to dismissal.

The training is part of a structured pathway containing a number of core skills modules, and on successful completion will be externally accredited.

Critical incidents: While you remain an employee of the Home Office Group we reserve the right in the event of a critical incident to recall you to the front line to carry out Border Force duties. This would apply regardless of grade or post.

Uniform: You will be required to wear a uniform whilst on duty, which will be provided to you after your start date.

Nationality: In order to apply for this post you must be a UK National and should normally have resided in the UK for the past 5 years, i.e. British Citizen, British Subject under Part IV of the British Nationality Act 1981 having the right of abode in the UK, or British Dependent Territories citizen acquiring citizenship from connection with Gibraltar. Duel nationals are eligible provided UK Nationality is held.

Health Standard: For a permanent appointment you must be able to give regular and effective service. You will be asked to complete a health declaration, and, if necessary, to attend a medical examination. You will be required to pass a course in personal safety, arrest and restraint techniques and also refresh these skills on an annual basis. Some of the skills you will be taught on the course include handcuffing a subject, controlling a subject without the use of handcuffs, defending yourself against an attack and the importance of good decision making during a conflict situation. This will include physical activity and physical contact with delegates during the course. Failure to pass this will result in your offer of employment being withdrawn. It is therefore important

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that candidates are realistic about their levels of fitness and satisfy themselves that they would be able to successfully undertake these tests.

Probation: Unless you are already an established Civil Servant, probation will be the longer of six months or the time it takes to successfully complete two of the three core skills modules, but it will not normally be longer than 12 months. Your performance, conduct and attendance will be continually monitored and reviewed during this time.

Posting: Minimum period of posting is 2 years. No Smoking Policy: The Home Office operates a no smoking policy in all premises and smoking

facilities are not provided. Confidentiality: You will be subject to the provisions of the Official Secrets Act and required to

exercise care in the use of official information acquired in the course of official duties, and not to disclose information which is held in confidence.

Security Clearance: The posts covered by this recruitment scheme require security clearance.

If you are selected for interview you will be asked to complete a security questionnaire which will explain the Government‟s vetting policy.

Candidates are normally required to have a minimum period of five continuous years residence in the UK before they can be considered for security clearance.

You should be aware that a lack of sufficient background information may preclude you from being granted security clearance. If this occurs we may not be able to proceed with your application, or your offer of employment will be withdrawn.

Checks: Border Force will need to conduct checks using applicants personal data

provided during the application process, which will include checks against Home Office databases. The personal data supplied will be managed confidentially, securely and in accordance with the Data Protection Act 1998. Consent to use this information will be requested on the online application form.

This post does not require a Disclosure and Barring service (DBS) check Guaranteed Interview The Home Office operates a guaranteed interview scheme for people Scheme for Disabled with disabilities (as defined by the Disability Discrimination Act 1955). If Persons: you wish to apply for consideration under this scheme, please complete the

enclosed application form including any special arrangements you may require at the assessment centre. This will enable us to make the appropriate arrangements, if necessary.

Relocation expenses: All those appointed, including serving civil servants, will have to pay their own

relocation expenses. Outside activities: As a civil servant you may not take part in any activity which would in any way

impair your usefulness to the service, or engage in any occupation which may conflict with the interests of your department or be inconsistent with your official position. Subject to these conditions, work of a minor or short-term nature (for example, vacation work or work after hours) is normally allowed, provided you seek prior permission.

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You will also be subject to certain restrictions, depending on your grade and the nature of your work, on national and local political activities. These include standing as a candidate in parliamentary or local authority elections, or canvassing on behalf of candidates; and expressing views on matters of political controversy in public speeches or publications.

Equal Opportunities: The Home Office is committed to a policy of equal opportunity for all staff. We

will not discriminate on grounds of gender, gender identity, race, disability,

sexual orientation, religion or belief, age, those with caring responsibilities, part

time workers or any other factor irrelevant to a person‟s work.

We encourage a diverse workforce and aim to provide a working environment

where all staff at all levels are valued and respected, and where discrimination,

bullying, promotion of negative stereotyping and harassment are not tolerated.

Assessment for recruitment, selection, appraisal, training and career

progression purposes is based both on the individual‟s ability and suitability for

the work. We are committed to providing all staff with opportunities to

maximise their skills and achieve their potential, offering flexible working

arrangements wherever possible.

As a public authority the Home Office has statutory duties placed on it that

require it to promote equality of opportunity and eliminate unlawful

discrimination. We expect all staff to assist the department in meeting these

obligations. All staff should have due regard for the need to promote good

relations between individuals from different groups and work towards achieving

equality of opportunity for all.

The Home Office has concluded that membership of any group or organisation

that promotes hatred in its philosophy, aims, principles or policies based on

gender, gender identity, race, disability, sexual orientation, religion or belief is

incompatible with the work and values of the Home Office.

Retention of Personal The personal data which you have provided, and which we may request Data: in connection with your application, will not be retained beyond 24 months

should your application be unsuccessful. If you are appointed to the posts applied for, your personal data will only be used for the purposes of Personnel Management.

Pre-appointment If you are recommended for appointment, enquiries will be carried out Enquiries: into your nationality, health and other matters, to ensure that you are qualified

for appointment. To enable these enquiries to be completed, we will need to see your original birth certificate and passport. When the enquiries are completed satisfactorily, it will be for the Border Force to make you a formal offer of appointment. We may also require other forms of identification which will be confirmed should you be invited to attend an interview.

Benefits:

25 annual leave days.

8 public and 2.5 privilege days per year - to be taken at fixed times.

Paid paternity leave (subject to eligibility).

26 weeks paid maternity leave (subject to eligibility).

The Home Office Sports and Social Association - HOSSA (optional). (These posts are full time posts so no Pro-rata equivalent is show)

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Further information: All of our recruitment is governed by the Office of the Civil Service Commissioners Recruitment Code. The Commission can hear complaints from anyone who believes a department has breached the requirements of the Recruitment Principles.

In the first instance, the matter should be raised with the department concerned. If the person who raises the concern is not satisfied with the department‟s response, they may bring their complaint to the Commission.

The Commission publishes a guide that outlines its approach to handling a complaint under the Recruitment Principles.

The Recruitment Principles – A guide to bringing a complaint to the Civil Service Commission explains what you should do, how we decide whether to accept your request for a complaint investigation, and how we will go about our investigation.

It will help you, and us, if you consult the guide before you bring your complaint to us. Please read the guide in conjunction with the Recruitment Principles.

Complaints should be sent in writing to: Civil Service Commission Room G8 1 Horse Guards Road London SW1A 2HQ Phone: 020 7271 0831 Email: info@civilservicecommission.org.uk

Civil Service Code: The Civil Service Code sets out the constitutional framework within which all

civil servants work and the values they are expected to uphold. This will be made available to you if successful.

Notes for internal candidates Internal candidates applying on the basis that they are formally surplus will be required to provide a copy of their letter confirming your surplus status. Internal applicants should include details of their current level of security clearance. Posting: Minimum period of posting is 2 years. Response instructions To submit your application: Applications will be carried out through an online process. During this process candidates may be asked to provide a brief statement of suitability for the role to which they are applying. To gain access to the online application process you will need to click on the following link or visit the website.

www.capitaras.co.uk/bf The application process will be online and will test a variety of skills including verbal reasoning and your ability to handle data. Successful applicants will then be invited to an assessment centre which will consist of a competency based interview and a scenario based exercise.

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Indicative Timetable

Action Dates

Advertise vacancy 17 September 2013

Closing date for completing online application form 9 October 2013 (midnight)

Competency based interview commence TBC (expected November 2013)

Successful candidates conditional notification TBC

Pre employment checks TBC

Start & Training Commences TBC

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Guaranteed Interview Scheme

The Home Office is committed to the employment and career development of disabled people. To demonstrate our commitment we use the Disability Symbol which is awarded by the Job Centre Plus. As a symbol user, we guarantee an interview to anyone with a disability whose application meets the minimum criteria for the post. Applicants who consider they to have a disability and who meet the published essential requirements (minimum criteria) for the job will be guaranteed an interview. For some posts applicants for jobs will be required to sit a core skills assessment on the basis of initial tests and/ or an application form. Where a disabled candidate meets the minimum criteria for invitation to a core skills assessment, this will be taken as fulfilling the requirements of commitment 1 of the Disability Symbol- the guaranteed interview. For these purposes, the core skills assessment will be regarded as the interview, whether or not an interview forms part of the selection process.

How do I apply?

Please complete the Guaranteed Interview scheme questions at the end of the online application form.

Any false declaration of disability to obtain an interview under the Guaranteed Interview Scheme will subsequently invalidate any contract of employment.

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Please ensure you read and understand the following, and agree to be bound by it. Please acknowledge this by signing below.

If you are successful at all stages of the application process and subsequently offered a position with the Home Office you must not: Give specific advice to, or write on behalf of, an applicant based on knowledge of the way the Home Office operates which may give advantage to the applicant; Use your official position to further your private interests or the interests of others; Allow your name to be used as a referee in applications for naturalisation as a British citizen or British Dependant Territories citizen. It is improper for you as member of staff to support applications because the decision to grant or refuse is a matter within the Secretary of State‟s discretion. Nor should you allow your name to be used as a reference by anyone who is an applicant to the Department, to a local authority or other public body with which the Department holds an official relationship. There is, of course, no objection to your advising friends or others who may consult you about such matters, but unless officially authorised, you should not discuss the handling of an individuals application with them or the particular reasons for that decision; Engage in any occupation or undertaking, which might conflict in any way with the interests of the Department, or be inconsistent with your position as a civil servant. You may not in any circumstances act as an agent for applications for any form of British nationality, or for any renunciation of any form of British nationality. All applicants are required to declare any areas of private interest where these may conflict with the interests of the Department. Where a conflict of interest exists employment will be refused. A civil servant must not subordinate their duty to private interests or put themselves in a position where their duty and their private interests conflict. Nor must they engage in any occupation or undertaking, which might in any way conflict with the interests of the Department or be inconsistent with their position as a civil servant. It is therefore essential that all applicants wishing to join the Department declare any potential conflicts of interest. For example, there will be a clear conflict between the interests of an individual who privately assists or advises those applying through the immigration process, and the official interests of the Department. Clearly the Department is unable to employ any person who engages in such activities. The details given on this application are correct to my knowledge and belief. I understand that the data I have given will be processed in accordance with the Data Protection act 1998, and that the Home Office will make this data available to external business partners as part of the recruitment process. I hereby give my permission for my details to be retained in connection with this application. I also understand that withholding relevant details or giving false information may result in my application being rejected or that I may be dismissed if I have already been appointed. I will undertake to notify any material changes to the information I have given above to the department concerned and understand that credit reference checks may be carried out.

The Home Office have the right to refer to a candidate's immigration records prior to and during their employment where there are grounds to consider the candidate's

immigration status in relation to their application for this post.

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Annex A

AHW Frequently asked questions

This guide provides some additional information on how annualised hours works in practice in Border Force to enable you to decide if it is for you. AHW is not for everybody although lots of our staff enjoy the benefits it brings.

1. How does annualised hours work in Border Force? Essentially you work an agreed number of hours for the year rather than weekly conditioned hours. Your hours will vary each week in line with business requirements. You will be expected to work a full range of shifts which may include night shifts. Your shifts may vary in length, usually between 6 and 12 hours, if you are full time. You may also work longer shifts at peak periods. Because of the sometimes unpredictable nature of our business you will be contracted to undertake an agreed number of short notice shift changes each year. We might need you to change the day and time of your shift. If a flight is delayed we might also want you to stay beyond the end of your shift to process the passengers.

2. How is the annualised hours allowance (AHA) actually calculated? AHA rewards you for all the flexibility you offer. The allowance is calculated as a percentage of your basic salary, based on your attendance patterns for the year, in particular the number of nights and weekends you work, and the number of short notice changes required. This and your AHA percentages will all be set out in an annual agreement between you and your manager.

3. Does my pay vary depending on how many hours I work each month? No. As your AHA is a percentage of your basic salary, it will be divided equally over 12 months so that you will receive the same monthly wage regardless of the hours you work that month.

4. Do I keep the same AHA percentage year on year? Not necessarily. It is an annual agreement based on current business need. Your manager will review attendance requirements for the following year and produce an AHA agreement in line with these requirements. AHA percentages may go up or down dependant on these requirements.

5. Can my agreement change during the year? This would be exceptional and would only result from a major change in business need or of your personal circumstances change; for example, if you make a request to move to part time working, which is then approved. Any changes made to AHA percentages resulting from a change in business need require 28 days‟ notice.

6. Do I have any input into my annual agreement? You will be required to work a shift pattern that will be determined through discussions between managers, staff and the unions at the start of each year. In most locations team working structures are in place and all officers working in a team will normally work the same shift pattern. There is limited scope for change within the pattern but some shift swaps may be agreed during the year.

7. How much notice will I get of what shifts I am on? We give you as much notice as possible of your shift pattern as we know this helps you to plan your life, particularly if you have domestic commitments. In some locations attendance is based on rolling pattern rosters, ie the same pattern over a period of several weeks will be continuously repeated. In others rosters are published 6-12 months in advance. It is best practice at all ports/stations for staff to be provided with 4-6 weeks notice of planned shifts.

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8. Will I be able to swap shifts if I have a regular commitment outside work? There may be limited opportunities to change or swap shifts with colleagues for a one-off event but it is unlikely that you will be able to do that on a regular basis.

9. What shifts will I be working? At Heathrow, scheduled flights typically arrive between 0500 and 2300hrs and our shift working patterns are arranged so that we have sufficient cover to meet these, as well as earlier/later arrivals due to the nature of international travel. These include night duties for certain grade.

You will work an average of 36 hours a week. Shifts will be set in advance and will vary according to business needs. Staff are required to be flexible and work the shift patterns they are allocated.

Example of a Shift Roster

This is a level roster of 9 hour 33 minute shifts (9.56), which provides a level „baseline‟

throughout the day.

Each employee will be on duty for 8 hours 53 minutes a day with a 30 minute in-shift meal break

included.

Sample Roster (Delivers 224 Shifts per Year)

Sun Mon Tue Wed Thu Fri Sat Hours

Week 1 OFF OFF TAH TAH SAH OFF SAH 38.24

Week 2 SAH OFF OFF CAH BAH BAH BAH 47.8

Week 3 BAH OFF OFF OFF TAH TAH SAH 38.24

Week 4 SAH SAH OFF OFF CAH SAH OFF 38.24

Week 5 OFF CAH CAH BAH OFF OFF TAH 38.24

Week 6 TAH TAH SAH OFF OFF CAH BAH 47.8

Week 7 BAH OFF TAH SAH OFF OFF CAH 38.24

Week 8 CAH SAH OFF OFF CAH SAH OFF 38.24

Week 9 OFF CAH BAH BAH OFF OFF TAH 38.24

Week 10 TAH TAH SAH SAH OFF OFF CAH 47.8

Week 11 CAH BAH OFF OFF TAH TAH SAH 47.8

Week 12 SAH OFF OFF CAH BAH BAH OFF 38.24

Week 13 OFF BAH BAH OFF OFF CAH BAH 38.24

Week 14 BAH OFF CAH TAH SAH OFF OFF 38.24

Longest run of shifts – three 5 day runs

BAH will convert to CAH and SAH will convert to TAH for T1 and T4

Shift Times

Start Finish CMB MB TMB Length

BAH 05:00 13:53 - 00:30 00:40 09:33

CAH 05:30 14:23 - 00:30 00:40 09:33

SAH 13:37 22:30 00:40 00:30 - 09:33

TAH 14:07 23:00 00:40 00:30 - 09:33

Start Finish Times are actual

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10. Is AHA pensionable? AHA is made up of modules, the majority of which are pensionable.

11. I am part-time. How will AHW work for me? Your annual target hours are calculated on a proportional basis. You will also work a reduced number of compulsory short-notice changes which will be calculated on a proportional basis, dependent upon the business requirement and your full-time equivalent hours. Changes are rounded down to the nearest whole number. You will still be entitled to the same percentage payment as the full-time equivalent.

12. I can’t work weekends/nights/stay beyond the end of my shift. Can you make an exception for me? This is very unlikely. Full and part time staff on AHA will be expected to work the full range of shifts and to offer the level of flexibility required by the business.

Annex B

Employment of Ex-Offenders in the home office: policy statement

This statement applies Home Office HQ and the UK Border Agency.

General Principles

The principle responsibilities of the Home Office are to protect the public and to secure our borders. We work with the police and security agencies to ensure we do all we can to achieve these objectives.

These responsibilities mean that we set very high standards for our staff. Honesty and integrity are essential and form part of the core values of the Civil Service.

We will always carefully check the suitability of new employees for employment at the Home Office and are not tolerant of dishonest behaviour. We do not condone criminal activity in any way.

However, within these constraints, we recognise the contribution that ex-offenders can make to a workforce. Our aim is to ensure that potentially suitable candidates for employment are not automatically ruled out from employment with the Home Office. As such, having a criminal record will not automatically bar an individual from working with us. This will depend on the:

o nature of the position; o the circumstances, seriousness and background of the offence(s); o whether or not the conviction is “spent” (“Spent” convictions need to be declared when

applying for security clearance); o the applicant‟s openness shown in declaring the conviction.

Pre-appointment Procedures

We carry out our own pre-employment checks and security clearances which includes checks about an applicant‟s character and integrity.

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We exercise vigilance and rigour in the recruitment of staff who will be working in sensitive areas of Departmental business or with vulnerable groups. For example, where a position involves regularly caring for, supervising, training or being in sole charge of children under the age of 18 or vulnerable adults we will seek enhanced disclosure from the Criminal Records Bureau.

All applicants are obliged to complete a Security Questionnaire or Criminal Convictions Declaration Form when applying for a position within the Home Office. The type of form to be completed depends on the level of clearance required for the post. In order for security clearance to be considered, certain pre employment enquiries for example, relating to identity, immigration, some financial and recent background checks will need to be undertaken. The relevant security form can be sent under separate, confidential cover, to authorised individuals and will normally only be seen by those who need to see it as part of the recruitment and vetting process.

We ensure that all those who are involved in the security vetting process have been suitably trained to identify and assess the relevance and circumstances of offences. We will consider issues such as the post for which the individual is applying, the nature and seriousness of the offence, the length of time since the offence was committed and the relevance of the conviction but each case will be considered individually on its merits.

Information about convictions or criminal activities provided as part of the recruitment process will be treated in confidence. A criminal record will not necessarily prevent an individual from gaining security clearance.

The HO will maintain the confidentiality of any disclosures made and in asking for disclosures we trust the applicant to be honest about their background. Any failure to disclose relevant circumstances or information is likely to be regarded as evidence of unreliability and will be taken into account in assessing suitability for employment and security clearance.

Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment or termination of a contract where employment has already started and then information subsequently comes to light.

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Annexe C The Civil service Code

Civil Service values

1. The statutory basis for the management of the Civil Service is set out in Part 1 of the Constitutional Reform and Governance Act 2010.

2. The Civil Service is an integral and key part of the government of the United Kingdom (i).

It supports the Government of the day in developing and implementing its policies, and in delivering public services. Civil servants are accountable to Ministers, who in turn are accountable to Parliament (ii).

3. As a civil servant, you are appointed on merit on the basis of fair and open competition

and will be expected to carry out your role with dedication and a commitment to the Civil Service and its core values: integrity, honesty, objectivity and impartiality. In this Code:

a. „integrity‟ is putting the obligations of public service above your own personal interests; b. „honesty‟ is being truthful and open; c. „objectivity‟ is basing your advice and decisions on rigorous analysis of the evidence; and d. „impartiality‟ is acting solely according to the merits of the case and serving equally well

Governments of different political persuasions.

4. These core values support good government and ensure the achievement of the highest possible standards in all that the Civil Service does. This in turn helps the Civil Service to gain and retain the respect of Ministers, Parliament, the public and its customers.

5. This Code (iii) sets out the standards of behaviour expected of you and all other civil

servants. These are based on the core values. Individual departments may also have their own separate mission and values statements based on the core values, including the standards of behaviour expected of you when you deal with your colleagues.

Standards of Behaviour

Integrity 6. You must:

fulfil your duties and obligations responsibly;

always act in a way that is professional (iv) and that deserves and retains the confidence of all those with whom you have dealings;

make sure public money and other resources are used properly and efficiently;

deal with the public and their affairs fairly, efficiently, promptly, effectively and sensitively, to the best of your ability;

handle information as openly as possible within the legal framework; and

comply with the law and uphold the administration of justice. 7. You must not:

misuse your official position, for example by using information acquired in the course of your official duties to further your private interests or those of others;

accept gifts or hospitality or receive other benefits from anyone which might reasonably be seen to compromise your personal judgement or integrity; or

disclose official information without authority. This duty continues to apply after you leave the Civil Service.

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Honesty 8. You must:

set out the facts and relevant issues truthfully, and correct any errors as soon as possible; and

use resources only for the authorised public purposes for which they are provided.

9. You must not:

deceive or knowingly mislead Ministers, Parliament or others; or

be influenced by improper pressures from others or the prospect of personal gain.

Objectivity 10. You must:

provide information and advice, including advice to Ministers, on the basis of the evidence, and accurately present the options and facts;

take decisions on the merits of the case; and

take due account of expert and professional advice.

11. You must not:

ignore inconvenient facts or relevant considerations when providing advice or making decisions; or

frustrate the implementation of policies once decisions are taken by declining to take, or abstaining from, action which flows from those decisions.

Impartiality 12. You must:

carry out your responsibilities in a way that is fair, just and equitable and reflects the Civil Service commitment to equality and diversity.

13. You must not:

act in a way that unjustifiably favours or discriminates against particular individuals or interests.

Political Impartiality 14. You must:

serve the Government, whatever its political persuasion, to the best of your ability in a way which maintains political impartiality and is in line with the requirements of this Code, no matter what your own political beliefs are;

act in a way which deserves and retains the confidence of Ministers, while at the same time ensuring that you will be able to establish the same relationship with those whom you may be required to serve in some future Government; and

comply with any restrictions that have been laid down on your political activities.

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15. You must not:

act in a way that is determined by party political considerations, or use official resources for party political purposes; or

allow your personal political views to determine any advice you give or your actions.

Rights and Responsibilities

Your department or agency has a duty to make you aware of this Code and its values. If you believe that you are being required to act in a way which conflicts with this Code, your department or agency must consider your concern, and make sure that you are not penalised for raising it. If you have a concern, you should start by talking to your line manager or someone else in your line management chain. If for any reason you would find this difficult, you should raise the matter with your department‟s nominated officers who have been appointed to advise staff on the Code. If you become aware of actions by others which you believe conflict with this Code you should report this to your line manager or someone else in your line management chain; alternatively you may wish to seek advice from your nominated officer. You should report evidence of criminal or unlawful activity to the police or other appropriate authorities. If you have raised a matter covered in paragraphs 15 to 17, in accordance with the relevant procedures (v), and do not receive what you consider to be a reasonable response, you may report the matter to the Civil Service Commissioners (vi). The Commissioners will also consider taking a complaint direct. Their address is: Civil Service Commission Room G8 1 Horse Guards Road London SW1A 2HQ Phone: 020 7271 0831 Email: info@civilservicecommission.org.uk If the matter cannot be resolved using the procedures set out above, and you feel you cannot carry out the instructions you have been given, you will have to resign from the Civil Service. This Code is part of the contractual relationship between you and your employer. It sets out the high standards of behaviour expected of you which follow from your position in public and national life as a civil servant. You can take pride in living up to these values.

i This Code applies to all Home civil servants. Those working in the Scottish Executive and the National Assembly for Wales, and their Agencies, have

their own versions of the Code. Similar Codes apply to the Northern Ireland Civil Service and the Diplomatic Service.

ii Constitutionally, civil servants are servants of the Crown. The Crown's executive powers are exercised by the Government.

iii The respective responsibilities placed on Ministers and special advisers in relation to the Civil Service are set out in their Codes of Conduct:

www.cabinetoffice.gov.uk/propriety_and_ethics.

Iv Including taking account of ethical standards governing particular professions.

v The whistle blowing legislation (the Public Interest Disclosure Act 1998) may also apply in some circumstances. The Directory of Civil Service

Guidance gives more information: www.cabinetoffice.gov.uk/propriety_and_ethics

vi The Civil Service Commissioners’ Appeals leaflet gives more information: www.civilservicecommissioners.gov.uk. This Code does not cover

HR management issues.