Right-to-Work Law and Compliance

Right-to-Work Law and Compliance

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BPSS Clearance can apply to diverse roles. Some individuals may work as a reservist in the British Armed Forces. Others might manage finance accounts or credit arrangements that demand integrity and compliance with the Financial Conduct Authority standards. Some positions could handle a contract that grants access to the Public Services Network, classified information related to terrorism or espionage, or issues managed by law enforcement. By adhering to right-to-work law, employers confirm the candidate's immigration status and ensure that no illegal employment occurs. This kind of background check may also involve examining a credit card statement if the job deals with finance, or checking digital identity details if the role requires access to secure systems.

The role of the Data Protection Act 1998 and the General Data Protection Regulation is also significant in ensuring information privacy. These regulations help shape how the data obtained during a BPSS Check is managed and protected. Check out BPSS Clearance for identity verification service news. Employers must respect information privacy and ensure encryption is used to protect sensitive information, including details about a candidate's credit card or National Insurance number (UK). This approach supports an environment of trust. When a BPSS Check is conducted, an organization follows proper regulation guidelines as defined in United Kingdom Accreditation Service standards. This supports the credibility and reputation of the organization and ensures that the workforce is composed of individuals with the appropriate security clearance.

In many cases, a candidate's previous employment history plays a significant role. A thorough background check might consider aspects such as how often the candidate took sick leave, their record of performance, and whether they held a license relevant to their field. For positions connected to a police force, health care, education, or child-related responsibilities, ensuring a trustworthy individual is selected helps maintain a safe environment. The candidate's past behavior, as confirmed by interviews and references, offers evidence of reliability and consistent adherence to standards. Incorporating assistive technology can support candidates who have specific needs, ensuring equal opportunity in the recruitment process.

In addition to evaluating a candidate's criminal record, it may be prudent to consider their financial background. Credit checks can reveal potential vulnerabilities to bribery or blackmail. While not always mandatory, this step can prove beneficial, especially in roles linked to finance or procurement. A balanced approach is necessary, respecting information privacy while also safeguarding important positions. Encryption technology and other protective measures ensure that personal identity and sensitive information remain secure during the vetting process.

Understanding BPSS Clearance for Government Roles —

In addition, the scope of BPSS Clearance extends into areas such as health care and education. Professionals entrusted with roles that influence children's safety, for example, may come under scrutiny to reduce the risk of employing someone with a history of crime or misconduct. nationality In another instance, working within airport security demands certainty that employees can handle sensitive information without compromising standards of security clearance. Even those involving themselves in finance operations, under bodies like the Financial Conduct Authority, must be thoroughly checked to protect both the organization and its customers from potential fraud or identity fraud.

BPSS Clearance can also address roles that require working with finance or insurance records, managing resources for a charitable organization, or handling sensitive information for the military. By applying a uniform approach, organizations can minimize risk. They can use appropriate encryption for data storage, follow guidelines related to information privacy, and comply with relevant legislation. The involvement of law enforcement, from a distance, ensures that if any suspicious activity is discovered, it can be addressed promptly.

When talking about BPSS Clearance, it is necessary to maintain a professional, informative style that promotes understanding and confidence. BPSS Clearance, known as the Baseline Personnel Security Standard, is a form of security vetting in the United Kingdom. It focuses on establishing trust by confirming personal identity, verifying the right to work in the UK as required by right-to-work law, and assessing an individual's suitability to handle sensitive information. Adhering to regulatory compliance and relevant legislation ensures that every organization taking on candidates in roles related to the public sector, civil service, the British Armed Forces, or positions handling airport security, finance, and other strategic areas can proceed with clarity. BPSS Clearance is applicable to a wide range of fields, including health care, education, law enforcement, and charitable organization activities that may involve government contracts.

A BPSS Check assists with the proper application of legislation that shapes recruitment practices, ensuring that no step violates the right-to-work law, the Rehabilitation of Offenders Act 1974, or other regulatory requirements. As defined in relevant regulation, employers must not simply rely on surface-level checks. Instead, they may conduct a thorough background check and consider convictions, financial histories, and credibility. The process can include CBS or credit evaluations, allowing an organization to understand the prospective employee's financial stability. This may help detect fraud or identity fraud attempts.

BPSS Clearance includes a thorough evaluation of a person's personal identity, employment history, right to work, and criminal record. This process often involves a Basic DBS check to confirm that the individual does not present a security risk. It requires the provision of official identity documents, such as a passport, driver's license, and birth certificate. These documents help confirm a person's nationality and immigration status. Additional documentation like a National Insurance number (UK) is also examined. Right to work checks confirm compliance with right-to-work law, which helps reassure the employer that there is no violation of immigration rules. Verification and validation of personal identity rely on evidence like a license or passport, which may include checks of digital identity systems, biometrics, and expiration date details. Information privacy standards are followed to safeguard the confidentiality of each individual's data.

This approach also meets standards set by bodies like the United Kingdom Accreditation Service and aligns with the Cabinet Office guidelines. It ensures that public sector positions and those handling sensitive information meet established requirements. It helps prevent fraud or other crimes that might emerge from unchecked backgrounds. The verification and validation steps confirm the details presented and reduce the chance of employing someone who poses a threat.

Payment methods for BPSS Clearance services often involve secure credit card transactions. Such payment supports the verification process and ensures that the entire cycle, from initial customer inquiry to final confirmation, is efficient and straightforward. Throughout the steps, it is possible to gather feedback from both the candidate and the hiring organization to change procedures if necessary. Feedback can highlight areas for improvement, provide insights on training needs, and help maintain accuracy in the long term. The entire vetting process, from the initial background check to the final issuance of a security clearance, also may involve evaluation steps that consider CBS (which can be linked to certain internal verification systems), references from a referee, confirmation of employment history, interviews with previous employers, and checks on immigration status or right to work credentials.

Some roles may demand additional checks beyond a Basic DBS check. A BPSS Check lays a foundation that can later connect to more advanced vetting processes. Security vetting in the United Kingdom can be extensive, involving multiple interviews, checks against the Public Services Network, or reviews by agencies like MI5. It supports the government's approach to counter-terrorism, ensuring that candidates with a history of involvement in suspicious activities or a high risk of espionage do not gain access to sensitive information. Immigration records might also be reviewed thoroughly, confirming that a candidate's visa status and nationality align with right-to-work requirements. Throughout this process, organizations adhere to established standards for digital identity, ensuring that information about a candidate's personal identity is handled securely, and employing encryption technologies to maintain information privacy.

The Importance of Identity Verification in BPSS Checks

The Importance of Identity Verification in BPSS Checks

In summary, BPSS Clearance involves a comprehensive evaluation of personal identity, nationality, right to work, immigration status, criminal record, and employment history. It ensures compliance with legislation, encourages trust, and aligns with Security vetting in the United Kingdom. Supported by the Disclosure and Barring Service, the Cabinet Office, the Financial Conduct Authority, and the United Kingdom Accreditation Service, BPSS Clearance contributes to a secure environment, protecting against fraud and other threats.

Right-to-Work Law and Compliance - regulation

  1. evidence
  2. right-to-work law
  3. vetting
Through appropriate identity documents, questionnaires, interviews, references, credit checks, and use of assistive technology, the process leads to well-informed recruitment decisions. Ultimately, it supports the public sector, the civil service, the British Armed Forces, and related sectors in selecting the right individuals, maintaining the integrity of their operations, and preserving the safety and stability of the United Kingdom.

Beyond identity checks, BPSS Clearance might consider other details. The presence of assistive technology, the allocation of sick leave, or the management of a contract in a specialized environment can influence the complexity of the process. For instance, a CBS system might be used in some organizations, adding another layer of verification. The ultimate objective remains to ensure trust and compliance, manage risk efficiently, and confirm that every member of the workforce has undergone proper evaluation. The budget invested in such checks makes sense as it prevents future liabilities and reputational damage, safeguarding the organization's long-term interests.

How the Data Protection Act 1998 Affects BPSS Screening

Information privacy remains a key element. Encryption safeguards personal identity details. The Data Protection Act 1998 and the General Data Protection Regulation guide the handling of sensitive data, ensuring that candidates' private information is not misused. Biometrics and digital identity checks enhance the accuracy of identity verification. Compliance with the Rehabilitation of Offenders Act 1974 ensures fairness. Unspent convictions are considered, while spent convictions remain private. This helps prevent discrimination while maintaining security.

Security vetting in the United Kingdom is a practice that extends across multiple sectors, from the public sector and health care to airport security and child protection roles within education or even a charitable organization. It supports organizations that handle classified information, engage in counter-terrorism efforts, or assist law enforcement. It also applies to roles where there might be exposure to government finance systems, Public Services Network access, or involvement with organizations tasked with issues related to terrorism or espionage. The correct application of a BPSS check ensures adherence to legislation such as the Data Protection Act 1998 and contributes to trust among the workforce. It means that individuals with a history of crime, identity fraud, or other activities that compromise security may be identified and screened out before they can access sensitive information.

Personal identity checks may incorporate biometrics or assistive technology to ensure accessibility and accuracy. The evaluation may consider visas, immigration status, and compliance with right-to-work law. This applies regardless of whether the role involves direct access to top-secret files or less sensitive government assets. The key is to confirm that anyone granted security clearance meets the defined standards and does not pose a threat to the United Kingdom.

Right-to-Work Law and Compliance - regulation

  1. Public Services Network
  2. child
  3. regulation
  4. regulatory compliance
From airport security roles to those involving classified information in the Cabinet Office, consistent standards protect national interests and uphold a strong reputation.

When implementing a BPSS Check, it may be necessary to ensure that assistive technology is available, that the process is transparent, and that security measures align with accepted standards. Ensuring compliance with the United Kingdom Accreditation Service guidance reduces the probability of errors. Because legislation and right-to-work law can change over time, ongoing evaluation is essential. Employers may need to confirm the candidate's National Insurance details or work history and confirm that there are no issues connected to a conviction that could present a security risk.

The process may require a referee's input to confirm employment history. A questionnaire might detail previous roles, a candidate's reputation, and their commitment to lawful conduct. An interview may reveal additional details. Checking a credit card record, if relevant, supports confidence in finance-related positions. Ensuring that a candidate's license is authentic and that documents meet all expiration date criteria helps prevent any oversight. Clear, shorter sentences illustrate these steps simply.

How the Data Protection Act 1998 Affects BPSS Screening
Immigration and Nationality Checks in BPSS Clearance

Immigration and Nationality Checks in BPSS Clearance

A BPSS Check often involves reviewing documents such as a passport, birth certificate, driver's license, or license associated with certain qualifications. The process validates personal identity and nationality to ensure alignment with immigration regulations. regulatory compliance It might also incorporate biometrics to confirm digital identity. For example, if a candidate states their identity document details, verification and validation come into play. This reduces the probability of fraud or identity fraud by confirming that the candidate's personal identity is genuine and that the provided documents have a valid expiration date.

The Role of the Cabinet Office in Security Vetting

While focusing on security and reliability, the BPSS Clearance process also considers fairness, lawfulness, and transparency. Compliance with legislation is enforced through bodies like the Financial Conduct Authority and the United Kingdom Accreditation Service. This ensures that both the private and public sectors abide by consistent standards. The Public Services Network guidelines, along with encryption of sensitive data, help maintain information privacy and protect personal identity details from unauthorized access or fraud. Measures like these reflect a commitment to stable regulatory compliance and strengthen the reputation of the hiring organization.

Throughout the process, the employer respects legislation and regulation. By following Security vetting in the United Kingdom guidelines, ensuring right-to-work law compliance, and using evidence gathered by identity verification service providers, the organization creates a stable, compliant environment. It reduces the likelihood of espionage, terrorism, or crime infiltrations. It also reassures customers, stakeholders, and colleagues that the workforce meets high standards of integrity and trust. The recruitment process becomes more transparent, and the final decision is built on reliable verification and validation.

The presence of legislation governing BPSS Clearance safeguards both the organization and the candidate. The Rehabilitation of Offenders Act 1974, for example, sets clear guidelines on how convictions should be treated. By following this and other pieces of legislation, such as the Data Protection Act 1998 and the General Data Protection Regulation, the parties involved respect the rights of the candidate and maintain a consistent approach. The interview stage, if required, provides an opportunity to gain clarity on any discrepancies in the candidate's history. Combined with a questionnaire, references from a referee, and verification of qualifications, it results in a comprehensive picture of the candidate's suitability.

The United Kingdom places importance on proper vetting, as seen in procedures that reflect guidelines set by the Cabinet Office, and can also relate to standards recognized by the United Kingdom Accreditation Service. Whether the candidate aspires to join the British Armed Forces as a reservist, work in the civil service, handle Public Services Network operations, contribute to health care or education projects, or even manage a contract connected to national security, BPSS Clearance ensures that the recruitment process can identify individuals who align with the expectations of integrity and trust. Through thorough evaluation and checks, the process helps guard against fraud, reduce liability, and maintain the organization's reputation.

When talking about processes, the steps involved in BPSS Clearance include filling out a questionnaire, attending an interview, providing identity document copies, and completing various forms of verification and validation. The process might require confirmation of employment dates through documentary evidence, checks on a person's National Insurance records, and confirmation that any immigration documents and visas remain valid. The presence of any sign of espionage, terrorism, or fraud activities is treated with serious concern.

Right-to-Work Law and Compliance - Public Services Network

  • nationality
  • Rehabilitation of Offenders Act 1974
  • public sector
The system also ensures that employees who might need extended sick leave, work with assistive technology, or handle tasks that intersect with security remain checked and trusted. Even a CBS record might be included as part of the checks if an organization deems it necessary. Everything is done to confirm that individuals match the required profile and present no unacceptable liability.

The Role of the Cabinet Office in Security Vetting
Exploring the Rehabilitation of Offenders Act 1974 in BPSS
Exploring the Rehabilitation of Offenders Act 1974 in BPSS

A BPSS Check also takes into account any gaps in employment history that are not explained. Sick leave records or unusual absences might require clarification. If a candidate claims previous service in the civil service, British Armed Forces, or any other military position, the check may confirm that information. The process might also apply to fields like health care or education, where exposure to children or vulnerable individuals requires compliance with law enforcement standards and specific legislation aimed at protecting these groups.

As part of the process, an identity verification service may be contracted to confirm that the digital identity, documents, and personal information match. If questions emerge, a questionnaire, interview, or further background check may follow. Customer feedback might shape improvements in methodology. Adjustments to the process can occur when feedback highlights areas needing change in the verification steps. A budget must be allocated to cover costs related to CBS checks, credit card payments for identity verification service fees, and ongoing maintenance of systems. The entire recruitment process, from initial screening to the final security clearance, must adhere to legislation and best practices.

When examining the integrity of a candidate, various factors come under consideration. For example, the organization's checks may include a questionnaire asking for employment history and evidence of qualifications. Verification and validation of identity documents-such as a birth certificate, a license, or records confirming immigration status-are considered essential. An interview may occur, and a referee might be contacted to provide additional information. Ensuring the authenticity of each identity document becomes key in preventing espionage, terrorism, and other forms of crime. BPSS Clearance is one method by which the organization protects itself from liability and ensures that its workforce complies with relevant legislation, including the Data Protection Act 1998 and the General Data Protection Regulation.

When talking about the documentation involved, the candidate's passport, birth certificate, and driver's license confirm identity and nationality. The expiration date of these documents is inspected. License details are checked for authenticity. Biometrics may be used to confirm that the person's identity matches the presented documentation. Ensuring that immigration requirements are met is a key step. A visa, if needed, must be valid. A National Insurance number (UK) confirms the candidate's employment eligibility. Adhering to right-to-work law and ensuring regulatory compliance means no unauthorized worker can enter the workforce. Following legislation also protects information privacy and supports secure handling of personal data.

When talking about BPSS Clearance, one must acknowledge that it leads to a thorough evaluation of personal identity, professional reputation, and general compliance. By confirming the candidate's documents, including a passport, birth certificate, license, or driver's license, checking their employment records, and ensuring their credit card details or National Insurance number (UK) are consistent, the process leaves little room for overlooked details. Adhering to regulations, encryption protocols, and recognized standards like those from the United Kingdom Accreditation Service further enhances its reliability. The end result is a structured approach that supports an expert stance on safeguarding sensitive information and protecting the United Kingdom's interests without unnecessary complications.

In the United Kingdom, government policy requires that staff undergo security vetting in order to gain access to government information.

The government uses four levels[1]: Annex C, p. 24  of personnel security controls depending on the level of assurance required. Three of these levels are types of national security vetting clearance.[1]: Annex B 

Vetting is intended to assure government bodies that the individual has not been involved in espionage, terrorism, sabotage or actions intended to overthrow or undermine Parliamentary democracy by political, industrial or violent means. It also assures the department that the individual has not been a member of, or associated with, an organisation which has advocated such activities or has demonstrated a lack of reliability through dishonesty, lack of integrity or behaviour. Finally, the process assures the department that the individual will not be subject to pressure or improper influence through past behaviour or personal circumstances.[2]

Vetting is usually carried out by United Kingdom Security Vetting (UKSV), a department within the Cabinet Office.[3] UKSV was created in January 2017 by combining DBS National Security Vetting (DBS NSV) and FCDO Services National Security Vetting (FCDOS NSV).[3] This change was an outcome of the Strategic Defence and Security Review 2015.[4]

Security and intelligence agencies such as MI5, MI6 and Government Communications Headquarters carry out their own vetting. The minimum is Developed Vetting and very occasionally Enhanced Security Check.

It is possible to pass vetting with one department yet fail it with another as vetting is tailored to the role/department. Clearances can be transferred between departments. Holders of vetting clearance may face travel restrictions on private travel to high-risk countries.

Vetting in the UK is currently undergoing change as part of the Vetting Transformation Programme. This will see a series of "Levels" introduced and the phasing out of the current nomenclature. These new levels will be broadly:

  • Accreditation Check (AC) = Level 1A
  • Counter Terrorist Check (CTC) = Level 1B
  • Security Check (SC) = Level 2
  • Developed Vetting (DV) = Level 3[5]

Note: Baseline Personnel Security Standard (BPSS) is not considered a formal security clearance level but this, or an equivalent background check, is used to underpin all vetting.

The target date for this transformation is 2025. Level 1B was introduced October 2022 and is currently the only "new" level operating.

Types of personnel security check

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Baseline Personnel Security Standard (BPSS)

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The Baseline Personnel Security Standard (BPSS) checks are normally performed when a person is recruited.

All those with access to government assets are subject on recruitment to the requirements of the Baseline Personnel Security Standard. This includes all applicants for employment in the civil service and armed forces and applies to both permanent and temporary staff and private sector employees working on government contracts, with access to government assets.

The Baseline Personnel Security Standard requires the verification of the following four elements:

  1. Identity[1]: 7(a) 
  2. Employment history (past three years)[1]: 7(b) 
  3. Nationality and immigration status[1]: 7(c) 
  4. Criminal record (unspent convictions only)[1]: 7(d) 

A reasonable account of any significant periods (a total of 6 months or more in the past 3 years) spent abroad.[1]: Annex B  Prospective employees who have recently come to the UK or lived abroad may be asked to provide overseas police certificates of good conduct.[1]: 7(d) 

BPSS[1]: Annex B 

  • Allows access to UK OFFICIAL assets and occasional access to UK SECRET assets
  • Is required to work in areas where SECRET and TOP SECRET information may be overheard
  • Allows individuals who require it, access to the Public Services Network (PSN)

Employers may initiate the following incremental national security vetting checks on recruits after performing the BPSS check.

Counter Terrorist Check (CTC)/Level 1B

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A Counter Terrorist Check (CTC)/Level 1B is required for individuals who are employed in posts that:[1]: Annex B 

  • Involve proximity to public figures assessed to be at particular risk from terrorist attack.
  • Give access to information or material assessed to be of value to terrorists. However, it is not designed to manage access to sensitive information.
  • Involve unescorted access to certain military, civil, industrial or commercial establishments assessed to be at particular risk from terrorist attack.

The process for CTC clearance includes:

  • BPSS check;
  • Completion of a security clearance questionnaire by the candidate;
  • Checks against UK criminal records covering both spent and unspent convictions;
  • Checks against Security Service (MI5) records;
  • It may also include an interview.

A CTC/Level 1B clearance must be formally reviewed after ten years (five years for non-List X Contractors).[1]: Annex B 

In the transport sector security vetting requirements, including for Counter Terrorist Check, is regulated by the Department of Transport.[6]

A CTC/Level 1B is required for police officers and many associated staff.[7]

Security Check (SC)

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A Security Check (SC) is the most widely held level of security clearance.[8] SC is required for posts involving regular and uncontrolled access to SECRET assets and/or occasional, supervised access to TOP SECRET assets,[8] and for individuals who:[1]: Annex B 

  • While not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
  • Will have sufficient knowledge to obtain a comprehensive picture of a SECRET plan, policy or project.
  • Are being considered for employment where it would not be possible to make reasonable career progress without security clearance for access to SECRET assets.
  • Require access to certain levels of classified material originating from another country or international organisation.

The process for SC clearance includes:

  • Successful completion of the Baseline Personnel Security Standard.
  • Completion, by the individual, of a Security Questionnaire.
  • A departmental/company records check which will include e.g. personal files, staff reports, sick leave returns and security records.
  • A check of both spent and unspent criminal records.
  • A check of credit and financial history with a credit reference agency.
  • A check of Security Service (MI5) records.
  • Checks on foreign travel/foreign contacts.
  • It may also include an interview.

Checks may extend to third parties included on the security questionnaire.

An SC security clearance must be formally reviewed after ten years (seven years for non-List X contractors) or at any time up to that point at the discretion of the vetting authority.[1]: Annex B 

Enhanced Security Check (eSC)

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This is similar to an SC but also includes a financial questionnaire and may include an interview with a vetting officer. It is a pre-requisite for the granting of access to STRAP codeword material at the SECRET level.

Developed Vetting (DV)

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DV is one of the most detailed and comprehensive form of security clearance in UK government. It is needed for posts that require individuals to have frequent and uncontrolled access to TOP SECRET assets, or require any access to TOP SECRET codeword material. It is also required for individuals who:

  • While not in such posts, will be in a position to directly or indirectly bring about the same degree of damage.
  • Require frequent and uncontrolled access to Category I nuclear material.
  • Require access to certain levels of classified material originating from another country or international organisation.

The process for DV clearance includes:

  • BPSS check.
  • Completion, by the individual, of a Security Questionnaire, a DV Supplement and Financial Questionnaire.
  • A check of both spent and unspent criminal records.
  • A check of credit and financial history with a credit reference agency.
  • A check of Security Service (MI5) records.
  • A full review of personal finances.
  • Checks on foreign travel/foreign contacts.
  • A detailed interview conducted by a vetting officer.
  • Further enquiries, including interviews with referees conducted by a vetting officer.

A DV security clearance must be reviewed every seven years or at any time up to those points at the discretion of the vetting authority.[1]: Annex B 

Enhanced Developed Vetting (eDV)

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Enhanced Developed Vetting requires additional in-depth interviews, beyond that of DV, including a full list of all foreign travel within the last 10 years. It is required for a limited number of highly sensitive roles and can only be requested by a small number of government departments.[9]

Caveats/Nationality Restrictions

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A clearance of any level can be granted with "caveats" which may restrict the holder from accessing certain types of material, for example relating to specific countries, regions or projects. Where there is an explicit requirement for the viewer of a document to be a UK Citizen, the individual must hold a clearance with no "caveats" and be deemed to meet "UK Eyes Only". Further restrictions can include "No Dual Nationals".

Clearance Aftercare

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Change of personal circumstances

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A change of personal circumstances (CPC) questionnaire has to be submitted when a CTC, SC, eSC, DV, eDV, STRAP clearance holder is "marrying, remarrying, entering into a civil partnership, setting up a stable unmarried relationship which includes living with someone as a couple", "due to significant changes in financial circumstances" or "due to contact with law enforcement". DV clearance holders also have to report the arrival of new "co-residents" such as a lodger or flatmate.[3]

Annual Security Appraisals/Aftercare Reports

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Holders of eSC, DV and eDV must annually complete a "Security Appraisal Form" (SAF) in conjunction with their line management, detailing any areas of concern or changes in circumstances that have occurred in the previous year which have yet to be notified to UKSV.

Any issues that require immediate notification to UKSV during the year are either self-reported as a change in circumstances, or if caused by a security issues filed as an "Aftercare Incident Report".

Transfer of a clearance

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A request can be made to transfer national security clearances between organisations, providing they have not expired. Transfers are requested by the "new employing sponsor". Transfers can be the same level of clearance or a lower level clearance can be "extracted" from a higher level clearance (usually SC extracted from DV). No more than twelve months must have elapsed since the holder left the organisation for which the clearance was originally granted and no more than six months spent living overseas. New completed change of circumstances questionnaires, to bring the UKSV and departmental records up to date, may be required.[3] The new sponsor reviews the details of the clearance and decides if it is acceptable for the specific new role.[1]: 44 

Other Checks

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Disclosure and Barring

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In addition to national security clearances, other types of roles and organisations stipulate a need for background checks, these are often required for vulnerable group access (including children), as operated by the Disclosure and Barring Service (DBS), replacing former Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA) checks.

Police Vetting

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The police service has its own system of vetting:

Force Vetting[10] with a hierarchy of Police Personnel Vetting (PPV) and Non-Police Personnel Vetting (NPPV) levels.

Within this there are several levels. For police officers and police staff, there is:

  • Recruitment Vetting; and
  • Management Vetting

For contractors and those with access to certain parts of police systems, there is "non-police personnel vetting":

  • NPPV Level 1 (NPPV1)
  • NPPV Level 2 (NPPV2)
  • NPPV Level 3 (NPPV3) (aligned but not equivalent to SC)

When an actual SC, eSC, or DV is required alongside Force Vetting, it is carried out by UKSV.

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