Risk assessments and DBS checks for new roles

When you’re thinking about creating a new staff or volunteering role you should identify its potential risks using a risk assessment.

This is important for overall good risk management and safeguarding planning, particularly for the wider safer recruitment process. It will also help determine what information you might reasonably need about someone’s criminal history.

You can then apply the eligibility criteria for different levels of DBS check to the job description, to help you decide which check you need and are permitted to carry out.

For a role risk assessment for safeguarding you would map out:

• what that role holder will do
• the level of contact they have with children and/or adults at risk
• the level of supervision they will have
• how often they will work or volunteer in their role
• where they will work or volunteer.

You'll need to use this introduction to role risk assessments alongside further guidance.

• There's an example of a role risk assessment in our introductory page on choosing staff and volunteers. Or you can find out more about the wider process in our information on safeguarding for HR managers or our information on safeguarding for volunteer managers.
• You should use both your role risk assessment and DBS eligibility guidance to make decisions about which eligibility checks to take. Don't forget that you can only obtain DBS checks for certain roles. Also, a standard or enhanced DBS check can only be requested by employers or licensing bodies, but an individual/applicant can request a basic check.
• DBS checks for trustees need to be considered separately to DBS checks for staff and volunteers. See our update on current guidance around checks for trustees.