The following Summary has been provided to Basketball New South Wales by the NSW Department of Sport and Recreation.
These are the guidelines Basketball NSW follows in the event that a person/persons are employed by BNSW either as an unpaid or paid coach/referee/administrator/sports trainer etc.
Associations are encouraged to use the same information within their Association.
Step One:
IDENTIFICATION
Employers determine which Approved Screening Agency they will use and register with that Association
Employers determine which positions in their organisation are classified as "child-related employment".
Step Two:
CURRENT EMPLOYEES
If a person is already employed in a paid or unpaid position which is child-related, the employer must seek a Prohibited Employment Declaration Form (to your left) from the employee.
Step Three:
RECRUITMENT
If a position is child-related:
- employers include all information advising that Proghibited Persons are not permitted to apply and that the Working With Chidren Check will be done for all preferred applicants for employment in paid child-related employment, child-related work involving foster care (authorised care) and for ministers of religion and other members of religious organisations in child related amployment;
- employers obtain Prohibited Employment Declarations for preffered applicants for paid and unpaid child-related employment;
- employers obtain consent to employment screening from preffered applicants for paid child-related positions, child-related work involving foster care (authorised care) and for ministers of religion and other members of religious organisations in child related amployment.
Step Four:
REQUEST FOR EMPLOYMENT SCREENING
Upon the preffered applicant being recommended for a position, the employer:
- submits a request to their approved screening agency for employment screening
- commences referee checks
Step Five:
BACKGROUND CHECKING
The Approved Screening Agency checks:
- relevant criminal records
- relevant Apprehended Violence Orders; and
- relevant employment proceedings
Step Six:
VERIFICATION
If any information is identified during the checking process, the Aproved Screening Agency contacts the preferred applicant to notify them of the information gathered. The person verifies whether they are the person to whom the information received relates.
Step Seven:
RISK ASSESSMENT
If a relevant record is identified during the background check, the Approved Screening Agency undertakes a risk assessment to determine the person's suitability for employment in the position. Approved Screening Agencies discuss the information on record with the applicant.
Approved Screening Agencies provide the employer with a report.
Step Eight:
SELECTION
The employer decides whether to employ the applicant, taking into cnsideration the result of the Working With Children Check and other screening checks it has put in place, such as referee checks.
Step Nine:
NOTIFICATION
If the employer decides not to employ an applicant primarily because of an adverse risk assessment from the Working With Children Check, the employer must notify the Commission for Children and Young People.
A wide variety of policy and procedural issues are covered in this area. They have been broken down into the headings on the left
The side buttons will take you directly to the subject material if you want to see what is covered generally you can hit the back button and double click on the Administration Button to go directly to the site map.
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