B2:   STATE AND TERRITORY SCREENING REQUIREMENTS

 

(For States and Territories without WWCC – ie, Australian Capital Territory and Tasmania.)

 

Part B2 sets out the screening process for people in the ABF who work, coach, supervise, or have regular unsupervised contact with people under the age of 18-years.

 

The ABF will; and also requires state associations and clubs to:

 

(1)      identify positions that involve working, coaching, supervising, or regular unsupervised contact with people under the age of 18-years;

 

(2)      obtain a completed Member Protection Declaration (“MPD”) (refer Part B3) from all people identified in (1) above and keep in a secure place;

 

(3)      provide opportunity for a person to explain if a MPD isn’t provided, or it reveals that the person doesn’t satisfactorily meet any of the clauses in the MPD.  Undertake an assessment as to whether the person may be unsuitable to work with people under the age of 18-years.  If found unsuitable, the person cannot be appointed to the role / position;

 

(4)      where possible, check a person’s referees (verbal or written) about his or her suitability for the role / position;

 

(5)      request those identified in (1) above sign a consent form for a national Police check;

 

(6)      possibly request (or ask the person to request) a national ‘part exclusion’ Police check from the relevant Police jurisdiction.  This check excludes irrelevant records.  If the Police check indicates a relevant offence, provide opportunity for the person to explain.  Undertake an assessment as to whether the person may pose a risk to, or be unsuitable to work with people under the age of 18-years.  If found to pose a risk or is unsuitable, the person cannot be appointed to the role / position;

 

(7)      undertake an assessment as to whether the person may be unsuitable to work with people under the age the 18-years if the person does not agree to a national Police check after explaining why it is a requirement under this Policy.  If found unsuitable, the person cannot be appointed to the role / position;

 

(8)      decide whether to offer the person the role / position, taking into account the result of the Police check and any other information the club has available.  Where it is not practical to complete a Police check prior to the person commencing in the role / position, complete a check as soon as possible and if necessary act immediately upon an outcome;

 

(9)      protect the privacy of any person who is checked and maintain confidentially of any information obtained through the checking process;

 

(10)    return information collected during screening (such as a completed MPD form, Police records and referee reports) to the person if that person is not appointed to the position, or otherwise destroy the information within 28 days of the date of the decision or the expiry of any appeal period, unless within that time the person requests that the information be returned to them.  For appointed persons, information is to be kept on file in a secure location.