Disclosure and Barring Service (DBS) and Common Law Police Disclosure (CLPD) Decision Maker - Cambs

Cambridgeshire Constabulary – Police Staff – Permanent – Full Time – Information Management – Chord Park – Scale 4 – £27,204 – 37

This is an exciting opportunity to become personally involved in protecting vulnerable members of your community from harm through provision of information to prospective employers.

About The Role

You will be safeguarding the most vulnerable members of our communities and the general public by reviewing information held on police systems, conducting assessments to national standards and making decisions on disclosure of that information via a national framework, to enable safer recruitment decisions.

Duties

The role provides the opportunity for career progression as you learn each aspect of our safeguarding duties, which include the processing of Enhanced Disclosure and Barring Service applications, Common Law Police Disclosure and providing information to the Barring arm of the Disclosure and Barring Service. The knowledge and experience you will gain by learning each aspect of our safeguarding duties, will then enable you to progress through each stage of the role profiles.

Detail on the differing aspects of our safeguarding duties is detailed below:

• Enhanced DBS applications are sent to police forces to conduct checks on applicants wishing to work in regulated activity with children or vulnerable adults and some other roles. Police forces will assess information held on an applicant against a national framework, making decisions in line with statutory guidance to determine if the information they hold should be shared on an applicant's Enhanced DBS Certificate.
• Common Law Police Disclosure is a process through which we share relevant police information with employers, organisations or regulatory bodies where there is a social and pressing need for this information to be shared in order to protect vulnerable people or the wider public. This enables employers to take urgent safeguarding action.
• Barring is a formal safeguarding action taken by the Disclosure and Barring Service to legally prevent an individual from working in certain roles with children, adults or both where they could pose a risk. When DBS consider whether to include someone on one or both of the Barred Lists, they ask us to provide evidence to assist with their decision making in the form of case files. A Decision Maker will collate and redact information in line with Force Policies and Data Protection legislation.

Through this role you can make a real difference to people’s lives in protecting those who may be unable to protect themselves and those that trust others to protect them.

The DBS Team is committed to safeguarding the vulnerable. In Beds, Cambs and Herts we service approximately 113,000 applications a year between our three locations and our dynamic Team of over 40 people.

To support you in completing the application, please refer to the attached Level One, Two, and Three role profiles for the DBS Decision Maker position. These documents outline how responsibilities expand at each stage, giving you a clear understanding of how the role develops as you progress. On appointment you will be placed into a level one role with the opportunity to progress through to levels two and three.

Recruiting Force

Cambridgeshire Constabulary

Location

Chord Park

Why work for Cambridgeshire Police?

We have gained a reputation as a pioneering and innovative force, responsible for policing a large diverse, multi-cultural population. If you are looking for a fresh challenge which offers a genuine opportunity to make a real difference to people’s lives, variety and the chance to broaden your experience, then we are the force for you.

Equality, Diversity and Inclusion

We are working hard to increase diversity and inclusion within the Constabulary, where communities are under-represented, including those from Black, Asian and Minority Ethnic (BAME) communities, people of all ages, abilities, faiths, religions and gender, LGBT communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve. All applications will be treated on merit, based on the evidence provided in your application and suitability for the role you have applied for.

Flexible Working

All requests for flexible working patterns will be considered and will be dependent on the role.

Recruitment and Selection Policy

Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.

Police Barred and Advisory Lists

Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.

Vetting and Safeguarding

We are committed to safeguarding and operate safer recruitment processes, to ensure a police service that employees are proud to work for because they feel safe, valued and part of a happy and supportive work environment. All employees and volunteers therefore will be subject to background checks including vetting and references.

Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.

For Further Information

Refer to the role profile for further information or email DBS Supervisors on dbs.managers@cambs.police.uk

Additional Advert Information

Internal Applicants To apply for this role, internal applicants must have successfully completed their probationary period. If you qualify as an internal candidate within the advertising force, you may upload either your CV or the internal role summary form attached to this advert.

Vetting Process

Please note that, as part of the vetting process, the BCH Vetting Unit may need to contact your current line manager for a Supervisor Appraisal. This requirement aligns with the 2025 National Guidelines for Vetting (APP 6.5.18). Examples of when this may apply include:

• Transferring to another force
• Renewing vetting clearance
• Moving into a role requiring MV clearance (even if you currently hold MV clearance)
• Moving into or working in a role involving close contact with vulnerable individuals

If any of the above apply to you, please expect your line manager to be contacted when you submit your vetting application.

Redeployment and Redundancy

This vacancy is open to employees at risk of redundancy and will remain available to redeployees until a final offer has been agreed and accepted. Redeployees at risk of redundancy will take priority over all other applicants at any stage of the recruitment process. If successful, redeployees will remain on their home force’s terms and conditions.

Role Profile

We recommend downloading and saving a copy of the role profile, as it will no longer be accessible once the advert closes.

Commitment to Inclusion

As a Disability Confident Leader, we are committed to creating an inclusive workplace where everyone feels respected, valued, and able to be themselves. We provide workplace adjustments wherever needed so that all colleagues can thrive. If you have a disability and meet the minimum criteria for the role, you will be guaranteed an interview under the Offer an Interview Scheme.