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How to conduct a relevant history assessment

Before appointing or engaging a person to a prescribed position, an organisation must assess the person’s relevant history. Assessments must then be conducted every 3 years.

The relevant history obligations web page has more information about who is required to undergo assessment, as well as obligations of:

  • sole traders
  • people working in partnerships
  • responsible authorities of organisations.

Policies and procedures

Your organisation must develop a policy and/or procedure that clearly states the process for identifying those who are performing prescribed functions within your organisation and the method/s you have adopted to obtain and assess their relevant history information.

Your organisation must ensure procedural fairness when conducting relevant history assessments.

Conducting relevant history assessments

Your organisation must determine how it will conduct an assessment of a person’s relevant history.  As outlined below an assessment may be conducted using one of the following methods:

  1. obtain a criminal history report and conduct the assessment yourself
  2. obtain a child related employment screening from the Department of Human Services Screening unit
  3. agree to accept other evidence and conduct the assessment yourself.

All assessments must be conducted in line with the Child Safe Environments: Standards for dealing with information obtained about a person’s criminal history (PDF 845KB).

Obtain a criminal history report and conduct assessment

Your organisation may conduct its own assessment of a person’s relevant history on the basis of:

  • the person’s criminal history record (also known as national police certificate)
  • any information provided by the person for the purpose of the assessment.

You can apply for a criminal history record from any accredited agency. In South Australia, release of criminal history information requires the consent of the applicant.

In the majority of cases, a person will have no criminal history. If a person does have a criminal history, you must assess this history, and any information provided by the person, in accordance with the Child Safe Environments: Standards for dealing with information obtained about a person’s criminal history (PDF 845KB) as part of a relevant history assessment. 

In all cases, your decision must be clearly documented as outlined on the procedural fairness page.

Obtain a child related employment screening from the DHS Screening unit

The DHS Screening unit conducts child related employment screenings.

Your organisation may require people occupying a prescribed position to obtain a child related employment screening through the DHS screening unit. Organisations that enter into contracts with other organisations (such as government departments) should check whether such a requirement applies.

The DHS child related employment screening are now free for volunteers. The DHS screening unit has more information about applying for child related employment screenings.  

Accept other evidence and conduct an assessment

Your organisation may choose to accept a previously obtained criminal history report or child related employment screening as long as it is not more than three years old. In such cases, the following forms of evidence are acceptable:

It is up to your organisation to decide whether it will accept these types of evidence. This decision, and how you will confirm the validity of any evidence provided by an applicant, should be clearly stated in your policy.

Further information about accepting other evidence is set out in Standard 4 of the Child Safe Environments: standards for dealing with information obtained about a person’s criminal history (PDF 845KB) as part of a relevant history assessment. 

Legislation

The following legislation relates to relevant history assessments:

Contact

Child safe environments

Phone: 8463 6468
Email: educationchildsafe [at] sa.gov.au