Jourwell Homecare nurses work unsupervised in patients' private homes, often with elderly and vulnerable people. This policy sets out how Jourwell verifies the suitability of applicants for these positions of trust, and how it treats applicants who disclose a criminal record.
1. Current Screening Process
At this stage of Jourwell's growth, background screening for clinical roles relies on the following, carried out before any conditional offer is confirmed:
- Verification of NYSC Discharge or Exemption Certificate (or equivalent), confirming completion of national service.
- Verification of NMCN registration and current practising licence.
- A minimum of two professional employer references, including the applicant's most recent employer.
- Completion of a signed guarantor form, naming at least one guarantor able to vouch for the applicant's character and whereabouts.
- A signed self-declaration of any criminal convictions, cautions or ongoing prosecutions relevant to the role.
Jourwell intends to introduce a formal Nigeria Police Character Certificate as an additional layer of screening as the company scales its background-check process. Applicants will be informed in advance of any change to these requirements.
2. Fair Treatment of Ex-Offenders
- As an organisation assessing applicants' suitability for positions of trust, Jourwell endeavours to treat all applicants fairly and undertakes not to discriminate unfairly against any applicant on the basis of a conviction or other disclosed information.
- Jourwell is committed to the fair treatment of its staff, potential staff and patients, regardless of ethnicity, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
- Given the nature of Jourwell's work — unsupervised care of elderly and vulnerable patients in their own homes — all clinical posts require applicants to declare relevant prosecutions or convictions, including any they consider to be spent or historic.
- A background check and self-declaration are only requested once a risk assessment has confirmed they are proportionate and relevant to the position. Job adverts for such posts will state that a background check will be required if an offer is made.
- Applicants are encouraged to disclose any relevant criminal record at an early stage in the application process. This information will only be seen by those who need to see it as part of the recruitment process.
- Having a criminal record will not necessarily bar an applicant from working with Jourwell. This will depend on the nature of the post and the circumstances and background of the applicant's offence(s). Failure to disclose information directly relevant to the position may lead to withdrawal of an offer, dismissal or disciplinary action.
- Jourwell undertakes to discuss any matter disclosed with the applicant, in an open and measured way, before withdrawing a conditional offer of employment. This will be carried out by the Head of Recruitment or Clinical Manager.
- If an applicant would like to discuss what effect a criminal record might have on their application, they may contact the Recruitment Manager in confidence for advice.
3. Confidentiality
Jourwell guarantees that any information disclosed as part of a background check will only be seen by those who need to see it as part of the recruitment process, and will be stored securely in accordance with the Nigeria Data Protection Act 2023 (NDPA).
4. Accuracy of Information
Failure by an applicant to provide accurate and truthful information is considered a serious matter. Where it is found that a person has recklessly provided inaccurate information, or withheld information relevant to their position, this may disqualify them from appointment. It may also result in dismissal, disciplinary action, and referral to the Nursing and Midwifery Council of Nigeria (NMCN) or other relevant professional body.
5. Review
This policy will be reviewed as Jourwell Homecare grows and as more formal background-screening tools (such as the Nigeria Police Character Certificate) become part of standard recruitment practice.
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