Full pre-employment checks are not required for an internal candidate. The table below explains what is required and applies to all internal candidates whether they are moving into a permanent role or a secondment:
| Right to Work (RTW) | Not required |
| Identity (ID) | Not required |
| References | Not required |
| Qualifications | Not required |
| Alert Notice | Not required |
| Disclosure and Barring Service (DBS) | If required |
| Occupational Health (OH) | Not required |
| Professional Registration | Not required |
The timescale for internal candidates being moved through to ready for start in Trac is three working days from when the vacancy and candidate is moved through to the Offer stage.
HR Shared Services (HRSS) may need approval for a higher salary if the offer is outside of the normal process.
Disclosure and Barring Service checks
HRSS will review the employees Electronic Staff Record (ESR) to see if the employee holds an existing Disclosure and Barring Service (DBS) check on file and if this also matches what is being requested in Trac.
If the DBS check is at a different level to what they currently hold or they do not have a DBS on file, HRSS will update Trac by requesting this is completed and the required ID and RTW documents will be requested from the employee.
Internal Recruitment Form
If the candidate has been successful as part of a recruitment campaign, HRSS will produce an Internal Recruitment Form (IRF).
An Employee Change Form (ECF) is not required to be uploaded to the Document Transfer Service (DTS).