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) |
HRSS will review the internal candidates current visa status in the Electronic Staff Record (ESR) system. For those candidates with any visa type recorded, HRSS will notify Corporate HR to request authority to proceed. This will identify whether the employee’s visa enables them to be employed in the new role. This includes any internal employees who currently have a Certificate of Sponsorship (CoS) and a Skilled Worker Visa linked to their current employment. Corporate HR will confirm whether this CoS will be valid for the new role or if a new CoS and Skilled Worker visa will be required. |
| Identity (ID) | Not required |
| References | Not required |
| Qualifications | If specified in the Job Description as essential for the role |
| Alert Notice | Not required |
| Disclosure and Barring Service (DBS) | If required |
| Occupational Health (OH) | Not required |
| Professional Registration | If specified in the Job Description as essential for the role |
Should the Recruiting Manager not require proof of Qualifications or Professional registration, they must inform HR Shared Services (HRSS) of this by contacting the HRSS Query team or by replying to a Trac communication received into their outlook relating to the vacancy.
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.
HRSS may need approval for a higher salary if the offer is outside of the normal process.
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).