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Section 12 Nedbank’s pre-employment

       screening guidelines and process



        Something that continues to be essential to business success is the appointment
        of the right people with the right skills, qualifications and experience for
        a position. Failing to do so can cause the bank serious financial as well as
        reputational harm.

        Pre-employment screening guidelines

        •  Record clearances (pre-employment screening) will be carried out on all
          applicants prior to their appointment on a permanent, contractual or
          temporary basis to any position in Nedbank.
        •  It is the responsibility of the human resources consultant or line manager to
          request a record clearance for all applicants being offered employment.
        •  All record clearance enquiries and integrity-related screening processes are
          centralised within Personnel Integrity Management in Nedbank Group Risk
          (Financial Crime, Forensics and Security).
        •  Contractors, consultants and temporarily employed staff are subjected to the
          same integrity selection process and monitoring as permanent employees.

        •  If a record clearance has been refused, the applicant must not be appointed.
        •  A record clearance could include (but is not limited to) the following:

          Verification types                     Comments
         Criminal record       Criminal record verifications in South Africa are
         checks                legally required to be verified by using a set of
                               digitally captured fingerprints.
         Credit bureau checks  Credit checks are conducted with the objective of
                               determining an applicant’s credit history and activity.
         Interbank database    The database is established as a central point of
         check for employees   reference of employees in the banking industry
         dismissed for         (and closely aligned stakeholders) who have been
         dishonesty            dismissed for dishonesty-related offences or found
                               guilty of dishonesty-related offences.
         Debarment             Checks are conducted to ensure that any applicant
                               applying for a FAIS-affected position has not been
                               debarred from acting as a representative, key
                               individual or FAIS compliance officer in the financial
                               services industry.
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