If you have concerns about an existing staff member, it is your statutory duty to carry out all relevant checks as if the staff member was a prospective candidate.
If existing staff members change role, the new relevant checks must be carried out.
Examples of this include, but are not limited to:
Moving to a post with regulated activity, where you must then obtain an enhanced DBS certificate including barred list information
Promotions to management where Section 128 checks might then be required
Specific key differences to note:
For colleges, if a staff member moves from a post that did not involve the provision of education, to a new position that does, you must treat them as if they were a new candidate. All required pre-appointment checks must be carried out.