Getting Security Check (SC) clearance is an essential step for anyone seeking to work in sensitive government, defence, or security-related roles. But one of the most common questions applicants have is about the SC clearance cost and what the process involves.

This complete guide breaks down the costs, eligibility requirements, stages, and key factors to help you understand how SC clearance in the UK works, and what you should prepare for before starting your application.

Understanding What SC Clearance Means

Security Check (SC) clearance is one of the main types of security vetting used in the UK. It’s designed for individuals who need access to classified information at the “Secret” level. This clearance verifies that the applicant can be trusted to handle sensitive government or defence data responsibly.

Who Needs It

SC clearance is typically required for roles in:

• The Ministry of Defence (MOD)
• Government departments
• IT and cybersecurity firms working on secure contracts
• Contractors providing services to public agencies

If your role involves working closely with classified materials or systems, your employer will request this clearance on your behalf.

What SC Clearance Involves

The process for obtaining SC clearance is thorough and involves several layers of background checks.

Core Stages Include

• Identity Verification: Confirmation of your name, address, and nationality.
• Employment and Education History Review: Verification of where you’ve worked and studied over a set period.
• Criminal Record Check: Examination of unspent and sometimes spent convictions.
• Credit and Financial Review: Assessment of financial stability and potential vulnerabilities.
• Character References: Review of personal and professional references to evaluate reliability.

In many cases, a BPSS employment history check (Baseline Personnel Security Standard) is completed first as the foundation for the SC clearance process.

How to Get SC Clearance?

You cannot apply for SC clearance as a private individual. It must be sponsored by an organisation that holds a government contract requiring security vetting.

The Process Typically Includes

• Your employer submits a sponsorship request through the UK Security Vetting (UKSV) portal.
• You are invited to complete detailed online forms about your background, residence, and travel history.
• The vetting team conducts checks using law enforcement, credit reference, and government databases.
• Once completed, you are either granted, deferred, or denied clearance depending on the findings.

The clearance is usually valid for ten years as long as you remain in a qualifying role.

Cost of SC Clearance in the UK

One of the most important aspects for employers and applicants to understand is the SC clearance cost.

How Much Does It Cost?

This cost typically covers:

• Verification of identity and employment records
• Criminal record and credit checks
• Processing and administrative expenses
• Data storage and secure handling fees

In almost all cases, the sponsoring employer, not the applicant, pays the fee.

Is There a Cost for Renewal?

Yes. Renewal fees depend on the level of re-assessment required. Renewals usually happen every ten years or earlier if the employee changes organisations.

Developed Vetting and Its Cost

In addition to SC clearance, there’s a higher level of vetting known as Developed Vetting (DV). This is required for access to information classified as “Top Secret.”

What It Involves

Developed Vetting is far more comprehensive. It includes:

• Detailed interviews about lifestyle and relationships
• Extensive financial scrutiny
• Security service assessments
• Third-party reference checks

Because of its complexity, the developed vetting cost can be a little higher than the SC clearance cost per applicant.

As with SC clearance, this cost is covered by the sponsoring organisation, not the employee.

SC Clearance Requirements

Before your application can proceed, you must meet certain SC clearance requirements that prove your eligibility and reliability.

Key Criteria Include

• UK residency: Applicants usually need to have lived in the UK for at least five consecutive years.
• Clean criminal record: Any unspent convictions must be declared.
• Financial responsibility: A stable credit history free from serious debt problems.
• Employment stability: Verifiable work and education records.

If you have spent significant time abroad or worked internationally, you may be asked to provide additional verification or foreign police certificates.

Tips for a Smooth SC Clearance Process

Getting through vetting smoothly often depends on preparation and accuracy.

Organise Your Documents Early

Gather proof of identity, address, and past employment before your employer begins the sponsorship process.

Be Honest and Consistent

Any discrepancies in your information may raise questions. Full disclosure is always better than omission.

Review Your Credit History

Address unpaid bills, defaults, or outstanding loans before the process begins.

Stay Professional During the Vetting Period

The process can take time. Maintain patience and avoid pressuring your employer or vetting officer for updates.

The Role of Background Check Agencies

Accurate and comprehensive background verification is essential to SC clearance. Many organisations use background check companies to perform pre-screening before submitting candidates for official vetting.

These agencies help identify inconsistencies, verify employment history, and conduct criminal record searches in advance, saving time and avoiding potential rejections later in the process.

How SC Clearance Differs from Other Vetting Levels

Vetting Type	Purpose	Typical Use Case
BPSS	Basic identity and employment verification	Entry-level public sector jobs
SC Clearance	Access to “Secret” classified information	Government, defense, IT security
DV Clearance	Access to “Top Secret” material	Intelligence and defense roles

This table gives a simple overview of how each clearance level differs in purpose and financial scope.

Bottom Line

Obtaining SC clearance in the UK is a significant milestone for professionals in the government and defence sectors. While the SC clearance cost can vary, it represents an investment in national security and professional credibility.

If you’d like to review your background or verify employment details before your vetting begins, The Background Checker can assist with comprehensive pre-vetting assessments and BPSS employment history checks, helping you present a clean and verified profile to your sponsor. Start your pre-vetting process with us today and move confidently toward your SC clearance approval.

Hiring the right person should be a mark of confidence. In today’s climate, organisations face pressures from compliance demands, reputational risk, and operational urgency. A robust vetting process allows trust to be built effectively. Referring to a security clearance guide can help organisations understand the correct standards and levels of screening required for different roles. Yet despite best intentions, many firms fall into common faults.

This blog outlines those pitfalls in a conversational and straightforward manner, while pointing to credible sources and practical guidance.

What Vetting Really Involves

Before looking at mistakes, it helps to understand the scope of vetting. In broad terms, there are two major forms:

• Pre-employment screening, which covers identity checks, employment history checks, educational verification, and right-to-work documentation.
• Security clearance processes, where candidates are assessed for access to sensitive roles or classified information.

Common Errors

· Error #1: Incomplete Or Inaccurate Candidate Information

One of the most common mistakes in vetting occurs when candidate information is incomplete or inaccurate. Application forms or records may be missing crucial details, such as previous addresses, short-term employment, or educational qualifications. These gaps can cause delays, make verification difficult, or even lead to the rejection of an otherwise suitable candidate.

Assuming that candidates provide all information truthfully without independent verification is a significant risk. Organisations need to cross-check every detail, from employment dates to qualifications, to avoid overlooking discrepancies. Even small omissions can create uncertainty about a candidate’s suitability and reliability.

· Error #2: Applying Inconsistent Standards Across Roles Or Candidates

Another frequent error arises when organisations apply inconsistent vetting standards. Different roles or teams may follow varying procedures, which can lead to unequal scrutiny among candidates. This inconsistency not only introduces risk but can also undermine trust in the hiring process.

To prevent this, firms must define clear vetting criteria for each role and ensure these standards are applied uniformly. Consistency ensures fairness, reduces legal risk, and provides confidence that all candidates have undergone a thorough and reliable assessment.

· Error #3: Neglecting Ongoing Vetting After Hire

Vetting does not end once a candidate is hired. Changes in personal circumstances, financial status, or legal situations can introduce new risks for the organisation. Failing to conduct periodic rescreening can leave employers vulnerable to unexpected problems that could have been detected early.

For positions requiring access to sensitive information, ongoing vetting is critical. Regular reviews and checks ensure that employees continue to meet security standards and remain suitable for their roles. This proactive approach helps maintain organisational integrity and mitigates potential risks before they escalate.

· Error #4: Overlooking Sector-Specific Compliance And International Checks

Some organisations rely on a one-size-fits-all approach to vetting, which often fails to consider sector-specific regulations or international requirements. For instance, healthcare, finance, or security roles may have strict legal and regulatory obligations that must be addressed during vetting.

International work or residence history is another area that can be overlooked. Candidates recruited from abroad or with prior international employment may have legal or professional issues that go undetected without proper checks. Including this information ensures that all potential risks are evaluated thoroughly.

· Error #5: Mishandling Sensitive Data And Consent Procedures

Handling personal and sensitive information requires careful attention. Mistakes in securing consent or following data protection procedures can expose organisations to legal and regulatory sanctions. Proper consent and clear documentation are essential for compliance and accountability.

Poor record-keeping, weak audit trails, or unsecured storage of sensitive data further undermine confidence in the vetting process. Organisations must maintain secure systems and robust documentation to ensure that all information is handled appropriately and remains protected throughout the process.

· Error #6: Gaps In Employment History Or Reference Checks

Even when a candidate appears qualified, unverified gaps in employment history or weak references can create blind spots. Candidates may omit short-term jobs or provide references that do not accurately reflect their experience, leading to incomplete assessments of their suitability.

It is vital to verify all employment periods and carefully evaluate references. Proper validation ensures that the candidate’s background aligns with the information provided and reduces the risk of hiring someone whose qualifications or experience are misrepresented.

· Error # 7: Mistaking Basic Screening for A Complete Background Check

In many cases, an employer may assume they only require a basic screening and end up relying on quick, informal methods rather than a formal background check in the UK. That approach often leads to significant gaps, as informal checks rarely verify identity thoroughly, confirm criminal history, or validate employment and education records.

Such assumptions can cause organisations to overlook red flags, hire individuals who are not fully vetted, and expose themselves to compliance risks. That mindset not only misses critical information but also creates a false sense of security, giving employers the impression that due diligence has been completed when, in reality, key details remain unverified.

The Role of Advanced Clearance

When dealing with high-risk roles, advanced screening is required by law. This is known as developed vetting in the UK. As per GOV.UK, DV is the highest level of vetting applied to individuals who require access to very sensitive information or assets.

Mistakes in advanced vetting often stem from an underestimation of the required depth of enquiry. For instance, treating DV like a standard background check invites oversight. Adequate time, specialist interview elements, and a full review of lifestyle and associations all play a part.

Why These Mistakes Matter

Each of the missteps described has consequences:

• Reputational damage if an individual proves unsuitable after hire.
• Regulatory or legal risk from non-compliance or data mishandling.
• Operational disruption occurs when an employee must be moved, suspended, or dismissed.
• Increased cost of remedial action, new hire, training, and process review.

A recent National Audit Office investigation found that UKSV performance degraded when clearance delays increased, and backlogs emerged.

Practical Suggestions to Minimise Errors

Here are some action points organisations can adopt:

• Define clear vetting criteria per role and apply consistently.
• Use a checklist that covers identity, employment, education, address history, criminal records, financial status, and references.
• Secure proper candidate consent and ensure data handling aligns with GDPR and other privacy obligations.
• Build in time for verification. Do not let hiring timelines override necessary steps.
• For roles requiring high-level access, ensure the clearance process (such as DV) is respected in terms of depth and delay.
• Make ongoing vetting part of your policy. Set periodic review triggers for sensitive personnel.
• Train hiring managers and vetting officers so they understand the practices and common failings.
• If international work or residence is involved, include it in the checks.
• Store records securely and maintain a robust audit trail.

Conclusion

Understanding vetting and recognising common traps helps organisations prevent costly mistakes. The term employment vetting extends beyond a simple pass or fail. Applying clear criteria, maintaining documentation, and following proper clearance protocols ensures stronger, more reliable hiring decisions.

If you are looking for reliable and detailed support in managing your vetting processes, get in touch with The Background Checker. Our team offers criminal background checks in the UK and a variety of other screening procedures so that your company can meet the highest compliance standards!

The vetting process is an important part of professional recruitment, particularly for positions involving security, finance, or sensitive information. Employers rely on it to confirm that candidates are trustworthy, qualified, and suitable for the job. For applicants, a successful vetting application is not just about honesty; it’s also about accuracy, consistency, and preparedness.

Unfortunately, many people make avoidable mistakes during their vetting or clearance application, leading to unnecessary delays, rejections, or even permanent disqualification. Understanding these common errors can help applicants present themselves correctly and avoid setbacks during the process.

Understanding the Vetting Process

Before identifying mistakes, it helps to understand what vetting involves. A vetting application typically includes a detailed background review to confirm identity, criminal history, employment records, and financial integrity. Depending on the role, it may also assess personal conduct, education, and references.

For positions in government, law enforcement, or defence, vetting often extends into a clearance application, which determines a candidate’s eligibility to access classified or sensitive material.

The process may also involve a vetting interview, an in-depth discussion where applicants clarify details provided in their forms. Every answer and document submitted contributes to a complete picture of the applicant’s reliability and suitability.

Common Mistakes Applicants Make During Vetting

Despite good intentions, many applicants make similar errors that complicate the verification process. Below are the most frequent mistakes observed during vetting applications.

1. Incomplete or Inaccurate Information

One of the biggest mistakes is leaving sections blank or providing incorrect data. Missing details such as previous addresses, education periods, or employment start and end dates can cause delays or rejection.

For instance, listing an employer without the correct contact details makes verification difficult. Similarly, forgetting to mention a short-term job can create a gap in the employment timeline, raising unnecessary red flags. Accuracy and completeness in every section are essential for a smooth review.

2. Overlooking Address History

Most vetting applications require a complete address history for a specific number of years, often five to ten. Many candidates either forget short-term residences or provide approximate dates. This leads to inconsistencies when cross-checked against official records.

Authorities rely on exact timelines to track movement and assess local records. Omitting or guessing address dates may appear as concealment, even if unintentional. Maintaining a personal record of all past addresses can prevent this problem.

3. Misrepresenting Employment or Education History

Inflating job roles, adjusting dates, or listing unverified qualifications is another common issue. Even minor discrepancies can harm credibility once verification begins. During the vetting process, employers contact previous workplaces and academic institutions directly. Any mismatch between what’s submitted and what’s confirmed can jeopardise the application.

4. Poor Preparation for the Vetting Interview

A vetting interview is a vital stage for higher-level roles. It gives the reviewing officer a chance to confirm details and assess personal integrity.

Many applicants underestimate this step. Arriving unprepared or giving inconsistent responses compared to written documents can cast doubt on reliability. For example, vague answers about financial history, employment gaps, or personal associations can raise concerns. Good preparation includes reviewing the submitted application, anticipating questions, and being ready to discuss personal history clearly and honestly.

5. Forgetting to Disclose Financial Issues

Financial transparency plays a major role in certain vetting or clearance applications. Debt problems, unpaid loans, or bankruptcy cases do not automatically disqualify an applicant, but hiding them often does. Vetting authorities check credit records to evaluate financial responsibility. Concealing financial challenges creates the impression of dishonesty, which can lead to disqualification.

Being upfront about such issues shows integrity and reduces the risk of unexpected findings during financial screening.

6. Failing to Update Contact Information

Sometimes, a vetting process stalls because references or past employers cannot be reached. Outdated contact numbers or email addresses cause long verification delays.

Applicants should verify all reference details before submission and inform referees in advance that they might be contacted. This small effort saves significant time later in the process.

7. Overlooking Minor Legal or Disciplinary Records

Some applicants assume that minor offences or warnings from years ago no longer matter and leave them out. However, vetting officers often uncover such details during criminal record searches. Omitting these incidents can be viewed as a deliberate attempt to hide information. It is better to disclose them with context, such as how the issue was resolved, rather than risk being seen as dishonest. Transparency often works in the applicant’s favour.

8. Submitting Poor-Quality or Unverified Documents

Submitting blurred scans, incomplete certificates, or outdated identification documents can cause verification failures. Each document must be legible, valid, and officially recognised.

Poor-quality attachments often lead to repeat requests, delaying the vetting outcome. Investing a little time in gathering clear and authentic documents can make the process smoother.

9. Underestimating the Importance of References

References are often the final confirmation in a vetting process. Applicants sometimes choose personal friends or colleagues who may not hold sufficient authority to verify professional conduct.

Choosing credible referees, such as managers or supervisors who can speak about performance and reliability, adds strength to the vetting report. Keeping them informed about the vetting request helps them respond quickly and accurately.

How to Avoid These Common Mistakes?

While the process may seem detailed, several practical habits can prevent most errors:

• Review every section before submission for spelling, numbers, and consistency.
• Keep digital copies of all official documents for quick access.
• Prepare an organised timeline of addresses, education, and employment.
• Communicate honestly during the vetting interview.
• Stay responsive to requests for clarification or extra documentation.

A reputable background screening agency is needed to make sure that all steps of the process are carried out accurately and ethically. 

Wrapping Up

A successful vetting application is not just about meeting requirements; it’s about demonstrating honesty, attention to detail, and responsibility. Mistakes like incomplete forms, unclear timelines, or hidden records can create unnecessary complications, but they are entirely avoidable through preparation and precision.

Contact The Background Checker today for exceptional international background check service, simplify your vetting process, and make every clearance application accurate, complete, and reliable!

Every organisation wants to hire trustworthy, qualified, and dependable people. To achieve that, companies rely on the vetting process, a structured approach designed to assess the credibility of a candidate before employment. One of the most common questions among employers and applicants alike is: How long does vetting take? The duration depends on several factors, including the depth of the checks, the role’s security requirements, and how quickly information is verified.

Understanding the Vetting Process

The vetting process is a detailed review of an applicant’s personal, professional, and sometimes financial background. It confirms that an individual is suitable for a specific role, especially if the job involves access to confidential information or sensitive operations.

This process may include several checks, identity verification, criminal record review, employment history, education validation, and reference confirmation. For high-security positions, additional steps such as financial checks or security clearances may also be required.

Each check contributes to building a complete picture of the candidate’s integrity, reliability, and suitability for the role.

Why Employee Vetting Is Important

Employee vetting protects organisations from potential risks such as data theft, fraud, or reputational damage. It helps identify red flags before a hiring decision is made and promotes a culture of accountability and trust.

Vetting also demonstrates a company’s commitment to due diligence. Employees who pass the process bring reassurance to teams, clients, and partners. Whether hiring for finance, healthcare, education, or law enforcement, proper screening plays a vital role in workforce reliability.

Key Stages of the Vetting Procedure

The vetting procedure can be divided into several stages, each designed to verify specific information. Understanding these steps helps employers and applicants prepare for what lies ahead.

Information Collection

The process starts when the candidate provides personal details, employment history, address history, and identification documents. This initial step sets the foundation for all further checks. Missing or inaccurate information often causes unnecessary delays, so precision at this stage is crucial.

Identity Verification

This stage confirms that the applicant is who they claim to be. It usually involves checking passports, driving licences, or national identity cards against official databases.

Employment History Check

Employment records are verified to confirm job titles, durations, and responsibilities. Gaps in employment may require explanations or supporting documents. This helps employers understand career progression and consistency.

Criminal Record Search

This is one of the most vital parts of vetting. Depending on the role, checks may cover local and national databases to identify any past convictions, pending cases, or relevant cautions.

Reference Validation

Professional and sometimes personal references are contacted to evaluate work ethic, performance, and reliability. Employers often prefer direct confirmation instead of relying on written letters to avoid inaccuracies.

How Long Does Vetting Take?

The question of timing depends on how extensive the vetting process is. Basic checks can take just a few days, while more advanced screenings may stretch into several weeks. Below is a general guide to the expected timeframes:

Type of Vetting	Typical Duration
Basic Employment Vetting	2 to 5 working days
Standard Vetting	1 to 3 weeks
Enhanced Vetting	3 to 6 weeks
High-Security or Government Clearance	6 to 12 weeks or more

While these ranges are common, the actual completion time may vary depending on the number of checks, the responsiveness of institutions, and the complexity of an applicant’s history.

Factors That Influence the Vetting Timeline

Several variables can affect how long the vetting process takes. Understanding them helps set realistic expectations.

Level of Vetting Required

The greater the sensitivity of a position, the deeper the checks. Roles requiring national security clearance or access to confidential data undergo longer assessments than general office positions.

Accuracy of Applicant Information

Incomplete or inaccurate information is one of the main causes of delay. Correct and up-to-date details make verification faster and smoother.

Number of Residences or Employers

Candidates who have moved frequently or worked in multiple companies may experience longer timelines because every location and employer must be verified individually.

External Response Time

Many checks depend on third-party institutions, such as universities or former employers. If they take time to respond, the overall process slows down.

Criminal Record Complexity

If any record requires further clarification or cross-checking, the process takes longer. Manual reviews are often needed in such cases.

High Application Volume

During recruitment peaks, vetting departments may receive a surge in requests. This backlog often extends processing time, especially for large organisations.

Typical Vetting Durations by Sector

Different industries have their own requirements for employee vetting. The average time frame varies accordingly:

• Corporate Roles: 1 to 3 weeks for standard checks such as employment verification and references.
• Healthcare and Education: 3 to 6 weeks due to stricter criminal and qualification verifications.
• Finance and Banking: 4 to 8 weeks when financial record reviews are included.
• Government and Security: 6 to 12 weeks for in-depth assessments involving security clearance.

Each sector applies different standards depending on its level of responsibility and data sensitivity.

The Role of Background Check Services

Professional vetting support can significantly streamline the process. Companies offering specialised verification services handle documentation, communication, and compliance efficiently. They work directly with institutions, reducing the burden on HR departments and helping maintain consistent standards.

For instance, when performing a background check in the UK, reputable screening firms follow legal frameworks such as the Data Protection Act and Disclosure and Barring Service (DBS) guidelines. This makes it certain that checks are conducted responsibly and in accordance with employment laws.

Partnering with such providers gives organisations peace of mind that their vetting process remains accurate, ethical, and timely.

Final Thoughts

The vetting process forms a vital foundation for secure and trustworthy recruitment. While the duration varies depending on complexity and role type, understanding the steps helps both employers and candidates plan effectively. Accuracy, prompt responses, and clear communication remain key to faster outcomes.

For businesses managing regular hiring cycles, professional support can make the entire process smoother and more dependable. Contact The Background Checker today to streamline your vetting process and maintain confident hiring decisions. No matter if you need an education background check or a standard BPSS, we have got you covered!

Hiring decisions in security-sensitive sectors rely heavily on police vetting checks. These checks verify if an individual has a clean criminal record and is suitable for trusted positions. Many employers, recruiters, and individuals often ask the same question: how long do police vetting checks take? The answer depends on several factors, such as the level of vetting, the complexity of the case, and the availability of records.

What Are Police Vetting Checks?

Police vetting checks are background screenings carried out to confirm if a person has any criminal history or pending investigations. They help determine a candidate’s suitability for employment, particularly in roles connected to public safety, law enforcement, or positions involving vulnerable individuals. These checks go beyond simple database searches. They often include cross-referencing information from multiple police databases, intelligence records, and sometimes local station records. 

Types of Police Vetting Checks

Different roles require varying levels of police vetting. Understanding each type helps predict how long the process might take.

Basic Police Check

This is the simplest level of vetting and includes a search for unspent convictions. It is often completed within a few days. Basic checks are suitable for roles that do not involve direct access to sensitive information.

Standard Police Check

A standard vetting check searches for both spent and unspent convictions, cautions, reprimands, and warnings. It is commonly requested for positions in public service, education, or healthcare. The process may take up to two weeks, depending on data accuracy and workload.

Enhanced Police Check

This is the most detailed form of vetting. It includes all information from the standard check, plus any relevant data held by local police forces. For roles in law enforcement or childcare, the process can take several weeks.

Non-Police Personnel Vetting (NPPV)

This applies to individuals working alongside police but not directly employed by them, such as contractors or IT support. The duration varies based on the level, NPPV1, NPPV2, or NPPV3, ranging from a few weeks to a couple of months.

Step-by-Step Breakdown of Police Vetting Checks

Understanding the step-by-step process gives a clearer picture of what happens during the waiting period.

Step 1: Application Submission

The process starts once the applicant submits a vetting form containing personal information, address history, and previous employment records. Accuracy at this stage is vital, as incorrect details can cause unnecessary delays.

Step 2: Identity and Documentation Review

Authorities verify identification documents such as passports, driving licences, and proof of address. Any mismatch between submitted details and official records can extend processing time.

Step 3: Criminal Record Search

The primary stage of vetting involves checking national and local databases for criminal history. For enhanced checks, local police forces manually review records, which adds time but improves accuracy.

Step 4: Security and Intelligence Assessment

For roles connected to policing or sensitive projects, the assessment may include intelligence checks and references from previous employers. This stage helps identify risks that are not part of criminal convictions.

Step 5: Decision and Clearance

Once all verifications are complete, the vetting officer reviews the information and decides on clearance. If further clarification is required, additional documentation may be requested, extending the total time frame.

How Long Do Police Vetting Checks Take?

The most common question for candidates and employers is the processing duration. The police vetting time frame depends on factors such as the type of vetting, the applicant’s background, and the workload of the vetting department.

Here’s a general estimate:

Type of Check	Average Time Frame
Basic Police Check	2 to 5 working days
Standard Police Check	5 to 15 working days
Enhanced Police Check	3 to 6 weeks
NPPV Levels	4 to 12 weeks

While these figures offer an average guide, delays can occur if there are incomplete details, multiple address histories, or records from different jurisdictions.

Factors That Influence the Police Vetting Time Frame

Level of Vetting Required

The more detailed the check, the longer the process. Enhanced and NPPV3 checks involve multiple agencies, which naturally take more time than a basic search.

Accuracy of Information

Small errors in forms, such as incorrect postcodes, missing middle names, or outdated addresses, can cause verification problems. Accuracy speeds up the process considerably.

Multiple Residences

Applicants who have lived in different regions or countries may experience longer wait times because records need to be accessed from several databases.

Workload of Vetting Units

Police vetting departments handle hundreds of requests each week. During high-demand periods, such as recruitment drives, waiting times can increase.

Follow-Up Queries

Occasionally, the vetting officer might request additional clarification about employment gaps or record discrepancies. Each query adds time until the applicant provides the required information.

How to Speed Up the Vetting Process?

Although some parts of the vetting process are beyond the applicant’s control, a few practical steps can help reduce waiting times:

• Double-check all information before submission.
• Use clear, legible copies of identification documents.
• Provide accurate address and employment history.
• Respond quickly to any follow-up requests from the vetting department.
• Stay in contact with the employer or recruitment team for updates.

A proactive approach can make a noticeable difference in processing time.

How Police Vetting Differs from Standard Background Checks?

Police vetting checks focus primarily on criminal and intelligence records. Standard employment background checks, however, may also include education verification, reference checks, or credit history reviews.

For employers looking for a comprehensive view of a candidate’s profile, combining both types is often beneficial. Many background check companies integrate police vetting into broader employment screening packages, making the process more efficient for recruiters and HR departments.

Bottom Line

Understanding how long police vetting checks take helps manage expectations for both applicants and employers. While the timeline varies, the process plays a vital role in building workplace security and public trust. Accuracy, communication, and patience remain key to faster results.

For organisations that frequently handle candidate screening, professional support can make a big difference. Contact The Background Checker today to simplify your police vetting process and keep your hiring timeline on track. We also offer BPSS clearance for added convenience!

Vetting plays a vital role in building trust, protecting sensitive information, and maintaining public safety. In Britain, vetting is used across multiple sectors, particularly in policing, government departments, and industries where access to sensitive information is required. While many clearance types exist, two of the most commonly discussed police vetting levels and security vetting levels in the UK are basic vetting and enhanced vetting.

Although the terms may sound similar, the scope, depth, and purpose of these vetting levels vary significantly. This blog explains the difference between basic and enhanced vetting levels, explores the vetting process in the UK, highlights how long the vetting process takes, and breaks down the role of clearance levels in maintaining security and trust.

Understanding the Vetting Process in the UK

The vetting process in the UK refers to a series of checks carried out to confirm an individual’s background, history, and suitability for a role. These checks are crucial in areas involving law enforcement, national security, or jobs with access to sensitive data.

Depending on the role, an applicant may undergo a simple identity check or face an in-depth investigation into their financial history, family connections, and social life. The process is structured around different UK clearance levels, each aligned to the level of responsibility and sensitivity associated with a position.

Why Vetting Matters in the UK?

Vetting is more than a formality; it is a safeguard. Police vetting levels exist to protect the public, while security vetting levels in the UK ensure sensitive information stays secure.

Without vetting, organisations risk exposing critical data to individuals who may not be trustworthy. By applying different clearance levels, each sector can balance access with protection, maintaining trust in institutions.

What Are the Different UK Clearance Levels?

UK clearance levels are categories of vetting that define the intensity of checks required for a particular role. They are not exclusive to policing; they apply across government, defence, and security industries. The most recognised security vetting levels in the UK include:

• Basic Level: Entry-level checks verifying identity, criminal records, and right-to-work details.
• Standard or CTC (Counter Terrorist Check): Checks for roles requiring access to secure premises but with limited information sensitivity.
• SC (Security Check): More in-depth, often required for staff handling classified information.
• DV (Developed Vetting): The highest level, applied to roles with direct access to top-secret information.

Within policing, basic and enhanced vetting form the foundation of police vetting levels, setting the standard for who can access what within the force.

 

What Is Basic Vetting?

Basic vetting is often applied to individuals seeking entry-level positions, contractors, or those not directly handling highly sensitive material.

Key Features of Basic Vetting

• Identity Verification: Confirms the applicant’s full name, date of birth, and previous addresses.
• Criminal Record Review: Looks into unspent convictions through a UK criminal background check.
• Right-to-Work Confirmation: Confirms that the applicant has the legal right to work in the UK.

When Is Basic Vetting Required?

Basic vetting is quite straightforward and less intrusive compared to other police vetting levels. It is typically required for:

• Administrative staff in police forces.
• Contractors working in low-risk environments.
• Individuals requiring limited access to restricted premises.

What Is Enhanced Vetting?

Enhanced vetting, on the other hand, is a deeper investigation into an individual’s life, aimed at identifying potential risks to security, integrity, or trustworthiness.

Key Features of Enhanced Vetting

Detailed Criminal Record Checks: Including both spent and unspent convictions.

• Financial History Reviews: Assessing debts, bankruptcies, or financial instability that could pose a security risk.
• Personal Relationships: Examination of close contacts, family, or associates that may create vulnerabilities.
• Employment and Residency History: Full checks spanning several years.
• Social Media and Online Presence: Reviewing publicly available content for potential red flags.

When Is Enhanced Vetting Required?

Compared with other security vetting levels in the UK, enhanced vetting sits just below Developed Vetting (DV) but is still highly intensive. It is often mandatory for:

• Police officers in operational roles.
• Staff with access to secure intelligence.
• Roles within government departments dealing with national security.
• Sensitive defence and security contractors.

Comparing Basic and Enhanced Vetting

Scope and Depth of the Process

While both are part of the same vetting process in the UK, their differences lie in scope and depth.

• Basic Vetting: Focuses mainly on identity and unspent criminal convictions.
• Enhanced Vetting: Goes far deeper, investigating finances, relationships, and even lifestyle choices.

In practical terms, basic vetting clears someone for roles with minimal access, while enhanced vetting clears individuals for positions where trust and integrity are paramount.

Time Duration

A common question people often ask is: How long does the vetting process take?

• Basic Vetting: Usually completed within a few days to two weeks, depending on the accuracy of the provided information.
• Enhanced Vetting: Can take several weeks to months, as it involves contacting references, reviewing personal histories, and assessing financial data.

The duration largely depends on the complexity of an individual’s background, the number of references to check, and the workload of the vetting authority.

Challenges in the Vetting Process in the UK

While effective, the vetting process is not without challenges:

• Delays: Enhanced vetting, in particular, can take months to complete.
• Privacy Concerns: Some applicants may find the depth of checks intrusive.
• Changing Circumstances: Life changes, such as new financial commitments or relationships, can affect ongoing vetting status.

Despite these challenges, the vetting process remains vital to maintaining safety and security standards in the UK.

The Role of Ongoing Vetting

Another important point is that vetting is not always a one-time check. Many roles require periodic reviews to confirm continued suitability. For example, police officers may undergo reassessment every few years, especially if their role evolves or they take on new responsibilities.

Vetting Beyond Policing

While police vetting levels are among the most widely discussed. The following applications show that the vetting process extends far beyond law enforcement:

• Defence Contractors: Require higher clearance levels due to sensitive projects.
• Government Departments: Staff often need SC or DV vetting to handle classified documents.
• Private Companies: Increasingly request background checks for employees with access to sensitive financial or personal data.

Practical Advice for Applicants

For those undergoing the vetting process in the UK, preparation helps speed things up. While no one can control how long the vetting process takes, being open and organised can make it smoother. Therefore, applicants should:

• Provide accurate personal details to avoid delays.
• Be transparent about criminal history or financial challenges.
• Prepare references in advance, particularly for enhanced vetting.

Bottom Line

The difference between basic and enhanced vetting levels lies in their depth, purpose, and scope. Basic vetting covers identity and unspent convictions, making it suitable for lower-risk roles. Enhanced vetting goes much further, investigating financial history, personal relationships, and lifestyle factors, and is vital for high-trust positions.

Together, these police and broader security vetting levels in the UK form an essential part of safeguarding sensitive roles and information. Though the vetting process may feel demanding, it remains a cornerstone of trust in public institutions and workplaces.

The Background Checker provides reliable services that make the vetting process simpler for both employers and applicants. If you need the support of a trusted background check company, our team is here to assist with professionalism and accuracy!

Every organisation depends on trust when hiring new staff. Ensuring employees are reliable, safe, and qualified protects not only the business but also colleagues and clients. The vetting process is the cornerstone of this safeguard, providing employers with detailed insights that go beyond a standard interview.

For employees, undergoing vetting is a chance to demonstrate integrity and suitability for a role. While it may feel daunting, the benefits are clear: improved trust, stronger professional credibility, and smoother career progression.

Understanding The Employee Vetting Process

The employee vetting process involves a series of checks that confirm identity, criminal records, employment history, and sometimes financial stability. Each step is designed to build a comprehensive picture of an applicant. Employers use this information to ensure they make informed hiring decisions.

Vetting is common in sectors where safety, confidentiality, or financial trust are crucial. Education, healthcare, finance, and law enforcement all rely on detailed checks before onboarding staff. Private businesses increasingly follow the same practice to minimise risk.

How Does Employee Vetting Differ from Routine Background Checks?

An employee vetting stage is far more than a routine check of references. It often involves contacting former employers, reviewing qualifications, and cross-checking information against official records. This reduces the likelihood of false claims and safeguards workplace standards.

For employers, vetting ensures reliable recruitment decisions. For employees, it provides a verified record of trustworthiness that can benefit future applications.

BPSS Checks for Employee Vetting

A BPSS background check forms part of the pre-employment screening standard used widely across the UK. Known as the Baseline Personnel Security Standard, it is a key requirement for individuals working with government data or public sector contracts.

This check verifies identity, employment history, nationality, and criminal records. For many applicants, BPSS clearance is the first step before higher levels of vetting are considered. It sets a baseline of trust that allows access to sensitive environments.

How Does Vetting Clearance Work?

The outcome of vetting is often referred to as vetting clearance. This means the candidate has been officially approved for the role following all necessary checks. Clearance is vital in industries such as defence, government, policing, and financial services.

Employees who achieve clearance gain more than just a job opportunity. They establish themselves as trustworthy professionals capable of holding positions with significant responsibility.

What Employees Do During Vetting?

Applicants often ask what is expected of them while checks are carried out. The reality is that much of the vetting process is handled by official bodies and employers, but what employees do during vetting matters.

Applicant Responsibilities

• Submitting accurate information at the start
• Providing supporting documents quickly
• Cooperating with requests for clarification
• Keeping personal records updated

By being responsive, applicants can help avoid unnecessary delays. While they cannot speed up database checks, they can reduce errors or re-requests for missing information.

How Can Employees Reduce Stress During the Vetting Journey?

For many employees, the waiting period creates unnecessary anxiety. The key to reducing stress lies in preparation and mindset. Having documents ready, being honest about personal history, and keeping communication open with recruiters helps reduce uncertainty. It also prevents delays that can prolong the process.

Viewing vetting as an opportunity rather than an obstacle allows employees to stay positive and focused. Employers benefit too, as calm and cooperative candidates often experience smoother checks and quicker clearance results.

Steps in A Typical Employee Vetting Timeline

Step 1: Application Submission

The process begins with a detailed form where applicants provide personal, employment, and educational information. Accuracy at this stage reduces delays.

Step 2: Verification of Details

Authorities cross-check information against official records. Documents such as passports, proof of address, and qualification certificates are reviewed carefully.

Step 3: Criminal Record Check

Databases are checked for previous convictions or ongoing investigations. For some roles, financial checks may also be carried out.

Step 4: Interviews and References

Employers may contact past managers or colleagues to confirm an applicant’s reliability and performance.

Step 5: Final Decision

Once all evidence has been assessed, clearance is either granted or denied.

Common Challenges During Employee Vetting

Incomplete Information

Missing details or unclear records often create delays. Double-checking forms before submission prevents avoidable issues.

International Backgrounds

Applicants with work history abroad may face longer processing times as records are requested across borders.

Document Errors

Expired or incorrect documents cause setbacks. Ensuring paperwork is current and valid helps maintain momentum.

How Employees Can Support the Process

Be Transparent from The Start

Full honesty about previous employment, qualifications, or legal matters helps avoid surprises. Even minor omissions can raise red flags later.

Stay Organised

Keep all documents in one place, including certificates, identity records, and proof of address. Quick responses to employer requests help maintain progress.

Maintain Communication

If there are delays, staying in contact with the recruitment team reassures both sides and allows timely updates.

Preparing for A Smooth Vetting Experience

Gather Key Records Early

Applicants should prepare documents before the process begins. This simple step avoids last-minute stress.

Know The Role’s Requirements

Different industries require different levels of checks. Understanding what is expected helps employees anticipate the steps ahead.

Stay Patient

Some stages cannot be rushed, particularly those involving official databases or overseas records. Patience is part of achieving the right outcome.

Why Employee Vetting Is Worth the Wait?

Although the process can sometimes be lengthy, it delivers vital peace of mind for everyone involved. Employees gain credibility that follows them throughout their careers, while employers secure a safe and dependable workforce. The outcome is a stronger workplace built on trust and accountability.

The Link Between Vetting and Career Growth

Clearing vetting checks is more than a requirement for a role; it can shape long-term career success. Once an employee gains clearance, they become eligible for positions that carry greater trust and responsibility.

This opens pathways in sectors such as law enforcement, financial services, and government. By taking vetting seriously and preparing carefully, employees not only secure their current role but also strengthen their prospects for advancement. Clearance becomes an asset that demonstrates reliability throughout future applications.

Building Trust Through Transparency

For employees, being open about their history builds trust with potential employers. Many concerns raised during vetting can be resolved quickly if applicants are honest about their past.

Clarity enables both sides to progress with assurance, leading to a more seamless and less anxiety-inducing hiring experience.

Why Do Employers Depend On Vetting?

Employers need to rely on vetting not only to protect their businesses but also to meet legal and regulatory standards. For example, safeguarding regulations in education and healthcare require strict checks before employment begins.

Vetting also reduces the risk of workplace fraud, misconduct, and reputational damage. By ensuring staff are thoroughly reviewed, employers create safer environments for everyone.

Conclusion

A successful vetting journey requires cooperation, patience, and transparency. For employees, it is an opportunity to demonstrate honesty and readiness for a role. For employers, it ensures a workforce built on trust and reliability.

When background checks are combined with wider security clearance processes, the result is a stronger, safer workplace. This is where The Background Checker helps businesses across the UK with accurate, professional screening solutions that create clarity, confidence, and protection in recruitment.

Hiring in the UK requires more than a quick interview and reference check. Employers need clear assurance that the individuals they bring into sensitive or high-trust roles are reliable and safe. This is where police vetting in the UK becomes essential. It helps ensure candidates have no hidden issues that could put a workplace, organisation, or the public at risk.

Vetting is not limited to police forces or government bodies. Many private companies and public institutions use it as part of their safeguarding measures. By investing in proper screening, organisations not only comply with legal standards but also create safer environments for staff and clients.

The Basics of Police Vetting

The police vetting process in the UK goes deeper than a standard reference check. It investigates personal history, financial circumstances, family connections, and possible security risks. This wider scope helps identify vulnerabilities or concerns that might affect a person’s suitability for certain roles.

For instance, applicants for law enforcement positions undergo detailed assessments. These checks ensure candidates not only meet the professional requirements but also have a background free from issues that could compromise integrity or security.

Unlike a quick reference review, vetting requires significant coordination with police records, national databases, and sometimes intelligence sources. Employers depend on this level of detail when selecting individuals for roles where responsibility and trust are paramount.

Why Timelines Matter in Police Vetting?

One of the most common concerns for both applicants and employers is how long vetting takes. The length of time depends on the complexity of the role, the number of applicants under review, and the depth of checks required.

Factors Affecting the Duration

• Role Sensitivity: A higher security role generally demands a longer process.
• Volume of Applications: A busy intake season, such as a police recruitment drive, can extend waiting times.
• Personal History: International travel, name changes, or extensive employment records may add extra stages.

Delays are not unusual, but knowing what to expect helps applicants remain patient and employers plan recruitment more effectively.

Police Clearance Explained

A crucial step in many applications is a police clearance in the UK. This certificate confirms whether or not an individual has a record of convictions. It is often required for work in childcare, healthcare, security, or law enforcement.

Clearance can be requested directly by the individual or through an employer. Once issued, it provides formal evidence of a person’s criminal history, or lack thereof. This adds credibility to the recruitment process and ensures compliance with safeguarding rules.

How Long Does Police Vetting Take?

One of the most frequently asked questions is how long police vetting takes in the UK. Timelines vary depending on the role, the depth of checks required, and the number of applications being processed. In general, vetting can range from a few weeks to several months.

Delays often occur when additional information is needed, such as overseas records or clarification of personal details. While the process requires patience, thoroughness is essential to guarantee workplace security.

Wider Screening Beyond Police Checks

Alongside police vetting, many organisations request a criminal background check. This process reviews national databases for any history of offences. It is particularly valuable for employers hiring in finance, education, or healthcare.

Employers also turn to background check services for added reassurance. These services can cover employment history, academic qualifications, credit checks, and identity verification. Together, they create a full picture of a candidate’s suitability.

Stages of the Vetting Timeline

Initial Submission

The first step is completing the vetting form. Accuracy is vital, as errors or omissions can cause delays later.

Verification of Information

Next, authorities confirm details against official records. This includes identity documents, criminal history, and sometimes financial records.

In-Depth Investigation

For higher-risk roles, investigators may look into wider connections, such as close relatives or associates.

Final Decision

Once the information is reviewed, the organisation receives a recommendation. The applicant is either cleared, conditionally accepted, or rejected.

Common Delays and How to Avoid Them?

Delays in applications can be a source of frustration for both applicants and employers. They not only slow down the hiring process but can also create unnecessary stress and uncertainty. Many of these delays arise from avoidable issues such as incomplete forms, unclear documentation, or backlogs at processing centres. Understanding the main causes and taking proactive steps can help reduce waiting times and keep the process moving smoothly.

Typical Causes of Delays

• Incomplete forms: Missing information or skipped sections are one of the most frequent reasons applications are returned or held up.
• Unclear or incorrect documentation: If documents are hard to read, not certified where required, or do not meet the stated criteria, further clarification will be requested.
• Processing centre backlogs: During peak times, such as academic enrolment periods or seasonal hiring drives, applications may take longer to review.

Tips for Applicants

Applicants can take several straightforward steps to minimise delays:

• Double-check all details before submitting: Ensure names, dates, and identification numbers are accurate and consistent across forms and documents.
• Provide original or certified documents where requested: Photocopies or incomplete evidence can lead to requests for resubmission.
• Respond quickly to any follow-up questions: Prompt replies to requests for clarification prevent your application from being pushed to the back of the queue.

Tips for Employers

Employers also play an important role in preventing unnecessary delays:

• Set clear expectations early on: Explain the process to candidates at the outset and provide a checklist of required documents.
• Communicate promptly: If applicants are missing key information, let them know quickly so they can rectify the issue without losing valuable time.
• Manage timelines realistically: Acknowledge that processing can take longer at busy times and plan recruitment schedules accordingly.

Comparing Vetting Times for Different Roles

Law Enforcement and Security

Police officers, prison staff, and security workers typically face the longest vetting times due to the sensitive nature of their duties.

Education and Healthcare

Applicants in schools or hospitals may experience shorter timelines, although clearance remains thorough because safeguarding children and vulnerable adults is essential.

Corporate and Office Roles

For positions in finance or corporate offices, timelines are often shorter but still require checks against criminal and financial databases.

Preparing for A Smooth Vetting Experience

Organising Documents in Advance

Gather passports, proof of address, academic certificates, and any name change records. Having these ready prevents last-minute stress.

Staying Transparent

If there are concerns in your past, it is better to declare them early. Undisclosed issues discovered later often cause bigger problems than those admitted upfront.

Following Employer Guidance

Employers usually provide instructions tailored to their requirements. Following them closely helps keep the process moving without unnecessary setbacks.

Balancing Patience and Preparation During Vetting

For applicants, the waiting period can be stressful, but it is also a chance to prepare for the role ahead. Staying organised with documents, keeping communication open with employers, and understanding the expected timeline can ease uncertainty. By approaching the process with patience and readiness, both applicants and organisations benefit from a smoother journey and a more reliable outcome.

The Role of Technology in Vetting

Modern systems allow some stages of vetting to be carried out more efficiently. Digital platforms enable quicker identity checks, online document verification, and faster communication between applicants and screening teams.

While technology reduces manual delays, it cannot eliminate the need for careful cross-checking against official databases. Accuracy and security remain the priority at all times.

Why Police Vetting Is Worth the Wait?

Although the process can feel lengthy, its value cannot be overstated. Police vetting ensures unsuitable candidates are identified early, protecting organisations from risk. For individuals, successful clearance strengthens credibility and opens opportunities that would otherwise remain closed. Patience during this process is rewarded with peace of mind for both employer and employee.

Final Thoughts

Police vetting serves as a cornerstone of safety across many sectors. It provides employers with the assurance that the people they bring into critical roles are trustworthy and suitable. For applicants, it represents a chance to prove reliability and integrity through an official clearance.

When combined with wider checks, such as a criminal background check in the UK, the result is a balanced and transparent hiring process. This is where The Background Checker supports UK businesses by offering reliable screening solutions that match professional standards. With accurate results and tailored services, employers can hire with confidence while individuals step into roles backed by verified trust.

There are many situations where you might be asked to provide details of your criminal record – from applying for a job or volunteering, to moving abroad, or simply wanting to know what is on file. In the UK, there are a few different ways to access this information, depending on the purpose.

This guide explains the main options, how to apply, and the important differences between each type of check.

Why You Might Need Your Criminal Record

People request their criminal record information for different reasons, including:

• Employment: Certain jobs, particularly those involving children, vulnerable adults, or positions of trust, require a criminal record check.
• Volunteering: Charities and community organisations often request checks for safeguarding reasons.
• Immigration & visas: Many countries require a criminal record certificate when applying for a visa, residency, or citizenship.
• Personal peace of mind: Some people simply want to see what information the police hold about them.

Understanding the correct type of check for your situation is key.

The Different Types of Criminal Record Checks in the UK

1. Basic DBS Check

• Shows unspent convictions only (those not yet “spent” under the Rehabilitation of Offenders Act).
• Can be applied for by an individual online.

• Often used by employers for roles that do not require higher-level checks.

2. Standard or Enhanced DBS Check

• Shows both spent and unspent convictions, cautions, reprimands, and warnings.
• Enhanced DBS may also include relevant police intelligence and a check against the barred lists for working with children or vulnerable adults.
• These cannot be applied for by an individual – they must be requested through an employer or organisation recruiting for an eligible role.

3. Police Certificate (ACRO)

• Issued by the ACRO Criminal Records Office.
• Commonly required for visa and immigration purposes (e.g. USA, Canada, Australia, New Zealand).
• Shows details of convictions, reprimands, warnings, and cautions held on the Police National Computer (PNC).
• Different from a DBS check and a Subject Access Request.

4. Subject Access Request (SAR)

• A legal right under data protection law that allows you to see all information the police hold on you on the PNC.
• Can include convictions, cautions, warnings, reprimands, and sometimes other relevant data.
• Free of charge and usually processed within one month.
• Important: A SAR is for personal use only – it cannot be used for employment or visa purposes.

How to Apply

• Basic DBS Check: Apply directly online through the Disclosure and Barring Service (England & Wales), Disclosure Scotland, or AccessNI (Northern Ireland).
• Standard/Enhanced DBS: Must be applied for by your employer or a registered organisation.
• Police Certificate: Apply online via the ACRO Criminal Records Office website.
• Subject Access Request: Apply online (or by post) via ACRO or your local police force’s website.

You will need to provide proof of identity and address for all of these applications.

Understanding Your Results

• Spent vs Unspent Convictions: Under the Rehabilitation of Offenders Act 1974, many convictions become “spent” after a period of time, meaning they do not usually need to be disclosed for most jobs.
• DBS Checks: The level of disclosure depends on the type of check (Basic, Standard, Enhanced).
• Police Certificates & SARs: Will typically show all convictions, even if they are spent.
• Challenging Errors: If you believe the information is incorrect, you have the right to request corrections.

Protecting Your Privacy

All criminal record information in the UK is protected under strict data protection laws. Employers and organisations must have a lawful basis to request checks, and you always have the right to see what information is being held about you.

By applying for the right check in advance, you can make job applications, visa processes, and personal planning smoother and more transparent.

Conclusion: Taking Control of Your Criminal Record

Obtaining a copy of your criminal record in the UK is straightforward once you know which check you need:

• Basic DBS – for personal use and general employment.
• Standard/Enhanced DBS – for regulated roles, applied for via an employer.
• Police Certificate – for visa and immigration.
• Subject Access Request – for personal records, not for official use.

By choosing the right option, you ensure that you are prepared, your information is accurate, and you are in control of how your background is presented.

For reliable guidance on criminal record checks and verification services, The Background Checker is here to help – ensuring accuracy, confidentiality, and peace of mind at every stage.