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Contents

1. Preface by the Strategic Director
2. Values and Principles 
3. Introduction   
4. Section 1 - Verification   
5. Section 2 - Chronology   
6. Section 3 - Current Employment or Student Status  
7. Section 4 - Use of Personal Referees   
8. Section 5 - Previous Partners    

Appendix 1 - Serious Case Review Recommendations on Assessment of Prospective Adopters
Appendix 2 - Draft National Adoption Standards

1. Preface by the Strategic Director

This new guidance on the assessment of prospective adopters and carers has arisen following the death of a child placed for adoption. The Area Child Protection Committee commissioned an independent serious case review, which made a number of far- reaching, necessary and positive recommendations, especially on the future assessment of prospective adopters and carers.

Many lessons have been learnt from the Review. This has included the Directorate reflecting on how we can improve our assessment service and prevent a similar tragedy in future, especially by adopting a more thorough, evidence-based approach. Inevitably there may be occasions when a very small number of applicants deliberately withhold information which would have a critical bearing on their application. This guidance, which I expect staff to follow, should ensure that such issues are identified and dealt with.

I hope that staff and applicants will find this guidance helpful and supportive. It under-lines that our top priority is meeting the needs of looked after children, which must remain paramount throughout the assessment process. The people who come forward to adopt or foster children continue to be one of our most valued resources.  Social workers undertaking a home study assessment are engaged in a vitally important, demanding task that requires a high level of social work skills and knowledge.

Whilst recognising there is always room for improvement in the provision of any public service, it should be remembered that Brighton and Hove’s Family Placement Service is viewed positively by service users, other agencies and the Department of Health. The innovative, progressive services provided have been cited as a model for other local authorities, which this guidance should help to maintain.

2. Values and Principles

When carrying an assessment of prospective adopters it must always be borne in mind that the primary aim is to clarify whether applicants are ‘good enough’ to become new parents of children who already bear significant disadvantages, therefore-

• a child’s welfare is of the paramount consideration. The needs and wishes, welfare and safety of the child are at the centre of the adoption and permanence process
• children are entitled to grow up as part of a loving family which can meet their needs during childhood and beyond
• adoption is about meeting the needs of children, including their welfare and safety, not the needs of adults
• delays in adoption and permanent placement (including assessment of prospective adopters) can have a severe impact on the health and development of children and should be avoided wherever possible
• all matters will be dealt with in the strictest confidence, except in regard to over-riding  child protection concerns
• participants in adoption will be provided with all available information
• services will be accessible to members of black and minority ethnic communities
• people who want to adopt will be responded to promptly, given clear information on the recruitment, assessment and approval processes and treated fairly, openly and with respect
• applications from people wishing to be assessed as prospective adopters will be accepted, regardless of marital status, race, religion or sexual orientation, provided they meet the criteria set out in the adoption and permanence policy statement
• in considering applications to adopt, factors such as age and health will be taken into account but should not exclude people applying
• all applicants must undertake child protection checks, with previous offending behaviour being carefully scrutinised and any offences against children would preclude approval (unless the offences were committed as a child which would require consideration by senior managers)
• the assessment and approval process will be comprehensive, thorough, fair and fully explained. Whilst the Directorate will endeavour to work in partnership with prospective adopters, it is also necessary for both parties to be clear that a risk assessment is being carried out
• assessments must distinguish clearly between self-reported and independently evidenced information, with verification of key aspects of  prospective adopters’ accounts.

3. Introduction

This guidance has resulted from recommendations made in a recent serious case review, endorsed by the Brighton and Hove Area Child Protection Committee (ACPC) and the Department of Health (DOH); please see Appendix 1 for recommendations made on assessment of prospective adopters and carers. The Strategic Director of Social Care and Health and the ACPC expect this guidance to be followed by all staff who prepare assessment reports. This guidance should be read in conjunction with the National Adoption Standards, the Directorate’s Operational Instructions and quality standards, the DOH’s Framework for the Assessment of Children in Need and their Families, BAAF’s Making Good Assessments A Practical Resource Guide and the NFCA’s Assessing Foster Carers A Social Worker’s Guide to Competency Assessments.

The key issues of the meaning of verification and corroboration, compilation of chronologies, verification of key information, use of personal referees, and consideration of the significance of previous partners will be clarified in the following pages. Staff will be reminded to link assessment information and evidence gained to clarifying applicants’ competences as now required in the new BAAF Form F, part 4A. It is anticipated that applicants and others will be provided with appropriate information leaflets, including the complaints procedure and made aware of any appeal procedures that future legislation may introduce. Other assessment issues will be covered in future guidance, though the new BAAF Form F provides helpful, comprehensive guidance notes and it is understood that staff undertaking assessments have had training about the use of the new form.

Some of the following guidance may appear obvious to experienced staff, but this guidance has to cover a wide audience, which could include newly qualified staff and students on placement. It is also part of assisting a ‘cultural shift’ within the Directorate, towards achieving more evidence-based assessments resulting from a more investigative approach. This involves making crystal clear to applicants that a risk assessment is being carried out, with the primary focus on the paramount needs of the child who may be placed with them. Considering the seriousness of the task to be under-taken, it is not unreasonable to expect applicants to provide all necessary information, which most people will be used to in respect of other important life events, such as applying for a mortgage.

Though this guidance attempts to be comprehensive, it cannot cover all situations. That is why the guidance underlines the necessity for assessing social workers to consult their managers and the Development Officer (Adoption & Permanence) about key decisions and issues, whilst exercising their professional judgement and discretion. Though this guidance and accompanying pro-forma have been piloted with staff and amended after consultation, further feedback and suggestions for improvement would be welcome and should be given to the Group Manager responsible for accommodation services.

New procedures and guidance may not prevent a small minority of applicants trying to deceive assessors. This guidance, covering new assessment procedures, has however closed down a number of options that may have been used previously to mislead assessing social workers. The guidance provides ‘norms’ about what social workers should normally do when assessing prospective adopters. There may be some exceptions to these general rules, which would need to be supported by appropriate evidence and management agreement.

This guidance is focused on the assessment of prospective adopters. It can also be used for the assessment of long term foster carers wishing to provide a permanent placement for a child(ren) for the first time. Separate guidance will be issued in due course about the potentially shorter re-assessment of existing carers wishing to become permanent carers of children already placed with them.

It is hoped this guidance will provide helpful support to social workers, managers and applicants undergoing the important and complex home study process, with all keeping a primary focus on how best to meet a child’s needs. 

4. Section 1 - Verification

Definitions

Information given by prospective adopters about life events and current circumstances should be checked thoroughly (verified), wherever possible, by examining relevant documents, obtaining references, carrying out official checks and interviewing key people. Doing this verification work would also help to confirm the veracity of accounts by obtaining others’ views (corroboration) of information given by applicants.

Examples

The following are examples of independent verification and corroboration:

• examination of official documents, such as birth/marriage/divorce certificates (with papers giving grounds for divorce), residence documents, proof of income and medical information
• obtaining references and interviewing personal referees
• obtaining references from employers or course supervisors
• child protection checks with the National Criminal Records Bureau, the relevant register for Children subject to a Child Protection Plan, the DOH Consultancy Index, the relevant Probation Department, fieldwork teams covering area applicants live in, and CareFirst
• correspondence with and interviews (where appropriate) with other key people, such as former spouses or partners, relatives, child(ren) of applicant, school staff and friends. 

Rationale

Verification should be part of an assessment and approval process, which is comprehensive, thorough, fair and explained fully  and in writing to prospective adopters. An explanation should be given for the need for checks and enquiries about prospective adopters and members of their household, focusing on ensuring a child is not placed with carers who have previously abused children or who may be a danger to children. Honesty and clarity about the reasons for the investigative aspects of an assessment can be the basis for building trust in the assessment process. Verification should be carried out sensitively and be appropriately intrusive. However, it should not cause excessive delay and must conform to National Adoption Standards and the Directorate’s quality standards; please see Appendix 2. By considered use of your professional judgement and consultation with your manager an appropriate balance between probing investigation and building trust can be achieved.

Using the Acquisition of Key Information/Documents on Prospective Adopters’ Checklist

You should place the Acquisition of Key Information/Documents on Prospective Adopter’s Checklist on the front of a prospective adopter’s (s’) case file. It should be completed separately for each prospective adopter, with appropriate cross- referencing where information applies jointly to applicants applying as a couple. The completed form should also be included in your papers for Permanence Panel.

The checklist will record your acquisition of key information on a prospective adopter, and that you have obtained documents, studied them and placed them or copies in the documents’ module of the case file, adding the date seen.

The checklist provides an ‘at a glance’ view of your progress on acquiring key verifications that should be completed as part of your assessment of a prospective adopter and used as supporting evidence in your final report to the Permanence Panel. Ticking the appropriate boxes will clarify for you, your manager and any manager or inspector undertaking a case file audit, which documents and evidence have been obtained. It is not expected that all boxes should be ticked, though most will be by the end of the assessment process.

Going through the list, the following should be obtained:

• birth certificates - copy of prospective adopter’s birth certificate and of child/ren if have children under 18 years old
• marriage certificates –  if married, copy of prospective adopter’s marriage certificate
• divorce certificates -  if divorced, original certified copies of papers giving grounds for divorce which may be available from the prospective adopter’s solicitors; a number of solicitors may follow Law Society guidelines which advises destruction of divorce papers after six years’ storage, therefore in instances where divorce has occurred a long time ago it may not be possible to acquire relevant papers; other sources of verification should be sought if available
• residence documents – copy of proof of ownership of home they live in or tenancy
• employment status – this will normally be provided in the reference obtained from a prospective adopter’s employer. There may be rare exceptions where this has not been possible and other evidence may be provided. If they are self-employed, confirmatory evidence should be supplied, such as an annual statement of accounts. If they are registered unemployed, a copy of the UB40 form should be obtained
• proof of income – this should be obtained if not covered in employer’s reference or it has not been possible to obtain a reference, or if it is not covered in evidence supplied about self-employed or unemployed status
• other income/payment details – copies of relevant bank statements and investments and copies of mortgage payments or rent payments or arrears
• student status – this will normally be provided in the course supervisor’s reference
• any educational and professional qualifications – copies of relevant qualifications
• driving licence – to be copied if applicant indicates they can drive
• child protection checks 1,2,3,4,5 and 6 –  evidence of the six different child protection checks on a prospective adopter and the results, covering checking with the National Criminal Records Bureau, relevant register for children subject to a child protection plan, the Department of Health Consultancy Index, relevant Probation Department, relevant fieldwork team and CareFirst
• child protection check 7 – evidence of child protection checks  with the National Criminal Records Bureau on any other adults living in the prospective adopter’s household  and adults living elsewhere who would have significant contact with a child placed (if relevant) and the results
• child protection 8 – evidence of checks with the relevant list for children subject to a child protection plan on personal referees 
• medical examination forms – copies of  the relevant medical reports on the prospective adopter
• personal references – at least two references from a  list of six provided from by applicants
• references from previous partners – these would normally be provided if a prospective adopter had children from a previous relationship, though there may be exceptions where this has not been possible and other evidence is obtained. On occasions, references from previous partners where there were no children may be obtained
• next- of- kin – details should be provided by a prospective adopter
• addresses over past ten years – a list should be provided by a prospective adopter covering the previous ten years up to the start of the assessment
• proof of nationality – if relevant, and when there are doubts or confusions about a prospective adopter’s nationality, proof should be obtained, with a copy of the appropriate part of their passport
• other relevant documents – these should be listed and appropriate copies made.

5. Section 2 - Chronology

This section explains how to use the pro-forma Chronology of Prospective Adopter’s Life. It also gives guidance on ensuring your assessment report to the Permanence Panel provides a coherent chronology.

How to use the Chronology of Prospective Adopter’s Life Pro-forma

This section will comment on the key aspects of completing this form. This form should be completed separately for each prospective adopter. If a couple is applying two forms will be required. The Chronology form should be submitted as part of your assessment report to the Permanence Panel. It will enable Panel members to have an ‘at a glance’ picture of a prospective adopter’s life but does not replace providing a coherent narrative of the applicant’s life in part 11 of the Form F assessment report. The manner in which you complete this form is for you to decide. You may wish to complete it jointly with the applicant(s) or by yourself, but for Panel purposes it is important that you ‘own’ the form. The form can act as an aide memoire during the assessment process. 

The first column (Timeline) has 65 lines in bold type, which should be sufficient for most applicants. There may be rare exceptions, in such a situation an additional form should be used. The year of the applicant’s birth should be put on the first line, with the following years inserted for each line up to the current year of the assessment.

The second column (Age) has 65 corresponding lines in bold type. If you decide a sufficiently significant event has occurred, the age of the applicant should be entered on the line linked to the appropriate year.  Most probably you would complete this column once you have decided what to enter in the next five columns – Significant individual/family events/history, Significant changes of address, Educational history, Employment history and Relationship history.

The third, fourth, fifth, sixth and seventh columns also have 65 corresponding - but faint - lines. Most entries should be short, only using one word or a few words and/or abbreviations.

The third column (Significant events) should include items from a prospective adopter’s childhood and adult life which you and they consider are of great significance, but are not covered in columns four, five, six and seven. This could be the birth of a brother or sister, death of a significant relative, or hospitalisation.

The fourth column (Significant changes of address) is self-explanatory but would also reflect what a prospective adopter considers to have been important changes in geographical location.

The fifth column (Educational history) should cover schools attended, higher education and full-time training, if applicable and citing key qualifications, if relevant. Probably with most applicants items for insertion will cover their first 25 years, though there will be exceptions for prospective adopters who were mature students.

The sixth column (Employment history) should cover jobs/posts held for significant periods since school or college.

The seventh column (Relationship history) should cover significant relationships since maturity, normally involving couples living together, being married and/or divorced. If there have been children from a previous or current relationship their birth date and name should be entered on line corresponding to appropriate year line.

At this stage, you would return to the second column (Age) to enter ages on appropriate lines. Not all the age lines need to be completed.

The eighth column (Verification) should be used to confirm that events have been verified by use of references, examination of documents, interviews with other people and other means mentioned in Section 1.  Ticking of verification obtained should be used when this is required, i.e. not for some events, such as birth of brother or sister, but for other events where it is required, such as marriage or divorce.

The ninth and final column (Comments) provides an opportunity to briefly note any significant gaps in the chronology, unusual patterns or to headline issues. These can be discussed further with applicants before completion of the main report and/or analysed in the main report. 

Devising a Chronology to Provide a Coherent Narrative

The completion of the chronology form should help to provide a narrative skeleton on which to base a comprehensive account of the prospective adopter’s life for the assessment report. The artificial divisions of the form need to be integrated into a coherent narrative of the prospective adopter’s life. This should be borne in mind,

in the following descriptions of the different aspects of an applicant’s history. The major source of information for completion of the chronology obviously will come from the applicants. Verification work, including interviews with referees, previous partners and other key people and study of references and documentation, will also contribute significant information. 

Date Years and age

In ‘sign-posting’ important events and periods in the narrative it will be important to clarify the applicant’s age as well as the year they occurred. This could be pertinent for significant anniversaries, such as deaths of parents, and their possible links with, and explanations for, subsequent events/behaviours.

Early History: Childhood and Youth

Significant life events for this period need to be described, as well as giving the crucial description of the prospective adopter’s childhood, adolescence and youth, how they were parented and the culture and environment they experienced. Though each person’s life is unique, the following examples may be highlighted in a chronology:

• circumstances of their birth
• impact of birth of brothers or sisters
• illness and/or death of significant relatives/carers
• illnesses and hospitalisations
• geographical location and moves
• key separations from parents/carers/siblings
• caring and/or disciplining events
• cultural events
• unexplained gaps and unusual patterns.

The Adult Attachment Interview framework may be of particular use in assessing a prospective adopter’s childhood and youth.

Educational History

The prospective adopter’s educational history needs to be woven into the narrative of their childhood and youth (and later life if they have been a mature student and/or retrained). The educational/training strand could cover the following:

• primary school(s) attended and experience
• secondary school(s) attended and experience
• further and/or higher education colleges/universities attended and experience (if applicable)
• other vocational training attended and experience (if applicable)
• educational and professional qualifications obtained and proof
• extended travel abroad
• sports/leisure/interests experience/achievements
• unexplained gaps and unusual patterns.

By advising that a chronology should seek to clarify what educational and professional qualifications a prospective adopter has does not mean an assumption is being made that certain or any examinations should have been passed by the applicant. Nor does it imply that other educational history/experience not resulting in qualifications are without merit or significance. Other prospective adopter’s educational experiences, such as extended travel abroad or sports achievements, may be considered of great significance by the applicant and you.

Employment History

Similarly the prospective adopter’s employment history needs to be woven into the narrative of their life after full-time education has been completed, and after later educational or training periods if the applicant has been a mature student or retrained. The employment strand could cover the following:

• previous periods of significant paid employment either as an employee or self-employed
• current employment or self-employment
• previous significant periods of  unemployment
• current unemployment
• previous periods of voluntary work
• current voluntary work
• previous periods of being at home doing unpaid work supporting spouse/partner and/or family, including caring for other relatives
• current home working role
• unexplained gaps or unusual patterns in employment history.

Proof of employment will be dealt with in Section 3.

From this list of employment options you will see that employment should be viewed widely and not necessarily be restricted to paid work.

Relationship History, Including Parenting

Tracing the trajectory of a prospective adopter’s history of significant adult relationships would usually start from about the age of 18, though of course there could be exceptions, especially if the applicant left full-time education at 16. Consideration of significant previous and current relationships could cover the full range of sexual orientation and would normally involve couples living together and possible legal commitment. Description of these intimate relationships would not preclude consideration of other significant relationships with relatives or friends. As previously stated, the strand of relationship history should be integrated with the other narrative strands to form a coherent history, which may include as follows:

• previous relationship(s) involving living together- period and experience
• previous relationship(s) involving marriage, separation and divorce- period and experience
• previous relationship(s) involving birth/adopted/ step- children/co-parenting- period and experience
• age of child(ren) from previous relationship(s), nature of relationship and  contact arrangements
• current relationship involving living together and/or marriage and child(ren), period and nature of relationship
• proof of any previous marriage(s) or divorce( s), including description of grounds for divorce as cited in legal papers
• proof of current marriage
• description and analysis of reference(s) from, and contact with, previous partner(s), if there was a child from that relationship; please also see Section 5, Previous Partners
• description and analysis of any interview held with child/ren of previous relationships
• unexplained gaps and unusual patterns.

Verification, gaps and Unusual Patterns

Independent evidence should be provided in your report to verify relevant parts of the narrative of the prospective adopter’s life given by them and discovered yourself. The means to achieve this are detailed in Section 1 but would include references, legal documents and interviews with key people. Not all aspects of an applicant’s life need to be or can be verified but salient parts should be, such as:

• relationship history events, including own children
• academic and professional qualifications
• employment situation
• resolution of crises
• strengths and positive factors.

Devising a chronology about a prospective adopter’s life may reveal unexplained and significant gaps in their account and parts of your description. Further assessment and other verification measures should ‘fill in’ the gaps, or clarify that the gaps in knowledge about the applicant mean the assessment cannot progress to Panel at this stage, or that the problems identified are issues requiring Panel advice and guidance. Clearly your manager should be consulted and the Development Officer (Adoption and Permanence) regarding the appropriateness of bringing a report to Panel with serious gaps in chronology or unexplained issues.

After completing the chronology and ‘standing back’ to review it for possible gaps and issues, you should comment on any unusual patterns in the applicant’s life, especially regarding relationships, care of children and employment.

6. Section 3 - Current Employment or Student Status

Verification

Verification must be sought of a prospective adopter’s current employment or student status. This must also include clarifying the demands of work or study commitments on the applicant, and what the implications would be for caring for children placed with them. You can clearly gain a strong picture from discussion with an applicant(s) and their personal referees about their employment or student status. Nevertheless, a written reference should always be sought from their current employer or course supervisor; please see Standard Letters To Applicant’s Employer or Course Supervisor. As with all other verification aspects of an assessment of prospective adopters, the reasons for seeking it should be clearly explained to them. The Directorate’s policy and procedures and the Permanence Panel require independent evidence to support the accounts applicants give of their lives and circumstances. In the past, trusting descriptions given has not always resulted in an accurate picture being presented to the Panel and had tragic consequences.

It needs to be acknowledged honestly with prospective adopters that seeking an employer’s reference, and the applicants raising with their employer the implications for their work of child being placed for adoption, may pose some risks in some employment situations. It may change how they are perceived. In many cases the discussion at work will have occurred already and prospective adopters will say this is not going to be a problem. In others, where the prospective adopter thinks it may be an issue, this needs to be thought through together. You may wish to advise them to seek support from their trade union, professional association, councillor, MP or a solicitor, where this is appropriate. 

Timing

The timing of when to seek a reference from an employer is of crucial importance; this would not normally be an issue when seeking a reference from a course supervisor. On deciding when to seek a reference, you should be guided by the stage of the assessment, the applicant’s view and your manager’s advice. You would not wish to possibly jeopardise a prospective adopter’s employment position by a premature or inappropriate application. Some applicants may be considering reducing their hours of employment or leaving their job if a child is placed for adoption with them. They could be worried about a reference being sought from their employer prematurely, which could lead to their current employment being threatened or made difficult. In such situations, after consultation, you may decide to delay seeking a reference, especially if it was clear that the applicant’s employment would cease once a child was placed (subject to a successful approval as a prospective adopter and an appropriate match being agreed).

In other situations, when a prospective adopter does not plan to change or vary their employment when a child is placed (subject to their approval and a match being agreed), a reference should be sought during the assessment process. An employer’s reference would normally be applied for at the later stages of the home study assessment, when it is clear a positive recommendation is likely to be made to the Permanence Panel. An applicant has a certain responsibility to inform an employer about possible changes in their personal life that may affect their work, as does the employer to be supportive and understanding. Many employers are supportive but some are not, and unfortunately may remain so, despite changes in employment protection and employees’ legal rights.  Again sensitivity about timing should be shown and reassurance given to the applicant about not wishing to endanger their employment or exacerbate a difficult situation if they have informed you that their employer is inflexible and likely to be unsympathetic to the needs of adoptive parents. In such situations, a considered judgement, in consultation with your manager, will need to be made about the timing of a request for a reference and how it is handled. If you consider seeking an employer’s reference would cause a serious risk to a prospective adopter’s employment and that an exception to the normal policy is required, permission should be sought from the Permanence Panel, after discussion with the Development Officer (Adoption and Permanence). The rare exceptions to the general policy would require proper justification and exploration of whether verification of employment status can be obtained by other means, such as viewing employment documentation, statements from personal referees or work colleagues.

Using the Standard Reference Request Letter

As you will see, the standard letter clarifies permission should be given by the applicant before writing to their employer or course supervisor, and that the following verification, under strict conditions of confidentiality, is sought:

for those in employment –

• current employment status in organisation working for
• pay
• hours of work, including any regular additional hours the applicant may be required to work
• comments on discussions applicant may have had with their manager about the possible placement of a child with them for adoption AND how this may affect their work commitments

and for those engaged in full-time study –

• current status as a student at university or college they are attending
• time commitment involved, especially regular hours of attendance on campus during term time and expectation of study hours at home
• comments on discussions applicant may have had with their tutor about the possible  placement of a child with them for adoption AND  how this may affect their study commitments.

Linking with the Assessment of Applicants’ Competences

You should use any evidence given in references from an employer or course supervisor to help demonstrate competences for part 4 A of the BAAF Form F1. Depending on the nature of the employment or course attended, a reference may provide supporting statements on some of the five competence requirements, especially if an applicant works with children or is on a vocational course directly concerned with children. An employer or a course supervisor may have particularly pertinent comments to make about some of the requirements under the competences concerned with ‘working as part of a team’ and ‘own development’.

 Your portfolio of evidence of competences should be viewed as part of the case file on the prospective adopter. The file and portfolio should be taken to the Permanence Panel when your completed assessment is considered, so that the portfolio is available to Panel members if necessary.

7. Section 4 - Use of Personal Referees

Selection of Personal Referees

Use of the List of Personal Referees Nominated By Prospective Adopter form

You should ask prospective adopters to complete the List of Personal Referees Nominated By Prospective Adopter form. As you will see from the form, applicants (either as a couple or single) should select a minimum of six potential referees. There are five criteria set out in the form, which must guide prospective adopters’ selection of referees, as follows:

• referees will not normally be relatives but should be individuals who can comment on the applicants’ home life and capacity to act as good parents
• referees chosen should reflect different periods of  applicants’ lives
• referees chosen should clarify whether their reference relates to one or both members of a couple
• if applying as a couple, referees should also be recommended separately for each applicant. It should not be assumed that a referee who knows both members of a partnership is competent to comment on the capabilities of each prospective adopter equally. Of course, there will referees chosen who are competent to comment equally on both members of a couple
• referees chosen must be willing to have their names checked against the relevant list for children subject to a child protection plan.

The last criterion may be difficult for some applicants and potential referees to accept. If acceptance cannot be achieved with an applicant, this would bring their application to an end. The assessment would not be able to proceed. As previously mentioned in Section 1 on verification, clear, sensitive explanations need to be given for this check. Most applicants should be able to understand that references from people who are on a list for children who are subject to a child protection plan would not be valid in this context. This should satisfy most applicants. It is understood that there may be occasions when an applicant would not know if their referee is on a list for children subject to a child protection plan. The ‘failsafe’ will be a potential referee declining to provide a reference to try to cover up their registration, or it being revealed later if they provide a reference, having previously denied registration. It has to be acknowledged that some applicants may feel embarrassed about raising this issue with potential referees and wish to leave it to the social worker to request a reference. This criterion does not mean applicants have to ask potential referees whether they are on a Register. However, applicants should clarify with their referee that this check will be required by our Department, if you request a reference.  There may be rare instances in which a reference request sets in train a process whereby a referee who may be, or have been, a close friend of an applicant is revealed to be on a list for children who are subject to a child protection plan, having denied this when agreeing to provide a reference. The result of a Register check on a referee would, of course, be confidential. But somehow this information may get back to an applicant by inference, if they became aware that the reference was not to be used after all. This could have repercussions for the applicant’s relationship with the referee. This would have to be handled sensitively in your assessment. More importantly, you would need to take account of this issue in your assessment of the applicants – you would need to be satisfied that their ignorance of the referee’s registration is genuine and there are no risk linkages between the referee and applicants. This is not an argument for ‘guilt by association’, but for clarity and a knowing elimination of a potential risk factor.  Referees’ queries on this point are covered in the next section Contact with referees. 

When you have received a list of six referees, who meet the criteria, from prospective adopters, you need to decide which referees to request a written reference from. Your choice will be guided by ensuring the range specified in the criteria on the List of Personal Referees Nominated by Prospective Adopters form is covered adequately. You may wish to write to all referees listed and then make a decision about who you will interview. A minimum of two referees should be chosen to request a reference from, most probably you will request more than two.

Contact With Referees

Use of Standard Letter to Request A Personal Reference

When you have decided whom you wish to a request a written reference from, you should use Standard Letter To Request A Personal Reference. You will see this letter seeks written verification of key aspects about an applicant, including:

• how long they have known applicant
• in what capacity
• the particular period(s) of an applicant’s life they will comment on
• their views on applicant’s suitability to become an adoptive parent, including strengths and issues of concern.

The letter clarifies that if the person agrees to become a referee their name will be checked against the relevant list for children subject to a child protection plan.The potential referee is invited to contact you if they have queries about this. As with applicants, if potential referees raise concerns or queries, clear sensitive explanations should be given, underlining that our primary focus is on the welfare of a child. This should satisfy most potential referees. If a referee contacts you to say they are not prepared to have their name checked against the relevant list for children subject to a child protection plan and do not wish to give a reference, you should try to engage them in discussion and clarify their reasons. Most probably they will refuse. This would have to be accepted, as would a written rejection. In another unlikely scenario, a potential referee may object to having their name checked but say they are prepared or wish to give a reference. You should advise a reference could not be sought from them if they continue to refuse to allow a check to be made, and that if they send in a reference it would not be acted on. Once this issue is clarified, their name should be deleted from the list of potential referees. At this stage, it may not be necessary to speak to the applicants again about supplying another referee if the remaining potential referees fulfil the five criteria set out in the checklist. If removal of a potential referee from the list does cause a significant gap in information about the applicants, you will need to consider asking the applicants for another referee, saying that on reflection the original list provided does not give a sufficient range for you to choose referees. There is no need to breach confidentiality by saying a potential referee refused to have their name checked against the Register. The applicants may learn this directly from the person who refused, and this may require further discussion.

The standard letter does not commit you to a follow up interview but does alert the referee that you may contact them to arrange an interview about the points made in a reference.

The standard letter also makes clear that a reference will be treated in the strictest confidence and will not be shown to the applicant(s). This general rule should normally be followed. However, there may be some rare exceptions when you may have to follow up with applicants certain issues of particular concern raised in written references and in interviews, especially if you consider there are potential risk factors that have not been revealed previously in the assessment. For example, though it is unlikely, the referee may raise concerns about parenting experience, risk of child abuse or domestic violence. Or the referee may raise concerns, which appear on the borderline or to be grey areas that require clarification.  This does pose a dilemma about considering breaching a pledge of confidentiality made to a referee. Before considering taking such a step, you should consult your manager. You may decide to seek legal advice. If you agree that the issues raised by the referee are of sufficient concern to warrant direct discussion with the applicants, you should talk further with the referee to try to obtain their agreement to you discussing the subject with the applicants. You should explain the reasons for this. Your focus should be on the paramount needs of a child who may be placed with the applicants. You may say the referee’s concerns merit being raised to see whether the risk posed is too great to consider further assessment, or that the issues need to be discussed in depth with the applicants to see if the problems can be resolved. If there is a way of clarifying the issues of concern raised without breaching confidentiality that should be attempted. However, applicants may still be able ‘to work out’ where your new focus of enquiry has come from.  Further discussion with referees most probably will be required. A reference may raises concerns without the referee realising they have done so. In most cases, a subsequent interview with the referee should allow clarification to occur.

In order to minimise delay, the standard letter asks the referee to return their reference as soon as possible, which you can reinforce as necessary.

Use of the Checklist for Collating Information About and From Referees On Prospective Adopter

Depending on how many written references you have sought, once references and the results of checks with the relevant lists for children who are subject to a child protection plan are received, decisions will have to be made about which reference will be followed up with an interview. The standard form used to check whether a prospective adopter is on the relevant list for children who subject to a child protection planshould also be used to check personal referees with the appropriate managers’ signature. The Checklist for Collating Information About And From Referees On Prospective Adopters should be used to guide your interviews and assist completion of the reports of your visits to referees. This pro-forma can be used as a ‘ticking off’ checklist or as a basis for your reports.

If a referee’s name appears on the relevant register for a Child subject to a Child Protection Plan further consideration of the reference should be paused and a discussion held as soon as possible with your manager about whether your assessment of the prospective adopter(s) can continue. This would invalidate the reference given and a decision would have to be made about whether another referee would be sought on the same basis as previously mentioned. Time need not be wasted tackling the deceit of the referee. If they seek reassurance that the applicants will not be told about them being on the Register, they should be clearly told that it cannot be given as concern about the future welfare of a child to be possibly placed with the applicants would override the usual maintenance of confidentiality.  In such a situation confidentiality would need to be breached. You would need to clarify whether the applicants know the referee is on the Register and what the implications of such knowledge or ignorance are. You would also need to clarify whether there are child welfare risk factors involved in the applicants’ relationship to the referee. If necessary, advice should be sought from the Clermont Unit and Legal Services. If after consultation with your manager and others it is decided the applicants’ relationship with the ‘referee’ posed child protection risks to children who may be placed with them, the assessment should be terminated.

Consideration of breaching of confidentiality as described above is permitted under Article 8 (2) of the Human Rights Act 1998 but it is essential that comprehensive recording occurs. In such situations, you should keep a full and accurate record of the issues considered and the reasons for the decision to breach confidentiality and all the steps taken to avoid such a breach. There should also be accurate recording of all conversations with referees about such matters. Legal Services also advise that it would be good practice where possible to follow up all conversations by confirming letters. Where a referee agrees to the disclosure of information you should obtain that agreement in writing, especially if they were initially hesitant to consent. The reasons for the full recording of the decision making process leading to a breach of confidentiality is to demonstrate that the Human Rights Act dimension has been fully considered, should there be a legal challenge.

If it is confirmed that the referee is not on a relevant register for children subject to a child protection plan, then further consideration of the reference should proceed.

The complex issues regarding referees and the relevant list for children who are subject to a child protection plan can be summarised as follow:

• referees must be willing to have their names checked against a relevant list for children who are subject to a child protection plan
• if applicant cannot accept that their referees’ names have to checked, the assessment would be terminated
• applicants should clarify with referees that a CPR check is required
• if referee is in agreement, name checked against relevant CPR
• if not shown on CPR, consideration of reference and assessment of applicant continues
• if referee does not give permission for name to be checked against CPR, their name removed from list of nominated potential referees. Social worker considers whether another referee needs to be nominated
• if referee’s name appears on CPR, assessment of applicant paused whilst social worker and manager consider significance of this information.

The Checklist takes you through areas that need to be covered in a reference and in an interview with a referee, as follows:

• the nature of the relationship between the referee and the prospective adopter(s), including whether the referee has their own children and their children’s relationship with the prospective adopter
• which period(s) of the prospective adopter’s life the reference covers
• the referee’s views on the prospective adopter’s parenting and child care experience and abilities, especially if the prospective adopter has birth children or has cared for other children
• the referee’s views on whether the prospective adopter would abuse or neglect a child placed with them
• their views on the prospective adopter’s relationship with their spouse or partner if they are in a couple
• their views on the prospective adopter’s relationship with their parents and other significant relatives
• their views on the prospective adopter’s current employment or student position if they are attending a course or training
• their views on the prospective adopter’s support network, post-placement and post-adoption needs
• their  views on the prospective adopter’s possible reaction to the placement of a child with them and the likely impact on their life. Do they have a space for a child in their life?
• their concerns or issues about the prospective adopter’s application if not covered elsewhere
• their views on the prospective adopter’s particular strengths and the positive factors they would bring into a family situation
• any other relevant points you wish to highlight for the Permanence Panel from the reference and interview with the referee that are not covered elsewhere
• the ‘weight’ you put on the reference and the referee’s opinions with reasons.

A follow-up interview with a personal referee would normally occur at their home or in exceptional circumstances at your office, not at their place of work.

Linking with the Assessment of Applicants’ Competences

You should use any evidence given in written references and interviews with referees to help demonstrate competences for Part 4 A of the BAAF Form F1. Personal references may provide valuable supporting statements about the five competences, especially about ‘caring for children’ and ‘providing a safe and caring environment’.

Your portfolio of evidence of competences should be viewed as part of the case file on the prospective adopter. The file and portfolio should be taken to the Permanence Panel when your completed assessment is considered, so that the portfolio is available to Panel members if necessary.

8. Section 5 - Previous Partners

Reasons for Obtaining Information About and From Previous Partners

Previous partners can be a source of valuable information and verification to aid your assessment of prospective adopters. In the past, not obtaining information from a previous partner with whom the applicant had children resulted, unknowingly, in serious gaps in an assessment of a prospective adopter with tragic consequences. As direct information from previous partners has not consistently been sought in previous assessments, it is understood that some social workers may have qualms about doing so, and feel uncomfortable about conducting a felt-to-be too intrusive investigation. Nevertheless, in order to carry out a comprehensive assessment and to clarify or eliminate potential risk factors associated with child protection and domestic violence, relevant information must be gathered. Honesty and clarity about the reasons for the investigative aspects of an assessment can be the basis for building trust in the assessment process. A clear explanation should be given, underlining that the primary focus of an assessment is on whether it is safe and appropriate to place a child with an applicant.

Nature of Information Being Sought

When assessing information provided by previous partners, you should make every effort to verify it. The reasons for the breakdown of a previous relation should be explored with an applicant. The nature of any existing relationship(s) between former spouses or partners should be taken into account when evaluating information relating to the prospective adopter, for example is it amicable or acrimonious?

Where a prospective adopter has been in a significant relationship and has had parenting experience, you should always obtain a reference from their former spouse or partner. This requirement should be made absolutely clear to applicants. It is vital that when an assessment is being undertaken that you continue to gather evidence to determine the likely competence and adequacy of their parenting abilities given the demands that will be made on them from children who have attachment difficulties or other difficulties.

What if an Applicant Lies or Does not tell the Truth About a Previous Relationship?

It is understood that no verification system can be foolproof if an intelligent applicant is determined to hoodwink an assessor. However, this new major expansion of the assessment process, to take account more fully of previous partners’ views, is a significant closing down of possible ‘escape hatches’. A small minority of applicants may try to deceive or be economical with the truth. When asked whether they have  a child from a previous relationship, and if they had been made aware  that this would trigger a reference being sought from a previous partner, some applicants may lie to prevent damaging information being revealed by the ex-partner. Therefore, in consultation with your manager, you should use your discretion about whether to seek a reference from a previous partner when the applicant says there were no children from that relationship. You should seek such a reference if you sense you are not being told the whole truth about a previous relationship or information from other sources indicates this.

Gathering Information About Previous Partners

Use of the Information Log on Prospective Adopter’s Previous Partners and/or Step-Children

You should maintain an information log by using Information Log On Prospective Adopter’s Previous Partners and Birth and/or Step-Children. This should be cross- referenced with the Chronology of Prospective Adopter’s Life form and personal references as applicable. This form should be completed separately for each prospective adopter and previous partners listed in chronological order, giving:

• previous partner’s name and current address (if available)
• period of relationship
• any relevant information about the relationship
• any birth or adopted children of the partnership, with name, sex, date of birth, whom currently living with, and contact arrangements
• any non-birth/adopted children of the relationship, clarifying whether applicant played a step-parent or co-parent role, with details, including contact arrangements
• if there were children from the relationship, confirmation that a reference has been obtained.

It has to be recognised that a number of applicants may no longer be in contact with previous partners (with whom there were no children). They may not have had contact for a long time. They may not know their current address or know how to obtain it. In such situations, after consultation with your manager, you should try to achieve verification by other means, such as personal references, but it is understood this may not always be possible. If you have been unable to obtain verification, you should state this in your assessment report and give reasons.

There may be other rare situations in which an applicant has had children with a former partner (or there has been a step-parent relationship) and there is no contact or limited contact with the former spouse or partner for a variety of reasons, including the relationship ending acrimoniously or because of domestic violence. If the applicant has care of the children of that relationship, the previous partner may have decided not to keep in touch with their child or the applicant has decided not to allow their child to have contact because of previous domestic violence or child protection concerns. Such situations present dilemmas. The applicant may say either they do not know (or wish to know) where the former partner and parent or former step-parent of their child lives. Or they may say that they do know but do not wish to resume contact nor wish you to contact them as this could cause a risk to their child’s welfare and the welfare of a child who may be placed with them. If you assess these concerns are genuine, and after consultation with your manager and the Development Officer (Adoption and Permanence) and the Clermont Unit if necessary, you should try to obtain alternative verification by other means, such as use of personal references and interviews with other people with knowledge of the previous relationship. The Permanence Panel would need to be convinced by this alternative evidence and may require further verification. If you consider that an applicant is unreasonably withholding information about a previous partner and parent of a child in the applicant’s care, or that they are unreasonably objecting to you contacting their previous partner, in consultation with your manager and the Development Officer (Adoption and Permanence), you may have to consider pausing the assessment, with a view to terminating it.

There may be other situations (most probably very rare) in which an applicant reveals that they are not in contact with a previous partner and with the child of that relationship. You would need to explore the reasons for this, which most likely will be complex. It is understood that if an applicant has chosen not to be in contact with their child from a previous relationship and no obvious barriers to contact had been put up by the previous partner, this would raise serious questions about the applicant’s motivation to adopt and being assessed to look after another person’s child. If they withhold known information about the previous partner and object to them being contacted, in consultation with your manager and the Development Officer (Adoption and Permanence), you would have to consider terminating the assessment. If the applicant says their previous partner has prevented them from having contact with their child, despite a variety of attempts, including legal, to achieve it and they have no objections to them being contacted, you should pursue this avenue of enquiry. This verification may help to clarify whether the reasons given by the applicant for currently not being in contact with their child are genuine or not. This should also help to clarify whether the assessment can continue.

Contact with Previous Partners

Though the above may be covering exceptional circumstances, the issue of contact with previous partners is potentially a fraught area which will require great sensitivity and careful handling for both applicants and previous partners.

Use of Standard Letter to Request a Reference from a Previous Partner (involving children)

When you have clarified which of the previous partners of applicants you wish to ask for a written reference, you should use Standard Letter to Request a Reference from a Previous Partner. Unlike requesting a reference from a personal referee there is no requirement to check a previous partner providing a reference against a relevant register for children who subject to a child protection plan. You will see this letter seeks written verification of key aspects of an applicant from the perspective of a previous partner, including:

• their views on applicant’s suitability to become an adoptive parent
• the period of the previous relationship
• the reasons for the relationship ending
• the nature of any existing relationship, especially arrangements about children
• views on applicant’s previous and current parenting experience and abilities.

The letter acknowledges the reference request may cause distress and inconvenience by reminding the previous partner of a past relationship they have put behind them.

The letter invites a previous partner to contact you if they have any queries about the reference request or to talk matters over before giving a reference. Depending on whether they have been alerted by the applicant, and the nature of the previous and existing relationship, it is quite probable that a previous partner may wish to discuss the reasons for your reference request, especially if your letter has come ‘out of the blue’. You may need to reinforce the message in the standard letter that they are being asked for a reference in order to ensure the best interests of a child who may be placed with the applicant for adoption. You may need to underline that your primary focus is the welfare of a child and that our Department has to be absolutely confident that a child placed with the applicant would be safe and thrive. For a variety of reasons, some previous partners may not respond to a reference request or after discussion with you about the request decide not to provide a reference. A reminder should be sent but if there is no reply or a previous partner says they do not wish to send a reference, you would have accept it. In consultation with your manager, you would consider the significance of this refusal which may reflect not wishing to relive previous distress or it may cover concerns about the applicant’s previous behaviour that they are reluctant to raise. However, without evidence the reasons for refusal cannot be clarified. Therefore, other means of verifications should be sought, such as personal references or interviewing other people with knowledge of the previous relationship, such as a child of that relationship whom is now adult. You will need to convince the Permanence Panel about your alternative evidence who may require further verification. If you have any doubts about the supporting evidence or are worried about possible gaps in verification, you should consult the Development Officer (Adoption and Permanence).

The standard letter does not commit you to a follow- up interview but does alert the previous partner that you may contact them to arrange an interview about any points of concern raised.

The standard letter also makes clear that a reference will be treated in the strictest confidence, and will not be shown to the applicant. This general rule should normally be followed. However, there may some exceptions when you wish to, or have to, follow up with applicants certain issues of particular concern raised in the written reference. This does pose a dilemma about considering breaching a pledge of confidentiality made to the previous partner. Before considering such a step, you should consult your manager. You may decide it is necessary to seek legal advice. If you agree that the concerns raised by the previous partner are of sufficient concern to warrant direct discussion with the applicant you should talk further with the previous partner to try to obtain their agreement to you discussing the subject with the applicant. The reason, previously given, of your primary focus being on the welfare of a child who may be placed with the applicant, should be repeated. You should say the concerns raised merit being clarified to see whether the risks posed are too great to consider further assessment or that the issues raised need to be discussed in depth with the applicant to see whether the problems can be overcome. If there are ways of clarifying the issues of concern raised without breaching confidentiality this should be attempted. However, the applicant may be able to ‘work out’ where your new focus of enquiry has come from, especially as they may know the type of issues their previous partner may raise. Therefore, further discussion with a previous partner would be needed before embarking on this course of enquiry. If a previous partner says they do not wish you to directly raise with the applicant the concerns stated in their reference because fear of the repercussions in terms of possible harassment or violence you should further consult your manager, and also the Development Manager (Adoption and Permanence) and Legal Services if necessary. This possibly rare scenario would cause the assessment to be paused and termination may have to be considered. However, such concerns being raised by a previous partner, which rightly signal a possible reconsideration, have to be verified and weighed carefully with accounts given by the applicant and others.

Consideration of breaching confidentiality as described above is permitted under Article 8 (2) of the Human Rights Act 1998 but is essential that comprehensive recording occurs. In such situations, you should keep a full and accurate record of the issues considered and the reasons for the decision to breach confidentiality and all the steps taken to avoid such a breach. There should also be accurate recording of all conversations with previous partners about such matters. Legal Services also advise that it would be good practice where possible to follow up all conversations by confirming letters. Where a previous partner agrees to the disclosure of information you should obtain that agreement in writing, especially if they were initially hesitant to consent. The reasons for the full recording of the decision making process leading to a breach of confidentiality is to demonstrate that the Human Rights Act dimension has been fully considered, should there be a legal challenge.

Use of Standard Letter to Request a Reference from a Previous Partner (without children)

Though normally reference requests will only go to previous partners with whom an applicant has had a child(ren), you may decide to use Standard Letter to Request a Reference from a Previous Partner (without children) in certain, rare situations as described in the previous section ‘What if an applicant lies or does not tell the truth about a previous relationship?’

If this letter is used, the previous section’s guidance should be followed.

Use of Checklist For Collating Information About and From A Previous Partner With Whom Prospective Adopter Had A Significant Relationship

Once you have received a written reference from a previous partner, you may decide that the issues it raises require a follow-up interview. The Checklist for Collating Information About and From A Previous Partner With Whom Prospective Adopter Had A Significant Relationship should be used to guide an interview and assist in the completion of a report of your visit to a previous partner. This pro-forma can be used as a ‘ticking off’ checklist or as a basis for your report. The Checklist takes you through areas that should be covered in a reference and in an interview with a previous partner, as follows:

• the period and nature of the previous relationship
• the reasons for the breakdown of the relationship
• the nature of any existing relationship
• if there are children of the previous relationship, the current contact arrangements
• the previous partner’s views on the prospective adopter’s parenting experience and abilities
• their views on whether the prospective adopter would abuse or neglect a child placed with them
• their views on the prospective adopter’s current relationship with spouse or partner (if prospective adopter in a couple and if previous partner in a position to comment)
• their views on the prospective adopter’s relationship with their parents and other significant relatives ( if previous partner in a position to comment)
• any concerns or issues about the prospective adopter’s application which are not listed elsewhere
• their views on the prospective adopter’s particular strengths and positive factors they would bring into a family situation
• any other relevant points you think should be highlighted for the Permanence Panel from the reference and interview with the previous partner (if it occurred) if not covered elsewhere
• the ‘weight’ you think should be put on the previous partner’s reference and opinions.

Linking with the Assessment of Applicants’ Competences

You should use any evidence given in written references from previous partners and interviews with them to help demonstrate competences in Part 4 A of the BAAF Form F1. Though any evidence provided would have to be weighed up carefully, it could provide useful supporting statements on the five competences, especially on ‘caring for children’ and ‘providing a safe and caring environment’.

Your portfolio of evidence of competences should be viewed as part of the case file on the prospective adopter. The file and portfolio should be taken to the Permanence Panel when your completed assessment is considered, so that the portfolio is available to Panel members if necessary.

Appendix 1 - Serious Case Review Recommendations on Assessment of Prospective Adopters

Recommendation 2.1

Staff must be made aware that all adoption and foster care assessments must distinguish clearly between self-reported and independently evidenced information.

Recommendation 2.2

All SSD staff who prepare assessment reports should be given practice guidance which states that for all assessments of prospective adopters and foster carers:

• A chronology must be compiled of each prospective adopter showing their early history, educational history, employment history, relationship history and other significant events in chronological order. Gaps in the chronology should be explored, information should be independently verified and any unusual patterns in the history should be investigated.
• All information volunteered by the prospective adopters should be independently verified and corroborated.
• Verification must be sought of current employment or student status and of the demands of work/study commitments and their implications for caring for children.
• Birth certificates, marital status, residence (ownership or tenancy of home), employment status, proof of income, driving licence (if they indicate they can drive), name and address of next-of-kin, addresses for past ten years should be obtained PLUS AGENCY ADDITIONS of bank statements/investments/mortgage and rent arrears or payments.
• Referees should be chosen from a list of at least six people submitted by the prospective adopters.
• Referees should be chosen to reflect different periods of the prospective adopters’ life – for example, early work experience, early social relationships, current social relationships.
• A reference should be always be sought from the current employer or course supervisor.
• A standard form for collating information about and from referees should be introduced. References should record length of time they have known the prospective adopter, their relationship, and it should also be made clear whether the reference relates to one or both members of a couple or partnership.
• Referees’ names should be checked against the relevant register for children who are subject to a child protection plan.
• Referees should be obtained separately for each prospective adopter. It should not be assumed that a referee who knows both members of the partnership is competent to comment on the capabilities of each prospective adopter equally.
• A separate page should be kept in the log file, which records the name, address and relevant information of previous partners and of children of the prospective adopters. Previous partners from relationships of which there were children, should always be contacted for a reference.
• In considering the input of former partners, every effort should be made to verify information. The reason for the breakdown of the relationship should be explored. The nature of the existing relationship between former spouses (e.g. amicable, acrimonious) should be taken into account when evaluating information relating to the prospective adopter.
• Where one of the prospective adopters has been in a significant relationship and has had parenting experience, a reference should always be obtained from their former partner or spouse. It is vital that when an assessment be undertaken that the assessor remains on gathering evidence to determine the likely competency and adequacy of the parenting abilities of the prospective adopters given the likely demands that will be made on them of children who have mild to significant difficulties. 
• When a prospective adopter has been divorced, the contributory factors to the breakdown of the marriage must be verified. Divorced adopters must produce original certified copies (available from their solicitor) of papers giving the grounds for divorce.
• A check list should be compiled to be kept on the front of the assessment for adoption case file where there can be recorded the significant acquisition of information such as marriage certificates, divorce certificates, police checks, medical information and employment information.
• The standard letter sent by the Social Care & Health Directorate to GPs carrying out adoption medicals should highlight the need for the patient’s full medical history to be reviewed and for anything which might be significant to their parenting or caring capacity to be recorded. This should include a reference to mental health or psychological health. The letter should also advise GPs of the availability of the medical adviser to the Permanence Panel for advice and guidance.

Appendix 2 - Draft National Adoption Standards

Section on Prospective Adopters

People who want to adopt will be responded to promptly, given clear information on the recruitment, assessment and approval processes and treated fairly, openly and with respect.

1. Prospective adopters will be welcomed and responded to quickly and politely. They will be treated with respect and without discrimination throughout the adoption process and afterwards.
2. Clear information will be given about children across the country for whom families are sought to help prospective adopters decide whether to proceed further.
3. Information on becoming an adoptive parent will be provided promptly, including what is expected of adopters. There will be an opportunity to attend preparation meetings, to learn about children waiting for adoption, and to talk to others who have adopted children.
4. The assessment and approval process will be comprehensive, thorough, fair and explained fully. An explanation will be given of the need for checks and enquiries to be made about prospective adopters and members of their household.
5. Written eligibility criteria will be provided. People will not be excluded on grounds of age, health, or other factors, except in cases of certain criminal convictions. These factors will however be considered, in terms of their ability to look after children in a safe and responsible way, as part of the whole picture. Where agencies have specific eligibility criteria, for example because the agency has particular religious beliefs, applicants will be told what these are and, if necessary, referred to another agency.
6. There will be clear written timescales for each stage:
   1.  Written response to first enquiry within a week; 
   2. Follow-up interview/invitation to a preparation meeting within 2 months; 
   3. Decision within 6 months of making an application to proceed; 
   4. If b. and c. follow each other without a gap, the whole process from enquiry to decision should not take more than 8 months. Panels will record reasons for delays.
7. Foster carers who apply to adopt children in their care will be considered positively and assessed within 3 months.
8. Applicants will be kept informed of progress throughout. They will receive a copy of the assessment report at least 28 days before an adoption panel and have a chance to comment on the report, to attend the adoption panel and be heard.

End