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you might be interested to look at the retention periods recommended for civil service staff personnel records in our Standard on Personnel Records, available on our website. The Standard was revised recently to take account of the work of a group, which included a representative of the Data Protection Commissioner's Office, which looked at the implications of the 1998 Data Protection Act for personnel records. While it applies only to the civil service, and the retention periods are influenced by the needs of the civil service pension scheme, nonetheless you might find it helpful. You will find it at : http://www.pro.gov.uk/recordsmanagement Susan Healy > ---------- > From: Wilton, Deborah (Cultural > Services)[SMTP:[log in to unmask]] > Reply To: Wilton, Deborah (Cultural Services) > Sent: 10 July 2000 11:57 > To: [log in to unmask] > Cc: Wright, Beverley (Social Services); Clark, Angela (Social Services); > Stallard, Kim (Human Resources) > Subject: Retention scheduling > > For the purpose of retention scheduling, Worcestershire County Council > abide > with the Statute of Limitations regulation that personnel files are kept > for > 7 years after employment ceases. However, in updating the retention > schedule for Social Services, we have reached a moot point. > > With the current climate of investigation into care homes, often decades > after the alleged offence, our colleagues in Social Services are concerned > that staff files should be retained for a much longer period, some saying > 75 > years (some cases for compensation seem to be brought even after the > alleged > offender has passed away). > > We were worried as to the Data Protection implications of this; the rights > of the staff whose files we were keeping. Our staff in the Legal > Department > inform us that we would have to justify the difference in retention > periods > for staff of different departments (but they don't see that as a huge > problem and certainly don't think Data Protection has anything specific to > say about it, so long as 'further processing' can be proven). > > Storage problems would be incurred, but formats other than paper may be > investigated. > > This is just a shout for advice really. Have other local authority Record > Offices/records management centres made retention decisions about files of > staff with 'sensitive' jobs? > > All help much appreciated. Please reply off list to > [log in to unmask] > > Thank you > Deborah Wilton > > > ********************************************************************** > Privileged/Confidential information and/or Copyright Material > may be contained in this email. The information and Material > is intended for the use of the intended addressee only. > > If you are not the intended addressee or the person responsible > for delivering it to the intended addressee, you may not copy > or deliver it to anyone else or use it in any unauthorised manner. > To do so is prohibited and may be unlawful. If you receive this > email by mistake, advise the sender immediately by using the > reply facility in your email software. > > Thank you. > > ********************************************************************** > ********************************************************************** This email and any files transmitted with it are confidential and intended solely for the use of the individual or entity to whom they are addressed. If you have received this email in error please notify the system manager. ********************************************************************** %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%