APPLICATION FORM
/ /For the position of
/PERSONAL DETAILS
Surname: / Title:Forenames (Please underline the name by which you like to be known)
Date of Birth: / Nationality:
Address / Tel No (Home):
Tel No (Work):
Tel No (Mobile):
Email address:
Postcode / N.I. No:
Do you hold a valid UK or EU driving licence? Yes / No
This section ONLY relevant to teaching staff / DfE No:
Do you have DfE Qualified Teacher Status? Yes / No
HEALTH
Please indicate if the School would need to make any allowances for disabilityHow many days sickness absence from work have you had in the last year?
SECONDARY EDUCATION
Dates / School / College / Qualifications and Grades obtainedFrom / To
SECONDARY EDUCATION continued
SECONDARY EDUCATION continued
Dates / School / College / Qualifications and Grades obtainedFrom / To
HIGHER EDUCATION
Dates / College / University / Qualification (including Class and Division)From / To
PROFESSIONAL DEVELOPMENT
Please list courses attended in the last three years
Date and Length of Course / Training Provider / Course Title / Qualification obtainedPRESENT POSITION
Current Post Title: / Date Appointed:Employer’s Name and Address:
Post Code
Employer’s Tel No
Employer’s Email Address
Current Salary and Grade / Date moved to current grade
Period of Notice Required
Current Responsibilities:
Subject Specialisms (please give details of age groups taught and areas of particular interest within your subject):
PREVIOUS EMPLOYMENT: (teaching or non-teaching)
Please list chronologically with most recent first. Please list ALL employment and continue on a separate sheet if necessary
Dates / Employer’s Name and Address / Position Held / Full/Part TimeFrom / To
Responsibilities
Dates / Employer’s Name and Address / Position Held / Full/Part Time
From / To
Responsibilities
Dates / Employer’s Name and Address / Position Held / Full/Part Time
From / To
Responsibilities
Dates / Dates / Position Held / Full/Part Time
From / From
Responsibilities
EXTRA-CURRICULAR CONTRIBUTION TO BE OFFERED
Please include contribution offered outside the classroom and to what standard
ADDITIONAL INFORMATION
Please provide a separate letter of application (on no more than two sides of A4) addressing your particular strengths and how your experience to date has prepared you for this particular role.
If there is any additional information you would like to supply please add it here.
HOBBIES AND LEISURE INTERESTS
EXISTING CONTACTS WITH ALCESTER GRAMMAR SCHOOL
Please list any contacts with current employees or Governors at the School and how you know them.
REFEREES
Please give the details of two referees, one of whom should be your present or most recent employer. Please state your connection with the person named. Please note that references will be taken up prior to interview.
Name / NamePosition / Position
Address / Post Code / Address / Post Code
Tel. No. / Tel. No.
Fax / Fax
Email / Email
May this referee be contacted without
further authority from you? Yes / No / May this referee be contacted without
further authority from you? Yes / No
DECLARATION
I am aware that the post for which I am applying is exempt from the Rehabilitation of Offenders Act 1974 and that therefore all convictions and bind-overs, including those regarded as ‘spent’ must be declared. I have not been disqualified from working with children, am not named on the DfE List 99 or the Protection of Children Act List, am not subject to any sanctions imposed by a regulatory body (eg the General Teaching Council) and either:o I have no convictions, cautions or bind-overs,
o I have attached details of any convictions, cautions or bind-overs in a sealed envelope marked confidential.
(please delete as appropriate)
To the best of my knowledge this information is correct. I understand that canvassing or giving false information will disqualify my application.
Signed: ______Date: ______
Alcester Grammar School conforms to the Data Protection Act 1998. Data is obtained for the purposes of education, and
processed in accordance with those purposes. Your consent is sought if there is a need to process sensitive personal data.
Alcester Grammar School is committed to safeguarding and promoting the welfare of children
and young people and expects all staff and volunteers to share this commitment
General
Alcester Grammar School is committed to ensuring the best possible environment for the children and young people in their care. Safeguarding and promoting the welfare of children and young people is our highest priority.
The School aims to recruit staff who share and understand our commitment.
All queries on the application form and recruitment process must be directed to the Principal.
Application Form
Applications will only be accepted from candidates completing the enclosed Application Form in full. CVs will not be accepted in substitution for completed Application Forms.
Candidates should be aware that all posts in the school involve some degree of responsibility for safeguarding children, although the extent of that responsibility will vary according to the nature of the post. Please see job description for the post.
Please note thatthe amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found at the Disclosure and Barring Service website. www.gov.uk/dbs
The successful applicant will be required to complete an Enhanced Disclosure and Barring check from the Disclosures and Barring Service for the post. A Teachers’ Status check will also be carried out on the Employer Access online site for any candidate applying for a teaching position within AGS.
If you are currently working with children, on either a paid or voluntary basis, your current employer will be asked about disciplinary offences, including disciplinary offences relating to children or young persons (whether the disciplinary sanction is current or time expired), and whether you have been the subject of any child protection allegations or concerns and if so the outcome of any enquiry or disciplinary procedure. If you are not currently working with children but have done so in the past, that previous employer will be asked about those issues. Where neither your current nor previous employment has involved working with children, your current employer will still be asked about your suitability to work with children.
You should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal if you have been appointed, and Referral to the police and/or DFE Children’s Safeguarding Operation Unit is also likely.
Invitation to Interview
If you are invited to interview this will be conducted in person and the areas which it will explore will include suitability to work with children.
All candidates invited to interview must bring documents confirming any educational and professional qualifications that are necessary or relevant for the post (e.g. the original or certified copy of certificates, diplomas etc.). Where originals or certified copies are not available for the successful candidate, written confirmation of the relevant qualifications must be obtained by you from the awarding body.
All candidates invited to interview must also bring with them:
1. A current driving licence including a photograph or a passport or a full birth certificate; (If a photo driving licence is to be used the green paper section must also be provided for identification purposes).
2. A utility bill or financial statement showing the candidate’s current name and address; (dated within 3 months of the date that the identification is to be shown).
3. Where appropriate any documentation evidencing a change of name;
4. Where the candidate is not a citizen of a country within the European Economic Area or Switzerland, proof of entitlement to work and reside in the UK.
Please note that originals of the above are necessary. Photocopies or certified copies are not sufficient.
Candidates with a disability who are invited to interview should inform the School of any necessary adjustments or arrangements to assist them in attending interview.
Conditional Offer of Appointment: Pre-Appointment Checks
Any offer to a successful candidate will be conditional upon:
1. Receipt of at least two satisfactory references;
2. Verification of identity and qualifications;
3. A check of the Children’s Barred List maintained by the Disclosures and Barring Service (DBS);
4. A satisfactory enhanced DBS Disclosure;
5. Verification of professional status such as QTS (where required), NPQH;
6. Verification of successful completion of statutory induction period (for teaching posts – applies to those who obtained QTS after 7 May 1999);
7. Where the successful candidate has worked or been resident overseas in the previous five years, such checks and confirmations as the school may require in accordance with statutory guidance;
8. Verification of medical fitness;
9. Satisfactory completion of the probationary period. / References
We will seek references for shortlisted candidates and may approach previous employers for information to verify particular experience or qualifications, before interview. If you do not wish us to take up references in advance of the interview, please notify us ASAP.
All referees will be asked if the candidate is suitable to work with children.
The School will compare any information provided by the referee with that provided by the candidate on the application form. Any inconsistencies will be discussed with the candidate.
Criminal Records Policy
The School applies for an Enhanced DBS Disclosure from the Disclosures and Barring Service for all members of staff and volunteers. An Enhanced Disclosure will give detail of cautions, reprimands or final warnings as well as convictions.
It may also contain non-conviction information from local police records which a chief police officer believes may be relevant.
The School will refer to the DFE document, ‘Keeping Children Safe in Education’ (April 2014) and any amended version.
The School complies with the provisions of the DBS Code of Practice, a copy of which may be obtained on request.
Policy on Recruitment of Ex-Offenders.
As an organisation using the Disclosures and Barring Service (DBS) to assess applicants’ suitability for positions of trust, Alcester Grammar School complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly, It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.
Alcester Grammar School is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.
We have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process. We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within Alcester Grammar School and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.
As the job for which you are applying involves substantial opportunity for access to children, it is important that you provide us with legally accurate answers. Upfront disclosure of a criminal record may not debar you from appointment as we shall consider the nature of the offence, how long ago and at what age it was committed and any other relevant factors. Please submit information in confidence enclosing details in a separate sealed envelope which will be seen and then destroyed by a designated person. If you would like to discuss this beforehand, please telephone in confidence for advice.
Please disclose any unspent convictions, cautions, reprimands or warnings. Please note thatt he amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found at the Disclosure and Barring Service website.
You should be aware that the School will institute its own checks on successful applicants for short listing with theDisclosure and Barring Service.
Failure to declare any convictions(that are not subject to DBS filtering) may disqualify you for appointment or result in summary dismissal if the discrepancy comes to light subsequently.
We ensure that all those in Alcester Grammar School who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offence