IF YOU HAVE DIFFICULTY IN COMPLETING OR READING THS FORM, PLEASE CALL US ON 01908 311112 AND WE WILL BE HAPPY TO HELP.
INTRODUCTION
The application form plays an essential part in choosing the right person for a job. It is the information contained in your application that will decide whether or not you are shortlisted for an interview.
WHAT ARE SELECTION CRITIERIA?
Selection criteria are the qualifications, experience and skills and the key competency areas and behaviours necessary to perform the requirements of the job and are listed in the role profile and person profile. The purpose of these selection criteria is to help us to recruit people more objectively and fairly. The selection criteria are an essential part of the recruitment process and will be used to decide who is selected for interview. The role profile and job profile should help you to match your abilities against our selection criteria. Please note that internal and external candidates are treated alike.
EQUAL OPPORTUNITIES MONITORING FORM
MK Christian Foundation is seeking to ensure that all our activities and services are fully accessible to all sections of the community. In order to try and monitor this we would ask you to complete the Equal Opportunities Monitoring form. The information will be treated in confidence and will be used for statistical purposes only. Your cooperation in its completion is therefore welcome and helpful.
Be assured that the monitoring form is separated from the application form when it’s received, and will not be included in the selection process.
THE APPLICATION FORM
1. PERSONAL DETAILS
If you do not wish to be contacted at work, please indicate this on the form.
2. PERSONAL STATEMENT – ABILITIES, SKILLS, KNOWLEDGE, EXPERIENCE
This is your opportunity to tell us all about what you can do and what you know (whether it is gained through paid employment or via hobbies or life experience).
This is a vital part of your application, as it is here that we look to see that you can demonstrate an ability to do the job we are recruiting for.
2. EMPLOYMENT AND WORK EXPERIENCE
Please give brief details of your post, i.e. the main duties and responsibilities of the post.
3. EDUCATION, TRAINING AND QUALIFICATIONS
Give details of your schooling, starting with your secondary education. List qualifications gained, including further and/or higher. Provide details of membership and status of professional/technical bodies - include any trade qualifications relevant to the job. Where you have little or no work experience, you may be able to refer to your studies when looking to identify skills/abilities or knowledge.
If you are successful in being offered this position, you will be required to produce copies of all relevant qualifications stated on your application form.
Also give details of training courses attended where these may be appropriate to the post and membership of professional bodies. Please continue on a separate sheet if necessary.
4. PREVIOUS EMPLOYMENT AND WORK EXPERIENCE
We need you to provide us with your full employment history including full postal addresses. Complete this section in date order, beginning with your most recent job. Any gaps in your employment history should also be explained.
5. LEISURE INTERESTS AND HOBBIES
Please describe your leisure interest and hobbies
6. REFERENCES
All offers of employment are subject to satisfactory references - it is, therefore, important that you complete this section.
Please provide details of 2 referees, one of whom should be your current, or latest, employer. We do not accept references from relatives or friends. We may take up references prior to interview if you are short-listed. Please indicate if this would be inappropriate.
We reserve the right to take up additional references from other previous employers of yours.
7. DISCLOSURE OF CRIMINAL CONVICTIONS
This section must be completed in relation to the Rehabilitation of Offenders Act 1974.
Work that the Foundation does may involve access to the most vulnerable within the community and for this reason we will requestan enhanced CRB check to safeguard the safety and wellbeing of our customers.
Please note that we do not discriminate against ex-offenders and if you have offended previously this will not automatically prevent you from getting the role you have applied for.
Offences will only be taken into account if they are relevant to the work you would be doing and a full and individual risk assessment will be carried out to assess each case on its individual merit.
We may withdraw an offer of employment if following a criminal record check relevant information is identified that isn’t compatible with the responsibilities of the role.
Any information given will be kept confidential and used only in connection with the application.
For further general information on the CRB check process and protocol please visit
8. THE EQUALITY ACT 2010
Under this Act, employers have a duty to make reasonable adjustments where, compared to a non-disabled person, a disabled person is substantially disadvantaged be either working arrangements (which include the recruitment process) or the working environment. You need to be aware that the duty to make reasonable adjustments will not apply unless we know that you have a disability.
The Act defines a disabled person in the following way:
A disabled person is anyone who has had a physical or mental impairment, which has a substantial and long-term effect on their ability to carry out normal day-to-day activities.
Impairment – a physical impairment includes sensory impairment e.g. blindness or deafness’ mental impairment includes learning disabilities and any mental illness which is clinically well recognised.
Substantial – the impairment has to have more than a minor effect on the time it takes to carry out an activity or on the manner in which the activity is carried out.
Long-term – the impairment must have lasted, or be expected to last, at least 12 months after the first occurrence.
Normal day-to-day activities – this covers manual dexterity, physical co-ordination, ability to lift or move everyday objects, speech, hearing, eyesight, memory or ability to learn, concentrate or understand the perception of risk.
In order to do this we will need to ask questions about your disability, any details you provide will help us to help you. Any information you give us will be confidential.
Where you have special needs or require any adjustments to be made to enable you either to participate in the selection process, or to meet the requirements of the job, please indicate these to us to ensure we are able to give the support you require.
9. ASYLUM AND IMMIGRATION ACT
There are legal restrictions on who may undertake employment in the United Kingdom. Please indicate whether you are legally entitled to live and work in the UK.
10. RELATIVES/OTHER INTEREST
Please indicate any relatives/other interest you may have in the Foundation.
11. DECLARATION
It is essential that you sign the declaration. If you fail to sign the declaration your application will not be considered. Providing any misleading or false information to support your application, directly or indirectly, for an appointment will disqualify you, or if appointed may result in your dismissal.
RETURNING THE APPLICATION
By Hand or Post in a sealed enveloped marked Confidential):Vacancies
Milton Keynes Christian Foundation
Foundation House
The Square, Aylesbury Street
Wolverton
Milton Keynes
MK12 5HX / By EMail:
APPLICATION CHECK LIST
- Read through the application form so that you know exactly what information is required.
- Read through the role and person profile so that you know exactly what the job is and the skills and abilities required to do the job.
- Complete the application form in full
- Check that you have signed the declaration and monitoring form.
- Return the form prior to the closing date.
WHAT HAPPENS NEXT?
Your completed application will be used to decide whether or not you are selected for an interview. You will be contacted by phone if you have been short listed.
Candidates not selected for an interview will not be contacted.
Candidate guidance notes Jul12 Page 1 of 4