Play Quarters Project Worker: Application form

Please complete all sections.

Closing date for the completed application form: Monday 24th October 2016, 5:00pm.

Interview date: Monday 31st October 2016.

______

Position Applied For:

Where did you see the post advertised?

Personal Details

Surname:

Forename(s):

Address:

Preferred email:Home:

Work:

TelephoneHome:

Work:

Mobile:

What is your current notice period?

Are there any restrictions regarding your employment (e.g. do you require a Work Permit?)

YES/NO

If the answer is YES, please supply details on a separate sheet of paper.

Name:

Education

(Start with your highest educational level)

SubjectInstitutionLevel/QualificationDate Gained

Training

Please list training and other courses undertaken relevant to this post

Type of trainingTraining providerDate(s)Certificate

Employment Record

Start with your most recent employment including any voluntary work undertaken.

Please indicate if any post was part-time or voluntary and indicate number of hours worked. (Please write your name on any separate sheets used.) Please include details of any gaps in employment.

Name and address of Employer / Dates Of Employment / Job Title / Brief Description Of Duties / Salary / Reasons for leaving

Experience/Skills

Please write a statement in support of your application.

To ensure that you cover all relevant information you should follow the headings in the person specification. You must provide relevant examples as evidence of your achievements. The statement should take up no more than three sides of A4.

(Please write your name on any separate sheets used.)

References

Please give details of two referees, one of whom must be your present or most recent employer. References will be taken up following a successful interview.

1.Name:

Position:

Organisation:

Address:

Tel:Email (essential):

In what capacity does this person know you, and for how many years?

2.Name:

Position:

Organisation:

Address:

Tel:Email (essential):

In what capacity does this person know you, and for how many years?

Exemption under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975

Because of the nature of this post, it is exempt under the above and you are required to reveal all convictions, even those which are spent.

Therefore you must answer the following question:

Have you ever been convicted of a criminal offence YES/NO

If the answer is yes, you must give details of all convictions, including date, court and sentence (including conditional or absolute discharge) on a separate sheet. A previous conviction will not automatically disqualify you from appointment, but you may be asked to discuss it at interview.

DISCLOSURE AND BARRING SERVICE

Please note that in accordance with London Play policy all employees working directly with children on a regular basis are required to complete a DBS check at enhanced level.

Name:

I confirm that this application was completed by me and that the information given is a true record of my status, qualifications and experience.

Signed:Date:

Appendix 1

Equal Opportunities Monitoring Form

It is London Play’s policy to monitor all applications to help ensure recruitment procedures meet our equal opportunities policy and our obligations under the various Acts of Parliament and related codes of practice concerned with race relations, sex discrimination and the employment of disabled people. The form is separated from the application and is used for monitoring purposes only.

Position Applied For: Play Quarters Project Worker

Name:

Male/Female:

Date of Birth:

Ethnic Origin

I would describe my ethnic origin as (please circle as appropriate):

a. Black-Caribbeanb. Black-Africanc. Black Other

d. Indiane. Pakistanif. Bangladeshi

g. Chineseh. Whitei. Other (specify)

Health

Is there anything concerning your medical history or state of health that is relevant to your application? YES/NO

If yes –please supply further information on a separate sheet.

Please state number of days taken as sick leave in the past two years:

Disability

Do you consider yourself to have a disability?YES/NO

If you are registered disabled, please state your number:

Appendix 2

Equal Opportunities Recruitment Policy

All candidates and all members of the recruitment panel will receive a copy of this policy.

Statement
London Play is committed to equality of opportunity, and is opposed to all forms of discrimination, direct or indirect.
We employ staff based only on criteria of knowledge, skills, ability and attitude specific to jobs described. We aim to ensure fair and equal treatment for everyone within our organisation that values the variety of backgrounds, styles, perspective values and beliefs, and where everyone has an equal right to dignity and respect. We will make sure that everyone knows clearly what is expected of him or her and how they can contribute to our vision. This policy sets out how we will make this vision a reality.
Recruitment procedure
  1. In all but exceptional and temporary circumstances (for example the employment of crèche workers for one off events), staff will be employed via public advertisement and competitive interview. Appropriate publications and websites will be chosen for each advertisement and local and ethnic minority press will be used as well as national newspapers, whenever possible.
  1. The recruitment panel, except in exceptional circumstances, will be the same at short listing and interview and shall include at least one member of the Board of Trustees (or co-optee) and the member of staff who will have line management responsibility for the new position.
  1. Recruitment will be based on specific criteria drawn only from the job description (enclosed) for the position advertised.
  1. These criteria will be fully described in the form of a person specification (enclosed) issued to each prospective candidate along with an application form, the job description and information about the organisation and its aims and objectives.
  1. The application pack commences with notes of guidance as to completing the form.
  1. Applicants will be issued with an Equal Opportunities monitoring form. This will be detached from the application form before short listing and filed separately for reference under monitoring procedures. None of the information contained in this form shall be available to the recruitment panel, nor shall any of the questions therein be asked in any form at any stage of the process.
  1. Assessment of suitability for the position will begin with their completed application form. At this stage all applicants who meet all the criteria described as “essential” will be considered for short-listing and those most closely meeting them will be invited to interview.
  2. The venue for interview shall be easily accessible by public transport, with full physical access features and facilities.
  1. Candidates will be sent a map and directions.
  1. In requesting candidates to attend interview, they will be asked to identify any particular requirements to facilitate their attendance and should a candidate indicate them (e.g. BSL or other interpreter) the organisation will organise such facility.
  1. At interview all candidates will be treated equally, welcomed and introduced in the same fashion and asked the same questions.
  1. The questions will be based on the person specification, and this will be made clear to all candidates. In cases where a practical exercise or presentation is required, all candidates will be allowed the same time and subjected to the same conditions.
  1. All candidates will be invited to add comments to those given in answer to the panel’s questions and they will also, at the conclusion, be invited to ask questions. No inference will be placed on such questions and they will not be considered in the panel’s assessment.
  1. The assessment of candidates will be based only on their answers to the panel’s questions and, where relevant, their completion of the practical exercise(s) or presentation. All members of the panel shall use the same scoring system, which will be agreed in advance.
  1. The position will be offered - first verbally and then in writing - to the candidate who both meets all the essential criteria and who achieves the best aggregate score.
  1. Where the scoring is close between two or more candidates the panel shall discuss the relative merits of each candidate strictly according to the person specification, until agreement is reached. Where no agreement can be reached the panel may decide to instate a third stage of recruitment, which may be a second interview or further practical test. In such a case the criteria for selection shall not change, only the means for assessing candidates against them.
Information for applicants who are disabled

1. London Play welcomes and encourages applications from disabled people.

2. Our Equal Opportunities Recruitment Policy and Procedure disallows the recruitment panel from having prior knowledge of a candidate’s disability or from the disability being considered as a factor in assessing the application. Candidates shall be assessed on the person specification alone.

3. All applicants are invited to identify to London Play’s administrative staff dealing with recruitment their particular requirements to facilitate attendance at interview and the organisation will make every effort to accommodate such needs where they are identified. Impairments identified through this procedure will not be considered in the assessment of candidates.

4. Similarly, when the successful candidate is offered a position, particular needs, for example with regard to physical access or communication, will be considered independently of the offer and every effort will be made to meet such needs within the probationary period and then for the duration of the employment contract.

1