Please complete in Block Capitals if handwriting this form
Position Applied For1.Personal Information
Title / Forename(s)
Surname / Post-nominal letters
Full Birth Name
(if different from above)
Home Address
Permanent residence (if necessary include
temporary details)
Please include postcode
Telephone Numbers / Home
Work
Mobile
Email address
DFES No / QTS / YesNo
Reason for your application to St Faith’s
2.Employment History
List jobs in chronological order with the most recent appointment first covering a minimum of five years. Please explain any gaps in employment. If necessary continue on a separate sheet of paper.
Dates / Employer / Position Held / Reason for Leaving
3a.Secondary Education
Dates / Name of School/College / A level Subjects Taken and Grades
3b.Higher Education/Teaching Qualifications
Dates / Name of University/College / Subject and Qualifications (include Grade/Class)
4. Hobbies and Interests
5.Referees
These should preferably be people who can comment on your teaching and contributions to school. One must be your current employer and references must cover all employment and/or voluntary work in the past five year period. Mobile numbers are not accepted. Please add any further references to the end of your application.
Please indicate whether you give your consent for references to be requested prior to interview if selected?
YESNO
Name / Name
Position Held / Position Held
Address
Incl postcode / Address
Incl postcode
Telephone / Telephone
Fax / Fax
Email / Email
6. Nationality;
6.aPleasecomplete as appropriate
Do you require a visa/permit to work in the UKYES / NO
If so do you possess a current visa/permit to work in the UKYES / NODATE OF EXPIRY: / /
Workers Registration document if applicableYES / NO
7.Please Note: St Faith’s School operates a strict no-smoking policy for all staff, visitors and contractors on site
8.Existing contacts within the School
Are any members of our staff or Governors close friends or relatives of yours? YESNO
If yes, please give details:
9. Criminal Record
The job you are applying for has been identified as involving supervising, caring for or otherwise connected with children and/or young people. In view of this, you must declare all * convictions, cautions, and/or bindovers for criminal offences, even where they are “spent” as defined by the Rehabilitation of Offenders Act 1974 and subsequent regulations. You are also required to give details of any reprimands or warnings that you may have received. An enhanced Disclosure & Barring Service (DBS) check will also be required.
* The amendmentsto the Exceptions Order 1975 (2013) provide that certainspent convictions and cautions are 'protected' and are not subject to disclosure to employers, and cannot be taken intoaccount. Guidance and criteria on the filtering of these cautions and convictions can be found at the Disclosure and Barring Service website,
Details of criminal convictions, cautions and/or bindovers, reprimands or warnings:
Please indicate below and if appropriate, attach details in a sealed envelope and mark confidential.
NONEATTACHED
10.Current Salary
10.a Date of Birth: / 10.b NationalInsurance Number:
I consent to the school carrying out checks and using information provided from the checks and this application form when making a decision about my suitability to work with or be in regular contact with children.
I understand that the school will share any information they obtain about me with other organisations where the law requires them to, including where information raises concerns of a child protection nature. I understand that it is an offence to make a statement which is false or misleading in an application for registration.
I give consent for the school to carry out checks and use the information from the declaration and consent form and third party information prescribed in regulations made under the Safeguarding Vulnerable Groups Act 2006, to make a decision about my suitability. I consent to the school carrying out on-line status checks using the DBS Update Service as and when required.
To the best of my knowledge, the information I have supplied on this form and any attachments is correct. I understand that giving false information or omitting relevant information could disqualify my application and, if I am appointed, could lead to an offer being withdrawn or my dismissal. I consent to the information I have provided being verified, which I understand will involve providing relevant documentation for checking and contacting referees / previous and/or current employers.
To comply with the Immigration, Asylum & Nationality Act 2006 and additional amendments, and UK Border Agency (UKBA) requirements, all prospective employees will be asked to supply evidence of eligibility to work in the UK. We will ask to see and take a copy of an appropriate official document as set out in the UKBA guidelines. We will contact you if this is required.
The school operates a policy of equal opportunities. Your current immigration status will not be taken into account when assessing your application against the selection criteria for the post.
SIGNED: ______DATE: ______
Details of your application including your personal details will be stored in our archives and database for up to 12 months following completion of this recruitment process (longer for successful applicants).
The application form must be completed, signed and dated. Further information in support of your application is always welcomed and may be attached.
Please apply online using the TES HireWire website and upload your completed application form, covering letter and full CV. Hard or electronic copies of applications and supporting documentation can also be sent to: HR & Safeguarding Adviser, St Faith’s School, Cambridge, CB2 8AG or
Policy Statement for the Recruitment ofEx-offenders /
Please pay particular attention to the paragraphs below in bold.
As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, St Faith’s 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.
St Faith’s School is committed to the fair treatment of its staff, potential staff or users of its services and will treat all job applicants and employees in a fair and equable way in line with the Equality Act 2010.
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 St Faith’s School and we guarantee that this information will only be seen by those who are authorised to see it as part of the recruitment process.
Unless the nature of the position allows St Faith’s School to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those in St Faith’s 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 offences.
Please tick where you saw this role advertised;
TES (Times Educational Supplement online)Cambridge Evening News
Our website
IAPS
Fish4Jobs
Word of Mouth
Other, please state