Recruitment Pack - Guidance Notes
COR580 Fundraising and Development Officer
Applicant Information & Guidance
Time schedule for recruitment
The closing date for applications is Midday on Monday 28 November
We are planning to hold interviews on Monday 5 December in Sheffield.
Applications
Completing and returning your form
Please ensure that all sections of the form are clear and legible by using black ink or by typing in your responses.
When completing the form you should only include information which will support the criteria set out in the person specification. Any information not requested will not be scored. You should give specific examples of where you have previously demonstrated the required skills, knowledge and experience.
Personal details
This section provides us with your personal information and the details of how we can contact you. We always contact applicants by e-mail where possible. Applicants without an e-mail address will be contacted by post.
Supporting information
You should use this section to show how you meet the requirements listed in the person specification. These criteria will be judged at one or more of the following: application stage; at interview; or a given task. You will see from the person specification at which stage of the recruitment process each requirement will be scored and the relevant criteria is included in the application form for you. Where a requirement is scored only at the interview stage or as part of a task you do not need to include your evidence on the application form. Please give examples of how you meet the criteria for example if you are stating that you are good at communication, you should give a specific example of where or how you have demonstrated that skill in the past.
Applications are scored on the supporting information and not on educational or employment history (unless otherwise stated). However failure to follow the instructions throughout the form given may result in points being deducted.
You must not exceed 4 pages in the supporting information section and must use a minimum font size of 12pt but please alter the size of the boxes to suit the length of the answer. Supplementary pages will not be accepted and points may be lost for not adhering to this instruction.
Please note, your application will not be processed if you cannot demonstrate that you have all the essential criteria requested in the person specification.
Additional information
This section gives you the opportunity to tell us anything we need to know about you, or that you feel is relevant to your application that has not been included elsewhere on the application form. You should not exceed 300 words in this section. Covering letters will not be accepted.
Education & training
Unless otherwise requested, you do not need to give details of qualifications undertaken at school. Please do give information relevant to the post or your application. Where a specific degree is listed as ‘Essential’, the application will not be considered if the degree is not held.
Employment
Please use this section to tell us your employment history.
You should send your completed form along with your equal opportunities monitoring form by:
E-mail to Clare Rushen at:
Or by post to:
HR Team
Children’s Food Trust
3rd Floor
1 East Parade
Sheffield
S1 2ET
Any questions?
If you have any queries about the post or the recruitment process please contact Clare Rushen on the e-mail address above or by phoning 0114 299 6901.
Feedback
We endeavour to inform all applicants if they are successful or unsuccessful but we can only offer feedback to those candidates that are interviewed.
RECRUITMENT POLICY
Equality and diversity
The Trust is committed to achieving a working environment which provides equality of opportunity and freedom from discrimination. Equal opportunity in employment is central to the Children’s Food Trust, at every level. We believe that excellence comes through recognising the value of every individual.
The Children’s Food Trust is committed to making appointments on merit by fair and open processes, taking account of equal opportunities.
Asylum and Immigration Act
All appointments are subject to you providing appropriate documentation confirming your right to reside in the United Kingdom and to be able to do the type of work involved in the post. Please refer to current immigration law https://www.gov.uk/government/organisations/uk-visas-and-immigration
Probationary period
Appointments are normally subject to a six-month probationary period.
Disclosure Barring Service Checks
Appointment may be subject to a Disclosure Barring Service (DBS) check.
Data protection
We comply fully with the requirements of the Data Protection Act 1998. This requires us to tell you that we will:
• hold details of your name, address and the post applied for, on a computer to assist the recruitment process;
• hold the information on your equal opportunities monitoring form, to monitor effectiveness of our policies, and
• retain records for unsuccessful applicants for one year, after which time the records will be destroyed.
WORKING FOR THE TRUST
The Trust is committed to recruiting, selecting and retaining the best people to enable it to meet its objectives. To achieve this, the Trust has a number of policies and strategies in place which interlink with each other. These are highlighted in the HR strategy document and are continually being reviewed.
OPPORTUNITY TO MAKE A DIFFERENCE
Our staff rep group works with the management team on the way we work at the Trust such as terms & conditions, policies and procedures. The rep group is elected by the wider staff team and works on their behalf in consultation with management on the topics raised.
PERSONAL DEVELOPMENT
The Trust has a strong commitment to develop its staff in skills which will enhance the individual and the Trust as a whole. The Training & development Plan, formal reviews and monthly supervisions are all opportunities for staff to identify opportunities to develop. Staff will have a personal supervisor who will work with them to identify areas for development and opportunities to enhance skills and knowledge.
WORKING ENVIRONMENT
The Trust encourages its staff to contribute to the future planning and to share views and ideas through a range of opportunities including personal supervisions, cross working group and all staff meetings, contract meetings and informally through access to managers at all levels.
TERMS AND CONDITIONS
The Trust has generous Terms Conditions. These include:
Leave
Annual leave Allowance:
Year 1 28 days annual leave
Year 2 29 days annual leave
Year 3+ 30 days annual leave
Flexible Working
We have a comprehensive flexible working policy.
Sickness
Year 1: 1 week full pay and 1 week half pay
Year 2+: 3 months full pay, 3 months half pay per rolling 3 year period
Maternity Leave
▪ First 13 weeks full pay
▪ Then 13 weeks half pay
▪ Remaining time as statutory
Paternity Pay
▪ 2 weeks full pay with option of 1 week unpaid
▪ To be taken in 1 or 2 week blocks within 8 weeks of childbirth
Pension
▪ The opportunity to receive employer contributions of 6% to a stakeholder pension against 3% employee contributions
Hours
Full time hours are 37.5 Per week
Other Benefits
Following the 6 month probation period staff may claim up to £100 in any 12 month period towards something that supports staff health and wellbeing such as gym membership, or a contribution to a bicycle.
The above list highlights only some of the T&Cs offered to staff.
2