As a responsible employer we adhere to safe recruitment practice and all our employees are subject to the following recruitment checks:
Under Section 8 of the Asylum and Immigration Act, we, as a responsible employer need to ensure that we do not employ anyone illegally. To avoid discrimination we treat all job applicants equally.
We therefore ask all candidates selected for interview to bring original documentation to show their Right to Work in the UK. A copy of these will be taken. Once the successful candidate has been appointed the unsuccessful candidates documents will be destroyed confidentially. You may be refused an interview if you do not bring the correct documents with you.
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You will also be asked to bring your relevant original qualification certificates to the interview.
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After your interview two references will be sought if we would like to progress your application to the next stage. One of these should be your current or most recent employer. If you do not wish us to contact your referee/s you will have an opportunity to indicate this on your application form and we will seek your permission to do so if they are required.
If you are self employed we would accept references from a customer, a supplier, an accountant, solicitor or someone you have had professional dealings with.
If you have finished full time education and have no employer reference we will accept a reference from a
A professional from your centre of study, for instance a teacher, lecturer or Headteacher.
GP or Health Visitor.
A Character reference from a person who knows you
A Civil Servant from a government agency
A Bank Manager
If the position requires a DBS check, references will be sought before the interview.
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Although previous sickness absence will not influence the Panel’s decision on your being selected, as we do not ask for any details before we provisionally select you for appointment, we do require our successful candidates to complete a medical history form. In most cases this is a short form in which general medical questions are answered in a Yes/No format. If No is answered to any of these questions, this record is kept on your personal file and no further action is necessary. If Yes is indicated (we do not require any details), we would ask you to complete a confidential occupational health questionnaire on-line. This will then assessed by an independent occupational health company, who make recommendations to us for any adjustments we may need to make to provide our duty of care for your employment, and at that point we would either confirm our decision to appoint you or reconsider that decision.
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To protect the most vulnerable people in our community the following checks are also required for some positions. When necessary, these will be clearly identified on the advert and the person specification.
If you apply for a job within our Children’s Services departments you will be required to account for any gaps in your employment history on your application. This is required before the interview. All of your previous employers may be contacted.
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The Criminal Records Bureau (CRB) is now the Disclosure and Barring Service (DBS)
We provide services to a wide range of vulnerable people and maintain comprehensive confidential and sensitive information about them. If the job for which you are applying would involve substantial access to vulnerable service users, or personal confidential information about them, you must agree to a Disclosure Notification being sought from the Disclosure and Barring Service. This requirement will be made clear in the advertisement for the job by use of a safeguarding statement such as:
This authority and its schools are committed to safeguarding.
We promote the welfare of children, young people and vulnerable adults and expect all our staff and volunteers to share the same commitment.
Applicants to this post will be required to complete a Disclosure and Barring Service Check
The Disclosure will include a search of the Police National Computer and the databases held by the Department of Health and the Department for Education & Skills. It will include all criminal convictions, cautions, warnings and reprimands and you are required to declare such matters where the relevant posts are exempt from the Rehabilitation of Offenders Act 1974.
The disclosure of a criminal conviction will not necessarily exclude you from appointment. There are many offences which may not disqualify an applicant, for example where those which are less serious, were committed some time ago, were committed when you were a juvenile or under extenuating circumstances and where there have been no further offences. However, failure to declare any conviction may disqualify you from appointment, or result in dismissal if information subsequently comes to light.
If you would like to discuss whether a conviction you have would be likely to exclude you from being considered from the post for which you are applying, please contact the Employee Relations Team on 01202 633443 , who can provide confidential advice.
When applicable, a DBS form will be sent to you with your interview letter containing instruction on how to complete it and a list of suitable documents you should bring to interview can be found on the DBS website.
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We take data protection seriously and your documents will be dealt with in strict confidence. If you would prefer to destroy them yourself, please inform the panel at your interview and you will be able to arrange to pick up your copies if you are unsuccessful.
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