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The School is legally required to carry out a number of pre-appointment checks which are detailed in the School's Recruitment, Selection and Disclosure Policy and Procedure. The information you are being asked to provide in this form is required so that the School can comply with those legal obligations should your application be successful. Please note that in order to be considered for a position at the School, you must complete this application form. A curriculum vitae will not be accepted in place of a completed application form. Please note that the School may carry out online searches on applicants as part of the shortlisting exercise (see the School's Recruitment, Selection and Disclosure Policy and Procedure for further information).
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Please be aware that the School applies for an Enhanced Disclosure from the Disclosure and Barring Service (DBS) for all positions at the School which amount to regulated activity. The role you are applying for meets the legal definition of regulated activity with children.
If you are successful in your application you will be required to complete a DBS Disclosure Application Form. Employment with the School is conditional upon the School being satisfied with the result of the Enhanced DBS Disclosure. Any criminal records information that is disclosed to the School will be handled in accordance with any guidance and / or code of practice published by the DBS.
The School will also carry out a check of the Children's Barred List. Please be aware that it is unlawful for the School to employ anyone to work with children if they are barred from doing so, and it is a criminal offence for a person to apply to work with children if they are barred from doing so.
The declaration at Section 11 of this Form therefore asks you to confirm whether you are barred from working with children.
The role you are applying for is also exempt from the Rehabilitation of Offenders Act 1974 and the School is therefore permitted to ask you to declare all convictions and cautions (including those which would normally be considered "spent") in order to assess your suitability to work with children. If you are successful in being shortlisted for this role, you will be required to provide information about your suitability to work with children by completing a self-declaration form.
In this form you will be required to provide details of all spent and unspent convictions and cautions. However, you will not have to disclose a caution or conviction for an offence committed in the United Kingdom if it has been filtered in accordance with the DBS filtering rules
Having a criminal record will not necessarily prevent you from taking up employment with the School. Instead, the School will assess each case on its merits and with reference to the School's objective assessment criteria set out in the School's 'Recruitment, selection and disclosure policy and procedure'.
Please supply the names and contact details of two people who we may contact for references. One of these must be your current or most recent employer.
If your current / most recent employment does / did not involve work with children, then your second referee should be from your employer with whom you most recently worked with children.
Neither referee should be a relative or someone known to you solely as a friend. The School intends to take up references on all shortlisted candidates before interview. The School reserves the right to take up references from any previous employer.
If the School receives a factual reference i.e. one which contains only limited information about you, additional references may be sought.
If you have previously worked overseas the School may take up references from your overseas employers.
The School may also telephone your referees in order to verify the reference they have provided. referees that the School has contacted and cannot accept testimonials given to them by the candidate. The School intends to take up references from all shortlisted candidates for teaching positions before interview.
It is the School's policy to employ the best qualified personnel and to provide equal opportunity for the advancement of employees including promotion and training and not to discriminate against any person because of their race, colour, national or ethnic origin, sex, sexual orientation, marital or civil partnership status, religion or religious belief, disability or age. All new appointments are subject to a probationary period.
The School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.
A copy of the School's 'Recruitment, Selection and Disclosure Policy and Procedure' (which includes the School's 'Policy on the recruitment of ex-offenders'), and Safeguarding and protecting children policy is available for download from the School's website. Please take the time to read them.
If your application is successful, the School will retain the information provided in this form (together with any attachments) on your personnel file for the duration of your employment. If your application is unsuccessful, all documentation relating to your application will normally be confidentially destroyed six months after the date on which you are notified of the outcome. Please see our Information and Records Retention Policy and Procedure for information on how long we keep your personal data.