These should be returned to the school and marked for the attention of Joanne Long.
If you have any queries please email firstname.lastname@example.org
GUIDANCE NOTES FOR COMPLETING YOUR APPLICATION FORM
The application form should be completed in black ink.
Use extra sheets of paper if you need to.
The job description and person specification are enclosed. The person specification is a list of the skills, knowledge and experience and/or qualifications which the job needs.
Selection for interview will depend on the information contained in your application form. Please take your time and fill it in fully giving details and examples of what you have done as supporting evidence.
EDUCATION, QUALIFICATIONS AND TRAINING
The person specification may ask for specific qualifications and training. List the relevant qualifications or courses you have done.
Your work history may include periods of unpaid and voluntary work as well as paid employment. Please give exact dates where possible.
STATEMENT OF SUITABILITY
This section is your opportunity to show us that you meet the person specification. Take each item on the person specification and give details of your skills, knowledge and experience.
Give specific examples describing what you have done which proves your experience/ability rather than just a simple statement saying 'I can do this'.
Remember to include experiences in previous work and relevant experience outside of paid work such as that gained at home, in the community or thorough voluntary/leisure/college activities.
Where length of experience is specified make sure you give us correct dates as this information will be needed to check you meet the experience requirements
If you need any help in completing the application form please contact Education Personnel.
CRIMINAL CONVICTIONS AND REHABILITATION OF OFFENDERS
Most jobs within the Education Department involve working with/access to children. These jobs are exempt from the Rehabilitation of Offenders Act and if you are appointed we will ask you to agree to a police check which will be carried out by the Metropolitan Police. This means you must give us details of all convictions and cautions you have had however long ago. We treat any information you give us in the strictest confidence.
RIGHT TO WORK
We will not appoint you until we have seen evidence - usually your national insurance number or a current work permit - that you are eligible to work in this country
You may have already prepared a CV and want to send this instead of answering the statement of suitability. You may send it along with a completed application form, but you must also complete the statement as a CV does not usually describe your skills and abilities fully. It is unlikely that shortlisters will be able to find enough evidence in a CV alone.
Sutton uses several selection methods to assess whether people meet the job criteria. We may ask you to take an ability test, do a presentation or other work related exercise. We will tell you before the interviews what method(s) we will be using for the post. At interview we will ask you questions related to the person specification.
If we offer you the job, it will be subject to references, health clearance and a police check. If your referees do not confirm what you have told us we may want to discuss this with you. We will also ask to see evidence of your qualifications if they are essential for the job.
We will ask you to complete a health questionnaire which we will send to our Occupational Health Department to ensure that you are fit to do the job we have offered. You may also be asked to have a health interview or medical examination
The Council is keen to ensure equality of opportunity in its recruitment and selection process, If you wish to discuss why you were not selected for interview or for the job after interview please contact Education Personnel who will arrange for you to receive feedback
If you are still not satisfied or if you consider any unfair discrimination took place during the interview or the recruitment process, you should write to the Clerk to the Governors at the School within three working days of receipt of your rejection/selection outlining the nature of your complaint.
The job for which you are applying involves substantial opportunity for access to children. It is therefore exempt from the Rehabilitation of Offenders Act 1974.
If you are selected for interview you will be asked at interview if you have any criminal convictions and you will be given an opportunity to discuss the matter at this stage.
Should you be offered the job, the employer is also entitled, under arrangements introduced for the protection of children, to check for the existence of and details of any criminal convictions or pending prosecutions you may have, even if they would otherwise be regarded as "spent" under this Act, and any cautions and bind-overs.
This process is called disclosure. You will be asked to complete a separate disclosure application form which is forwarded to the Criminal Records Bureau for checking. Once complete they will send your employer details of any criminal record. As part of the disclosure process you will receive a copy of the completed check direct from the Criminal Records Bureau.
A disclosure check will not be made without your consent, although you should be aware that refusal to give your consent could result in an offer of appointment being withdrawn.
The disclosure of a criminal record, or other information, will not debar you from appointment unless the employer considers that it makes you unsuitable for appointment. In making this decision the employer will consider the nature of the offence, how long ago, what age you were when it was committed and any other factors which may be relevant.
Information revealed in the disclosure check will be kept in strict confidence and will be destroyed immediately the recruitment process is completed.
The London Borough of Sutton is committed to an effective Equal Opportunities Policy. The Policy covers both employment practices within the Council and provision of Council services to the public
The Council recognises that discrimination occurs in society against black and ethnic minority groups, women, people with a disability, lesbians, gay men, and bisexuals, and on the basis of age, religious belief and social class.
PURPOSE OF THE POLICY
The aim of the policy is to ensure:
- fair recruitment and selection
- equal access to training opportunities
- equitable terms and conditions of employment
- appropriate provision of services for different sections of the community
- fair treatment for users of Council services
The Council believes it must recruit the best person for the job and that discrimination prevents this from happening.
Because of past and existing discrimination, some people have missed out on chances to obtain qualifications or gain experience. This, in turn, can lead to restricted job and training opportunities, and further disadvantage groups already affected by discrimination. This means that some people are not able to compete for jobs on equal terms.
Likewise, organisations may have inadvertently developed systems and styles of working which can prevent some people from achieving their full potential.
The Council's Equal Opportunities Policy is there to assist in the elimination of discrimination and ensure fair treatment for all employees by:
- advertising all jobs in appropriate ways to ensure the widest possible response from all sections of the community
- examining recruitment procedures regularly to ensure people are selected on their abilities and merits
- offering fair terms and conditions of employment to employees
- ensuring facilities and practices are supportive of employees with family responsibilities
- providing equipment and facilities to enable people with a disability to obtain a job or continue working with the Council
- ensuring all employees are valued and respected, and are not harassed in the workplace.
Training will play an important role in assisting employees to implement the Council's Equal Opportunities Policy and in developing employees' skills and potential.
The purpose of training is to:
- inform employees of the purpose of the Equal Opportunities Policy
- provide employees, especially supervisors and managers, with the skills and knowledge necessary to implement the policy
- develop the full potential of employees, particularly those previously disadvantaged by discrimination
- encourage and enhance the skills of employees, particularly those from groups who have traditionally been under-represented in the work force.
The Council has a responsibility to provide services for all sections of the community.
It is important for services to respond to users' different lifestyles and take account of varying needs, including those relating to people with a disability, and women.
The London Borough of Sutton is a multi-racial community whose services need to be sensitive to diverse cultural and religious requirements.
The Council will ensure that its services are:
- publicised and promoted throughout the Borough in appropriate languages
- available and allocated without bias to all sections of the community
- appropriate to the different cultural and religious needs of the community
- arranged so that users are treated fairly and not subject to harassment from employees or other users
- provided in consultation with the local community groups
Equal monitoring will be carried out to measure the effectiveness of the Council's Equal Opportunities Policy, to check the policy is working and act as a basis for future plans.
This is to be done by:
- monitoring recruitment and selection procedures to ensure discrimination is not occurring
- checking the representation of black and ethnic minority groups, women and people with a disability at all levels within the Council
- analysing the provision of Council services to ensure the needs of all sections of the community are recognised
- reviewing the public use and allocation of Council services to ensure all sections of the community have access to services and that they are distributed fairly.
DISCIPLINARY AND GRIEVANCE PROCEDURES
It is important that the Equal Opportunities Policy works in practice and is fully implemented. Where the policy is found not to be working and results in unfair treatment of employees or the public, then a complaint of unfair discrimination should be made to the department concerned. All complaints of unfair discrimination, including harassment, will be investigated fully.
RESPONSIBILITIES OF THE COUNCIL AND ITS EMPLOYEES
The Council accepts its responsibilities for Equal Opportunities. Individual employees also have a responsibility and role in ensuring that the policy is carried out.
It is important that all employees understand and familiarise themselves with the Equal Opportunities Policy and guidelines issued as part of this policy.
Copies of the full policy document are available from Central Personnel and Departmental Personnel/Staffing Section.