Application Form for Employment (Teaching and Support Staff)

Please complete all sections on this form and note that CVs will not be accepted. If any sections do not apply to you, please enter ‘not applicable’.

The level of disclosure required for this post is given in the accompanying application guidelines and all successful applicants will be subject to regular observations and check ups during their employment with ALP Schools.

Information for Applicants
Teachers Only
Declaration of Relationship

Please state below if you are related to or have a personal relationship with any existing employee:

Working in the UK
Education

If offered a post you may be asked for original evidence of your qualifications. ALP Schools reserves the right to approach any number of education providers to verify qualifications stated.

Education in Chronological Order From Age 16

Full record of Secondary Schools, colleges or universities attended Full or Part Time From To Exams passed & qualifications gained, including subjects, grades, class or division

Gaps in employment or training.

Please indicate and explain any gaps since first leaving secondary education.

Date From Date To Reason For Gap

Present Post

In-service Studies and other training

Undertaken during last 5 years relevant to the post for which you are applying if any applicable.

Course Duration of course Date

Full record of all previous employment and other experience

(Non-teaching or unqualified teaching service)
Please state if full or part-time, voluntary or paid (if part-time state percentage of the week). All experience is valued and should be fully recorded. Please indicate if any previous employer, voluntary group involved with has closed down. Any dismissal or redundancy must be clearly stated.

From To Position Held (if any) Employer or Organisation Nature and Summary of Experience

Additional Information

Please indicate the ways in which your experience, skills developed and potential fit the post for which you have applied, and include a brief statement of your educational philosophy. Please ensure that you relate this to the job description and person specification.

References

Please give the name and address of two referees from whom ASD Learning may seek information regarding your suitability for employment. If you are currently employed, one of the referees must be your current employer (see guidance notes). Otherwise it must be your most recent employer and/or academic. Checks will also be made on referees and their relationship to you.

Family, ex/current partner, close friends are generally not acceptable referees

Referee

Referee

Disability

The Equality Act 2010 protects people with disabilities from unlawful discrimination. To meet the Act’s definition, a person must have a physical or mental impairment, which has substantial long-term effects on their ability to carry out normal day-to-day activities. If we know you have a disability we can make adjustments to the working arrangement and/or the working environment provided it is reasonable in the circumstances to do so.

Please note that ASD Learning Ltd reserves the right to withdraw any offer of employment should your references not be returned or those returned are deemed unacceptable.

I declare that the information contained in every section of this application is correct and understand that any false or misleading information may make this application void. If employment has begun, I may be dismissed without notice and may be prosecuted under the Theft Act’. You will be asked to sign a paper copy at interview.

Criminal records, convictions, cautions, reprimands, final warnings, bans etc

Important Information: please read and sign the declaration at the end of this section

  1. ALP Schools conducts checks as necessary, with the applicant’s permission, under the Disclosure and Barring Service (previously the Criminal Record Bureau’s Code of Practice.)

  2. Jobs working with children (i.e all under-18s) or vulnerable adults are exempt under the Rehabilitation of Offenders Act (1974) by virtue of an amended Exceptions Order. This means that you cannot withhold information about any spent or unspent convictions in applying for this post. You are also asked not to withhold information about cautions, reprimands, final warnings, bans and other non-conviction information such as police enquiries and pending prosecutions.

  3. Checks may also be made with Local Authority Child Protection Registers where you have lived in the past. In applying for this post you are giving permission for such Registers to be checked and for the local authorities concerned to share relevant information with Bristol City Council for the purpose of your application for employment. You are also giving permission for any number of past employers to be contacted regarding this application for employment.

  4. “Front line” and certain other posts e.g. supervisory/management will require Disclosure checks at an Enhanced or Standard level; others may be at Basic level. The level of Disclosure for this post is shown in the accompanying recruitment pack.

  5. All Shortlisted applicants will be asked to bring proof of identity with them to their interview: either current passport or new style driving licence, plus at least one item of address-related evidence dated within 3 months ago. We will also need to know your National Insurance number, your place of birth, the date you moved into your current address and if this was less than 5 years ago we will need the date you moved into each of your addresses up to 5 years ago.

    The Chair of the panel will ask to see these documents and explain that, if successful, you would then be asked to apply for Disclosure. The final Disclosure certificate will be seen only by those who need to see it as part of the selection process and if any employment with the company ceases within 6 months you may be asked to pay the cost of your DBS check.

    1. Do you have any convictions, cautions, reprimands or final warnings that are not "protected" as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013)?


    2. Are you included in any list of people barred from working with children or vulnerable adults by the Disclosure and Barring Service (DBS) or the NCTL (National College of Teaching and Leadership)?


    3. Have you ever been the subject of any proven/unproven investigation(s), complaint(s) or the like in relation to your work with children or vulnerable adults, whether in a paid or voluntary capacity, or privately carried out?


If your answer is yes to either of these questions and you are shortlisted, the panel will discuss this at interview. You may wish to provide documentation concerning these.

Important: In the event of answering “yes” to the above questions, it is important to note that your application will be treated on its merits. A criminal record is not necessarily a barrier to employment. It would be weighed according to relevance and the circumstances and background to your record.

Statement: I confirm that I have read and understand the above provisions. If filling this form electronically, you will be asked to sign a copy of this form if you attend an interview

Guidance Notes

How to complete your application.

The application form plays an essential part in choosing the right person for a job. It is the information contained in your application and supporting statement that will decide whether or not you are invited for an interview or to the next stage in the selection process.

What are the selection criteria.

Selection criteria are the skills, abilities, knowledge and perhaps qualifications necessary to do the job. These are shown in the person specification. They are based on the key responsibilities of the role, which are shown in the job description. The purpose of the selection criteria is to help us to recruit the best person for the job objectively and fairly. The selection criteria are an essential part of our recruitment process and will be used to decide who is invited for an interview, or, the next stage of the selection process. The person specification should help you to match your skills, abilities and Knowledge against the selection criteria.

Working in the UK.

Under the Asylum & Immigration Act 1996, you will be required to provide proof of your eligibility to work in the UK. We will need to see original documents. You will only be able to work for us once we are sure that you are eligible to work in the UK. If you are unsure about your status then you should contact the Home Office.

Current or most recent employment.

We need you to provide us with you complete employment history, and any gaps in your employment history of more than one month should be explained – for example, carers and childcare responsibilities. We may ask for references to cover a full three-year history, which may include time spent at school/further education. In addition to the standard reference questions the employer/organisation will be asked about disciplinary offences relating to children, including “spent ones” and where the applicant has been the subject of any child protection concerns and details of these. For this three-year history please provide full postal addresses, including postcodes.

References will be taken up for short-listed candidates.

Qualifications and Training.

Please give details of your education, qualifications and training, starting with secondary school. If we have requested that you have a professional qualification for this job, you will need to provide us with the relevant original certificates/registration documents.

Supporting statements and achievements.

This section is your opportunity to tell us how you meet the criteria in the person specification. Take each relevant item and tell us about your skills, experience, knowledge and achievements.

Give examples of what you have done which prove your ability. If the person specification says,
‘able to organise activities’, you must do more than say, ‘I am an organised person’. Give an example by describing something that you have done, which tells us about the skills you used and the steps that you took.

You can use examples from your home life, time spent in education, voluntary work or from your hobbies/interests if you do not have any formal experience.

Declaration of Criminal Offences.

Please read this carefully before completion.

The Disclosure & Barring Service (DBS) provides wider access to criminal record information through its Disclosure service. This service enables organisations in the public, private and voluntary sectors to make safer recruitment decisions by identifying candidates who may be unsuitable for certain work, especially that involving children and vulnerable adults.

More information on The Disclosure & Barring Service can be found at www.gov.uk/disclosure-barring-service-check.

Declaration.

We do not exclude people who are related to, or have a close personal relationship with our employees or school Board Members. We will make sure that they do not take part in the selection for this post.

Please make sure you read and sign/positively tick the declaration.

Monitoring.

This School has an Equal Opportunity in Employment policy, which we ensure that we monitor to ensure that our employees reflect the community we serve. The information provided will be treated in the strictest confidence and will only be used for monitoring purposes.

Late applications

The completed application form must reach us by the stated closing date. Late applications may not be considered unless there are exceptional circumstances. Please note: It is your responsibility to ensure that this office receives your application by the closing date indicated on the covering letter

ALP Schools trade as part of ASD Learning Ltd.