Job Application Form

2. Education & Qualifications

3. Employment

Please supply a full history (with start and end dates) of employment and/or activities since leaving secondary education, beginning with your present or most recent position. If there are any gaps in your employment history, eg unemployment, looking after children, sabbatical year, please also give details and dates.

Please continue in the suitability box if necessary.

4. Suitability

Please give your reasons for applying for this post and say why you believe you are suitable for the position. Study the job description and describe any experience and skills you have gained in other jobs or similar environments which demonstrate your ability and aptitude to undertake the duties of the post.

This section should also be used to give details of your interests or hobbies – in particular any which could be of benefit to the school for the purposes of enriching its extra-curricular activity.

If you are applying for an academic post, please attach a list of your publications to this application if applicable.

5. Criminal Record

An offer of employment is conditional upon the School receiving an Enhanced Disclosure from the Disclosure and Barring Service
(DBS) which the School considers to be satisfactory. The School applies for an Enhanced Check for Regulated Activity from the
DBS (which includes a check of the Children's Barred List) in respect of all positions at the School which amount to regulated activity. It is unlawful for the School to employ anyone who is barred from working with children. It is a criminal offence for any person who is barred from working with children to attempt to apply for a position at the School. If you are successful in your application you will be required to complete a DBS Disclosure Application Form. Any information disclosed will be handled in accordance with any guidance and/or code of practice published by the DBS.

The School is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions, reprimands and final warnings (including those which would normally be considered "spent" under the Act) must be declared. You are not required 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 (see Appendix 1).

If you have a criminal record this will not automatically debar you from employment. Instead, each case will be assessed fairly by reference to the School's objective assessment procedure set out in the School's Recruitment, Selection and Disclosure Policy and Procedure.

Please refer to our safer recruitment policy for more information on the employment of ex-offenders.

6. References

7. Recruitment

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 policy and child protection 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. Online searches may be done as part of due diligence checks. If your application is unsuccessful, all documentation relating to your application will normally be confidentially destroyed after six months.