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Application Form
APPLICATION FORM

Non Teaching Roles

Teaching Roles

Personal Details

Name
Name
First
Last
Address
Address
City
County
Post Code
Country
Are you ECT?

Employment Details

Please start with the most recent.

(*delete as appropriate)

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Education, Training and Development

Please add all relevant qualifications. Press the Add button to add new lines.
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Please tell us about your GCSE maths and English grades.

Please include dates
(e.g. short courses, first aid, computer skills, work-based NVQ etc., and any current courses).

Professional membership

Please add all relevant details. Press the Add button to add new lines.
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Supporting Statement

Additional Information

Equality Act


We are committed to interviewing people with a disability who meet the essential criteria of the person specification. The Equality Act defines a person as having a disability if he or she has, ‘a physical or mental impairment which has a substantial and long-term adverse effect on his or her ability to carry out normal day to day activities’.

Do you have a disability?
We will make reasonable adjustments to help a person with a disability through the application and selection process and, if successful, to assist you in carrying out the duties of your job. If you require assistance, please contact us or provide details below:

Right to work


As required by the Immigration and Asylum Act, you will be required to provide appropriate documentary evidence of your legal right to work in the UK. If applicable you will also be required to produce your Work Permit.

Do you have the legal right to work in the UK?
Do you require a work permit?

Affiliations


A candidate for any appointment with the Trust who knows he or she is related or has a close relationship to any member of staff of the Trust or Governor of the School is required to disclose that relationship when submitting an application. Please note that soliciting support or information to give an unfair advantage may disqualify your application.

Are you, your partner or family related, have a close relationship or have any interests (financial, professional or otherwise) to any employee of the Trust?

Health / Medical Details


Successful applicants will be required to complete a confidential medical questionnaire and may be required to undergo a medical examination.

Employment checks for the safeguarding of children

We are committed to safeguarding and promoting the welfare of children and young people and expect all staff to share this commitment. As part of our commitment, we need to ensure that all potential employees satisfy our employment checks. Please note that where appropriate, shortlisted and/or potentially suitable applicants will be required to undertake further checks, including references, and will be required to provide a Disclosure from the CRB.

This post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and bind-overs, including those regarded as ‘spent’, must be declared. Please give details of any convictions, cautions and bind-overs, including those regarded as ‘spent’. If there are none please write ‘none’:

DBS Children’s Barred List
Are your details included on DBS Children’s Barred List?
Please provide details below if you are subject to sanctions imposed by a regulatory body, e.g. the TRA. If there are none, please write ‘none’:

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and we expect all staff and volunteers to share this commitment. Successful applicants will receive the Safeguarding Policy that outlines the duties and responsibilities of the employer and all employees.

The Trust is required under the law and guidance to check the criminal background of all employees. Decisions to appoint will be subject to consideration of an enhanced disclosure from the Disclosure and Barring Service. Because of the nature of the work for which you are applying, this post is exempt from the Rehabilitation of Offenders Act 1974 (Exceptions) Order 175 (as amended in 2013). The amendments to the Exception Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers and cannot be taken into account. Further guidance on ‘protected’ convictions and cautions can be found at https://www.gov.uk/government/collections/dbs-filtering-guidance

You will be required to disclose on a separate form all information about any convictions in a Court of Law or any cautions that are not protected, so that a police check can carried out if you are offered an appointment. If you are subsequently employed by the Trust and it is found that you failed to disclose any previous convictions or cautions, this could result in dismissal, or disciplinary action being taken by the Trust. During the course of your employment with the Trust, should you be arrested by the police you are obliged to notify the CEO of this immediately (even if de-arrested or all charges dropped). Failure to do so could result in disciplinary action being taken which could result in dismissal. All information will be treated in confidence and will only be considered in relation to any application for posts for which the exemption order applies. The Trust is required under the law and guidance to check the criminal background of all employees. Decisions to appoint will be subject to consideration of an enhanced disclosure from the Disclosure and Barring Service. Because of the nature of the work for which you are applying, this post is exempt from the Rehabilitation of Offenders Act 1974 (Exceptions) Order 175 (as amended in 2013). The amendments to the Exception Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers and cannot be taken into account. Further guidance on ‘protected’ convictions and cautions can be found at https://www.gov.uk/government/collections/dbs-filtering-guidance

You will be required to disclose on a separate form all information about any convictions in a Court of Law or any cautions that are not protected, so that a police check can carried out if you are offered an appointment. If you are subsequently employed by the Trust and it is found that you failed to disclose any previous convictions or cautions, this could result in dismissal, or disciplinary action being taken by the Trust. During the course of your employment with the Trust, should you be arrested by the police you are obliged to notify the CEO of this immediately (even if de-arrested or all charges dropped). Failure to do so could result in disciplinary action being taken which could result in dismissal. All information will be treated in confidence and will only be considered in relation to any application for posts for which the exemption order applies.

Please answer the following questions.
Do you have any convictions, cautions, reprimands or final warnings that are not ‘protected’ as defined by the Rehabilitation of Offenders Act 1975 (Exceptions) Order 175 (as amended in 2013)?
Have you ever received a caution?
Do you have any convictions, cautions, bindovers or prosecutions pending?
Are you disqualified from childcare, either directly or by association?
If you have answered YES to any of the questions in this Section please expect that details will be explored at interview by an appropriate person.

References


Please give details of TWO referees, one of whom must be your present or most recent employer. Normally no offer of employment will be made without reference to him / her. If you have not previously been employed, are in, or have just completed full-time education, one referee should be from a senior employee of the school, college or university. Friends and relatives are not acceptable referees, and open references will not be accepted. If a post requires additional references this will be detailed in the application pack.

If you are shortlisted references may be taken up before an interview or offer of employment, unless you request otherwise.

Name
Name
First
Last
Address
Address
City
County
Post Code
Country
I agree to this reference being taken up before an interview or offer of employment being made:
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We will seek references as detailed above and may approach other previous employers for information to verify particular experiences or qualifications. We may also ask previous employers for information about disciplinary offences relating to children or young people, including any in which the penalty is ‘time expired or spent’ (that is where a warning could no longer be taken into account in any new disciplinary hearing for example) and whether the applicant has been the subject of any child protection concerns. This information is required, including that related to warnings regarded as ‘time expired or spent’ in order to ensure safe recruitment and meet our obligations to safeguard children. However, you should be aware that any disciplinary history declared will not automatically prevent or inhibit appointment and will depend on the dates and circumstances related to the disciplinary action, outcomes and the type of post being applied for. Note that you are also required to include information if you were subject to a disciplinary process but resigned before it was completed.

Please provide any details below if you have ever been the subject of formal disciplinary proceedings. If there are none, please write ‘none’:

Declaration

I declare that the information given in this application is, to the best of my knowledge, complete and accurate and that it may be used for purposes registered by Cornerstone Academy Trust under the General Data Protection Regulation (GDPR) and Data Protection Act 2018. I understand that if, after appointment, any information is found to be inaccurate, this may lead to disciplinary action that may result in dismissal without notice and possible referral to the police.


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Employment Record and Candidate Data Retention

In line with our recruitment policy, the school retains job application and interview records of unsuccessful candidates for a period of six months following notification of the outcome. After this period, unless we have received explicit consent from the applicant to retain their CV and application details for future opportunities, all records will be securely disposed of. Applicants will be given the opportunity to object to the retention of their personal data at the time of application, with clear options provided on the application form.

Address
Broadclyst Community Primary School, School Lane Broadclyst, Exeter, EX5 3JG
Contact

Contact: admin@tcat.education

Phone: 01392 304040

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