welcome to the - web viewapplicants are asked not to enclose a curriculum vitae. ... m. m. u. n. i....

A new Headteacher for

Ely St Mary’sChurch of England

Junior School

A member of theDiocese of Ely Multi-Academy Trust

(DEMAT)

Headteacher AppointmentApril 2016

Information for Applicants

Contents

1) Letter from the Chair of Governors

2) The Appointment Process

3) Our Vision

4) The Diocese of Ely and its Church Schools

5) About Ely St Mary’s C of E Junior School

6) Job Description

7) Person Specification

8) Application Form and Ethnic Monitoring Form

R.E.S.P.E.C.T.(Responsibility, Excellence, Spirituality, Partnership, Enjoyment, Caring, Tolerance)

1) A letter from the Chair of the Local Governing BodyDear Applicant,

Thank you for your interest in the position of Headteacher at Ely St Mary’s Church of England Junior School. We are looking for a Headteacher who will build on the hard work being done to improve standards in the school. We are a big school with a big ambition for our children!

As a church school we expect our Headteacher to maintain, promote and advance the Christian ethos of the school, and to ensure that this focus is at the heart of all school life.

Our Headteacher needs to be passionate about working with a dedicated teaching team which develops its skills to the advantage of the children, whilst enriching the educational environment. Our children work hard, are polite and well-mannered, and like to be included in the running of the school. The post is not just about school leadership; it is also about ensuring that the community matters.

The partnership of the Headteacher, the DEMAT and the Governing Body requires excellent communication, commitment to relationship building, and a shared view in relation to the strategic decisions required.

I believe that as you review the contents of the pack you will feel that Ely St Mary’s Junior School is a friendly, welcoming place, but also one that is ambitious and full of potential. I hope it is a place which you would like to be a part of. Visits are essential in order for you to gain a flavour of the school and its ethos, and I would encourage you to make an appointment through Judy Pettit on 01353 662163 during term-time. Please email Judy directly on [email protected].

We are looking for the person appointed to the Headteacher vacancy to start following the Easter break 2016. The starting salary will be in the range: L16-L22, depending on experience and qualifications.

Your application form should be completed with reference to the Job Description and Person Specification, and we ask that you limit your further information to 2 A4 pages. The Selection Panel will take into account the qualifications and skills of each applicant, as well as experience and personal attributes. The Pack also sets out the recruitment process we will be following.

I can assure you that the appointee will receive strong support from an increasingly active and effective Local Governing Body. We look forward to meeting you and, ultimately, to working with you.

Yours sincerely,

Mr Clive JeffriesActing Chair of the Local Governing Body of Ely St Mary’s C of E Junior School


2) Welcome to the Appointment Process:

The timetable of events is designed to appoint a new Headteacher from April 2016

The salary offered will be in the range L16-L22, depending on experience and qualifications.

Applicants are requested to submit their applications using the enclosed form; the form should be accompanied by a supporting letter telling us how the applicant satisfies the person specification, and giving us his/her views on how he/she would take up the challenge of establishing, nurturing and leading a new Church academy, together with an outline of key competencies. Applicants are asked not to enclose a Curriculum Vitae.

The final closing date for receipt of applications is Friday 6th November 2015, by 3.20pm.

Shortlisting will take place during the week commencing Monday 9th November 2015.

Shortlisted candidates will be invited to attend a 2-day interview process on Wednesday 18th & Thursday 19th November 2015 and can, inter alia, expect to be asked to undertake a Teaching and Learning Observation, to perform a Data Analysis Task, and to deliver a presentation on a subject pertinent to the school’s development. There will also be a formal interview, and opportunities to meet with pupils, staff and governors and to attend Collective Worship.

Following ratification of the proposed appointment by the Local Governing Body (LGB), the Chair expects to be in a position to inform candidates of the outcome on the following day, Friday 20th November 2015.

The appointment will be made final following receipt of satisfactory references, the acceptable outcome of an enhanced Disclosure and Barring Service check, and medical clearance.

Completed application forms should be posted to:

Education Personnel Management Ltd St. John’s HouseSpitfire CloseErmine Business Park HuntingdonPE29 6EP

or emailed to: [email protected]

If you have further questions or queries about this post please contact Rachel Beeson at the Diocesan Office: 01353 652710, [email protected]


mailto:[email protected]

3) Our Vision

The Diocese of Ely Multi-Academy Trust (DEMAT) seeks to provide a stimulating, happy and safe learning environment within its schools which reflects Christian values and the communities in which the schools serve. In particular, DEMAT is committed to:

ensuring that all pupils, regardless of ability, gender, religion and background, have access to a high-quality education within a supportive environment which equips them well as independent learners to take their place in society and contribute to it;

setting high expectations of leadership and learning;

developing a common identity and purpose between its academies, whilst preserving each academy’s individuality;

encouraging innovation and collaboration across DEMAT academies and schools in the Methodist community of schools;

supporting academies so that they may serve their communities more effectively.

Working with the community is key to the Diocese of Ely’s vision statement: ‘We pray to engage fully and courageously with the needs of our communities, locally and globally.’

We believe that church schools and academies should be places where an attention to the spiritual, moral, social and cultural dimensions of life permeates the curriculum and enriches the lives of pupils in an increasingly target-driven world. Such schools and

academies stand at the heart of their communities and admit pupils of all abilities, and of all faiths and none. They are places where Christian values are inbuilt into the ethos and

everyday life without any ideological pressure. They are also schools and academies where there is no disconnection between effectiveness and ethos. By making this intimate connection we seek to transform the lives and life chances of all who learn and work in our

schools and academies, and the communities they serve.


4) The Diocese of Ely and its Church Schools

The Diocese of Ely is centred on its magnificent cathedral and covers a diverse area of some 1,500 square miles. Its growing total population is more than 650,000 and there are over 300 parishes and 325 churches. The Diocese includes the Cambridgeshire fens, the western part of Norfolk, the southern part of Peterborough City, the communities either side of the A1 down to St Neots as well as the city of Cambridge and its surrounding villages. Both legally and historically church schools, whatever their category, are bound to their diocese more fundamentally than to the political authority that ‘maintains’ them. The significance of this is increasing in present times as the school landscape changes rapidly. Church schools are committed to being distinctive and inclusive and rooted in the local communities that they serve. They are ‘neighbourhood schools with a Christian character’.

There are currently 83 Church Schools in the diocesan family, these serving more than 14,000 pupils in Cambridgeshire, Norfolk and Peterborough, all but one in the primary sector. In September 2016 this number will rise to 84 as the new Church Academy at Alconbury Weald opens its doors.

Originally, about one third of the Church schools were Voluntary Aided (VA) and two thirds Voluntary Controlled (VC); 20 of these schools, however, have now become academies and moved into DEMAT—the Diocese of Ely Multi-Academy Trust.

The Diocese of Ely has a sound track record of opening new schools in new communities; within the last fifteen years new schools have been created at Shouldham, Godmanchester, Cambourne and, most recently, Cardea (Peterborough), and are flourishing. The expertise of the headteachers of DEMAT’s academies will be available to the new head of Ely St Mary’s Junior School.

At the Cathedral—October 2015


5) About Ely St Mary’s,a flavour of which may be gained by visiting our website:

www.elystmarys.org.uk

We aspire to give each and every child at St Mary’s access to a fantastic range of opportunities and experiences, be these related to music, art, culture, drama, sport or the environment. The school provides so much more than a basic educational diet.

We have an extensive music provision including choirs, bands and orchestra who sing/play in, and win, competitions. Our sports teams do well in regional competitions. Our Forest school is a fully-integrated part of the curriculum.

The children have opportunities to participate in a residential trip each year, and we run many day trips as well as welcoming visitors to the school.

We are fortunate to be part of the Diocese of Ely Multi-Academy Trust, and to have such a wonderful set of teachers and helpers and a committed Board of Governors, who support the school in so many ways. Our parents are supportive of the school, attending school functions and events, and encouraging our youngsters to do their very best.

Ethos and Aims of Ely St Mary’s Junior School

The school aims to serve its community by providing an education of the highest quality within the context of Christian belief and practice. It encourages an understanding of the meaning and significance of faith, and promotes Christian values through the experience it offers to all of its pupils. In order to support this statement St Mary’s uses the word R.E.S.P.E.C.T. as a way of communicating its ethos to the whole school community as follows:

Responsibility: We will be responsible for our learning and our behaviour.Excellence: We will strive for excellence.Spirituality: We will open our eyes in awe and wonder at God’s creation.Partnership: We will work well together with each other, our families and the wider community.Enjoyment: We will make the most of our time in school.Caring: We will care for each other, our school and the world.Tolerance: We will celebrate our differences.


http://www.elystmarys.org.uk/

Our location: Ely – a growing, changing area

You will find our school in the attractive, small city of Ely, which is located in the northern part of East Cambridgeshire. Ely has grown rapidly over the past few years with further major housing development scheduled, some within the school’s current catchment. As part of this growth, Ely’s demographics are changing. Its population increasingly works in Cambridge’s rapidly-evolving technology, bioscience and knowledge industries. Over a number of years, this change will inevitably impact upon the school’s intake. The current intake is mixed, drawn from the very varied residential areas nearby as well as some more rural settlements to the east of Ely.

We are situated in a well-established residential area having our own extensive grounds and sharing fields with the adjacent Infant school, but within walking distance of the cathedral and city centre.

The school was built in 1973 and has had many extensions to create provision for 4 form entry, the latest addition being a Forest School pod. The last few years have seen extensive updating to create an attractive, modern environment conducive to working and learning.

As a church school we have close links with Ely St Mary’s parish church, and with other diocesan schools.

Organisation of Classes

All classes contain pupils from a single year group, each of Years 3 & 4 consisting of 4 forms, and each of Years 5 & 6 presently having 3 forms pending the school’s continued expansion to 4-form entry throughout by 2017. There are currently 104 children in Year 3, 110 children in Year 4, and 89 children in each of Years 5 and 6.

We also run a ‘House’ system, each of the 4 Fens Padnal, Wicken, Sedge and Cawdle being represented by a colour, and each child’s being allocated to a House on entry to the school. The Houses take precedence during special events such as Sports Days.


Staffing

The Headteacher is supported by a Deputy Headteacher and by a number of Directors with responsibility for such areas as communication, operations, music, Collective Worship and inclusion, as well as for the core subjects. Each foundation subject, too, has its own leader. There are 17 teaching staff and 17 teaching assistants, these latter being assigned to upper, lower and year-group teams, and including 4 Higher Level Teaching Assistants, one of whom has responsibility for Forest School. We have a full-time well-being lead, and 5 administrative staff. Our catering team of 4 cooks all of the school’s meals on the premises, and the staff complement is completed by a Site Supervisor and 11 Midday Supervisors, 5 of whom double up as Housekeepers.

Parental Partnership

We value the support of parents/carers and the fostering of a strong and healthy partnership with parents and carers, working together to nurture and develop our children throughout their time with us. This half-term, for example, there have been openings for parents to join us for a Partnership Forum incorporating a presentation on Class Dojo, a Pupil Premium Information Afternoon, World Maths Day, and Partnership Consultations. We believe that homework consolidates and reinforces key skills and understanding in numeracy, literacy and other curricular areas, and that it helps to raise the level of achievement of individual pupils, provides opportunities for parents and children to work together, and thereby grows an effective partnership between home and school. We believe that this approach will only be successful if there is a strong partnership between home and school.

Further key information about St Mary’s may be viewed at: http://www.elystmarys.org.uk/key-documents/


http://www.elystmarys.org.uk/key-documents/

6) Head Teacher Job DescriptionThis job description should be read in conjunction with the National Head Teacher Professional Standards and National Conditions of Employment for Head Teachers. It will be reviewed at least annually as part of Head Teacher Performance Management.

Please note that where the word ‘school’ is used, it also refers to ‘academies’.

Core Purpose

The core purpose of the Head Teacher is to provide professional leadership and management for the school. This will provide a secure foundation on which to build a school achieving the highest standards.

To gain and maintain this success the Head Teacher will:

1. provide vision, direction and leadership to create an excellent school;2. ensure the highest possible quality of education for all its children, promoting

excellence, equality and high expectations for all;3. effectively manage and evaluate teaching and learning, so that there is

continuous improvement in standards of learning and achievement;4. lead the school’s development of a broad, creative curriculum and productive learning

environment, which nurture the talents of all and ensure that all children have theopportunity to achieve their full potential;

5. identify and prioritise the requirements of the school as it continues to grow, and deploy resources to achieve the school’s aims;

6. build and maintain effective partnerships within the community and the wider community, for the benefit of the school and its children;

7. work with the Governing Body and school staff to develop a strategic view for the school in thecontext of its community, and ensure accurate school self-evaluation to inform schoolimprovement planning;

8. ensure that Ely St Mary’s C of E Junior School provides a caring, nurturing and safe environmentin line with its core Christian ethos.

The Head Teacher will play a leading role in the shaping of the distinctive Church school ethos. Supported by DEMAT, they will create a climate for learning where each individual, regardless of background and belief, is given an equal opportunity to develop intellectually, spiritually, morally, socially and culturally.


Securing Accountability

The Head Teacher is legally and contractually accountable to the DEMAT board of trustees for the school, its environment and all its activity, which is in part delegated to the Local Governing Body. The Head Teacher must also fulfil the wider accountabilities in relation to pupils, parents, carers, DEMAT, the Diocese and other relevant stakeholders.

This includes to:

1. engage the academy community in the systematic and rigorous self e‐ valuation of the work of the school and work closely with the LGB to ensure that effective self e‐ valuation informs improvement priorities;

2. ensure the roles and accountability of all members of staff are clearly defined, understood and effectively managed and that performance management and appraisals are undertaken;

3. collect and use a rich set of data to understand the strengths and weaknesses of the school;4. ensure that the academy is well prepared for, and able to respond positively to, external

inspection and review;5. be responsible for promoting and safeguarding the welfare of children and young persons.

Strengthening Community through Collaboration and Partnership

The Head Teacher will engage with the internal and external communities to secure equity and entitlement. This includes collaborating with governors, staff, parents/carers, other schools and agencies for the well‐being of all children and to develop extended services to meet the needs of the community.

The Head Teacher will:

1. recognise and champion opportunities for developing a rich and diverse learning community, which respects the rights, responsibilities and dignities of all;

2. engage in dialogue which builds partnerships and community consensus on values, beliefs and shared responsibilities;

3. listen to, reflect and act upon community feedback;4. build and maintain effective relationships with parents, carers, partners and the community

that enhance the education of all pupils;5. continue the development of a strong relationship with the local church.

This job description is not exhaustive. The Head Teacher might also be required to undertake additional duties at the reasonable request of the Local Governing Body.

The Local Governing Body and the Diocese of Ely Multi-Academy Trust are committed to safeguarding and promoting the welfare of children and young people, and head teachers must ensure that the highest priority is given to following guidance and regulations to safeguard children and young people. The successful candidate will be required to undergo an enhanced check from the Disclosure and Barring Service (DBS).


Managing the Organisation

The Head Teacher will provide successful leadership and management of the academy, and will be committed to continuous improvement of organisational structures and functions based on rigorous self e‐ valuation and in line with legal requirements. This includes adhering toemployment procedures which place the safety of the children at the heart of all practices.

Responsibilities will include:

1. the day‐to‐day organisation, deployment and effective management of the staff and resources of the academy;

2. establishing and sustaining appropriate structures and systems, prioritising, planning and organising themselves and others;

3. making professional, managerial and organisational decisions based on informedjudgements, and thinking creatively to anticipate and solve problems;

4. promoting good staff morale, by providing positive leadership, delegating tasksappropriately and enabling staff to achieve a healthy work‐life balance;

5. dealing with matters of staff discipline and grievance in accordance with policies andprocedures adopted by the LGB;

6. working with the LGB to ensure that the school delivers effective financial management, including proposing a balanced budget which meets the needs and addresses the priorities within the improvement and development plan, monitoring and reviewing the budget during the year, and presenting timely financial reports;

7. ensuring compliance with all applicable DEMAT, EFA, DfE and Diocese policies, inconsultation with governors and staff, and to provide all necessary information to theDEMAT, EFA, DfE and Diocese;

8. ensuring that all aspects of academy performance are monitored and evaluated in a robust, cyclical manner; to maintain records of self-evaluation and to identify areas for improvement so as to ensure that an improvement and development plan is in place, is delivered, and impacts on pupil outcomes.

Shaping the future – Strategic direction and development of the school

Working with the Local Governing Body, and listening to all members of the school community, the Head Teacher will:

1. model the shared values and vision for the school, and inspire, challenge, motivate and empower others to carry forward the vision;

2. develop a strategic plan for the school, placing it at the heart of the community, andanalyse future needs and development within the local, national and international context;

3. formulate policies and strategies for implementing the school’s aims and objectives, based on accurate school evaluation and improvement planning;

4. create and develop opportunities for partnership and collaboration within the community, as both the community and the school continue to grow.


Leading Teaching and Learning

The Headteacher is responsible for the provision of an exciting education that can fulfil the potential of each pupil. Working with the Local Governing Body, the Head Teacher will provide equal opportunities for all pupils, support pupils’ special educational needs, and ensure that all pupils are motivated and sufficiently challenged.

The Head Teacher will create a successful, productive and disciplined learning culture by:

1. modelling personal enthusiasm for and commitment to the learning process;2. demonstrating the principles and practice of effective teaching and learning, so that this

is secured and sustained throughout the school;3. implementing research and debate about effective learning and teaching, and so develop

and initiate relevant strategies to raise pupil achievement and attainment;4. monitor and evaluate the quality of teaching and the standards of pupil achievement

and attainment, and set targets for improvement;5. acknowledge and celebrate excellence, and challenge poor performance across the school;6. work with DEMAT and the LGB to enable staff to reach their full potential


7) Person SpecificationRequirements Essential Desirable Source of Evidence

Qualificationsand professional development

NPQH or equivalent Qualified Teacher Status Evidence of on-going

professional development

Experience ofleading/working within a leadership team to bring about school improvement

Application form/Interview

Experience Proven successful seniorleadership experience as a Head or Acting Head

Successful teachingexperience across the primary age range

Demonstrated pro‐active track record of leading change

Evidence of implementingstrategies for raising standards of teaching and learning successfully

Previous experience and responsibility for managing budgets, securing funding and developing resources

Experience as aNational or Local Leader of Education or other role in supporting other schools

Held leadresponsibility / designated person responsibility for child protection

Application form/references/ interview/ discussion/ presentation

Knowledge andUnderstanding

You will possess a:

thorough understanding ofthe national agenda in education

sound knowledge of expectations at EYFS, KS1 and KS2

well-developedunderstanding of whatmakes for effective teaching and learning

understanding of equality of opportunity, child protection and diversity issues

clear vision for creating acreative curriculum whichmeets the needs of all pupils and generates a love of learning

ability to use and implement assessment procedures to plan learning across the school.

involvement inlocal and national teaching and learning initiatives

desire to promote sport and physical well-being as well as outstanding art, music and cultural diversity



Requirements Essential Desirable Source of Evidence

Skills and Qualities

You will be able to :

inspire and lead staff and other stakeholders

be resilient to change andchallenge, maintaining apositive outlook

demonstrate skills in thinking and planning strategically

demonstrate excellent inter-personal skills

be forward-looking, andinnovative

lead a team and delegate effectively, empowering, valuing and developing other staff

use new technologies to enhance learning and organisational effectiveness

prepare children for the opportunities and challenges of the 21st century by supporting developments in digital and new media

lead change positively and effectively

positively manage difficult relationships with parents/ carers/staff

market and promote the school to ensure the school is at the heart of the community

References/ interview/ discussion/ presentation

Attitudes/Values

You will have a commitment to :

making a difference tochildren’s lives

high aspirations for all children

working in partnership withstaff, governors, parents and the wider community

working in collaboration with and supporting other schools

growing and nurturing a distinctive church school ethos


Suitability towork with children

You will be:

able to meet all vettingrequirements for working with children and young people

able to demonstrate commitment to the protection and safeguarding of children and young people

trained in safer recruitment procedures

experienced in working with partner agencies in child protection matters



Selection decisions will be based on the criteria outlined above. At each stage of the process, an assessment will be made by the appointment panel to determine the extent to which the criteria have been met.

When completing your application paperwork, you should ensure that you address each of these criteria and provide supporting evidence of how you meet the criteria through reference to work or other relevant experience.


Internal use onlyDate Received

8)Employment Application Form: HeadshipThe Governing Body is committed to safeguarding and promoting the welfare of children

and young people and expects all staff and volunteers to share this commitment.

Please ensure that you complete all sections of Part 1 and Part 2 of the application. Please note that providing false information will result in your application’s being rejected, or withdrawal of any offer of employment, or summary dismissal if you are in post, and possible referral to the police. Please note that checks may be carried out to verify the contents of your application form. Please complete the form in black ink or type. CVs are not accepted.

Vacancy Job Title HeadteacherEly St Mary’s C of E Junior School

Part 1. INFORMATION FOR SHORTLISTING AND INTERVIEWING

Initials Surname or Family name

2. LETTER OF APPLICATION Please enclose a letter of application. Please refer to the applicant information pack which may include instructions on completion of the letter of application

3. CURRENT / MOST RECENT EMPLOYMENT: IF TEACHINGName, address and telephone number of current school

1 Type of school Boys Girls Mixed Age range Number on Roll2 Type of school e.g. Community, Aided, Foundation, Academy, Free School, Independent etc.

Job title Please enclose a copy of your current job description

Subjects/age groups taught

Date appointed to this post

SalaryDate available to begin new job

4. CURRENT / MOST RECENT EMPLOYMENT: IF NON-TEACHING

Name and address of employer

Job title Please enclose a copy of your current job description

Date appointed to this post

SalaryDate available to begin new job


5. FULL CHRONOLOGICAL HISTORY Please provide a full history in chronological order since secondary education, including periods of any post-secondary education/training, and part-time and voluntary work as well as full time employment, with start and end dates, explanations for periods not in employment or education/training, and reasons for leaving employment.

Job Title Name and address of school, Number F/T or P/TDates Reason

or Position other employer, or description of activity on roll and type of school, ifFrom To for leaving

applicable Mth Yr Mth Yr

1

2

3

4

5

6

7

8

Please enclose a continuation sheet if necessary


6. SECONDARY EDUCATION & QUALIFICATIONS

Examinations Passed Date(s) Subjects and Grades

‘A’ Level or Equivalent

Other (please specify)

7. HIGHER EDUCATIONNames and Addresses of Univer- sity or College and/or University Education Department

DatesFrom To

Full or Part-timeCourses/subjects taken and Passed

Date of Exami- nation andQ ualifications Obtained

Age Groups for which Trained


8. PROFESSIONAL TRAINING ATTENDED AND/ OR DELIVERED Please list relevant courses attended/delivered in the past 3 years.

Subject and Organising Body Trainer or trainee? Date(s) Duration

9. NATIONAL PROFESSIONAL QUALIFICATION FOR HEADSHIP (Please give details. From8th February 2012 the NPQH became optional for appointment as a headteacher in a maintainedschool. Nevertheless prospective employers are entitled to prefer candidates with NPQH.


Title and Name

Address and post code

Telephone number

Email addressJob TitleRelationship to applicant

10. OTHER RELEVANT EXPERIENCE, INTERESTS AND SKILLS

11. REFEREESGive here details of two people to whom reference may be made. The first referee should normally be your present Headteacher, or Director of Children’s Services in the case of serving Headteachers in LA Schools, Chair of Governors in other cases. If you are not currently working with children please provide a referee from your most recent employment involving children. Referees will be asked about disciplinary offences relating to children, which may include any in which the penalty is “time expired” and whether you have been the subject of any child protection concerns, and if so, the outcome of any enquiry or disciplinary procedure. References will not be accepted from relatives or from people writing solely in the capacity of friends.

First referee

Second referee

Title and Name

Address and post code

Telephone number

Email addressJob TitleRelationship to applicant


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Part 2 Internal Ref . No. This section will be separated from Part 1 on receipt. Relevant responses may be verified prior to shortlisting and/or used for administration purposes but will not then be used for selection purposes. If you are called to interview you may be asked about the answers you have given to questions 15 to 19 and question 14 if relevant to the job.12. PERSONAL INFORMATION

Surname or family nameAll previous surnames

All forenames

TitleCurrent Address

Postcode

Resident at this address since

Home telephone number

Mobile telephone number

Date of birth

Email address

DfE reference number

National Insurance Number

Do you have a current full driving licence? Yes NoDid you qualify as a teacher after May 1999?

Yes NoIf Yes, in which school was induction completed?

Have you ever been subject to a child protection investigation by your employer or any other organisation?Yes NoIf YES please state separately under confidential cover the circumstances and the outcome including any orders or conditions. This will not be opened unless you are called to interview.

Do you require sponsorship (previously a work permit)?Yes NoIf YES please provide details under separate cover.

18. Are you related to or have a close personal relationship with any pupil, employee, or governor?Yes NoIf YES give details separately under confidential cover. This will not be opened unless you are called to interview.

19. NQTs ONLY:Have you provided evidence of passing the Skills Tests? Please tick or cross

Numeracy Literacy

20. Are there any special arrangements which we can make for you if you are called for an interview and/or work based assessment?

Yes NoIf Yes please specify, (e.g. ground floor venue, sign language, interpreter, au- diotape etc.).


13. COMPULSORY DECLARATION OF ANY CONVICTIONS, CAUTIONS OR REPRIMANDS, WARNINGS OR BIND-OVERS

If you are shortlisted you will be required to complete a “Disclosure of Criminal Record” form and bring the completed form to interview. If the job involves contact with children up to age 8 you will also be required to make a Disqualification Declaration. The information you give will be treated as strictly confidential. Disclosure of a conviction, caution, warning or reprimand will not automatically disqualify you from consideration. Any offence will only be taken into consideration if it is one which would make you unsuitable for the type of work you are applying for. However, offences relating to children may make you unsuitable since this is a “regulated position” under the Under the Criminal Justice & Courts Services Act 2000.

14. DATA PROTECTION ACT 1998

The information collected on this form will be used in compliance with the Data Protection Act 1998. By supplying information, you are giving your consent to the information being processed for all employment purposes as defined in the Data Protection Act 1998. The information may be disclosed, as appropriate, to the governors, to Occupational Health, to the Teachers Pensions Agency, to the Department for Education, to pension, payroll and personnel providers and relevant statutory bodies. You should also note that checks may be made to verify the information provided and may also be used to prevent and/or detect fraud. This form will be kept strictly confidential but may be photocopied and may be transmitted electronically for use by those entitled to see the information as part of the recruitment process. W hen the recruitment process is completed, the form will be stored for a maximum of six months then destroyed. If you are employed as a result of this recruitment process then this application form will be retained as part of your personnel record.

15. NOTES

(a) Under the Criminal Justice & Courts Services Act 2000 it is an offence for an individual who has been disqualified from working with children to knowingly apply for, offer to do, accept, or do any work in a ‘regulated position’. The position you are applying for is a “regulated position”.

(b) Canvassing, directly or indirectly, an employee or governor will disqualify the application.(c) Candidates recommended for appointment will be required to provide a satisfactory Enhanced

DBS certificate and complete a pre-employment medical questionnaire and may be required to undergo a medical examination.

.16. DECLARATION

I certify that, to the best of my knowledge and belief, all particulars included in my application are correct. I understand and accept that providing false information will result in my application being rejected or withdrawal of any offer of employment, or summary dismissal if I am in post, and possible referral to the police. I understand and accept that the information I have provided may be used in accordance with paragraph 13 above, and in particular that checks may be carried out to verify the contents of my application form

Signature of Applicant Date

Print Name


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PART 3 EQUALITY AND DIVERSITY MONITORING

This section will be separated from part 1 and part 2. Collection of equality information is solely for monitoring purposes to ensure that our policies and procedures are effective. We also collect this data in accordance with the general and specific public sector equality duties under the Equality Act 2010. Any data you enter onto this monitoring form will only be used for monitoring purposes and will not be used in assessing and or scoring your application or during the interview process. This information is kept fully confidential and access is strictly limited in accordance with the Data Protection Act.

Ethnic Group

WorkforceCensus Code Please tick

White

WBRI British English Welsh Northern Irish ScottishWIRI Irish

OOTH Irish Traveller

OOTH Gypsy

WOTH Other White background

Mixed

MWBC White and Black Caribbean

MWBA White and Black African

MWAS White and AsianMOTH Other Mixed background

Asianor Asian British

AIND Indian

APKN Pakistani

ABAN Bangladeshi

CHNE Chinese

AOTH Other Asian background

Blackor Black British

BCRB Caribbean

BAFR African

BOTH Other Black background

Other ethnic group OOTH Arab

Write in:

Prefer not to say REFU

Religion Please tickNo religionChristian (including Church of England, Catho- lic, Protestant and all other Christian denomina-tions)Buddhist

Hindu

Jewish

Muslim

Sikh

Any other religion write in

Prefer not to say


Yes Please complete the grid below

No

Prefer not to say

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