Thank You for Expressing an Interest in Joining Our School

Applying for a job at Allerton High School

This school is committed to promoting and safeguarding the welfare of all children Thank you for expressing an interest in joining our school. The application pack contains a number of documents providing background information about our school and the vacancy that we are advertising. We hope you will find this information useful and we look forward to hearing from you.

Making an Application Interview and Selection Process

Application Form Those candidates who meet all the requirements for the post will be short listed and details of the If you wish to be considered for this post please interview programme will be confirmed in writing. complete the enclosed application form providing full details of your education and As part of the selection process, in addition to employment history, including any unpaid or assessing your skills and knowledge against the voluntary work. Where there are gaps in your requirements of this role, specific questions will employment please state the reasons why (eg be asked to assess your suitability to work with gap year, career break, unemployed, etc). children.

You will note that we require details of two Under the Disability Discrimination Act 1995 and referees, one of which must be your current or 2005, we are legally required to consider making most recent employer. reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment CVs are not accepted as part of the application and selection process. We are therefore process. committed to meeting, wherever possible, any needs you specify on the application form. Supporting information Please contact the school if you need to discuss this in any detail. This section of the form is very important. It gives you an opportunity to explain why you are We will consider any reasonable adjustments applying and why you are the best person for under the terms of the Disability Discrimination this job. Use the job description and person Act to enable an applicant with a disability (as specification as your guide and give specific defined under the act) to meet the requirements examples, where possible, to demonstrate how of the post. you match the requirements for this post. If you do not have enough space, please attach a Induction and Continuous Professional separate sheet. Development

Please remember to sign the declaration on The Headteacher and Governing Body are the final page of the application form. committed to ensuring your well being and continuous professional development in this role. For teaching posts: in addition to the On appointment the Headteacher will discuss an application form, please submit a formal letter of appropriate induction programme with you that application (up to 2 sides of A4) detailing your will help familiarise you with the culture of the experience of teaching and learning and the school, local practices, policies and expectations. impact your contribution will make in terms of raising standards at our school. You will be offered the opportunity to further develop your professional knowledge by participating in local training events and, where The closing date for applications is: appropriate, working towards further qualifications. Noon on 16 June 2017 Medical Assessment Pre-employment checks A satisfactory medical assessment will be required for all staff before we confirm any offer of an References appointment. If you are short listed we will normally take up references before the interviewSchool Policiesdate. One of your referees must be your current or most recent employer. Two satisfactory references Child Protection must be received before we confirm any offer of This school is committed to safeguarding and an appointment. The information we request promoting the welfare of children and young people will relate to salary, length of service, sickness and expects all staff and volunteers to share this absence record, skills and abilities, suitability for commitment. We have a designated senior member the job, disciplinary record and suitability to of the leadership team who is responsible for work with children. referring and monitoring any suspected case of Copies of references or references that are abuse. All members of staff will receive training in addressed “to whom it may concern” will not be line with our child protection policy. accepted. On receipt of references, your referees may be contacted to verify any Whistle Blowing discrepancies, anomalies or relevant issues as We recognize that children cannot be expected to part of the recruitment verification process. raise concerns in an environment where staff fail to do so. Therefore our policy is to ensure that all staff Disclosure & Barring Service Check are made aware of their duty to raise concerns Employment at this school is subject to an about any inappropriate attitude or actions of enhanced check with the Disclosure and colleagues. Barring Service. Checks will also be made Code of Conduct and Personal Behaviour against the Protection of Children List (PoCA) and the DCSF List 99. All such checks must The school believes that it is essential for standards be satisfactory before we confirm any offer of of conduct at work to be maintained to ensure an appointment. delivery of quality services and also to protect the well being of all its employees and pupils. Under the Rehabilitation of Offenders Act 1974 (Exemption Amendment) Order 1986, there are The Headteacher and governing body regard a number of jobs where we must take account everyone working at our school as a role model to of convictions, even though they are ‘spent’. All our pupils. As such employees should conduct posts at this school are regarded as such. themselves with integrity, impartiality and honesty. However, spent and/or unspent convictions may Furthermore, everyone in the school has an not necessarily make you unsuitable for absolute duty to promote and safeguard the welfare appointment. of children. Registered teachers are in addition bound by the codes and professional values of the Validation of Qualifications GTCE (General Teaching Council, England). While All short listed candidates will be asked to bring registered teachers are bound by the code, the original certificates of relevant qualifications to school considers the principles to apply to all staff interview. These will be photocopied and kept employed at the school. on file and may be confirmed as genuine with the relevant awarding bodies. Equal Opportunities

Right to Work in the United Kingdom We are committed to promoting best practice in our efforts to eliminate discrimination and to create a Under the Asylum and Immigration Act 1996, it working and learning environment were all are is a criminal offence to employ anyone who is treated fairly and with respect. not entitled to live or work in the United Kingdom. Applicants can expect us to ask for We take action to ensure that nobody is treated less proof of this at interview stage, where you will favourably than anyone else because of their colour, be asked to provide some original race, ethnic or national origin, religion, gender, documentation to confirm that you are eligible to sexual orientation, disability or age. work within the UK. Photographic proof of Full details of all these policies are available in identity will also be required. school.