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Please provide your education history here, including ALL qualifications, both academic and vocational, and any ongoing study:
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Please note due to our requirements under the Health & Social Care Act, we require full & unequivocal employment history. This must date back to when you left full time education, include months & years and any gaps accounted for.
Please include all employment and voluntary work since leaving school, starting with your most recent employment and working back. Please ensure all time periods are accounted for including any gaps (e.g. travelling, maternity leave, unemployment etc).
Please provide details of two referees who can comment on your suitability for this position.
Your first referee must be your current employer (or most recent employer if you are not currently employed), or your teacher/tutor if you are a school/college leaver. Your second referee can be either an employment or character reference (however please note that we cannot accept references from family members).
We will only take up references if an offer of employment is made and accepted, and will ask for your consent before we do so. Any offer of employment will be conditional upon receipt of satisfactory references.
Policy statement on recruiting applicants with criminal records
The post you are applying for is ‘exempt’ from the Rehabilitation of Offenders Act 1974 and therefore you are required to declare any convictions, cautions, reprimands and final warnings that are not "protected" (i.e. filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). For further information on filtering please refer to Nacro guidance and DBS website.
We recognise the contribution that former or ex-offenders can make as employees and volunteers and welcome applications from them. A person’s criminal record will not, in itself, debar that person from being appointed to this post. Any information given will be treated in the strictest confidence. Suitable applicants will not be refused posts because of offences which are not relevant to the role and which do not make them a risk in the role for which they are applying
All cases will be examined on an individual basis, taking the following into consideration:
Failure to disclose all convictions, cautions, reprimands or final warnings that are not “protected” could result in disciplinary proceedings or dismissal.