Personal Details:

Driving Licence:

Statement of Application

You are invited to provide further information in support of your application. Please make full use of this section and continue on additional sheets if necessary. Please refer to the person specification for the post and also include: • The reasons why you are applying for this post; • The personal qualities and experience that you feel are relevant to your suitability for the post; • Key responsibilities and achievements in your present or most recent job which are relevant to this application; • Details of any relevant interests or activities.

Reasonable Adjustments to the Shortlisting Process:

Prosperity Children’s Services welcomes applications from disabled people. Please indicate in the box below if there is anything that we need to do, or take into consideration, to ensure that the shortlisting process is fair in relation to a disability.Candidates who are invited for interview will be asked in the invitation letter if they require any adjustments to be made to the interview or other selection activities.

Declarations

This post is exempt from the Rehabilitation of Offenders Act 1974. If you are appointed you will be required to undertake an Enhanced Disclosure & Barring Service (DBS) check (previously known as a CRB check). You are required to declare any unspent convictions, cautions, warnings and bind-overs you may have, regardless of how long ago they occurred, as well as any pending criminal proceedings or current police investigations. Having a criminal record will not necessarily prevent you from taking up appointment; this will depend on the nature of the offence(s) and their relevance to the post you are applying for. However, should you not declare any of the above and this is subsequently revealed, e.g. through the DBS check, then this may place your appointment in jeopardy. Important changes to the law on the disclosure of criminal records information mean that a prospective employer can only ask you to disclose any unspent cautions, convictions, warnings or bindovers, that are not "protected" under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). New filtering rules have also been introduced, although these rules do not apply for individuals who have two or more convictions. Guidance and criteria on the filtering rules can be found at the Disclosure and Barring Service website at: https://www.gov.uk/government/publications/filtering-rules-for-criminal-record-check-certificates. Also, because positions in working with children are considered to be ‘excepted’, when your certificate is issued it may contain information on spent convictions that the DBS decides your employer needs to take into account in order to ensure the protection of vulnerable groups, including children. In addition, some specific offences will never be removed from a DBS certificate, such as serious sexual and violent offences. You can view this specified list of offences at: https://www.gov.uk/government/publications/dbs-list-of-offences-that-will-never-be-filtered-from-a-criminal-record check. Further guidance on what convictions you must declare and a policy on recruiting ex-offenders are available from the HR.

It is a criminal offence for barred individuals to seek, or to undertake, work with children. If you have answered ‘YES’ to either of the above, please provide further details on a separate sheet in a sealed envelope marked ‘CONFIDENTIAL’.

Declaration: By signing this application form and providing the information above I understand that I am authorising Prosperity Children’s Services to consult the DBS Update Service in the context of its recruitment and safeguarding procedures and agree to provide the relevant disclosure certificate to facilitate this process.

A Note on Childcare Disqualification Requirements

In addition to undertaking checks to ensure that members of staff are suitable to work with children, children’s homes are also specifically required to establish that members of staff are not disqualified from working with children who have not yet reached the age of 8 in order to comply with the Childcare Act 2006 and the Childcare (Disqualification) Regulations 2009. All staff responsible for the provision or management of such childcare (including teaching) are therefore required to declare that they are not disqualified from undertaking such work upon appointment. A disqualified person is not permitted to provide or manage care for children under age 8 unless they apply for, and are granted, a waiver from Ofsted. In summary, a person may be disqualified through: • Inclusion on the Children’s Barred List; • Being cautioned for, or convicted of, certain violent and sexual criminal offences against children and adults; • Grounds relating to the care of children (including where an order is made in respect of a child under the person’s care); • Having registration refused or cancelled in relation to childcare or children’s homes or being disqualified from private fostering; • Living in the same household where another person who is disqualified lives or works (referred to as disqualification ‘by association’). Disqualification also applies to equivalent offences committed overseas. The Regulations do not automatically apply to all posts in settings where there is no provision for children under 8. You will therefore be informed if the Regulations are relevant to the post you are applying for. Should you need to, you can find out more about disqualification in the Department for Education’s guidance: https://www.gov.uk/government/publications/disqualification-under-the-childcare-act-2006

Disciplinary Issues

Form Section

I declare that the information I have given on this form is correct. I understand that providing false or misleading information is an offence which could result in my application being rejected, or, in the event of employment being obtained, may result in disciplinary action being taken, up to and including summary dismissal. It could also result in a referral to the police. I understand that my application form will be retained on file for a period of six months (or transferred to my personnel file in the event that my application is successful) and give my consent for the personal data supplied to be used for the purposes of recruitment and selection.

Retention of Application Forms: The General Data Protection Regulation (GDPR) It is Prosperity Children’s Services policy to retain all application forms for unsuccessful applicants for a period of six months, after which time they are securely destroyed. If another suitable vacancy arises during that period which we think might suit your skills and experience, we may contact you to make you aware of the vacancy.