Your Declaration:  Please read the information below. By submitting this application you are declaring to the best of your knowledge that the information provided is correct.  You also understand that you may be rejected (or if in employment you may be subject to dismissal without notice) in the event that it is evidenced that you have withheld relevant information or given false information.

If you want to view the content of the application, prior to completing it on line, click on the attached.

By applying for a post you are consenting to the Council’s employment checks.  Any offer of appointment will be made subject to pre-employment checks which will be undertaken at various stages of the recruitment and selection process.

Personal Details:  This is the first part of the application, you will need to complete any mandatory field which is indicated with a * on this page, and any future page if this is displayed.

Equality monitoring: This information is really important to us as it enables us to understand the types of candidates applying for our roles, and helps us view what happens to them in the selection process.  We want to take steps to ensure our processes are fair, free of bias and promote equality of opportunity for all candidates.
The information is also required to enable the Council to meet its legal duty to publish a summary of workforce monitoring information.  We are required to monitor and publish information on job applicant’s protected characteristics e.g. age, disability, gender reassignment, race, religion or belief, sexual orientation, marriage and civil partnerships. 
Please do take the time to complete this information, it is not made available to the recruiting manager as it is only retained within the HR & OD service and anonymised to produce summary information for publication. 
If you are appointed, as an employee you can update your own personal information on our HR & Payroll computerised information system.

Equality information: By completing this application you are consenting to the use of this information for equality monitoring purposes.

References:   As a minimum, two references are required for the majority of posts. Please complete all reference details in full as this can lead to delays. 
Your references should include at least one from your current employer or, if not currently working, your last employer. In the case of a school leaver or student you can include a Head Teacher, teacher or college lecturer.  In the event this is not possible a character reference is acceptable.  A character reference may also be provided if you have no employment reference but this cannot be from a relative.
We reserve the right to contact any previous employers (or all for some registered posts) provided on the application.  You will be advised by the recruiting manager when and which references will be requested. 

Relationship to Elected Members or employees of the Council: To ensure that we have a fair and objective selection process, you need to tell us if you are related to, or have a close personal relationship e.g. share a home, with an elected member or a Council employee.
In the event that you contact an elected member or employee of the Council with a view to gain their support for your appointment, you will be excluded from the selection process automatically.

Memberships: Please include your current professional body memberships, especially if it is a requirement to practice. This will be checked as part of the process.
Current and previous employment history: You must complete this section in full, providing the reason for leaving previous employment. If you have had breaks in employment including gaps from leaving school or later in your career, please provide the dates and reason for these. 

Qualifications: At the interview stage, you will be required to produce evidence of your qualifications/membership of professional or other bodies that are essential for the post that you have applied for. 

Further studies: List any professional development and the year it was undertaken, as relevant to the role you are applying for.

Experience: You should include your reasons for applying for the post and relevant experience for the role.  you can also attached a document, should you wish to.

Criminal records checks from the Disclosure and Barring Services (DBS)
See the document Disclosure and barring service checks and safe storage on the jobs page.
An employer must not discriminate against ex-offenders.  Legislation provides rules for certain spent convictions/ cautions and they are not subject to disclosure to an employer.  Therefore, they cannot be taken into account in employment decisions.
However, in some roles a provision enables employers to legally request a standard or enhanced DBS certificate.  These provisions are set out in the Rehabilitation of Offenders Act 1974 (Exceptions Order 1975).   It is essential you complete any disclosure if these are required and you must not withhold information that would be disclosed on your DBS certificate. 
The job pack will highlight whether the job for which you are applying will be subject to a standard or enhanced DBS check.   
Having a DBS check disclosure which details any criminal conviction, cautions, reprimands or previous employment sanctions does not automatically bar you from employment.   Suitability for employment will be based on the selection process and take into account all the pre-employment checks made, including any disclosure information.  This will then be assessed in terms of the role being offered and within DBS guidelines.
For further information please view the DBS website www.gov.uk/dbs

Other
Right to work:  The Immigration Asylum and Nationality Act 2006 requires employers to check that potential employees/existing employees are legally entitled to work and live in the United Kingdom.

Interview guarantee scheme: The Council operates an interview guarantee scheme for candidates who have identified themselves with disabilities, “The two ticks scheme”.  This ensures that an applicant who has disclosed a disability and meets the essential requirements, as set out in the person specification, will normally be invited to the selection process/interview.
At the selection stage, all applicants will be judged on their abilities, as demonstrated through the selection and assessment process, regardless of any protected characteristic including disability.  All appointments will be based on merit and ability to perform in the role.
The Council will make any reasonable adjustments it is able to make in the workplace to mitigate against the effects of a declared disability.

Veteran Guaranteed Interview Scheme: The Council supports the Armed Forces Covenant Commitments  and provides a guaranteed interview scheme for Armed Forces Veterans. This scheme aims to:
• Assist you if you are a veteran to overcome barriers to finding civilian employment
• Enable veteran’s re-employment prospects by giving  the chance to improve the transition and resettlement into civilian life
• Complement the re-employment support provided by the Ministry of Defence to veterans leaving the armed forces
• Contribute to the Council’s economic and later life priorities, specifically in relation to developing an appropriately skilled workforce, and ensuring financial security and independence in later life
• Benefit from the transferable skills and qualities veterans can offer
If you are a Veteran applying for a job, you will need to indicate on the online application your veteran status. A guaranteed interview will be offered to veterans, provided the following criteria are met:
• The Armed Forces is your last long term employer
• No more than 3 years has elapsed since you left the Armed Forces
• The Veteran meets the essential criteria for the advertised role
This scheme does not guarantee a role for veterans, as the Council normal selection procedures will be followed.  Any appointment is based on merit and on criteria based on the job description and person specification.

Your data - Data protection and privacy notice
The Council’s Human Resources and Organisation Development (HR&OD) privacy notice explains why we collect, store and retain your data, and any third parties it may be shared with, and it can be found at: HR&OD Privacy Notice