Office Manager

You are advised to read through the information requirements of the application form before you start

to complete it.

Please complete the form in BLACK INK .

Please ensure that you complete all sections of Part 1 and Part 2 of the application form.

The information supplied in Part 1 will be used for the purpose of shortlisting applicants for interview.

The information supplied in Part 2 will be removed upon receipt of a completed application form and

used in support of the administrative process of selection, and where the school makes a conditional

offer of appointment.

Please note that providing false or misrepresentative information may result in your application being

rejected, the withdrawal of a conditional offer of employment, summary dismissal if you are in post,

and referral to other statutory bodies and agencies, where necessary.

Only fully completed application forms will be considered for shortlisting. CVs will not be accepted.

Further checks may be carried out to verify the information you provide.

You may attach a separate letter of application of no more than 2 sides of A4 in support of your

completed application form.

Please refer to the applicant information pack for any additional information about this role and how

to apply for it.

If selected to attend for interview, you will usually be contacted, by email, with further details of the

interview date, time etc. Please ensure that you check your emails on a regular basis.

Please return this form and any supporting documents directly to the school via email or in the post

to the school address. Please mark the envelope for the attention of the Office Manager ., Please provide details of two people to whom a reference request may be made. The first referee would normally

be your present or most recent employer. We would expect this to be the Headteacher (or equivalent person) if

you are currently working in a school.

If you are not currently working with children but have done so previously, please provide a referee from your most

recent employment involving work with children.

References will not be accepted from relatives or from people writing solely in the capacity as friends .

In compliance with the General Data Protection Regulation (GDPR), please be aware of the data we will collect

and process when requesting your references.

Reference requests sent to your referees will ask the referee to confirm, as a minimum:

• the referee’s relationship with the candidate

• details of the applicant’s current post and salary

• performance history whilst in post

• all formal, time-limited capability warnings which have not passed the expiration date

• all formal, time-limited disciplinary warnings not relating to safeguarding concerns which have not passed

the expiration date

• all disciplinary action where the penalty is "time expired" and relate to safeguarding concerns

• details of any concerns relating to safeguarding and child protection, and where applicable, the outcome of

any relevant investigation or enquiries

• whether the referee has any reservations as to the candidate’s suitability to work with children. If so, the

school will ask for specific details of the concerns and the reasons why the referee believes the candidate

may be unsuitable to work with children

In line with the statutory guidance set out in Keeping Children Safe in Education, it is normal practice to

take up references on shortlisted candidates prior to interview.

The school will observe a request not to approach a current employer at this stage in the recruitment process, on

the basis that, in any event, satisfactory references will be sought and confirmed as part of a conditional offer of

employment.

Name: Name, Successful applicants for teaching posts will be required to provide evidence of their QTS status and registration

with The Regulations Agency (TRA)

Date of gaining Teacher

Qualified Reference

Teacher Status (TR) No:

(QTS):

DBS Update Service: (please complete, where applicable)

The DBS Update Service will be checked as part of a conditional offer to the preferred candidate

DBS Certificate

Number:

Disability Confident Scheme:

Shropshire Council operates an interview guarantee scheme for people with a disability who meet the essential

criteria of the post, as assessed via a fully completed application form.

(NB: The Equality Act defines a person as having a disability if he/she "has a physical or mental impairment which

has a substantial and long-term adverse effect on his or her ability to carry out normal day to day activities")

Do you consider yourself to have a disability? Please enter ‘YES’ or ‘NO’

If yes, please indicate below, the arrangements we can make should you be shortlisted to attend

for interview., 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 defined as

‘regulated activity’.

The position you are applying for is "regulated activity" and as such is subject to an Enhanced DBS check with

children’s barred list information.

Criminal records, where disclosed by the DBS, will be assessed pragmatically and on an individual basis by

the school in conjunction with Shropshire HR. Any decision not to appoint somebody because of their

conviction(s) is made in line with the school’s policy on the recruitment of ex-offenders.

In accordance with Keeping Children Safe in Education 2021, all shortlisted applicants are required to disclose

details of:

• any previous ‘unspent’ criminal convictions

• any cautions which have not expired

• any bind-overs, warnings or reprimands

• any pending prosecutions

As the post you are applying for is exempt from the provisions of the Rehabilitation of Offenders Act 1974

(exceptions order 1975), you are required to disclose all spent convictions and cautions, except those which

are ‘protected’ under Police Act 1997 – Part V and the amendments to the Exceptions Order 1975 (2013).

Protected data is not subject to disclosure to employers on a DBS certificate and so cannot be considered when

making a recruitment decision.

Guidance on the filtering of "protected" cautions and convictions which do not need to be disclosed by a job

applicant can be found on the Disclosure and Barring Service website.

If you are invited to attend for interview, you will be required to disclose your criminal record on a Self-

Disclosure Declaration Form issued by the school.

Any information provided through this process will be treated in strictest confidence.

The Self-Disclosure Declaration Form must be completed and returned in advance of the interview to enable

the interview panel to review the information, so that it can be discussed and considered at interview and before

a DBS certificate is received.

Disclosure of a conviction, caution, bind-over order, warning or reprimand will not automatically disqualify you

from consideration for appointment. An offence will only be taken into consideration if it would make you

unsuitable for the type of work you are applying for.

B: Prohibitions & Childcare Disqualifications

Teacher prohibition and interim prohibition orders prevent a person from carrying out teaching work as defined

in the Teachers’ Disciplinary (England) Regulations 2012 in schools and other settings.

In accordance with the requirements of The School Staffing (England) (Amendment) Regulations 2013, any

future appointment is subject to a check with the Department for Education to ensure that an individual is not

subject to a prohibition order or an interim prohibition order., All shortlisted applicants invited to interview are required to state that they are not subject to a prohibition order

or an interim prohibition order.

Checking that an individual is not subject to disqualification under the Childcare Disqualification Regulations

2018 is an additional requirement to the general child safeguarding arrangements provided under the

Disclosure and Barring Service (DBS).

Relevant checks will be carried out for individuals appointed to work with children aged 5 and under, including

reception classes, and staff appointed to work in wraparound care for children up to the age of 8, such as

breakfast clubs and after school care.

C: Checks on Identity, Right to Work in the UK & Medical Questionnaires

All offers of appointment are conditional until satisfactory completion of mandatory pre-employment checks, to

include the verification of identity and the right to work in the UK.

In line with the statutory guidance set out in Keeping Children Safe in Education 2021, in order to prove your

identity, you will be asked to present your birth certificate, where this is available.

The right to work in the UK will be established in line with government guidelines, and before the offer of

employment can be confirmed. Further guidance is available via the government website.

Should a conditional offer of employment be made, a pre-employment medical questionnaire will be issued,

and the preferred candidate may be required to undergo a medical examination.

D: Data Protection

The personal information collected in Part 1 and Part 2 of the application form will be processed in compliance

with the GDPR and associated Data Protection regulations.

In completing and submitting the application form, you give your consent for the information provided to be

processed as part of the recruitment and selection process administered by the school. If appointed, you give

your additional consent to the information being processed for employment purposes, as defined in legislation.

The information you provide may be disclosed, as appropriate, to governors, the school’s appointed

Occupational Health service provider, the Teachers Pensions Agency, the Department for Education, payroll

and HR providers and any other relevant statutory body or agency.

All completed application forms for appointed candidates form the basis of the contract of employment and will

be processed and stored in strictest confidence and accessed only by those entitled to see the information for

the purposes of employment., The Equality Act 2010 places a general duty on Shropshire Council and its schools to promote equality. It is a

matter of policy and practice that no person, whether a job applicant, employee, service user or third party

receives any less favourable treatment because of their gender, marital status, family status, lifestyle, age,

ethnicity, religion, sexual orientation, disability, political affiliation, trade union membership or any other

condition or requirement which cannot be shown to be justifiable.

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 be used for monitoring purposes, only, and will not be used in

assessing and or scoring your application or during the interview process.

This page will be separated from part 1 and part 2 and processed in accordance with the General Data

Protection Regulation 2018 (GDPR), as outlined in section D.

E: Secondary Education & Qualifications: (please continue on a separate sheet if necessary)

Evidence of essential qualifications will be required as a condition of appointment.

Name of Date Date to Subject Level (e.g., Grade

school/college from GCSE/A-level) awarded, Evidence of essential qualifications will be required as a condition of appointment.

Name of educational Date Date to Subject Level (e.g., Grade

setting from degree/PGCE awarded

etc)

G: Training & Competencies

Please list below relevant job-related training you have undertaken, and/or any professional qualifications

achieved, other competencies and language ability other than English.

Evidence of essential qualifications will be required as a condition of appointment.

Date Course Title Course Provider, White WBRI British/ English/ Welsh/ Christian (including

Northern Irish/ Scottish Church of England,

Catholic, Protestant

and all other

Christian

denominations)

WIRI Irish Buddhist

WIRT Traveller of Irish Heritage Hindu

WROM Gypsy / Roma Jewish

WOTH Any other White background Muslim

Mixed MWBC White and Black Caribbean Sikh

MWBA White and Black African Prefer not to say

MWAS White and Asian Other, please state

below

MOTH Any other Mixed background

Asian or Asian British AIND Indian Sexual Orientation Enter

‘X’

APKN Pakistani Bi-sexual

ABAN Bangladeshi Gay man

CHNE Chinese Gay woman

AOTH Any other Asian Background Heterosexual

Black or British BCRB Black-Caribbean Other

BAFR Black-African Prefer not to say

BOTH Any other Black background Gender Enter

‘X’

Other ethnic group ARAB Arab Female

CHNE Chinese Male

REFU Refused/Prefer not to say Transgender

OOTH Any other ethnic group Prefer not to say

Disability: Do you consider yourself to have a disability?

Please state ‘YES’, ‘NO’ or ‘PREFER NOT TO SAY’