Making your Application

The following advice is designed to assist you with your application and to explain the process that we will use to select the most suitable applicant for the post:

• Read the job information very carefully before completing the application form
  
• The job description lists the main duties of the post and the person specification describes the skills, knowledge and experience, and, if relevant, qualifications that we are looking for
  
• When completing your application form, think carefully about why you want the job and what experience and skills you have to offer. These may be from previous employment (paid/voluntary/domestic), study, or general interests and life experience. Please remember that it is not sufficient to merely repeat what is in the person specification – you must give clear examples of how you meet each requirement
  
• We cannot guess or make assumptions about your knowledge, skills or experience therefore, the information that you provide on your application form will be the only basis on which we can decide whether or not you will be selected for interview
  
• We aim to be an equal opportunity employer and require the same range of information from all candidates. This is why we ask you to submit a standard application form and do not accept either a CV or testimonials
  
• The application form includes a monitoring form. This is included to enable the County Council to monitor the effectiveness of its policies relating to equality and diversity. All monitoring forms are treated confidentially and are not used in the selection process
  
• Any information that you provide relating to any disability will only be used to consider adjustments that might be needed to give you equal consideration to other applicants
  
• If you have ever been convicted of a criminal offence, bound over or cautioned, regardless of your opinion of the seriousness of the matter, you must complete the section of the application form headed “Convictions/Disqualifications” with particular care. Criminal records will only be taken into account for recruitment purposes when a conviction is relevant. Unless the nature of the work demands it, you will not be asked to disclose any convictions which are “spent” under the terms of the Rehabilitation of Offenders Act 1974 - but see note below. Having an unspent conviction will not necessarily bar you from employment. This will depend on the circumstances and background to the offence, and the nature of the job that you are applying for. Under the Rehabilitation of Offenders Act 1974, a conviction will become “spent” (i.e. treated as if it had never occurred) when the individual has not committed another serious offence after a certain period of time. Rehabilitation periods vary according to the type and length of conviction originally incurred.
  
  For example:

1. Imprisonment for between six and thirty months – Ten years
2. Imprisonment, detention in a young offenders institution or youth custody for six months or less – Seven years
3. Probation – Five years (if under 18, the longer of two and a half years or when the order ceases to have effect)
4. Fine or community service order – Five years
5. Absolute discharge (whatever age) – Six months
6. Conditional discharge, bind over – The longer of one year or whenever the order ceases to have effect

Important Notes - If the post is covered by the Rehabilitation of Offenders Act (Exemptions) Order 1975, detail must be given about all convictions, whether spent or not. If you are in any doubt as to whether you must disclose a conviction or caution, you should contact the Central Human Resources team on 01905 766215 for confirmation. The information that you provide will not be disclosed to the Selection Panel. This will ensure that if you are not required to disclose this information, it will not influence the decision of the Selection Panel.