Please insert details
Job Title:
Job No:
School:
Email to hr@spenvalleyhighschool.co.uk
Application for employment
Please complete the form and provide your written evidence as to how you meet the requirements of the
job either on the questionnaire if one has been provided or on separate sheets of paper.
Personal Details
Title (select as appropriate): Dr ☐ Mr ☐ Mrs ☐ Miss ☐ Ms ☐ Other (please specify)
Surname(s):
First name(s):
Previous surname(s):
Address:
Post Code:
Email Address:
Telephone: Work: Home:
Mobile:
Where did you find out about this job?
National Insurance No*:
NQT (Teachers Only) : Yes: ☐ No: ☐
Date of Birth*: Date of Satisfactory
Completion of Induction:
DFE No (Teachers Only): Induction Assessments 0:☐ 1:☐ 2:☐ 3:☐
GTC Registered (Teachers Only): Yes:☐ No: ☐ Completed :
If you are related to any councillor or employee of Kirklees Council or a member of a Kirklees school
governing body in the case of jobs in schools, please give details.
If none, please tick the box ☐
Name:
Job title:
Relationship to you (aunt, brother, partner etc):
If the job requires you to have a driving licence please tick which type of licence you hold:
Full ☐ HGV ☐ PSV ☐ None ☐
* This information is required to ensure correct identification of candidates
References– remember to ask your referees for permission before you give their name.
One Reference must be from your current employer or your most recent employer
Name:
Email:
Address:
Post Code:
Tel:
Occupation:
Relationship:
Name:
Email:
Address:
Post Code:
Tel:
Occupation:
Relationship:
References will be requested as part of the recruitment process and they will form part of the decision
making process. . As part of the Keeping Children Safe in Education guidance, it is advised that Schools
request references prior to interview. The guidance can be viewed in the link below:
https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/550511/Keeping_children_sa
fe_in_education.pdf
Your Referees must be able to answer questions concerning your employment history and suitability for the
post which includes any details of any investigations and/or disciplinary action – this forms part of the
requirements under “Safeguarding & Safer Recruitment in Education”. Please do not give the names of
friends or family.
After a conditional offer has been made your referee will be asked for information regarding your sickness
absence record during the past 24 months.
If you are applying for a Headship your Local Authority will be required to provide representation.
Work History
Present Employment (or last job for applicants currently unemployed)
Job title:
Date employment
started:
Date employment
ended (if applicable)
Reason for leaving/looking for
other employment :
Notice required
(if applicable):
Name of employer/School:
Name of Local Authority/Agency:
Address:
Post Code:
Current Salary:
Grade:
Briefly describe
your duties:
Previous Employment
This section deals with your previous employment. Start with the most recent and please include any part-time, casual or voluntary work. We need details of
previous employment (paid or unpaid), and also periods of non-employment e.g. child care, unemployment etc. If you use additional sheets please remember
to put your name and the post applied for on each extra page and number it.
Job Title Main Duties Name and Address of From To Wage/Salary Reason for Leaving
Employer
If you need more space, please attach additional sheets and tick this box ☐
Education and Qualifications
This section deals with school education/further. Please include the dates when you started and finished each level of education. (Sight of original certificates
would be required if you are successful).
Periods of Study. Degrees or certificates
Dates of Awards
Please indicate Full/Part Time obtained
Name of Schools/ College/ University Attended From To Details/subject/grades
If you need more space, please attach additional sheets and tick this box ☐
Breaks / Gaps in Employment / Education
Please explain any breaks in your educational attainment and/or employment history in the
following space.
If you need more space, please attach additional sheets and tick this box ☐
Relevant Information
Please read this section carefully as this is the most important part of your application
Using this page and if needed additional paper, demonstrate your ability to meet the
requirements of the job by giving clear, concise examples of each criterion in the Employee
Specification in the following order or by completing the questionnaire if attached:
Relevant Experience, Education and Training Attainments, General and Special Knowledge, Skills and
Abilities, Additional Factors including continual Professional Development.
If you need more space, please attach additional sheets and tick this box ☐
Additional Information
1. **If you are in receipt of a pension payable under the Teachers’ Pension Regulations
following early retirement, please indicate the grounds on which you were retired:
**Please note – this clarification is required as a result of the Teacher’s Pensions regulations, it will not be used for any other
purpose when considering your application.
Interest of efficiency / Redundancy / Ill health (delete as appropriate) .
Date of retirement
In certain circumstances where you are in receipt of your pension from Teachers’ Pensions, this limits you to the amount of
work you can undertake, or in some cases (if a health related retirement) it prevents you from returning to work at all.
There are different regulations depending on the type of retirement and the date the pension was awarded.
If you think that this applies to you then please seek advice from Teacher’s Pensions by calling: 0345 6066166 or speak to the
Pensions Team at Kirklees Council by calling: 01484 225095.
2. If you have received a redundancy payment in respect of a previous employment with a local
authority, please give details.
**Please be aware that if you have recently received a redundancy payment from your previous employer (and your employer
was one that is listed under ‘The Redundancy Modification Order’) a relevant break in service must occur before you re-
commence any period of re-employment, If this applies to you then please seek advice from our Pensions Team by calling
01484 225095.
Name of Authority
Date of Redundancy
Criminal Convictions
The Rehabilitation of Offenders Act 1974 provides that certain criminal convictions become ‘spent’ after the
passage of time, that is the law will treat them for the most purposes as if they have never happened and it is not
necessary to disclose them on Application Forms. The Rehabilitation of Offenders Act 1974 (Exceptions) Order
1975 contains certain classes of employment where a person can be asked to disclose spent convictions. The
job for which you are now applying falls within that order.
However, the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013) provides that
certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers and cannot
be taken into account.
For details of what criminal convictions must be declared please refer to the following guidance:
https://www.gov.uk/government/news/disclosure-and-barring-service-filtering It is your responsibility to read this
information in full and complete the application form accurately.
If you fail to disclose that you have been convicted of a criminal offence or received a caution, reprimand or
warning this may lead to dismissal or disciplinary action by the authority. Any information given will be treated in
the strictest confidence and will be considered only in relation to an application for which the order applies.
For jobs that are subject to a disclosure, please note that a criminal record will not necessarily bar you from
employment. This will depend on the nature of the position you are applying for and the circumstances and
background of the offence.
Do you have any convictions, cautions, reprimands or final warnings that are not "protected" as
defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013)
by SI 2013 1198? Please give details below:
Date Details of conviction, caution, reprimand or warning Penalty
Are there any matters pending? Yes ☐ No ☐
If ‘Yes’ please
give details
I declare that the particulars given are correct and I have not withheld any facts which might unfavourably
affect my application. I am aware that to withhold or falsify information could result in dismissal or
disciplinary action.
Last name:
First name:
Signed: Date:
N.B. If you fail to complete this section of the application form you may not be shortlisted or invited to attend
an interview.
We will treat all information provided on this form in the strictest confidence - you may provide
additional information in writing and in confidence or indicate that you wish discuss in more detail
if invited for interview.
Important Notice to Applicants
Kirklees Council takes its duty of care to the people who receive services from us very seriously.
To ensure all reasonable care is taken, references will always be taken from your current employer and we
reserve the right to take up references from any previous employers, or places where you have carried out
voluntary work.
It is important, therefore, that you give exact names and current addresses of previous employers/voluntary
work areas. Please also advise us of any change to your name relevant to previous employment, ie known
by your maiden name. Failure to provide this information may result in any offer of appointment being
delayed.
You may be offered the job subject to satisfactory pre-employment checks which can include obtaining an
Enhanced DBS disclosure certificate. Some Schools will not allow newly appointed candidates to
commence employment until an individual is in receipt of a cleared and valid DBS disclosure certificate.
This intensive procedure can take some time; however, I am certain you will appreciate the reasons why
such stringent checks are made, and ask you to bear with us whilst they are completed.
Data Protection Act 1998 applies. We will treat all information relating to your application in confidence. If
you are unsuccessful, your form will be destroyed 6 months after the closing date although the Council
reserves the right to add your details to our database of suitable candidates for other similar jobs. We may
also contact job seekers for recruitment research.
I have not canvassed (either directly or indirectly) any councillor or employee of
Kirklees Council and will not do so.
I declare that the information I have given on this form is complete and accurate and
that I am not barred or disqualified from working with children and / or vulnerable
adults nor subject to any sanctions or conditions on my employment imposed by a
regulatory body or the Disclosure and Barring Service. I understand that to knowingly
give false information, or to omit information, could result in the withdrawal of any
offer of appointment, or my dismissal at any time in the future.
Please sign the form*
Signed Date:
Print Name:
Additional Information for Applicants
(Please read before completing the form)
Tear off and retain
Kirklees Council
Kirklees Council is the largest organisation in the area providing a wide range of services for the diverse
local community of some 423,000 residents. We have a multi-million pound budget and employ around
17,300 people (12,400 full time equivalents).
We provide excellent working conditions for all employees including generous holidays, flexible hours of
work for most jobs and the opportunity to enjoy the benefits of being a member of the Local Government
Pension Scheme. Staff receive first class training and support and there are a number of schemes and
policies to assist employees.
All new employees to Kirklees Council are subject to a six month probationary period. (Please see below
for teachers).
If this is not going to be your only job whilst employed by Kirklees Council you must discuss and agree this
with your line manager.
Further details on Kirklees can be found on our website at www.kirklees.gov.uk
Induction (Teachers)
The Education (Induction Arrangements for School Teachers)(England) Regulations 2008 require newly
qualified teachers to complete successfully an induction period before being confirmed into employment.
For a full-time teacher the length of the induction is one year (3 terms) and for a part-time teacher the
period of time it would take to complete a full year of service. Information explaining about the induction
year will be provided upon appointment to a post.
Qualifications (Teachers)
If applying for a teaching post you must hold a qualification recognised for qualified teacher status
under the terms of the Education (Specified work and Registration) (England) Regulations 2003 or any
subsequent regulations.
What Happens Next?
Shortlisted candidates will be contacted after the closing date. If you do not hear from us within 4 weeks,
please assume that on this occasion your application has been unsuccessful. However do not let this stop
you from applying for other vacancies.
Please contact us if you require special arrangements or adjustments for the Interview.
Complaints Procedures
If existing employees have any concerns over a recruitment exercise they have recently undertaken –
please refer to the Council’s Dispute Resolution.
The guidance for external applicants is as follow:-
The Council has both a desire and statutory duty to ensure that employees are appointed solely on merit
and that all processes and procedures are fair, transparent and accommodate individual needs by way of
reasonable adjustments where these are required. If you apply for a job with the Council and you consider
that at either the short-listing or interview stage you have not been treated fairly or you do not understand
the recruitment decisions, you may take the following steps:-
1. Contact either the Chair of the recruitment panel or the Chair of the Schools Governing Body and
request feedback on why you have not been successful at either short-listing or interview.
2. If you are not satisfied with the feedback provided – write to HR Recruitment, 3rd Floor, High Street
Buildings, Huddersfield HD1 2NQ or, telephone 01484 221000 and you need to set out reasons why
you think you may have been treated unfairly. (This needs to be set out clearly – something more
substantial than you simply do not agree with the recruitment decision making). Any concerns need
to be made within ten working days of hearing the recruitment outcome that generated the concerns
or complaint.
3. Upon receipt of such a complaint, the HR Service will make arrangements to have your concerns
looked into and you will receive a response, normally within ten working days. Depending on the
nature of the response you may be offered a meeting to explain matters, but more usually it will be
possible to do this in writing. If the circumstances are such that it will take longer to look into the
matters you have raised, you will be communicated with over the likely timescale.
4. In terms of the Council’s own procedures, any decision by the Assistant Director, Children & Young
People Service is final, however, this does not prevent applicants pursuing any statutory rights they
may have through an Employment Tribunal.
Please get your application form in on time and
GOOD LUCK!
