The post you have applied for involves working in the Further Education Sector, therefore all convictions must be declared under the Rehabilitation of Offenders Act 1974 (Exemptions) (Amendment) Order 1986.Prior to appointment you must disclose details of any criminal convictions, cautions or bind-over orders. An additional requirement is that a criminal record check via the Disclosure and Barring Service (DBS) (previously CRB checks) will be required for all posts that involve regular contact with children under 18 or vulnerable adults.
The College will require DBS disclosure certificates as evidence of clearance.
Where specific qualifications are required for the position for which you have applied, it will be necessary for you to produce certificates for verification. You should give full details of all examination results and grades. If you are unsure about your results or grades you should indicate this. You should also include any qualifications which you are currently working towards and any non-examined, but relevant, training and development.Teachers are required to complete details of teaching qualifications.
All applications must be received by midday on the closing date shown on the job description.Due to the large number of applications received by the college, we regret that we are unable to contact you unless you are shortlisted for the post and invited for interview. If you have not heard from the college within 6 weeks of the closing date, you should assume that you have not been successful on this occasion. This measure has been taken in the interests of efficiency and cost-effectiveness and we apologise for any inconvenience this may cause.
You will only be contacted should your application be successful.
For general enquiries contact The Human Resources Department on 01756 708 071
As an organisation using the Disclosure and Barring Service (DBS) (previously CRB) service to assess applicants’ suitability for positions of trust, Craven College complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of a conviction or other information revealed.Craven College is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
We have a written policy on the recruitment of ex‐offenders, which is made available to all Disclosure applicants at the outset of the recruitment process.
We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within Craven College and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.
Unless the nature of the position allows Craven College to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those in Craven College who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment. Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.