APPLYING FOR A JOB AT AMOS. Completing our application form guidance notes for candidates

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1 APPLYING FOR A JOB AT AMOS Completing our application form guidance notes for candidates To comply with AMOS Equality & Diversity Policy Statement, we intend to ensure that all applicants are treated fairly throughout the Recruitment & Selection process. To assist you in preparing your application, please read these notes carefully before completing the forms. The headings within the guidance, starting with Personal Information relate to the same-headed section on the Application Form, for ease of cross-referencing. The information you supply within the Application Form provides the only information we use to assess your initial suitability for the job and our decision whether or not to shortlist and progress your application. The Person Specification & Job Description Within the application pack, are a Person Specification and Job Description. These documents set out the knowledge, skills, qualities and experience necessary for the position and the key duties of the role. In your application, you need to explain how you feel you meet the criteria set out for the post. Introductory Notes Please complete your form in black ink. The form will need to be photocopied and other ink colours do not always copy well. Please complete the post title and reference number boxes on the application form. The use of the reference number on the form links your application with the right post. Please ensure you complete the header at the top of each page of the application form, requiring your name and the post reference number. Likewise, any additional sheets used must include the same information. Please make sure you return your application pack by 12 noon on the closing date, unless otherwise stated. We are only able to consider late applications in very exceptional circumstances. Personal Information You need to complete this section accurately and in full, as the information provided here assists us in meeting the requirements of the Asylum and Immigration Act 1996 and our duty to safeguard children and young people through a range of checks, some of which involve the use of this personal

2 data from this section. You should note that we are unable to offer employment to someone who does not have the right to live and work in the UK. Any job offers are conditional upon you providing proof of this right through appropriate documentation, further details of which will be supplied by you, in the event that you are shortlisted. Use of vehicle/driving licence This section should be completed if the use of a vehicle is a requirement for the post, which will be stated in the job documentation. Some posts denote as essential or desirable the driving of other vehicles, besides a care, eg, a minibus and, therefore, require a different licence category. Education, Qualifications and Training The Person Specification details any essential or desirable qualifications necessary for the post and these should be listed by you in this section. Education and qualifications means detailing the exams that you have passed and courses that you have undertaken. Training means telling us about the development opportunities or support that you have had within a paid or voluntary role to help you undertake a particular role or task. If you are shortlisted for the post, you will be asked to bring with you, to interview, proof of the key qualifications you have listed as having obtained. Further guidance on this point will be contained in the letter to shortlisted applicants. Membership of Professional Bodies You should tell us here about any professional organisation of which you are a member, related to your training, qualifications or work. If you provide details in this section, AMOS reserves the right to verify the membership status given and where a particular professional qualification is an essential requirement for the post, membership status will always be checked, for example, membership of the General Social Care Council for social care posts. Work History and Record The form asks you to give details, to the nearest month and year, of all previous jobs held, starting with the present or most recent experience. You should include all posts held whether they be or have been full or part time, permanent or temporary. Application Guidance Notes: Amended May of 5 Pages

3 In addition, or alternatively, some people will have developed relevant skills and experience through voluntary work and this can be stated in this section. If you include any voluntary work, you should still list the name and address of the organisation(s) you are or have been involved with. Gaps in Work History or Experience As part of our safeguarding checks, you are required to list information on any gaps in your employment history; for example, a gap year travelling post or pre-university, having a period as a full time carer for either children or another relative, a return to full time study or a period of unemployment. If you are shortlisted any gaps in your work history will be discussed with you at interview and you will be asked to verify those gaps as far as possible. Supporting Statement This section of the Application Form is very important. You should use it as the opportunity to demonstrate why you are suitable for the post and how you match up to the criteria stated. You may wish to use the Person Specification and Job Description as templates to complete this section, perhaps writing under each criterion or group of criteria, as a sub heading. You need to relate your experience and skills gained to the Person Specification and Job Description by giving succinct examples to evidence your statements. It is recommended that in giving examples: o You use the first person and active words in your statements such as I ve implemented or I organised ; o You refer to what you personally have achieved, rather than team, departmental or organisational outcomes. If you describe team or organisational achievements, you should state what part you played in them; o You try and state all relevant qualities, skills or experience; don t leave something out because it seems too obvious. You may also wish to refer to skills developed outside of work, whether through being involved in voluntary, community, social or home-based activities. References Safeguarding and protecting children and young people is of paramount importance to us. We are, therefore, rigorous in our pre-employment checks for this reason. Please ensure you give references that cover the last 5 years of employment including one from your current or most recent employer. Application Guidance Notes: Amended May of 5 Pages

4 The references you have offered will be taken up and any offer of employment is subject to receipt of references, satisfactory to ourselves. We also reserve the right to contact any other previous employer stated for a reference. With regard to posts which involve working with children or young people, we will also take into consideration relevant information received from any source. This may include information held by a relevant local authority, for example, in Social Care or Education, and information received form other external authorities or bodies. For posts involving work with children and young people, you will need to ensure that referee can validly comment on your work with such groups; that is they have first hand knowledge of your work with them. We recognise that you may not wish us to approach your current employer before a conditional offer is made and will not do so unless you have indicated that we may. The exception to this approach, applies to posts in residential care settings, where, as a minimum, the employment reference in respect of your current employment will be taken up prior to interview. If you are unemployed, you should include your last employer. You may also give a referee through any voluntary work you have or currently undertaken. Asylum and Immigration Act 1996 We are obliged under the Asylum and Immigration Act 1996 (as amended) to verify the identity of a job candidate for the post offered. If you are invited to interview, you will be advised of the identification documentation you will need to provide at the interview. A copy of the relevant documentation or part of the relevant document(s) will be retained on your personal file, if you are successful. If you are unsuccessful, copy documentation will be securely destroyed. Disclosures & Disclosure & Barring Service Checks This post is covered by the Rehabilitation of Offenders Act 1974 (Exceptions) (Amendments) Order 1986, the Criminal Justice and Court Services Act 2000 and the Protection of the Children Act A caution or conviction will not necessarily stop you applying for this post. There are, however, certain offences, which will debar you from working with young people under the regulations made under the Protection of Children s Act 1999, including Schedule 1 offences such as sexual and violent offences. If you require a confidential discussion concerning previous offences before applying for a post you can contact, Samantha Goodrickmeech on At interview, or in a separate discussion, we will ensure that an open and measured discussion takes place on the subject of any offence or other matter that might be relevant to the position. Failure to reveal information Application Guidance Notes: Amended May of 5 Pages

5 that is directly relevant to the position sought could lead to withdrawal of an offer of employment. All information given will be treated as strictly confidential and will be stored securely. Once you have verbally confirmed acceptance of an offer, we will make an application to the Disclosure Barring Service and ask them to send you a certificate. We will be advised by the DBS if the certificate has any disclosures on it, but will not be given details. In the event that the certificate contains disclosures, we will ask you to bring the certificate to us and we will discuss the content of the certificate with you. All job offers are made pending satisfactory references and Disclosure Barring Services (DBS) check. If you require any further information, go to: Signing and Returning your Application Please keep a copy of your completed form. The interview will include questions about the information you have given on the form; for example, as part of our safeguarding checks which will verify with you the personal and work history information supplied. Please return it to Amos Aftercare Ltd, PO Box 7103, Wolverhampton WV1 9BS (marked for the attention of AMOS, Manager) or via to: If you require any further advice on any of the above, please contact the Manager on If you submit your application electronically, you will be asked to sign your application if invited to shortlist interview. By signing your application, you are indicating that the statements you make are true and complete. Making a false statement on your application may affect any offers of employment made to you or your future employment with AMOS. The role will be subject to a 6-month probationary period during which your performance will be carefully monitored. The probationary period may be extended or your employment terminated part way through the probationary period if necessary. PLEASE ENSURE ALL SECTIONS OF THE APPLICATION FORM ARE COMPLETED FULLY AS WE ARE NOT ABLE TO CONSIDER INCOMPLETE APPLICATIONS. Application Guidance Notes: Amended May of 5 Pages

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