Further Information & Guidance for completing the Additional Information section:
If you are successful at interview and offered employment, your offer will be conditional upon us receiving satisfactory further information. The type of information that we will require from you at this stage will vary depending on the role that you are offered. It may include information on:
- References - for all positions, you will be asked to provide the name, position and contact details of two referees. If you are, or have been employed, these should be your two most recent employers, your line manager or someone in a position of responsibility who can comment on your suitability for the post. If you are a student, you will need to provide contact details of a teacher at your school, college or university.
- Your eligibility to work/remain in the UK
- Your driving licence/record
- Your fitness to practice, e.g. whether you are subject of a fitness to practice investigation or proceedings by a licensing or regulatory body in the UK or in any other country
- Whether you have ever been removed from the register or have had conditions made on your registration by a fitness to practice committee or the licensing or regulatory body in the UK or in any other country
- Criminal convictions, cautions, reprimands and similar criminal offence
Some roles require a current full driving licence. If you are unsure whether the post you are applying for requires this, please refer to the job advert, supporting recruitment information or Job Description/Person Specification. If this is not a requirement for your role, you are not required to complete the driving section below.
For certain posts you are required to be registered with the relevant professional bodies (e.g. NMC, GMC, HCPC) Any offer of employment will be conditional on satisfactory registration checks with these bodies.
Due to the nature of our work at the Hospice and in order to protect certain vulnerable groups within society, there are a number of posts and professions that are exempt from the provisions of the Rehabilitation of Offenders Act 1974. These include posts where, in normal course of their duties, successful applicants will have access to persons in receipt of health services or supervising children. If the post you have applied for falls within the above category it will be exempt from the provision of the Rehabilitation of Offenders Act by virtue of the Rehabilitation of Offenders Act (Exceptions Order) 1975.
Applicants for these roles are, therefore, not entitled to withhold information about convictions which for other purposes are ‘Spent’ under the provisions of the Act and in the event of employment, any failure to disclose such convictions could result in dismissal or disciplinary action by the employing organisation. Any information given will be confidential and will be considered only in relation to posts to which the order applies.
Amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account.
Disclosure & Barring Service (DBS)
If you are applying for a post involving access to persons in receipt of health services or supervising children, your offer of employment may be subject to a satisfactory disclosure from the Disclosure and Barring Service (DBS). Failure to reveal information relating to any convictions could lead to withdrawal of an offer of employment. If in doubt, please refer to the job advert, supporting recruitment information or Job Description/Person Specification.
For more information or advice on any of the above, please contact the HR Team.