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.
If you are offered an interview, you will required to complete a criminal record declaration appropriate to the role. We recognise the contribution that former ex-offenders can make as employees and volunteers and welcome applications from them. A person’s criminal record, in itself, will not debar that person from being appointed to a role. Suitable applicants will not be refused roles because of offences which are not relevant to, and do not place them at, or make them a risk in, the role for which they are applying.
All cases will be examined on an individual basis.
Further guidance on disclosing a criminal record can be obtained from NACRO and DBS websites:
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.