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Step 1

Step 2 General Information

Information for Shortlisting and Interviews

Step 3 Letter of Application

Please complete the section below which details why you are suitable for the post, your experience to date and how this meets the person specification.

Step 4 Present / Last Employment

Step 5 Full Chronological Employment History

Please provide a full history in chronological order (most recent first) since leaving secondary education, including periods of any post-secondary education/training, and part-time and voluntary work as well as full time employment, with start and end dates, explanations for periods not in employment or education/training, and reasons for leaving employment.

Employment 1

Employment 2

Employment 3

Employment 4

Employment 5

Employment 6

Step 6 Education and Qualifications


Higher Education 1

Higher Education 2

Higher Education 3

Higher Education 4

Professional Courses Attended

Other Relevant Experience, Interests and Skills

Step 7 References

Give here details of two people to whom reference may be made. The first referee should normally be your present or most recent Headteacher or equivalent person. If you are not currently working with children please provide a referee from your most recent employment involving children.

Referees will be asked about disciplinary offences relating to children, which may include any in which the penalty is “time expired” and whether you have been the subject of any child protection concerns, and if so, the outcome of any enquiry or disciplinary procedure. References will not be accepted from relatives or from people writing solely in the capacity of friends.

Reference 1

Reference 2

Step 8 Personal Information

Relevant contents may be verified prior to shortlisting but will not then be used for selection purposes.

Step 9 Teachers only

Step 10 Compulsory declaration of any convictions, cautions or reprimands, warnings or bind-overs

As the job for which you are applying involves substantial opportunity for access to children, it is important that you provide us with legally accurate answers. Upfront disclosure of a criminal record may not debar you from appointment as we shall consider the nature of the offence, how long ago and at what age it was committed and any other relevant factors.

Please disclose any unspent convictions, cautions, reprimands or warnings. Please note that the 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. Guidance and criteria on the filtering of these cautions and convictions can be found at the Disclosure and Barring Service. Failure to declare any convictions (that not subject to DBS filtering) may disqualify you for appointment or result in summary dismissal if the discrepancy comes to light subsequently.

If the answer is Yes

If the answer is "Yes", you must record full details in a separate, sealed envelope marked with your name and 'Confidential: Criminal Record Declaration' and enclose it with your application. If you would like to discuss this beforehand, please telephone in confidence to the CEOs Personal Assistant for advice. In accordance with statutory requirements, an offer of employment will be subject to satisfactory DBS clearance.

Step 11 Data Protection Act

The information collected on this form will be used in compliance with the Data Protection Act 2018 and GDPR. The information is collected for the purpose of administering the employment and training of employees. The information may be disclosed, as appropriate, to the trustees, to Occupational Health, to the Teaching Agency, to the Teachers Pensions Agency, to the Department for Education, to pension, payroll and personnel providers and relevant statutory bodies. You should also note that checks may be made to verify the information provided and may also be used to prevent and/or detect fraud.

Step 12 Notes

a) When completed, this form should be returned in accordance with the instruction in the advertisement for the job or in the applicant’s information pack.

b) Canvassing, directly or indirectly, an employee or trustee will disqualify the application.

c) Candidates recommended for appointment will be required to complete a pre-employment medical questionnaire and may be required to undergo a medical examination.

Step 13 Equality and Diversity Monitoring

This section will be separated from part 1 and part 2. Collection of equality information is solely for monitoring purposes to ensure that our policies and procedures are effective. We also collect this data in accordance with the general and specific public sector equality duties under the Equality Act 2010. Any data you enter onto this monitoring form will only be used for monitoring purposes and will not be used in assessing and or scoring your application or during the interview process. This information is kept fully confidential and access is strictly limited in accordance with the Data Protection Act.

Ethnic Group



Do you consider that you have a disability?

Sexual Orientation


Personal Relationship

Step 14 Declaration

I certify that, to the best of my knowledge and belief, all particulars included in my application are correct. I understand and accept that providing false information will result in my application being rejected or withdrawal of any offer of employment, or summary dismissal if I am in post, and possible referral to the police. I understand and accept that the information I have provided may be used in accordance with paragraph 13 above, and in particular that checks may be carried out to verify the contents of my application form

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