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Manager Essay

1429 words - 6 pages

PAGE THREE… ADDITIONAL INFORMATION IN SUPPORT OF YOUR APPLICATION Please refer to the Person Specification when completing this part of the application form. This is the most important section as it gives you the opportunity to sell yourself as being the right person for the job. When filling this in, don’t just repeat your work history, instead try and provide evidence using examples where appropriate, that you have the skills, abilities, knowledge and experience asked for. The Person Specification lists the attributes required to undertake the duties and responsibilities of the post and is designed to assess your suitability for the job. Therefore ...view middle of the document...

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. Once the need for a certain task/role has been identified, we select all candidates for interview based on their skills, qualifications and experience. For those positions where a Disclosure is required, all application packs 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 the HR team at After Adoption and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process. We ensure that all those in After Adoption 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 exoffenders, e.g. the Rehabilitation of Offenders Act 1974. At interview, or in a separate discussion, measured discussion takes place on the subject that might be relevant to the position. Failure directly relevant to the position sought could of employment. we ensure that an open and of any offences or other matter to reveal information that is lead to withdrawal of an offer

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

SECTION 1 Notes relating to criminal convictions A criminal conviction includes… • a sentence of imprisonment, youth custody or borstal training • an absolute discharge, conditional discharge, bind over • a fit person order, a supervision or care order, a probation order or an approved school arising from a criminal conviction • simple dismissal from the Armed Forces, cashiering, discharge with ignomy, dismissal with disgrace or detention by the Armed Forces • detention by direction of the Home Secretary • detention centre, remand home or attendance centre orders • a suspended sentence • a fine or any other sentence not mentioned above OFFENCE SECTION 2 Disclosure of criminal/disciplinary proceedings
• After Adoption has a policy on the recruitment of exoffenders, which is made available to applicants. We require applicants, employees and volunteers to disclose criminal convictions or cautions spent or unspent under the terms of the Rehabilitation of Offenders Act 1974 You must also indicate any criminal or disciplinary proceedings against you The information you provide will be treated as...

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