APPLICATION FORM
Please return this application form to:
HR Department, Retail Trust, Marshall Hall, Hammers Lane, London, NW7 4DQ.
Tel: 020 8201 0110 Fax: 020 8358 7230 email: [email protected]
Please do not enclose your CV with this application.
Position applied for:
…………………………………………............
Personal Details
Surname:
………………………………………………….
First Name(s):
………………………………………………….
Mr / Mrs / Miss / Ms /Other:
………………………………………………….
Address:
………………………………………………….
………………………………………………….
E-mail Address:
………………………………………………….
Daytime Telephone No:
………………………………………………….
Evening Telephone No:
………………………………………………….
May we contract you at work Yes/No ………………………………………………….
Are you related to a Trustee or a previous or current employee of Retail Trust?
If yes please provide details.
…………………………………………………………………………………………………
………………………………………………………………………………………………..
Do you hold a full valid driving licence? (if a requirement on person
specification). Yes / No
………………………………………………….
ASYLUM AND IMMIGRATION ACT 1996
Under the terms of the Asylum and Immigration Act 1996, Retail Trust can only
employ people who are entitled to work in the UK. In observing this Act, Retail
Trust will need to see a document which confirms this entitlement before
employment starts. It would also be helpful if you confirm entitlement to work
in the UK
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Retail Trust Application Form February 2015
Present or most recent employment;
Name and address of employer: …………………………………………………………
………………………………………………………………………………………………….
Job Title:
………………………………………………………….
Brief description of duties:
…………………………………………………………
………………………………………………………………………………………………….
………………………………………………………………………………………………….
………………………………………………………………………………………………….
………………………………………………………………………………………………….
Dates Employed:
From: ……………
To: ………….
Salary and other benefits: ………………………………………………..
Who do you report to:
(Post Title)
………………………………………………………………….
Notice required or reason for leaving if currently unemployed:
………………………………………………………………………………………………….
………………………………………………………………………………………………….
How many days have you been absent due to illness in the last 2 years?
Reason(s) for above sickness absence
………………………………………………………………………………………………….
………………………………………………………………………………………………….
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DETAILS OF PREVIOUS WORK EXPERIENCE :
Please start with most recent experience and account for any breaks in employment.
From
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To
Organisation name
Your position
and approximate
leaving salary
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Retail Trust Application Form February 2015
Brief description of duties
and reason for leaving
EDUCATION AND TRAINING
Date
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School, College etc
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Retail Trust Application Form February 2015
Qualifications
Are you currently studying?
Yes / NO
………………………………………..
If YES:
College:
………………………………………..
Couse:
………………………………………..
Qualification:
………………………………………..
Completion date:
……………………………………….
Professional or other qualifications
Are you a member of any professional organisations? Yes / No
……………………………………………………………………………………..
If so, which and what level(s)?
……………………………………………………………………………………..
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REHABILITATION OF OFFENDERS ACT 1974 (EXCEPTIONS ORDER 1975)
Due to the nature of the post holder’s duties for which you are applying, you are required
to disclose all spent and unspent convictions. We also need to know if you have any
convictions for abuse or whether you have been subject to any investigation or enquiry
into abuse or other inappropriate behaviour.
This post is subject to a relevant Disclosure by the Criminal Records Bureau or/
Disclosure Scotland. A conviction will not necessarily be a bar to employment. Retail
Trust follows the Criminal Records Bureau and Disclosure Scotland Codes of Practice.
Do you have any criminal convictions or have you been subject to any
investigation or enquiry into abuse or other inappropriate behaviour?
Yes/No
Please give details of any convictions for criminal offences including those that may be
“spent”. Please provide this information on a separate sheet and attach it to your
application form and return to us in the envelope provided.
PERSONAL STATEMENT
Please state your reasons for applying for this post and include any relevant information
in support of your application. You should state clearly the ways in which you feel you
meet the requirements of the Person Specification and Job Description. Continue on
another sheet as necessary.
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Retail Trust Application Form February 2015
(PERSONAL STATEMENT cont)
REFERENCES
Please give the names and addresses of two referees, one of whom should be your
present or immediate past employer or in the case of school/college leavers, the
Head of your last school or Head of department/Tutor of your college.
Please tick the box provided if you do not wish us to contact your referee(s)
before interview.
Name:
…………………………………………………………………..
Position:
..………………………………………………………………..
Work Relationship:
………………………………………………………………….
Organisation
……………………………………………………..…………..
Address:
………………………………………………………………….
………………………………………………………………………………………………
Tel. No:
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………………………………………………………………….
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Retail Trust Application Form February 2015
Name:
…………………………………………………………………..
Position:
..………………………………………………………………..
Work Relationship:
………………………………………………………………….
Organisation
……………………………………………………..…………..
Address:
………………………………………………………………….
………………………………………………………………………………………………
Tel. No:
………………………………………………………………….
Retail Trust reserves the right to contact any of your previous employers.
I declare that, to the best of my knowledge and belief, the information I have given in
applying for this position is true and accurate. I understand that if it is subsequently
found that any information is false or misleading, my employment may be terminated
without notice.
By signing and returning this application, I consent to the processing of the form’s
data, including any Criminal Records Bureau / Disclosure Scotland check which will
be kept confidential and used only for the purposes of selection and administration.
I agree that Retail Trust can keep DBS information for six months, or Disclosure
Scotland information for 90 days, or, in the event of my being offered a position, as
long as is necessary. This information will be used to consider whether or not to
offer me a position, the terms on which to make such an offer, to answer any queries
about my application and to monitor the recruitment process.
Signed …………………………………………
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Date …………………………………..
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Retail Trust Application Form February 2015
*If you are successful in your application and selected for an interview please ensure
that you inform us in your application form if you require any special arrangements
organised so that we can facilitate for your needs on our assessment or interview
day*.
ASYLUM AND IMMIGRATION ACT 1996
Retail Trust must ensure that the charity does not employ anyone who is not entitled to live or work in
the UK. In order to meet our obligations under the above Act, we have to ask all applicants if they are
able to produce one or more of the documents listed below either at their interview or if they are
offered a post. Please answer the following questions and return this sheet with your completed
application form.
NAME
………………………………………………
DATE FORM COMPLETED:
………………………………………………
Are you a UK citizen?
Yes / No
If NO, do you have permission
to live and work in the UK?
Yes / No
Please indicate by ticking the appropriate box below whether you are able to produce any of
the following documents:
□
□
□
□
□
□
□
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A P45, a payslip from a previous employer, a P60 or a National Insurance
number. Please note that temporary NI numbers do not apply.
A passport describing you as a British citizen or as having the right to stay in the UK,
or a Certificate of Entitlement or letter issued by or on behalf of the UK Government
certifying that you are allowed to stay in the UK.
A certificate of registration or naturalisation as a British citizen or a letter from the
Home Office.
A birth certificate issued in the UK or Republic of Ireland.
A passport or national identity card or residence permit issued by a country
which is subject to the EEA Agreement describing you as a national of that
country.
A passport, letter from the Home Office or other travel document endorsed to show
that you have current leave to enter or remain in the UK and are allowed to take up
the employment in question.
A passport or other travel document stamped to show that you have a current right of
residence in the UK as a family member of a named person who is a national of a
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Retail Trust Application Form February 2015
member state of the EEA Agreement living in the UK.
□
□
A passport describing you as a British Dependent Territories citizen and which
indicates that your status derives from a connection with Gibraltar.
A current work permit or other approval to take up employment issued by the
Department for Education and Employment.
Policy on the recruitment of ex-offenders
As an organisation using the Criminal Records Bureau (CRB), Disclosure Scotland and PVG Scheme to assess
applicants’ suitability for positions of trust, Retail Trust complies fully with the relevant Codes of Practice and
undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject
of a check on the basis of conviction or other information revealed.
Retail Trust is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race,
gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending
background. The charity’s Trustees monitor the effectiveness of this policy.
This policy is made available to all Disclosure applicants at the outset of the recruitment process.
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, including those with criminal records. We select all candidates for
interview based on their skills, qualifications and experience.
A Disclosure is only requested where there is a requirement to seek one or after a thorough risk assessment has
indicated that one is both proportionate and relevant to the position concerned. For those positions where a
Disclosure is required, all application forms, job adverts and recruitment details 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 a
designated person within Retail Trust and we
guarantee that this information is only be seen by those who need to see it as part of the recruitment process.
Unless the nature of the position allows Retail Trust to ask questions about spent and unspent criminal records
we only ask candidates about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those in Retail Trust 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 ex-offenders, e.g. the
Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the
subject of any offences or other matter that might be relevant to the position. Failure to reveal information that
is directly relevant to the position sought could lead to withdrawal of an offer of employment.
We make every subject of a CRB/Disclosure Scotland/PVG check aware of the existence of the relevant codes of
Practice and make a copies available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before
withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar applicants from working with us. This will depend on
the nature of the position and the circumstances and background of the offences.
All Retail Trust’s policies are subject to periodic review and may be amended
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