Careers
At Wellington College
Exciting opportunities at Wellington College.
This section needs to include ALL employment (including voluntary) post-secondary (or equivalent) education, both in the UK and abroad. All fields need to be filled in.
Starting with your most recent employer, please provide details of your employment history. In the case of your most recent role. *
In accordance with child safeguarding requirements, please ensure that any gap in employment or training since leaving secondary (or equivalent) education is accounted for below.
Application forms with gaps in history post-secondary (or equivalent) education will not be progressed. Failure to provide this information may result in your application being withdrawn.
Please provide details in chronological order. Please note that the College is required to see all qualification certificates listed before an offer of employment can be made. If you are unable to do so, please tick the relevant box below and we will contact you to discuss this in further detail should you be shortlisted for interview. In order to comply with KCSIE regulations we require a full education history including secondary education onwards.
Education History
Please provide all relevant professional development activities you have undertaken in the last five years.
Have you, at any point in the past ten years, lived outside of the UK for a period of three months or greater? If so, then please provide details, including the dates, country visited and reason below.
Please note, should you be successful in your application you will be required, for child safeguarding purposes, to obtain police checks from each country (at your own cost) prior to commencing employment.
Please provide details of two referees
who we may contact for references. All offers of employment will be subject to the
receipt of suitable references, covering a minimum five-year employment
history, which are considered satisfactory by the College.
One of these must be your current
or most recent employer. However, If you are not currently working with
children but have done so in the past in either a paid or voluntary capacity,
at least one referee must have known you in your most recent role working with
children.
In accordance with statutory
safeguarding guidance (Keeping Children Safe in Education), the College is
required to take up references on all shortlisted candidates before interview. (Unless indicated not to contact your current
employer).
If the College receives a factual
reference, i.e., one which only contains limited information about you,
additional references may be requested.
References will not be accepted from
relatives or from people writing solely in their capacity as a friend. The College
reserves the right to take up references from any previous employer.
If you have previously worked overseas,
the College may take up references from your overseas employers.
The College will also telephone your
references in order to verify the reference they have provided.
It is the College’s policy to employ the best qualified personnel and to
provide equal opportunity for the advancement of employees including promotion
and training and not to discriminate against any person because of, and
including, race, colour, nationality, ethnic or national origin, religion or
religious belief, sex, sexual orientation, marital or civil partner status,
pregnancy and maternity, gender reassignment, disability or age. All new appointments are subject to a
probationary period.
The College is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.
A copy of the College’s Recruitment, Selection and Disclosure policy (which includes the College’s policy on recruitment of ex-offenders, is available to download from the College’s website. Please take the time to read them.
If your application is successful, the College will retain the information provided in this form (together with any attachments) on your personnel file for the duration of your employment. If your application is unsuccessful, all documentation relating to your application will normally be confidentially destroyed six months after the date on which you are notified of the outcome.
Please be aware
that the College applies for an Enhanced Disclosure from the Disclosure and
Barring Service (DBS) for all positions at the College which amount to
regulated activity. For the avoidance of
doubt, all employed roles at the College are deemed to meet the legal
definition of regulated activity with children unless advised otherwise. If you are successful in your application you
will be required to complete a DBS Disclosure Application Form. Employment with the College is conditional
upon the College being satisfied with the result of the Enhanced DBS
Disclosure. Any criminal records
information that is disclosed to the College will be handled in accordance with
any guidance and / or code of practice published by the DBS.
The College will
also carry out a check of the Children's Barred List. Please be aware that it is unlawful for the
College to employ anyone to work with children if they are barred from doing
so, and it is a criminal offence for a person to apply to work with children if
they are barred from doing so. The declaration at Section 13 of this Form
therefore asks you to confirm whether you are barred from working with
children.
The role you are
applying for at the College is also exempt from the Rehabilitation of Offenders
Act 1974 and the College is therefore permitted to ask you to declare all
convictions and cautions (including those which would normally be considered
"spent") in order to assess your suitability to work with
children. In this form you will be
required to provide details of all spent and unspent convictions and
cautions. However, you will not have to
disclose a caution or conviction for an offence committed in the United Kingdom
if it has been filtered in accordance with the DBS filtering rules.
If you
are successful in being shortlisted for this role, you will be required to
provide information about your suitability to work with children by completing
a self-declaration form
Having a
criminal record will not necessarily prevent you from taking up employment with
the College. Instead, the College will
assess each case on its merits and with reference to the College's objective
assessment criteria set out in the College's 'Recruitment, Selection and Disclosure
Policy and Procedure'.
The College is an equal opportunities employer and aims to ensure people are recruited, selected, trained and promoted based on job requirements, skills, abilities and other objective criteria.
The College will ensure that no job applicant or employee receives less favourable treatment on the grounds of any protected characteristic or is disadvantaged by conditions or requirements which cannot be shown to be justified as being necessary for the safe performance of the job.
Wellington College uses the DBS Disclosure service to assess applicants’ suitability for positions of trust. The College complies fully with the DBS Code of Practice and undertakes to treat all applicants fairly. The College undertakes not to discriminate unfairly against any subject of a Disclosure based on conviction or any other information revealed. The College considers it essential that the confidential and personal information contained in the Disclosure issued from the DBS is used fairly and sensibly to avoid unfair discrimination of applicants for appointments at the College.
The DBS code of practice can be found at www.gov.uk/government/organisations/disclosure-and-barring-service.
As a responsible employer, we have a duty to prevent illegal working in the UK by carrying out document checks on all applicants before employing them to confirm they have a right to work here. If your application is successful, we will ask you to bring along to your interview original copies of your passport, relevant unexpired work visa or immigration approval. Please note that if you require immigration approval or a specific working visa to work in the UK, any offer of employment made will be conditional on the necessary approvals being obtained.
If you have a medical condition, the Disability Discrimination Act (1995) requires employers to make reasonable adjustments to the job content or working environment. To achieve this, we need to know whether you are covered. Definition of Disability: “A physical or mental impairment which has a substantial and long-term effect on a person’s ability to carry out normal day-to-day activities in a non-work environment.”
I confirm that the information that I have given on this application form is true and correct to the best of my knowledge
I also understand that the information provided may be entered onto a computer for monitoring purposes and in compliance with the principals of the General Data Protection Regulation (GDPR) and will be treated in a secure and confidential manner.
I understand that providing false information is an offence which could result in my application being rejected or (if the false information comes to light after my appointment) summary dismissal and may amount to a criminal offence
I confirm that I am not named on the Children's Barred List or otherwise disqualified from working with children