Careers
At Wellington College
Exciting opportunities at Wellington College.
Prohibition from Teaching
The College is not permitted to employ anyone to
carry out 'teaching work' if they are prohibited from doing so.
For
these purposes 'teaching work' includes:
· planning
and preparing lessons and courses for pupils;
· delivering
lessons to pupils;
· assessing
the development, progress and attainment of pupils; and
· reporting
on the development, progress and attainment of pupils.
Please provide details in chronological order, starting with the most recent: Please note that the College is required to see all qualification certificates listed before a Contract of Services can be offered. If you are unable to do so, please tick the relevant box below and we will contact you to discuss this in further detail. In order to comply with KCSIE regulations we require a full education history including secondary education onwards.
Education History
This section needs to include ALL employment post-secondary (or equivalent) education, both in the UK and abroad. All fields need to be filled in.
If any of your roles have been undertaken in a self-employed capacity, please make this clear and compete the relevant fields to the best of your ability
Starting with your most recent employer, please provide details of your employment history. In the case of your most recent role, please also provide details of your reason for leaving and your current notice period. *
Please provide all relevant professional development activities you have undertaken in the last five years.
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.
Forms with gaps in history post-secondary (or equivalent) education will not be progressed.
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 (MM/YY), country visited and reason below.
Please provide details of three 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.
Please
be aware that the College requires an Enhanced Disclosure to be obtained from the
Disclosure and Barring Service (DBS) for all
positions at the College which amount to regulated activity, this will be at your own expense for self employed roles (if you hold a current certificate registered with the update service, a new certificate may not be required). For the avoidance of doubt, all unsupervised
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. Working at 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 engage 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. If you are engaged to provide
the College with self-employed services, you will be required to provide
information about your suitability to work with children by completing a
self-declaration form. 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
Having
a criminal record will not necessarily prevent you from taking up work 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'.
It is the College's policy to engage with 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 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.
The College is committed to safeguarding and promoting the welfare of children and young people and expects all staff, self-employed consultants and volunteers to share this commitment.
A copy of the College's 'Recruitment, selection and disclosure policy' (which includes the College's 'Policy on the recruitment of ex-offenders'), and 'Child protection policy' is available for download from the College's website. Please take the time to read them.
The College will retain the information provided in this form (together with any attachments) on your personnel file for the duration of your contract. If you do not commence work with us, all documentation relating to your application will normally be confidentially destroyed six months after the date on which notification is generated by either party.
How we use your information
Information on how the College uses personal data is set out in the College's Staff Privacy Notice, which can be found on the College website.
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.”