zilongwang/ReadingBank huggingface dataset:
Organisation Job description Role profile Terms and Conditions Key Copy of Advert Welcome Letter from the Practice Dear Applicant Receptionist – End Medical Centre Thank you for your interest in joining the team at Hedge End Medical Centre. The Practice is committed to delivering high quality patient care requires us to have a supportive and cohesive team. We are looking for 2 new receptionist to join our team. We are looking for two around 16 hours a week, but there will be the opportunity for overtime on other days covering absences of colleagues, and there may in the future be the opportunity to take on additional permanent hours. For this reason, flexibility is key. Experience of General Practice or the NHS is an advantage, although full training will be given if necessary. We would welcome visits to the practice – please arrange these with the Practice Manager, Jennie Dock. If you believe that you have the skills and enthusiasm for the task, we very much look forward to receiving your application. Dr John Bush, Senior Partner The Practice The Practice is situated in the , has excellent amenities, schools, housing and transport links. We are a few minutes from junctions 7 and 8 of the M27. Our list size is just over 13000, and our patients are concentrated in Hedge End and Botley. Our aim is to provide high quality, accessible medical care to our patients, whilst maintaining a supportive and pleasant working environment for clinicians and staff. The history of the Practice goes back to 1959 when a house was built at and the founding GP commenced practicing. In 1988 number 24 was purchased and the Medical Centre was
D. Do you consider yourself to have a disability?  Yes  No E. What is your age bracket?  Under 16  16-25  26-35  36-45  46-55  56-65  Over 65 F. Are you:  Employed (Full-time)  Employed (Part-time)  Unemployed  Retired  Student THANK YOU FOR COMPLETING THIS FORM For Office Use Only: Candidate number: Section 3 Current or Most Recent Employment Name of Employer: Address: Postcode: Post Title: Start date: Brief description of duties: Period of Notice (if applicable): Leaving Date (if applicable):
APPENDIX 2 ………………………. Team – Record of Structured Managerial Support OR Record of support under the Capability Procedure Teacher ………………………… Date Commenced ………………………… Review Date ……………………… Target Teacher Standards (if appropriate) Support/Strategies Staff involved/ Dates Success Criteria Outcome
Record of Supervision Date of Supervision Name and role of person who conducted the session (i.e. PE or PS) Signed by student and PE/PS to agree that the session has taken place or if missed the rescheduled date should be recorded Student PE/PS Please expand this chart as necessary
Use supplementary sheets as necessary ensuring that your name (surname and initials only) are to each sheet Include paid or voluntary work and any periods of employment outwith the Name and Address of Employer (include name and designation of line manager) Position Held Annual Salary or Hourly Rate Dates Reason for Leaving From To Please explain any breaks in your EMPLOYMENT HISTORY From: To: Reason: From: To: Reason: From: To: Reason: 13. REHABILITATION OF OFFENDERS ACT 1974 (EXCLUSIONS EXCEPTIONS) () ORDER 2003 Due to the high of child access afforded by all posts within Carolina House Trust, we consider all posts exempt from the provision of the Rehabilitation of Offenders Act. You are therefore required to disclose all convictions, including those normally regarded as ‘spent’. All applicants selected for interview will be required to complete and bring with them a Criminal Conviction Declaration Form which will provide full details of the Act and give advice on how to complete the declaration. 14. TO BE COMPLETED BY WORKER APPLICANTS ONLY What experience have you had in working with children / young people?
Reveal the company names to students/alumni selected for an interview; Allow SPGP staff to add to their job description the following statement: “Applicants, upon being selected for an interview, will be notified of the company name by the third- party recruiter.” SPGP staff will request contact information for the organization for which the third party is providing recruiting services if/when there is concern related to a company. SPGP staff must respect the confidentiality of this information and may not publish it in any manner. Any disclosure of student information outside of the third-party recruiting organization and the company they are representing will be with prior consent of the student. Third-party recruiters that charge fees to students will not be permitted access to Nittany Lion Careers. With regard to resume access, third-party recruiters must: Reveal to SPGP staff the name(s) of all companies they are representing that have interest in recruiting candidates as well as the specific position(s) each client company is attempting to fill. Reveal to students/alumni at the time of contact the name(s) of the company(ies) they are representing and the specific position(s) about which they are being contacted. (NOTE: Access to resumes will not be approved for general database review and/or search purposes.) Smeal Professional Graduate Programs May Restrict Access to Recruiting Activities if the Following Conditions are Compromised: Employing organizations will not improperly influence and affect job acceptances. Such practices may include undue time pressure for acceptance of employment offers and encouragement of revocation of another employment offer. Employing organizations will supply accurate information on their organization, employment opportunities, compensation packages, and typical earnings and performance statistics. Employing organizations are responsible for information supplied and commitments made by their representatives. If unexpected conditions occur that cause the employing organization to revoke its commitment, the employing organization will pursue a course of action for the affected candidate that is fair and equitable (refer to NACE Position Statement on Rescinded and Deferred Employment Offers). Employing organizations will provide SPGP staff with appropriate permanent contact information and will clearly display the identity of the organization they are representing at all recruitment events and activities. Employing organizations requiring a financial investment on the part of students to participate in an internship or full-time permanent position (e.g., the purchase of a
Marriage and civil partnership No envisaged impact. Does the activity have the potential to impact equality groups in the following ways: Access to or participation in UWE Faculties or Professional Services? Levels of representation across the UWE workforce? Student experience, attainment or withdrawal? Staff experience? Please indicate YES or NO. If the answer is YES then a full analysis must be carried out. If the answer is NO, please provide a justification. YES. Although the role review represents a clarification of existing and responsibilities, there is the potential for staff experience to be impacted, particularly if there are any changes to grading or line management. Equality analysis screening sign off: Faculty Dean or Head of Service Faculty / service Date Please return the completed form back to the Equality & Diversity Unit for feedback and publication Section 2 Full Equality Analysis 1. Name of the activity (strategy, policy or practice etc) Recruitment & Outreach Role Review 2. What is the aim of the activity (objective or purpose)? The aim is to provide accurate and meaningful job descriptions and ensure staff have clarity of roles and responsibilities. The net consequence should be that we meet the needs of the student recruitment market and internal/external key stakeholders more strongly too. 3. If amending a current activity, what changes are proposed? No change to overall FTE or individual job titles. No new roles being introduced. All existing roles subject to same review process. Line management responsibility for R&O Coordinator roles will be affected. Currently two coordinators have responsibility for line managing four R&O Assistants, under the proposed changes one coordinator will have responsibility for all assistants. This is to achieve a more effective management structure and spans of control.
Recruitment Application Form Douglas Macmillan Hospice Barlaston Road. Staffordshire. ST3 3NZ t. 01782 344 300 f. 01782 300 344 Please Note: Any separate CV enclosed with this application will not be used during the selection process. Please do not send separate CVs, thank you. Position applied for: 1. Personal Information (All information will be treated as confidential) Title (Dr / Mr / Mrs / Ms / Miss) Other: Home Address: Postcode: Forenames: Surname (Block Capitals): Tel. No. Home / Mobile: address: (Please note correspondence will be sent by email where possible) Tel No. Work: Do you require a work permit? Do you hold a current UK Driving Licence? Do you have regular use of a car? Yes / No Yes / No Yes / No 2. Education and Training General Education / Further Education E.G. GCSE’s, A-Levels, Degree. Level Please specify the name of the school, college or university you attended, including schools of nursing
Special: A valid Class “C” California driver's license is required. Travel to locations throughout the District is required. DEADLINE AND HOW TO APPLY Completed applications must be submitted through our online employment system – by 4:00 P.M. on FRIDAY, December 21, 2018. Resumes will not be accepted in lieu of an application.
FRESHMEN AND SOPHOMORES Freshmen and sophomores who have been accepted into the IB program typically take the following courses: Freshmen English World History Geometry Biology 2nd year of foreign language (Spanish, French, or Latin) PE & Health Fine or Practical Art Elective Sophomores English AP Government Algebra II/Trig Chemistry 3rd year of foreign language (Spanish, French, or PE & Health—Driver’s Education Elective IB Learners Are For more information, contact: Stuart Jones IB Specialist King’s Fork High School stuartjones@spsk12.net (757) 923-5240 You can also visit us on the web at: You are also welcome to attend our IB Information Night on December 7, 2017 at 6:30PM in the King’s Fork High School Auditorium. Scan for King’s Fork IB Website International Baccalaureate Diploma Program at King’s Fork High School The Suffolk Public Schools International Baccalaureate Program at King’s Fork High School is a challenging two-year curriculum taken in the junior and senior years. Students apply for admission in the eighth grade and begin their preparatory work in the ninth grade. The program is available to all eligible students enrolled in Suffolk Public Schools. Transportation is provided to students throughout the city.
R1 Enter into the box below, the number of individuals on the Register at the Monitoring Date (A2): (2) No. Of Protestant Males (3) No. Of Roman Catholic Males (4) No. Of Males whose community cannot be determined. (5) No. Of Protestant Females (6) No. Of Roman Catholic Females (7) No. Of Females whose community cannot be determined. R2 Counting only the first application: into the appropriate box below, the number of APPLICANTS TO THE REGISTER DURING THE 12 MONTH MONITORING PERIOD ending on the Monitoring Date (A2) and APPLICANTS registered for permanent work WHO TOOK UP TEMPORARY ASSIGNMENT: (2) No. Of Protestant Male applicants (3) No. Of Roman Catholic Male applicants (4) No. Of Male applicants whose community cannot be determined. (5) No. Of Protestant Female applicants (6) No. Of Catholic Female applicants (7) No. Of Female applicants whose community cannot be determined. R3 Counting only the first appointment: Enter into the box below, the number of APPOINTEES WHO WERE APPLICANTS TO THE REGISTER DURING THE 12 MONTH MONITORING PERIOD ending on the Monitoring Date (A2), irrespective of whether they are still in employment: (2) No. Of Protestant Male appointees (3) No. Of Roman Catholic Male appointees (4) No. Of Male appointees whose community cannot be determined. (5) No. Of Protestant Female appointees (5) No. Of Roman Catholic Female appointees (7) No. Of Female appointees whose community cannot be determined. R4 Enter into the box below the number of APPOINTEES WHO WERE ALREADY ON YOUR REGISTER PRIOR TO THE CURRENT MONITORING PERIOD ending on the Monitoring Date (A2), irrespective of whether they are still in employment: (2) No. Of Protestant Male appointees (3) No. Of Roman Catholic Male appointees (4) No. Of Male appointees whose community cannot be determined. (5) No. Of Protestant Female appointees (6) No. Of Roman Catholic Female appointees (7) No. Of Female appointees whose community cannot be determined.
Knowledge & Understanding Understanding of the needs and working practices of differing organisations in particular, school, voluntary, community and youth sectors. Experience of working in or with the voluntary or education sectors A, I Knowledge of health and safety and safeguarding policies and practices as apply to young people Youth activity accreditation, qualifications and recognition schemes. A, I An excellent understanding of government policy regarding the youth sector A Personal attributes Able to deal confidently with a range of diverse people. A, I Practical understanding of diversity and experience of applying its principles in the workplace. A, I Able to work independently and on own initiative. A, I Able to initiate and maintain positive working relationships. A, I Able to work as part of a team Clean driving licence and use of a car insured for business purposes A, I A, I A -Application, I – Interview, E – Exercise/Test
Other White background Any other Asian or Asian British background Mixed White & Black African Asian or Asian British Pakistani Black or Black British Caribbean Mixed White & Asian Asian or Asian British Bangladeshi Black or Black British African Other Mixed Background Any other ethnic group (please state) Do you consider yourself to be a disabled person? Yes No Please state: Do you have responsibilities as a carer? Yes No 10 . Where did you see the advertisement for this post? Please add any other comments you have about Galop’s recruitment process: Thank you for completing this form.
I would prefer not to say How would you describe your ethnic background? Please tick all that apply to you: White Scottish English Northern Irish British Irish Gypsy/Traveller Polish Other Mixed Race or Multiple Ethnic Group Scottish English Welsh Northern Irish British Other Caribbean or Scottish English Welsh Northern Irish British Other Caribbean or Black African Scottish English Welsh Northern Irish British Other African Asian Scottish English Northern Irish British Indian Pakistani Bangladeshi Chinese Arab Scottish English Welsh Northern Irish British Other Arab What do you consider to be your religion, faith or belief, if any:
A and AS level or equivalent Qualification with grade/s Date/s School/College/University Academic/Professional Qualification with grade/s Date/s School/College/University Professional development/training Date/s Organisation/Professional body Insert rows if more space needed. Continue on separate sheet if necessary. Current or most recent post Name & Address of employer Telephone no Position title Date appointed Current pay point and salary Additional allowances (Please specify) Are you still employed by this establishment? Date and reason for leaving (if applicable) Employment history Please list most recent experience first Please account for gaps in employment Name of school /employer & location Type of school & number on roll Post held Period of service From - To (exact dates) Reason for leaving
Recruitment Form Hours/ Weeks Salary Contract Closing Date Interview Date School Address School Website Further information Applications to: Applications to : Application forms via website: www.eboracademytrust.co.uk Documents Attached: Application Form Text for Advert Enquires about advert to: Julie Forde, HR Manager, Ebor Academy Trust 01904 551972
courses in area of specialization Commitment to developing inclusive curriculum Valid and fair assessment Work Sample Work Sample Work 1 1 Scholarship/Research (35) Active research Ongoing commitment to research Application of research methods Originality; challenges existing paradigms Scholarly writing skills Able to work collaboratively in research pursuits CV Interview T 2 1 3 1 Service to University and Community (15) Participate in University, Faculty/Unit and Departmental meetings, committees; general administrative duties, community service, Involvement in professional and/or community activities Adhere to applicable policies and deadlines cooperatively and collegially with a variety of people with diverse views and approaches Tactful and diplomatic of commitment and responsibility to students, faculty/unit/department, University and Community Interview, Reference Checks Interview 1 2 1 *Ratings T = 1 = 2 = 3 = Threshold/Required/Essential (without this criteria, we will NOT choose this candidate)** Very important Important Asset ** Threshold/required/essential criteria are what your advertisement will be around. Develop Posting & Advertise
Recruitment monitoring form – ALT186 These characteristics have been identified by The Riverside Group as differences that are most likely to result in people being treated unfairly or to require different consideration in how we deliver our services. We understand that the options set out in this form may not cover the diverse range of characteristics with which someone might identify and therefore wherever possible an option is provided to allow self-description. DATE OF BIRTH: HOW WOULD YOU DESCRIBE YOUR GENDER IDENTITY? Please tick or describe as appropriate. Male Female Non-binary* Prefer not to say *do not identify as male or female Do you consider yourself to be a transgender person? Please tick as appropriate. Yes No Prefer not to say DO YOU CONSIDER YOURSELF TO HAVE A DISABILITY? (a disability is identified as having a physical or mental impairment, and the impairment has a substantial and long-term adverse effect on your ability to carry out normal day-to-day activities) Please tick as appropriate. Yes No Prefer not to say If you ticked ‘yes’, please state whether your disability relates to one of the following: Wheelchair user Visual Impairment Mental health disability Mobility difficulties Speech Impairment Prefer not to say Learning disability/difficulties Hearing Impairment Self-description:…………………………………………………………………………………… HOW WOULD YOU DESCRIBE YOUR SEXUAL ORIENTATION? Please tick or describe as appropriate. Heterosexual Gay Woman Prefer not to say Bisexual Gay Man Self-description:……………………………………………………………………………… HOW WOULD YOU DESCRIBE YOUR RELIGION OR BELIEF? Please tick or describe as appropriate. Christian (all denominations) Hindu Buddhist Jewish Sikh Muslim None Prefer not to say Self-description:…………………………………………………………………………………….
8 11 15 18 19 29 29 34 35 40 in bold above are Annual Performance Report (APR) Compliance Indicators Introduction The Kentucky Department of Education, Division of Learning Services (DLS), in conjunction with the Special Education Cooperative Network, created this document to assist districts in completing a compliance review of students’ due process records. A compliance review is required for data collection and reporting for the Annual Performance Report (APR). It is also used by district personnel for program evaluation purposes. The document is designed to assist school district personnel in conducting an accurate record review. DLS’s experiences during district desk audits and on-site visits are incorporated to make the document more useful both to districts and to DLS. Key changes to this year’s document are: Clarifications have been made to some items. Changes have been made to the content of some items. Immediately prior to the recording of the compliance item are the following instructions: Look For: contains guidance on locating documentation. In some cases, the name of the form is included; however, information may be recorded in different ways according to district policy and procedures Directions: instruct the user to: Mark “Yes” if there is evidence of documentation Mark “No” if there is no evidence of documentation Notes: provide additional information for accurate completion of the item
Item 26 Look for: Conference Summary/Action Notice Directions: Mark “YES” if documentation includes the reason for the action why the district is proposing or refusing to do something). At least one action (A, B, C, E, and F) and corresponding subcategories must be documented for any ARC meeting. (See ‘Note’ under Item 25.) Note: Documentation of the reason for the action applies to any action the ARC (A, B, C, E, F). The Notice to Parent(s) (Conference Summary/ Notice of Action) includes documentation of Yes No 26. An explanation of why the LEA proposed/refuses to take action; Comments: Item 27 Look for: Conference Summary/Action Notice Directions: Mark “YES” if documentation includes a description of any other options considered and the reasons those options were rejected. At least one action (A, B, C, E, and F) and corresponding subcategories must be documented for any ARC meeting. (See ‘Note’ under Item 25.) The Notice to Parent(s) (Conference Summary/ Notice of Action) includes documentation of Yes No 27. An description of any options and reasons those options were rejected; Comments: Item 28 Look for: Conference Summary/Action Notice Directions: Mark “YES” if documentation includes the description of any other issues/concerns relevant to the proposed or refused action (corresponds with Section VI of the Conference Summary/Action Notice).
To maintain confidentiality where appropriate. To be aware of, and follow the school’s Safeguarding policy and procedures To implement the school’s Health and Safety Procedures as outlined in the school’s policy To keep up to date with current educational issues and further one’s own professional development. To participate in self-evaluation and performance management. To provide basic first aid and seek assistance when necessary. To participate in and contribute to staff meetings and training. To be concerned with the general welfare of the children and report any concerns of safeguarding children to the designated person. To participate in the supervision of students in training when required. To undertake any other duties as directed by the Headteacher This job description will be informed by the Pay and Conditions document and will be reviewed annually. Attributes Desirable How Identified? Relevant Experience • Ability to achieve high quality outcomes in the classroom • A commitment to improving standards and ensuring all learners are achieving their best • An excellent knowledge of the primary curriculum • Evidence of consistently good or outstanding teaching • Proven record of effective subject leadership • Core subject leadership Application form and letter of application Interview including teaching. References Training • Qualified Teacher Status. • Be able to bring energy and enthusiasm to the post • Be hard working, committed and flexible • Make teaching, learning and the curriculum creative and fun • An understanding of what constitutes an outstanding school • Work effectively as part of a team • A willingness to use a variety of teaching strategies to engage all learners • Relevant training in the core subjects • Support for an enriched curriculum through learning and educational visits Application form and letter of application References
Principal Name: __________________________ (please print) Signed:__________________________ (employee) Date: __________________________ Name: __________________________ (please print) Signed:__________________________ (manager) Date: __________________________ Person Specification This part will allow you to understand who we are looking for within this role and the skills knowledge or experience that we would expect. ATTRIBUTES/REQUIREMENTS ESSENTIAL DESIRABLE HOW IDENTIFIED EDUCATION, QUALIFICATIONS AND VOCATIONAL TRAINING Willingness to participate in relevant training First Aid Certificate Application Form Examination of Certificates Interview RELEVANT EXPERIENCE Experience of working with /supervising children (including parenting) Engaging in children’s activities in a formal setting. Working with children with special educational needs Application Form Interview References KNOWLEDGE AND SKILLS Ability to work co-operatively as a team member. Ability to act upon instructions. Ability to work with and relate to adults and young people. Ability to communicate effectively. Ability to deal appropriately with a variety of situations and behaviours. Ability to maintain appropriate relationships with children and young people Commitment to the safeguarding and promotion Child Protection Procedures Application Form Interview References
Responsible to: Board of Trustees (primarily Chair and Treasurer) Organisational Context: NACCOM is committed to bringing an end to destitution amongst asylum seekers, refugees and migrants with no recourse to public living in the UK. NACCOM exists to promote best practice in and support the establishment of accommodation projects that reduce destitution amongst asylum seekers. In addition, they may also support migrants with no recourse to public funds (NRPF) and / or refugees facing barriers to accessing affordable housing. It does this by: providing networking opportunities to encourage, empower and connect members sharing knowledge and promoting best practice to provide pathways out of destitution working with others (including those with lived experience) to raise awareness of destitution and campaign for a just and humane asylum system gathering and disseminating data on the scale of destitution and positive outcomes achieved by members Job purpose: To lead the work of NACCOM, working with its Trustees, Staff, Members to implement its vision to end destitution amongst asylum seekers, refugees and migrants with no recourse to public funds in the UK; To be responsible for the implementation of strategy, management and administration of the organisation, including its fundraising and finances; To work with the Trustee Board to develop and review strategy, and fulfil its governance functions ensuring that it receives appropriate advice and information on all relevant matters; To promote NACCOM and grow its membership and influence. Hours: 37.5 hours per week Salary: £39,177 p.a. + 6% pension Contract: Permanent following a 6 month probation period Location: Home based or hosted within an office environment by agreement with regular travel requirements UK wide Duties & Responsibilities: Developing and implementing NACCOM’s ‘Vision’ and ‘Strategic Plan’ working with trustees, staff, members, and partners. Lead and line manage staff, supporting them with regular supervision and appraisals to facilitate their work and development, including through appropriate training. Oversee the management of NACCOM’s finances together with the treasurer and finance administrator, including management accounts, audit preparation/financial reporting, to ensure
D. Do you consider yourself to have a disability?  Yes  No E. What is your age bracket?  Under 16  16-25  26-35  36-45  46-55  56-65  Over 65 F. Are you:  Employed (Full-time)  Employed (Part-time)  Unemployed  Retired  Student THANK YOU FOR COMPLETING THIS FORM For Office Use Only: Candidate number: Section 3 Current or Most Recent Employment Name of Employer: Address: Postcode: Post Title: Start date: Brief description of duties: Period of Notice (if applicable): Leaving Date (if applicable):
Brief description of duties: Reason for leaving: Name of Employer: Address: Postcode Position Held: Dates worked: Brief description of duties: Reason for leaving: Name of Employer: Address: Postcode Position Held: Dates worked: Brief description of duties:
Specific Training Relevant to this Position Date (Month & Year) Qualification (if relevant) Grade (if relevant) EMPLOYMENT HISTORY From/To (Month & Year) Employer’s Name & Address Position Held/ Reporting To/Brief Summary of Work Reason for Leaving Final/Current Salary EMPLOYMENT HISTORY (continued) From/To (Month & Year) Employer’s Name & Address Position Held/ Reporting To/Brief Summary of Work Reason for Leaving Final/Current Salary
EQUAL OPPORTUNITIES MONITORING FORM – STAFF, TRUSTEES & VOLUNTEERS Age UK East Grinstead & District aims to everyone fairly and according to their needs, to ensure that services are free from discrimination and prejudice. We also want to make sure that we can support as many people as possible with different needs and from different backgrounds and cultures. To help us do this we would be grateful if you would answer the questions below. Providing this information enables us to monitor our approach to equalities and all information given will be treated in strictest confidence and stored securely. The form will not be used at any stage in the selection process. A disability or health problem does not preclude consideration for the job and applications from suitable people with disabilities are welcome. Please tick boxes as applicable. Date of Birth ____________________ Your Gender Male Female Prefer not to say Your Ethnic Origin: British Irish Any other White background – please specify ...................... Mixed White & Black Caribbean White & Black African & Asian Any other Mixed background – please specify ...................... or Asian British Indian Pakistani Bangladeshi Any other Asian or Asian British background – please specify ............................................... Black or Black British African Caribbean Any other Black or Black British background – please specify ............................................... Other Chinese Romany Gypsy/Irish Traveller Any other ethnic background – please specify ......................
3. ETHNIC ORIGIN I would describe my ethnic origin as: 4. RELIGION I would describe my religion as: None Christian (including Church of England, Catholic, Protestant/all Christian denominations) Buddhist Hindu Jewish Muslim Sikh Any other: 5. DISABILITY The legal definition of disability is ‘a physical or mental impairment which has a substantial and long term adverse effect on a person’s ability to carry out normal day to day activities’. Some specific conditions deemed to be disabilities include HIV, cancer, multiple sclerosis and severe disfigurements. Do you have a disability, long-term illness (mental or physical), on-going medical condition or treatment that we should be aware of? Yes: No: Data Protection I hereby give my consent for the Recruitment Monitoring Information provided on this form to be held on computer or other relevant filing systems and to be shared with other accredited organisations or agencies in accordance with the Data Protection Act 2018.
As part of its commitment to equality and diversity we undertake equal opportunities monitoring of our workforce and applicants to enable us to evaluate the effectiveness of our policies and procedures. To help us with this commitment, all applicants are requested to complete and return the Equal Opportunities Monitoring form as part of their application. Information on the form will be treated as confidential and will be used in accordance with the requirements of the Data Protection Act 1998. The information will be used for statistical purposes only, other than for the successful candidate as the data will form part of their personal confidential record. The form will detached from your application form before this is given to members of the short listing or interview panel. Submission of Application Form Completed documentation must be submitted by: 5.00 pm on Friday 21st September 2018 This is a strict deadline and we regret we are unable to accept late applications. The University cannot be held responsible for application forms which are lost or delayed in the post. If you post your application form, please ensure there is sufficient postage for the size and weight of the envelope. Application forms should be emailed to or posted to: Human Resources Department Norwich University of the Arts Francis House 3-7 Redwell Street Norwich NR2 4SN Interview Arrangements If you are shortlisted for interview you will normally be contacted by telephone or email by a member of the Human Resources Department. The date of the interview is: Week commencing 8th October 2018 If you have been unsuccessful in your application we will write to you accordingly. Due to the high volume of applications we receive we are unable to provide feedback for applicants. Shortlisted applicants are asked to bring proof of eligibility to work in the UK to their interview. This will normally be in the form of a passport which will be checked and a copy taken by a member of the Human Resources Department. For the successful candidate the copy will be held on the personal confidential file. Documents copied for unsuccessful applicants will be destroyed 6 months after the recruitment process has been completed. Offers of Employment All provisional offers of employment are subject to proof of eligibility to work in the UK, verification of qualifications, satisfactory references and completion of a medical questionnaire. I would like to take this opportunity of thanking you for your interest in the position. If you have any queries regarding any aspect of the recruitment and selection process, please contact the Human Resources Department on 01603 756243 or by emailing .
Enjoyment and Innovation We know that everyone learns best when they enjoy what they do and can follow their innate desire to achieve. Astrea pushes boundaries so that pioneering ideas are tried and tested so that our academies remain leaders in the advancement of teaching and learning methods. #go4it Aspiration and Development Every member of the Astrea community, from the youngest pupil to the oldest member of staff, is encouraged to cultivate opportunities to grow. We achieve excellence by being inspired to become the best we can be. The progress and well-being of pupils is our top priority, at the centre of every decision. #Reach4thestars Collaboration and Inclusion Astrea honours and applauds the differences that make us unique whilst actively seeking and celebrating the common ground that binds us together as a strong community. We work together in a productive environment where dynamic ideas are shared in partnership, so that every member of the community may thrive #all4one Honesty and Integrity We are honest and open. Astrea decisions and responses are grounded in time-honoured moral principles that remain constant in the face of challenges and change #4good You can learn more about the Values, and hear from staff and pupils across Astrea Academies, at our website: https://astreaacademytrust.org/ Astrea Academy Trust Family Academies currently within Astrea Academy Trust: Primary Atlas Primary Academy, Doncaster , Sheffield , Rotherham , Doncaster , Doncaster , Edenthorpe , Rotherham , Sheffield , Sheffield
Amendments Record Date Section Comments Approved by April 2016 All Full update and reformat of previous policy Contents Policy Statement for Recruitment Section 1 - Equal Opportunities and Diversity Section 2 – Identification of Vacancy Section 3 – Advertising of Vacancy Section 4 – Receipt of Applications Section 5 – Listing Section 6 – Interview selection Section 7 – Post-Offer Checks Section 8 – Offer of Position Section 9 – Data Protection Section 10 – Review and Evaluation Appendix A - List of documents providing proof of right to work in the UK
Established positive working relationship with food cleaning chemicals company Allergen Validation Knowledge Food industry working practices i.e. BRC Corrective action closure Internal involvement Food cleaning chemicals Allergen Validation Hygiene standards in a factory Automated CIP system Recycling Pest Control removal/ Collection Skills/Abilities ● Demonstrates excellence in all aspects of work. ● Presentation skills. ● Demonstrates tenacity and detail in all aspects of work. ● Enjoys work. ● Team Player ● Management skills that are proven to motivate others ● Able to communicate at all levels. ● Flexibility ● Time Management & Prioritisation ● Flair for creativity and innovative Computer skills Creation of SOPs Full driving licence & own transport Strong working relationship with cross departmental teams Fork lift license Scissor lift First aider Lock off procedures Personal Attributes ● Creative Agile Respect Excellence Passion for food, quality and innovation. ● Dynamic ● Forward thinking. ● Strong character ● Articulate ● Broad thinking and considers the bigger picture. REMUNERATION PACKAGE Salary Competitive Bonus Eligible for discretionary bonus scheme Working Saturday & Sunday – 6 hours on each day (flexible times) Wednesday (core hours 5am – 8am) 37.5 a week Contract Status Permanent Location Greenham Business Park, Thatcham, Berkshire
2. Helping job applicants who are disabled Disability Discrimination Act 1995: The general rule of good practice is that our procedures and practices must be applied fairly and consistently to all job applicants. But, it is especially important that those of our staff who are involved in recruitment are also aware that they may be required to make reasonable adjustments to some or all of those procedures and practices if that is needed to remove any disadvantages which they cause for any disabled job applicants. This is a legal duty and failure to comply with it is unlawful disability discrimination. The adjustments need only be made for the disabled persons who require them and it may result in those disabled persons being treated more favourably than other persons; if so, that is lawful and permissible. 3. Open a recruitment file At the start of a recruitment exercise for a particular job, a Recruitment File for that particular exercise must be created. Each file should have a unique reference number. This file will be used to copies of the documents associated with the recruitment exercise. As the exercise progresses, this will include copies of- the job description and personnel specification the job advertisement the application forms that are received shortlisting and interview assessment sheets and notes letters to applicants 4. Open a monitoring file the Recruitment File is opened, a separate Monitoring File must also be opened. The Monitoring File will have the same reference number as the main Recruitment File.
RECRUITMENT SUMMARY RECORD Job Ref No: Job Title: SOC group: Department/Location: Community Background Sex Number of Applicants Number invited to interview No. who did not attend interview No. who were rejected interview No. who were placed on reserve list No. who were offered post but who turned it down No. who were appointed Protestant Male Female Roman Catholic Male Female Male Female Male Female METHOD OF DETERMINATION Method Used Protestant RC males Protestant females RC females Total Direct Residuary Note: This template may also be kept electronically, e.g. on a computer spreadsheet or database. If so, then after the recruitment exercise is completed, a spreadsheet/report should be printed and saved in the Monitoring File. SAMPLE SHORTLISTING MARKING SHEET Job Ref. No:____________________ Job Title: _______________________________________ Note: For each applicant, a tick () in the relevant box where he/she satisfies the relevant criterion and an (x) where not. Applicants Essential criteria (from the personnel specification) Desirable criteria (from the personnel specification) Outcome / comments
Relevant Experience Relevant Skills Relevant Knowledge (specify) (specify) Other (specify) Total Marks Summary Panel member: Name: _________________________ signed: ______________________ date: ___________
Staff appointment form for each candidate at interview stage – Head comments on applicant, whether offered the post, salary details plus any other information to be included in their contract / offer letter Rejection: candidates contacted and offered feedback – documentation destroyed or kept on file, if agreed. Offer pack contains: Offer letter with details of salary and conditional upon the following: Verification of your medical fitness for the role The receipt of an Enhanced Disclosure from the Disclosure & Barring Service which the School considers to be satisfactory Completion of the Disqualification Declaration Form by Association The receipt of two references (one of which must be from your most recent employer and/or your most recently employer for whom you worked with children) which the School considers satisfactory Job description. Contract – requires signature and return to Senior Finance Manager. Employee Handbook. 2016 and form to confirm reading and receipt (envelope FAO Head of Finance) Internal promotions are confirmed in writing. SCR: As soon as possible applicant brings in original documents and completes both parts of DBS online with Head’s PA Recorded on SCR: DBS number (date applied, date received, ID documents seen and recorded). Academic qualifications (date seen). Health Check (date requested, date seen – this form is kept with the school nurse) Disqualification Declaration Form – returned to Head or Deputy Head Pastoral for signature – kept in sealed envelope in personnel file (date requested, date seen entered on SCR). References – (two obtained preferably before interview or if not available before employment is commenced) recorded date requested, date seen. Prohibition from Teaching – check taken by DfE Secure Access and recorded on SCR before commencement of role – printout obtained and in file. Prohibition from Management – for governors, management roles in school including HoD – can be requested when obtaining DBS (independent school) or through DfE Secure Access – you can only see who is on the list; there is no individual printout for this. Right to work in UK. (not required on SCR but entered on for School record) SCR completed electronically through SIMS, printed and kept in locked filing cabinet in Head’s PA’s office.
Recruitment Strategy and Budget Planning Worksheet PI: Protocol IRB number: Date: Projected Recruitment date: Projected Recruitment end date: Recruitment Method Existing Records/ samples Normal Controls Specific Diagnosis Adult Participants Pediatric population Vulnerable population Effort (hours) Time to Implement Provider Total Cost Billing records Brochures/pamphlets Chart/lab reviews ClinicalTrials.gov or other internet listings Community outreach: Participate in support groups
Job related training Institute / courses studied Dates Standard or level achieved and date awarded From To Current employer Employers name Address Postcode Post held Date appointed Salary Grade Other allowances Notice period Previous experience (most recent employer Please include details of gaps in employment here Employer’s name and type of business Post held Date Reason for leaving From (MM/YY) To (MM/YY)
Sample Fire Department Annual Recruitment and Retention Plan TIMELINE TASKS WHO IS RESPONSIBLE? Recruitment January to March Familiarize yourself with the annual recruit plan; Complete assessment (see template) for your fire department; Complete the community profile; Review role descriptions to identify target population for recruitment; Complete recruitment needs sheet; Review preparation checklist; Prepare or organize materials for advertising and marketing (i.e. web pages, newspaper ads, flyers, brochures); Verify pre-recruit open house time, date and location; Validate department personnel, officers, fire fighters and non-operational volunteers attendance and roles at open house; Arrange handout package including applications for open house; and Have application forms available. Fire Chief with assistance from Officers and support and guidance from Senior Administration Officer (SAO). If necessary, budget approval is acquired from Council. Selection April to May Screen applications and determine candidates to be interviewed; Conduct screening tests as appropriate; Work with candidates to schedule interviews (date, time, location, attendees); Conduct interviews and select candidates; and Collect all necessary paperwork and human resource information from candidates. Fire Chief with assistance from community government human resources staff as necessary. Orientation recruit recruit
June to August Organize and schedule orientation session(s); Introduce new volunteers to other department members or identify a contact “go to” person or mentor; Introduce recruits to the vision, mission and values for the department; Familiarize recruits with current policies and operating procedures; and Ensure completion of human resources paperwork. Fire Chief and Officers/members with assistance from community government human resources staff. Training September to October Schedule initial training to help build human resource and role specific skills; Ensure ongoing participation in regularly scheduled training; Coordinate industry standard technical training for volunteers; and Periodically engage volunteers on progress and challenges. Fire Chief, Officers, and Government. Retention November to December (and ongoing) Manage performance; Evaluate individual progress; Acknowledge and reward desired behaviors and accomplishments. Fire Chief, Training Officer and Officers Planning and Targeting Your Recruitment Efforts Step 1 Identify the Needs Identify position titles (use an existing one if it fits, or develop another one). See the Role Description Summary Tool for examples. For each position, identify a more specific role description (use an existing one, or develop one). See template for Role Descriptions. Review the Role Description to identify the necessary skills, knowledge and abilities (both mandatory and preferred).
What the levels mean:- Element Level 1 Level 2 Level 3 Level 4 Level 5 Understands Welsh Understands requests by Telephone e.g Ga i siarad efo Understands the gist of Welsh conversation in the office Understands much in the office and in some meetings A sound good understanding of Welsh Expert detailed understanding of Welsh Speaks Pronounces Welsh terms/place names correctly in office or field situations. Uses introductory phrases e.g greetings, weather in discussions Gives bilingual greeting on telephone Conveys basic information e.g simple admin tasks Transfers telephone calls in Welsh and responds in Welsh to simple requests Communicates face to face at basic level, using past, present and future tenses Discusses some work matters with colleagues in in the office Answers telephone enquiries and takes simple messages in Welsh, In meetings, discusses partly in Welsh but reverts to English for Uses Welsh in work situations Contributes in Welsh at meetings Deals with phone enquiries confidently in Welsh. Understands dialects. Gives presentations in Welsh; interviews Welsh speaking candidates and assesses Welsh competencies. Takes brief from colleagues to deal with Welsh telephone enquiries, press interviews etc.
negotiating/ relying technical information Carries out negotiations in Welsh but uses English for difficult or technical terms. Carries out negotiations in Welsh including technical/ agricultural terms. Writes Welsh Not applicable Not applicable Writes informal messages e.g internal e-mails in Welsh Writes formal letters and e-mails in Welsh with editing assistance. Writes reports, text for publications, agreements in Welsh without editing assistance.