All job applicants will be asked to
disclose details of any unspent cautions and convictions, under the
Rehabilitation of Offenders Act (1974).
The Councils fully comply
with the Disclosure and Barring Service Code of Practice, a copy of
which is available on request, and undertake to treat all applicants for
vacancies fairly. A DBS check is only requested for positions where an
assessment has indicated that one is required.
declare unspent convictions may result in the withdrawal of a job offer
or, if subsequently discovered, to disciplinary action and/or dismissal.
The personal data that you provide
will be used for the purposes of processing your application and for the
compilation of anonymous statistics. If your application is successful
it will be used to form the basis of your staff record.
will be held securely by the Councils’ third party HR service provider,
in accordance with the Data Protection Act 1998. It will only be
disclosed to other third parties if necessary, for example to conduct
referencing, or to ascertain accuracy, or if there is a legitimate
statutory right to the information.
A basic record of candidates who do not become staff, is retained on our systems.
equality data is collected for the purposes of monitoring each
Council’s performance in relation to their equalities objectives and to
provide anonymised statistical reports. This data is not used in the
recruitment decision-making process.General
registering to this jobs website you undertake to provide accurate and
current information about yourself, including your correct name, address
and any other requested information and to update that as necessary in
any subsequent applications.
If you knowingly make any false
statements or withhold any relevant information this may result in
disciplinary action up to and including dismissal or the withdrawal of
any offer of appointment.
Any offer of employment is subject to
the satisfactory completion of pre-employment checks, details of which
will be provided during the recruitment process.