What to expect from the application process
We welcome applications from under-represented groups, including individuals from ethnic minority backgrounds and people with disabilities.
How to apply
Please email your completed application form to firstname.lastname@example.org. A CV will only be accepted if it is submitted alongside a fully completed application form. Any gaps in either the candidate’s education or employment history must be explained and will be explored at the interview stage.
Email is our preferred way to receive applications, but alternatively, you can post your application to: HR Department, St Clare’s, Oxford, 139 Banbury Road, Oxford, OX2 7AL.
Shortlisting for interview
Applications will be shortlisted against the person specification and job requirements of the role. Shortlisting will take place when there are an appropriate standard of applications, so we recommend that you apply early.
Please note that we are unable to provide feedback to applicants who have not been shortlisted for interview.
Invitation to interview
Short-listed candidates will be invited for interview. We reserve the right to interview and offer a role before the closing date. Therefore, we encourage you to make your application as early as possible.
What you can expect from the interview
The interviews are competency-based and usually involve a job-related task. Candidates will be asked to demonstrate their skills and experience relevant to the post. Any gaps in education or employment history will be explored in interview and candidates will be asked about their suitability to work with children.
If you are applying for a teaching position, you will be asked, as part of the interview process, to teach a lesson on an agreed topic.
It is normal practice for interviews to involve a panel of at least two people and one of them is ‘safer recruitment’ trained. All posts involve opportunity for access to children and we are committed to safeguarding and promoting their welfare. Applicants must be willing to undergo recruitment checks and child protection screening prior to appointment, including a Disclosure and Barring Service check.
Candidates with a disability who are invited to interview should inform us of any necessary adjustments or arrangements for attending the interview.
If you have a disability, require assistance or special arrangements to attend an interview, please contact us on email@example.com
References and pre-employment checks
We are committed to safeguarding the welfare of children and expects all staff and volunteers to share in this responsibility. As a result, all offers of employment and contracts are subject to satisfactory references and a number of pre-employment checks including Disclosure and Barring Service (DBS) checks, health assessments, verifying right to work in the UK as well as other checks appropriate to the post.
It is important that applicants provide accurate information and candidates should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal by the College if they have been appointed, and a possible referral to the police and/or Disclosure and Barring Service.
Any unspent or unprotected spent convictions, cautions, reprimands or warnings including any disqualifications or sanctions in relation to working with children must be disclosed to the College. Please note that amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found at the Disclosure and Barring Service website.
The nature of the offence will be considered, so this may not debar a candidate from an appointment. If candidates would like to discuss this beforehand, please contact us for advice.
Conditional offers of employment are followed up with terms and conditions of employment when all the recruitment checks have been completed satisfactorily. We are bound by the guidance set in the ‘Keeping Children Safe in Education’ policy and ensure all our procedures align with this. Therefore, any offer to a successful candidate will be conditional upon:
- Receipt of at least 2 satisfactory references – References will always be sought and obtained directly from the referee and open references or testimonials will not be considered. You should notify us on your application form if you do not wish us to contact referees in advance of the interview;
- Photographic identification using current driving license or a passport – Where photographic identification cannot be provided, candidates must provide a full birth certificate, including evidence of a change of name where appropriate, proof of national insurance number and proof of current address (e.g. a utility bill or financial statement issued within the last three months)
- Proof of entitlement to work and reside in the UK – Where the candidate is not a citizen of a country within the European Economic Area or Switzerland
- Satisfactory enhanced DBS check and a check of the Barred List maintained by the DBS – The successful applicant will be required to complete a Disclosure Form from the Disclosure and Barring Service (“DBS”). We refer to statutory guidelines when carrying out the required DBS check and comply with the provisions of the DBS Code of Practice. Additionally, you are required to notify the school immediately if there are any reasons why you should not be working with children.
- A list 99 check
- Evidence of professional qualifications including Qualified Teaching Status, where appropriate
- Overseas checks (usually in the form of police records/certificate of good conduct) for candidates who have worked or been a resident overseas in the last 5 years. These must be provided in advance by the candidate
- Satisfactory medical fitness – a pre-employment health questionnaire will be reviewed against the ‘Job Description’ and ‘Person Specification’, together with details of any physical or mental requirements of the role. The health questionnaire will be held by the College in strictest confidence. The College is aware of its duties under the Equality Act 2010. Therefore, no job offer will be withdrawn without first consulting with the applicant, considering medical evidence and considering reasonable adjustments.
- For teachers – A check that the candidate is not subject to a prohibition order issued by the Secretary of State
- For Governors, Senior Management and teaching heads of department – A check will be carried out under section 128 of the Independent Educational Provision in England (Prohibition on Participation in Management) Regulations 2014.
Please note that original documents must be provided, photocopies or certified copies are not sufficient.
All staff share the responsibility for promoting and safeguarding the welfare of our students and must adhere to, and comply with the College’s Safeguarding and Child Protection Policy.
We value the importance of an induction and so new employees will receive an induction appropriate for the role.