Guidance Notes

To give you the best possible chance of success the following are helpful hints when completing the application form.

Remember

• Read the job description, person specification and advertisement thoroughly
• Complete your form as clearly as possible in black ink or type
• If you do not tell us, we will not know, so complete the form as fully as possible, the application form is your chance to show how well you meet the needs of the job

Do

• Check with your referees that they are happy to provide you with a reference
• Complete additional sheets if necessary and paperclip to the form clearly stating your name, job applied for and the section of the application form the information relates to
• Take a copy of your application form, it will help you prepare for interview
• Return your form to the address indicated before the closing date - application forms received after the date will not be considered.
• Keep free any interview date(s) that are mentioned in the advert – we cannot promise to re-arrange
• Complete all sections of the form even if currently you work or have worked for Swindon Borough Council.

Do not

• Send in your CV instead of completing the application form
• Be put off by sections that are not relevant to you, simply put ‘not applicable’

Terms of Appointment

Qualification Checks and References

• Qualification Checks - At the interview candidates will be asked to bring evidence of their relevant qualifications.
• References are required to be taken up prior to interview for certain posts.

Disclosure of Criminal Convictions

Certain jobs are exempt from the Rehabilitation of Offenders Act 1974 and require a disclosure from the Criminal Records Bureau. If the job you are applying for is exempt you will have to tell us about all convictions and cautions you may have even if they are considered to be “spent”. Disclosure of a conviction will not automatically disqualify you from being considered and will be considered only in relation to the type of work you are applying for.

Medical Clearance

An offer of appointment is subject to medical clearance from the Council’s Occupational Health Service and in some cases a medical examination may be required.

Statement of Corporate Equalities Strategy

Swindon Borough Council has a Corporate Equalities Strategy which must be adhered to by all employees, to ensure that employees and prospective employees are subject to fair and lawful practices and procedures at all stages of recruitment and employment.

For the Corporate Equalities Strategy to be effective, detailed monitoring of applications will be carried out. This requires the collection of information regarding applicant’s sex, age, ethnic origin and disability. Following the introduction of the Employment Equality Regulations 2003, making it unlawful to discriminate on the grounds of religious belief or sexual orientation, these categories have also been included in our monitoring as part of our commitment to ensuring no discrimination on these grounds.

Ethnic Origin

Ethnic origin questions are not about nationality, place of birth or citizenship. They are about colour and broad ethnic groups. UK citizens can belong to any of these groups. If you descend from more than one group, please tick the group to which you consider you belong or use the “other” category and give details.

Disability

People with disabilities who, through their application form, can demonstrate they meet the essential criteria, will be guaranteed an interview. The Disability Discrimination Act 1995 defines a disabled person as “anyone who has or has had a physical or mental impairment, which has a substantial and long term adverse effect on their ability to carry out normal day to day activities”.

Impairment - This covers physical and mental impairment including learning disability, hearing and sight impairments.

Long term - The impairment must have lasted, or be expected to last, at least 12 months or for the rest of a person’s life.

Normal day-to-day activities -These are activities carried out by people on a regular basis.

It does not include activities which are normal only for a particular person, or a group or people.

An impairment has a substantial adverse effect if it affects:-

• Mobility
• Manual dexterity
• Physical co-ordination
• Speech, Hearing or eyesight (excludes the wearing of spectacles)
• Ability to lift or move everyday objects
• Memory or the ability to concentrate, learn or understand

Assistance or Facilities

If, as a result of a disability, you have requirements relating to the physical accessibility of the workplace, access to information in different formats, or you require support in the way of aids/adaptations to equipment, it is important that you specify these on the application form.