Application Hints and Tips
To assist you with your application we have provided some hints and tips on completing the application form below.
Job Description and Person Specification
- Selection for interview will depend solely on the information contained in your application form.
- Copies of the job description and person specification for each position are always attached to the individual job adverts online.
- You will need these documents to complete the application form. Please download these and keep them, as you may need to refer to them if you are invited for interview.
- The person specification enables us to recruit the best person for the job because it outlines the abilities, skills, knowledge, qualifications and experience necessary to carry out the job. Please read it carefully, as your selection for interview will depend upon this. Please fill in the application form to show how you match the requirements.
Relevant Skills and Experience
- Please make sure you read the job description and the person specification before you complete the application form.
- Pick out those aspects of your experience or skills that are relevant to the job you are applying for.
- It is not sufficient for you to simply say that you have done or can do the job. Give examples where you can in support of your application. Explain how your ability, skills and knowledge match those required in the person specification.
- Remember to consider experience in previous work and relevant experience outside of paid work. This could include experience gained at home, in the community or through voluntary / leisure / college activities.
- No assumptions will be made about your skills and experience, so it is essential you explain how you meet the criteria. Where length of experience is specified, make sure you give correct dates. This information will be needed to check you meet the experience requirements.
- Make sure you refer to all items on the person specification, whether you work for the Council or not.
Equal Opportunities Monitoring
Please also see notes for applicants below.
We ask for information about your age, gender, ethnic origin and whether you have a disability. This information is not used for short-listing purposes or decisions on appointment. It is used to see whether all applicants are treated equally when applying for jobs. We also use these statistics to check our own progress on providing equal opportunities in employment. This information is confidential. We also like to know how you found out about the vacancy. This helps us to find out if our advertising is cost effective as well as reaching all sections of the community.
Notes for Applicants
1. National Insurance Number
Under the Asylum and Immigration Act 1996, it is an offence for an employer to employ a person with no immigration entitlement to work in the UK. You are therefore asked to give your national insurance number on this application form and, if offered a post, you will be asked for confirmation of this number (e.g. from a P45, P60, pay slip etc) before your employment can begin. If you do not have a national insurance number, it will be necessary for the Authority to see and copy a document such as:
- A Birth Certificate issued in the UK or Republic Of Ireland;
- A Passport describing the holder as a British Citizen or as having the right of abode in - or readmission to - the UK;
- A Passport or national identity card issued by a state, which is a party to the European Economic Area Agreement;
- A Certificate of registration or naturalisation as a British Citizen.
If you have any queries, or need any further information about these requirements, please do not hesitate to contact the Employee Services section:
- Employee Services (Wyre Borough Council)
Civic Centre
Breck Road
Poulton-le-Fylde
Lancashire
FY6 7PU
- Tel: 01253 887511
- Tel: 01253 887512
- E-mail: employeeservices@wyrebc.gov.uk
2. Disability Discrimination Act 1995
A person has a disability if he/she has a physical or mental impairment which has a substantial and long-term adverse effect on his/her ability to carry out normal day-today activities. A "long term effect" is one which
- (a) has lasted at least 12 months:
- (b) is likely to last for a total period of at least 12 months; or
- (c) is likely to last for rest of the life of the person affected.
There are also provisions relating to recurring and past conditions. If you need any further information, please contact the Employee Services Section or the Employment Service through your local Job Centre.
3. Rehabilitation of Offender Act 1974
| Sentence | Rehabilitation Period |
|---|---|
| Prison sentence (including suspended sentences, youth custody [abolished in 1988], detention in young offenders institution or corrective training) of more than six months but not more than 30 months. | Ten years or five years for persons under the age of 18 corrective offenders when convicted. |
| Prison sentence (including suspended sentences, youth custody and detention in young offenders institution) of six months or less. | Seven years or three and a half years for persons under the age of 18 when convicted. |
| Borstal training (abolished in 1983) | Seven years |
| Detention under s.53 of the Children and Young Persons Act 1933 or under s.206 of the Criminal Procedure (Scotland) Act 1975, for a term of more than six months, but not more than 30 months. | Five years |
| Detention of less than six months, under the above provisions | Three years |
| An order for detention in a detention centre (abolished in 1988) made under s.4 of the Criminal Justice Act 1982 or s.4 of the Criminal Justice Act 1961. | Three years |
| A fine or any other sentence subject to rehabilitation but not specifically listed by the Act, for example, a community service, combination or curfew order | Five years or two and a half years for persons under the age of 18 when convicted. |
| A probation order in respect of persons convicted before 03/02/1995, a supervision order, care order, conditional discharge or binding-over to keep the peace. | One year from the date of conviction or until the order expires (which ever is later) |
| A probation order in respect of persons convicted on or after 03/02/1995. | Five years or two and a half years for persons under the age of 18 when convicted |
| Attendance centre orders | One year after the date the order expires. |
| Absolute discharge | Six months |
| Hospital orders under the Mental Health Acts | Five years from the date of conviction or two years after the date the order expires (which ever is later) |
| Orders imposing a disqualification, prohibition or penalty | Until the order ceases. |
4. Criminal Records Bureau (CRB)
If the post you are applying for is subject to a CRB check the following will apply:
Statement regarding The Code of Practice:
The Code of Practice is intended to ensure and to provide assurance to those applying for Standard and Enhanced Disclosures that the information released will be used fairly. The Code also seeks to ensure that sensitive personal information is handled and stored appropriately and is kept for only as long as necessary.
A copy of the Code of Practice can be issued on request.
Having a criminal record will not necessarily bar you from working with us.
This will depend on the nature of the position and the circumstances and background of your offences.
If the post you are applying for requires a CRB check, a copy of the policy will be included in the application pack.
