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Help with Making an Application

We hope that the following information will assist you in completing your job application.

Making an application

All applications must be made on the Council's standard Application for Employment form electronically or legibly in black ink. CVs should not be submitted as they will not be considered.

Completed applications should be sent electronically whenever possible to hr@mendip.gov.uk . Alternatively application forms can be posted to the Council Office address, as detailed on the top of the form, to arrive no later than the closing date stated in the advertisement.

Completing the application form

It is very important that you complete all sections of the application as clearly and fully as possible. If you have any difficulty in completing this application form or if there is something on the form that you do not understand please contact HR Services who will be happy to help you. We will also provide the form in alternative formats upon request.

Please do not forget to sign to confirm that you have read the declaration and date your application form. Applicants submitting forms electronically will be asked to sign their form at their interview if they are short listed.

Personal details

Please complete the contact details fully as we may wish to contact you about your application. Your details are held securely in compliance with the Data Protection Act and will not be passed on to any third parties. We regularly use e-mail to correspond with applicants so, if you do not have regular access to a computer, please indicate this.

References

We require the name and address, and whenever possible e-mail address, of two referees who we can contact to comment on your job performance, one of whom should be your current or most recent employer. If you request that a referee is not approached before interview this will be respected, however if you are offered a job, we will take up references before your offer of employment is confirmed. Other references should include previous / most recent employers. If you have not been employed before, you should give the names of teachers or lecturers who know you sufficiently well to comment on your ability to do the job; you can also give the names of professional people who know you well and who are not friends or relatives. Your referees should be made aware that you have used their name before we contact them

Employment history

Please list your full work history. All experience is valued and we recognise that many people have worked in a variety of situations even if it has not been full time paid employment so include any work experience you have, including voluntary work, temporary jobs, part-time or casual work. Ensure that the reasons for any breaks in continuity of employment are recorded.

Academic, Professional and Vocational Qualifications

Include in this section details of any qualifications that you have completed or are currently undertaking. You may be asked to provide proof of qualifications if you are offered the job.

Please indicate in the relevant box at the end of this section if you are a member of any relevant professional institutions.

Training/Continuing Professional Development

Include details of any skills training or relevant CPD that you have attended.

Supporting Information

Your application will be assessed against the criteria detailed in the person specification and in this section you need to tell us how you meet those criteria. Do not repeat your job history, but look at the specific requirements of the job and provide evidence that you have the knowledge, skills, abilities and experience to meet those requirements, giving specific examples whenever possible. The evidence you provide does not necessarily have be work based - it may be experience you have gained at home raising a family, doing voluntary work or from activities that you do in your spare time. Your supporting information should not be longer than 3 sides of A4 in font size 12.

You will find details of the Job Description and Person Specification in the Job Booklet.

The job description outlines the main duties and responsibilities of the job. The person specification sets out the knowledge, skills, qualifications and experience required and provides the criteria against which you will be assessed. The person specification may detail essential criteria (ie the minimum knowledge, skills, qualifications or experience which you must have in order to do the job) and desirable criteria (these are not essential, but are additional to the minimum requirement to do the job).

The decision as to who to invite in for an interview is made by the panel by comparing what you tell them on your application form with what was detailed in the person specification. You must therefore clearly explain and where possible give examples of how your skills and experience match the requirements outlined in the person specification. In the event that all the applicants meet the essential criteria, the selection panel may use the desirable criteria to help them decide who to select for the next stage of the selection process.


Disability, Disclosure and Declaration

Disability

We are committed to the employment of people from all areas of the community. Mendip District Council works within the "two ticks positive about disabled people" scheme which means that if you identify yourself as being disabled in line with the Equality Act definition and demonstrate on the application form that you meet all of the essential criteria listed in the person specification, we will guarantee you an interview. We will also make any reasonable adjustments for disabled people to enable equal access to the recruitment process and ongoing employment.

Defining disability: A person has a disability if s/he has a physical or mental impairment, which has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities. People who have had a disability within this definition are protected from discrimination even if they have since recovered.

Impairment: this includes physical, mental and sensory impairments, such as those affecting sight or hearing. This can include long-term, recurring, varying or managed medical conditions such as asthma and diabetes; and fluctuating or progressive conditions such as rheumatoid arthritis or motor neurone disease. A mental impairment includes mental health conditions, for example bipolar disorder or depression. Learning difficulties (such as dyslexia) and learning disabilities (such as autism and Down's syndrome) are also covered. Some people, including those with cancer, multiple sclerosis and HIV/AIDS, are expressly protected as disabled people.

Substantial adverse effect: is something which is more than a minor or trivial effect. The requirement that an effect must be substantial reflects the general understanding of disability as a limitation going beyond the normal differences in ability which might exist among people.

Long-term effect of an impairment is one which has lasted at least 12 months, or where the total period for which it lasts is likely to be at least 12 months, or which is likely to last for the rest of the life of the person affected.

Normal day-to-day activities: are those activities which are carried out by most people on a fairly regular and frequent basis including: using a telephone, reading a book or using public transport. Some examples of difficulties in carrying out normal day-to-day activities include: difficultly in going up and down steps, inability to give oral basic instructions to colleagues, total inability to distinguish colours. The term is not intended to include activities which are normal only for a particular person or group of people, such as playing a musical instrument, or a sport, to a professional standard or performing a skilled or specialised task at work.

Rehabilitation of Offenders Act

Under the Rehabilitation of Offenders Act 1974, an individual who has a conviction for a criminal offence is, after a specified time, allowed to treat the conviction as if it never occurred i.e. spent. However, under this Act, some occupations and employments are exempt and applicants for these posts are not protected by the Act. This would include jobs that involve regular caring for vulnerable adults, training, supervising or being in sole charge of those aged under 18. The Council has some jobs that require a successful applicant to be checked by the Disclosure and Barring Service (DBS), if this applies it will be stated in the advertisement and job details.

Declaration

Please indicate you have read the declaration and sign the form. If you complete the form electronically and are short listed for the post, you will be required to sign the form at your interview.

Equal Opportunities Monitoring

Please complete and return this form with your application. It will be treated as confidential and used to monitor our recruitment and selection practices and fulfil our statutory duty relevant to equality in employment. It will not be sent to the short listing panel and will not influence your application in any way. The questionnaire is self classification; it is for you to determine how you answer the questions. With the exception of successful applicants when the information will be recorded for employee details, the form will be held for a maximum of 12 months during which time it will be used solely for the purpose of monitoring the profile of our job applicants.

Data Protection

All information collected is held in accordance with the Data Protection Act 1998 and is kept safe and secure. Information may be shared with other organisations that inspect and manage public funds in order to detect and prevent crime and fraud.

Last modified: 13 January 2014