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Job Application Guidance Notes

Job Application Guidance Notes

Application for Employment - Guidance Notes

You should read these details before completing the Application Form enclosed. They are for information and do not constitute part of any subsequent contract of employment.

Please complete the attached application form in full and do not disregard any section. The form should be typed or written (block capitals) in black ink. C.V’s are not acceptable as an alternative to completing the application form but you may attach any other relevant supplementary information or documents.

Please note that, if appointed, you will be required to show documentary proof of any apprenticeship or other qualifications that you may hold.

The completed Application Form should be sent to the relevant Home.

Please ensure that the completed form reaches the relevant Home on, or before, the closing date for receipt of application.

Referees

All candidates must supply us with two referees, one of which MUST be your present/most recent employer.

Equal Opportunities

Your application will be considered and short-listing will be done on the basis of the experience, skills and aptitude, knowledge and attainment required to undertake the duties of the post.

Pinnacle Care Ltd is an Equal Opportunities employer and your application for employment will be assessed solely on its merits.  We welcome applications from all sectors of the community, irrespective of age, gender, ethnic origin, disability, religious belief or sexual orientation.

Smoking at Work

Pinnacle Care Ltd has a no smoking policy. This means that smoking is prohibited within the home.  Smoking is only permitted outside the main building during normal work breaks.

Prevention of Illegal Working

Section 8 of the Asylum and Immigration Act 1996 makes it a criminal offence for Pinnacle Care Ltd to employ a person aged 16 or over who is subject to immigration control unless:

a     the person has current and valid permission to be in the United Kingdom and that permission does not prevent the person from taking the job; or

b     the person comes into a category where such employment is otherwise allowed.

In order for Pinnacle Care Ltd to meet its obligations and benefit from the defence provided for in the Act, you will be required to produce one of the following documents to the Home Manager if you are called to interview:

a     A passport showing that the holder is a British citizen, or has a right of abode in the United Kingdom.;

b     A document showing that the holder is a national of a European Economic Area country.  This must be a national passport or national identity card;

c     A residence permit issued by the Home Office to a national from a European Economic Area country or Switzerland;

d     A passport or other document issued by the Home Office which has an endorsement stating that the holder has a current right of residence in the United Kingdom as the family member of a national from a European Economic Area country or Switzerland who is resident in the United Kingdom;

e     A passport or other travel document endorsed to show that the holder can stay indefinitely in the United Kingdom, or has no time limit on their stay;

f     A passport or other travel document endorsed to show that the holder can stay in the United Kingdom; and that this endorsement allows the holder to do the type of work you are offering if they do not have a work permit;

g     An Application Registration Card issued by the Home Office to an asylum seeker stating that the holder is permitted to take employment.

When produced to the satisfaction of Home Manager, the document will normally be copied and retained on file while the employment continues. You will not be allowed to continue with your interview if you fail to bring the original document with you.

Rehabilitation of Offenders Act

The Rehabilitation of Offenders Act 1974, (Exceptions) Order 1975 and Order 1986 provides that certain convictions shall be regarded as “spent” after specified periods of time have elapsed.  However, as Pinnacle Care Ltd provides personal care to vulnerable individuals it is exempt from this Act.

As a result all prospective employees are required to provide details of all and any convictions, cautions, warnings or reprimands they may have, regardless of when these took place. Successful applicants will also be required to submit to an Enhanced DBS check before employment can be confirmed as permanent.

Policy on the Recruitment of Ex-Offenders 

This is Pinnacle Care's written policy on the recruitment of ex-offenders, which is made available to all disclosure applicants at the outset of the recruitment process. 

As an organisation using the Disclosure and Baring Service DBS to assess applicants’ suitability for positions of trust and care of vulnerable adults, Pinnacle Care Limited complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly.  It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

Pinnacle Care Limited is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, and responsibilities for dependants, age, physical/mental disability or offending background.

We actively promote equality of opportunity for all with the right mix of talent skills and potential and welcome applications from a wide range of candidates, including those with criminal records.  We select all candidates for interview based on their skills, qualifications and experience.

A disclosure is requested prior to employment commencing for all positions.  For all positions a Disclosure is required and all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.

As a Disclosure is part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.  We request that this information is sent under separate, confidential cover, to a designated person within Pinnacle Care Limited and we guarantee that this information is only seen by those who need to see it as part of the recruitment process.

If an applicant reveals a serious criminal record. Particularly it if is recent, then the ‘responsible person’ should consult the Head of Human Resources or a senior member of management.  Generally, a decision to reject an applicant due to a criminal record should relate to an aspect of the person specification which is seen to be unmet.  If possible, an applicant in those circumstances should be advised of why their application has had to be rejected.

In circumstances in which the appointment of a person with a serious record might give rise to criticism of Pinnacle Care a senior member of management should be consulted before the appointment is confirmed.

Details of a person’s criminal record must always be maintained as strictly confidential.

As the nature of the position allows Pinnacle Care Limited to ask questions about your entire criminal record we ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those in Pinnacle Care Limited who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.  We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

People with criminal records applying for jobs should be treated according to their merits and to any special criteria of the post.  (e.g. caring for children and vulnerable adults, which debars some from this category).

Questions should be asked at interview stage about criminal records in order to ensure that people with such records are not inadvertently placed in vulnerable positions within Pinnacle Care.  Having a criminal record, in itself, should not necessarily prevent a person from being appointed to any post, unless the offence debars the person.  Where it is felt, however, that a recent or serious offence might mean that a person presents a risk to children or vulnerable adults then that person should not be appointed.  Discrimination whether in favour of or against those persons currently in employment who have disclosed their criminal record is not permissible (unless the offence debars them), and such information is strictly confidential.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.  Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We make every subject of a DBS disclosure aware of the existence of the DBS Code of Practice and can make a copy available with application forms. 

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

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.

DBS Code of Practice

Pinnacle Care Ltd. adheres to the DBS Code of Practice. This is intended to ensure that information released in Standard and Enhanced Disclosures is used fairly – and to provide assurance to applicants that this is the case.

The Code also seeks to ensure that sensitive personal information is handled and stored appropriately and kept for only as long as is necessary. 

A complete copy can be sent to you upon request.

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