New Education History
Starting with your most recent employer, please provide details of your employment history. In the case of your most recent role, please also provide details of your reason for leaving.
Please give details of any training and development courses or non-qualifications courses which support your application. Include any on the job training as well as formal courses.
Give brief description of any voluntary work that you might have undertaken
Tell us succinctly in no more than 2 pages why you are
applying for this post.
Please read the job description and
person specification provided. Using
examples, show how your knowledge,
skills and experience meet each of the essential criteria for the role.
STRICTLY PRIVATE & CONFIDENTIAL
HOSPISCARE EQUALITY AND DIVERSITY MONITORING FORM
Completion of this form is required. The completed form will be held by our Human Resources Department in line with data protection regulations for monitoring reasons only.
THIS FORM DOES NOT CONSTITUTE PART OF THE SELECTION PROCESS AND IS NOT SEEN BY THE SHORTLISTING MANAGER OR SELECTION PANEL.
No job applicant, employee or volunteer shall be treated less favorably on the grounds of age, political belief, sex, sexual orientation, disability, marital status, race, nationality, ethnic origin, religion or belief, social class or offending background that does not create a risk to vulnerable groups.
The equal opportunity culture will be pursued in a positive spirit at all levels in order to ensure every individual receives treatment which is fair and equitable. Selection of candidates for either paid or voluntary work will be made only on the basis of the requirements of the job and on relevant personal merits. Hospiscare will not permit any job applicant, employee or volunteer to be placed at a disadvantage by requirements or conditions which have a disproportionately adverse effect on him or her, but which cannot be shown to be relevant to the specific job requirements.
For Equal Opportunities monitoring purposes only, please complete the form below:
If you have a medical condition, the Disability Discrimination Act (1995) requires employers to make reasonable adjustments to the job content or working environment. To achieve this, we need to know whether you are covered. Definition of Disability: “A physical or mental impairment which has a substantial and long-term effect on a person’s ability to carry out normal day-to-day activities in a non-work environment.”
There are 6 million carers in the United Kingdom and nearly one in eight workers are carers. With an ageing population and an expected increase of 60% of carers in the next 30 years, we would like to monitor the number of people with caring responsibilities.
Disability
This Act protects people with disabilities from unlawful
discrimination. The Disability Discrimination Act defines a disabled person as
someone who has a physical or mental impairment which has a substantial and
long-term adverse effect upon your ability to carry out normal day-to-day
activities.
We guarantee to interview anyone with a
disability whose application meets the minimum criteria for the post. By
“minimum criteria” we mean that you must provide us with evidence in your
application form which demonstrates that you generally meet the level of
competence required for the post, as well as meeting any of the qualifications,
skills or experience defined as essential.
Rehabilitation
of Offenders Act 1974
There are a number of posts and professions that are exempt
from the provision of the Rehabilitation of Offenders Act 1974. These include
posts where, in the normal course of their duties, successful applicants will
have access to vulnerable adults. If the post you have applied for falls within
the above category, it will be exempt from the provisions of the Rehabilitation
of Offenders Act by virtue of the Rehabilitation of Offenders Act (Exemptions
Order) 1975. Therefore I understand that the declaration will include details
of criminal convictions, cautions, reprimands and final warnings and any other
information that may have a bearing on my suitability for the post.
Applicants are therefore not entitled to withhold any
information about convictions which for other purposes are ‘spent’ under the
provisions of the Act and in the event of employment; any failure to disclose
such convictions could result in dismissal or disciplinary action by
Hospiscare. Any information given will be confidential and will be considered
only in relation to posts to which the order applies.