Apply — Application process
The application process
The information you provide in your application is the ONLY information we will use in deciding whether or not you will be short listed for an interview. Your application form therefore is very important and the following advice is designed to help you complete it as effectively as possible.
Planning your application form
Before filling in the application form, read the job information carefully. Every vacancy is based on the job description which lists the main duties of the post, describing the skills, experience and qualifications we are looking for. Please make sure that you know what the job involves and the range of expertise required.
Short-listing
After the closing date, the application forms are assessed to see how your skills, qualifications and experience relate to the vacancy. Those who best match the criteria will be selected for interview.
Interviews
The interview panel is normally made up of three, perhaps four people, who each ask the candidate questions. The questions are intended to expand on your application so that you can demonstrate how far you meet the essential requirements of the post. At interview you will have an opportunity to ask questions about the job, the terms and conditions of service etc. The interview panel have to keep a record of their assessment of each candidate so that the reasons for their decisions are clear and consistent. You should therefore not be concerned about the panel taking notes during the course of the interview.
Additional information for candidates with disabilities
The ISA welcomes applications from candidates with disabilities. We wish to ensure that all candidates have a fair opportunity in the recruitment and selection process so that our decisions are based on your ability to do the job and not on any factor that is irrelevant to the post. In order to help us to do this, if you consider that you have a disability, you are invited to answer the relevant question on the application form. This will help us to make any particular arrangements that you may require if you are selected for interview. We will then contact you to confirm these. At each subsequent stage of the selection process you will be given the opportunity to discuss any specific questions that you may have. Any information that you provide will be treated as confidential and processed in accordance with Data Protection best practice.
Starting pay
£24,543 per annum – £28,870 per annum
The starting pay is usually at the minimum of the scale but exceptional candidates may be awarded a higher starting salary. The decision on this rests with the panel and will be assessed on a number of criteria. For example you will have performed at a very high level at interview and during the assessment (where applicable) as well as having previous relevant work experience.
The panel members also need to take into account internal relativities with rates of pay for existing staff to avoid creating anomalies and relevant market rates for similar jobs.
Decisions on higher starting pay are only are only taken after all candidates have been interviewed and the panel cannot discuss this with you at your interview.
Please note that we do not award higher starting pay simply to match existing pay rates. In considering an offer of employment from us, you may wish to consider the other elements of the package, such as generous annual leave, defined benefit occupational pension scheme, good learning and development opportunities, interest season ticket or bicycle loan and the child care voucher scheme.
Once appointed, progression through the pay band will be dependant on satisfactory performance, assessed through an open two-way appraisal system. More information can be provided once a job offer has been made.
The successful candidate will be on probation for six months from the date of appointment. If the probationary period is not satisfactory the appointment may be terminated.
Suggestions
It is our aim to ensure that every stage of our recruitment process is fair and properly thought-out. We want all applicants to be treated fairly. If you have any comments or suggestions to make concerning the way in which the recruitment process has been handled, we would like to hear from you.
Outcome of your application
All candidates whether selected for interview or not, will be notified of the outcome of their application by email.
Security Clearance Checks
Offers of posts in the Independent Safeguarding Authority will be dependent upon successful completion of pre-employment checks. Initiation of the checks will be subject to your prior and explicit consent. All related information will be dealt with on a strictly confidential basis and in accordance with Data Protection legislation.
The level of clearance required is informed by Home Office guidelines as well as the role and work within the ISA. As a matter of standard practice, employees within the ISA will be subject to a Home Office Enhanced Baseline Standard Clearance (2 forms), together with a check against local police force information. The relevant questionnaires can be found below:
Checks once the ISA goes live (later in 2008)
Under the Safeguarding Vulnerable Groups Act 2006, all employment (including publicly appointed Board membership) within the ISA is defined as regulated activity. As a result, individuals carrying out these roles will be “subject to monitoring”; ongoing employment requires the employee to remain a member of the scheme. The fee for membership will be paid by the ISA.
Please note the closing date for this position has now passed.