Application for Care Worker

  • Salary: From £18,360.00 to £18,602.00
  • Job type: Full Time
  • Hours per week: 38.50
  • Job status: Permanent
  • Responsible to: Unit Manager
  • Location: Well Hall, 60 Wellhall Road Hamilton North Lanarkshire ML3 9DL

Thank you for choosing to apply to work for CrossReach.

As an employer of choice for those entering or moving within the Social Care Sector, CrossReach places emphasis on providing a quality service and therefore has rigorous selection procedures in place to ensure that our service users are safe in our care.

Please ensure that you complete all sections of the application form which are relevant to you.

Guidance Notes

Thank you for choosing to apply to work for CrossReach. CrossReach have produced these notes to assist you in completing your application form. In addition they aim to provide supplementary information to allow you to understand why some information is required to work with CrossReach, as we provide care and support for children, young people and vulnerable adults.

As an employer of choice for those entering or moving within the Voluntary Social Care Sector, CrossReach places emphasis on providing a quality service and therefore has rigorous selection procedures in place to ensure that our service users are safe in our care. As such our application form has been designed to ensure that a full picture can be built on candidates' previous employment, educational history and personal identity. CrossReach therefore does not accept CVs and requires all applicants to fully complete an application form. Please ensure that you complete all sections of the application form which are relevant to you. You must ensure that any gaps in your employment history are fully explained.

Declaration

Please ensure that you sign and date your application form, confirming that all the information you have provided is accurate .Application forms that have not been signed will not be processed further. Please be aware that online applications will need to be signed at interview.

Referees

On your application form you should provide the names of two people who can comment on your suitability to undertake the post you are applying for. At least one of these referees should be your line manager with your current or most recent employer. CrossReach will contact your referees prior to an offer of employment being issued. In addition, CrossReach reserves the right to contact any previous employer prior to an appointment being offered.

Christian commitment reference - As the post you are applying for requires an Occupational Requirement in terms of the Equality Act 2010 you are required to provide the name of someone who can comment on your Christian commitment. This referee does not need to be a Minister or Church Leader but someone, provided the person is not a relative, who can confirm you will be able to uphold an promote the Christian Ethos of CrossReach.

Christian Ethos - Operational Summary

We aim to show the practical side of our Christian faith by reflecting Christian love to people who use our services, through our leadership, management and working relationships.

Qualifications

Please list all qualifications you hold which are relevant to the post for which you are applying. In line with safer recruitment practices CrossReach requires you to provide all information including start and end dates and award bodies. If you are invited to interview you will be required to bring your original certificates for a member of the interview panel to verify.

Employment History

In line with safer recruitment practices CrossReach requires you to provide full details of all previous employers including start and end dates as well as any period of unemployment. If you require more space to include your full employment history details please insert an additional page ensuring that all the same information is provided.

Safeguarding Checks

All posts within CrossReach are subject to receipt of a satisfactory PVG Disclosure Certificate through Disclosure Scotland. In addition if you are offered this post you will be required to complete a comprehensive self-declaration form. Overseas Vetting checks will also be undertaken for Non-UK Nationals and applicants who have lived outside the UK for at least 3 consecutive months prior to application. You will not be allowed to commence in post and your contract will not be confirmed until these have been received and verified as satisfactory.

Asylum and Immigration Act 1996

Section 8 of the Asylum and Immigration Act 1996 requires all employers in the United Kingdom to make basic document checks on every person they intend to employ, thus ensuring they are not employing people who are not permitted to work legally in the UK. If you are invited for interview for any post within CrossReach you will be required to bring original documentation which confirms you are legally permitted to work in the UK.

Rehabilitation of Offenders

This post is covered by the terms of the Rehabilitation of Offenders Act (Exclusions and Exceptions) (Scotland) 2003. Detailed below is how this affects the way in which you answer the questions in this section on your application form.

The Rehabilitation of Offenders Act (Exclusions and Exceptions) (Scotland) 2003 allows people who have been convicted of certain criminal offences to regard their conviction as 'spent' after a lapse of a set period. This means that no reference need be made to the conviction or any circumstances relating to it. However, posts within the employment of CrossReach are exempt by virtue of the Rehabilitation of Offenders Act (Exclusions and Exceptions) (Scotland) 2003 and you are required not to withhold information about convictions which for other purposes are 'spent' under the provisions of the Act.

You are not required to declare a protected conviction. A conviction will only be “protected” if it is categorised as “less serious” and it meets one of the 3 criteria below:

The sentence imposed was admonition or absolute discharge, or the discharge of the referral of a child’s case to a children’s hearing,

The person was under 18 years of age at the time the offence was committed and at least 7 years 6 months have passed since the date of that conviction,

The person was over 18 years of age at the time the offence was committed and at least 15 years have passed since the date of that conviction

Applicants are not required to disclose spent convictions for offences included in Schedule B1, ‘offences which are to be disclosed subject to rules’ until such time as they are included in a higher level disclosure issued by Disclosure Scotland.

Offences which are to be disclosed subject to rules: see link below. https://www.mygov.scot/offences-always-isclosed/uksc-offences-always- disclosed-list-2015.pdf?inline=true

In completing the attached application form you are asked if you have any convictions for criminal offences. In completing this section of the form you are asked to note that for the purpose of this employment you are required to give details of all past criminal convictions (including those 'spent').

Please note that failure to advise of any convictions when completing the application form could lead to disciplinary action, including summary dismissal where appropriate.

Armed Forces Covenant

We guarantee an interview for those veterans who have a service related injury, providing they meet the essential criteria for the role.

Next Steps

You should hear about your application within 3 weeks of the closing date

The post for which you have made application requires you to have a Christian commitment and uphold the Christian Ethos of CrossReach This post is covered by the Equality Act 2010. In terms of the above regulations this requirement is deemed to be an ongoing Occupational Requirement. This is justified by the fact that it is: -

  1. Central to the job.
  2. Reflected in the duties of the job or the context in which the job is carried out.
  3. Linked to the personal requirement of the job.
  4. Related to the Christian Ethos.

Christian Ethos

We aim to show the practical side of our Christian faith by reflecting Christian love to the people we support, through our leadership, management and working relationships.

Values

  • We will accept and respect everyone for their own individual worth.
  • We will consult with and involve individuals and/or their representatives in issues that affect them.
  • We will ensure that the reasons for our actions are transparent and that we act with integrity.
  • We will treat everyone with fairness and consistency and be accountable for our actions.
  • We will seek to serve and support everyone in a spirit of grace, humility and compassion.”

References

In completing the application form you must give the name of a referee who can comment on your ability to fulfil the Christian related job requirements. This should not be a relative.

Statement of Faith

In applying for this post you will need to affirm your agreement with the following Statement of Faith. Please note this is an ongoing requirement for this role:

We believe in one God
We praise God the Father
We proclaim Jesus Christ, God the Son
We trust God the Holy Spirit
We rejoice in the gift of eternal life

If you are successful in obtaining an Interview you will be required to:

  • Demonstrate understanding of our Christian Ethos
  • Describe occasions in your life when you have behaved in ways consistent with our values.
  • Evidence that you can fulfil the duties of the role.

Thank you for choosing to apply to work for CrossReach. CrossReach have produced these notes to assist you in completing your application form. In addition they aim to provide supplementary information to allow you to understand why some information is required to work with CrossReach, as we provide care and support for children, young people and vulnerable adults.

As an employer of choice for those entering or moving within the Voluntary Social Care Sector, CrossReach places emphasis on providing a quality service and therefore has rigorous selection procedures in place to ensure that our service users are safe in our care. As such our application form has been designed to ensure that a full picture can be built on candidates' previous employment, educational history and personal identity. CrossReach therefore does not accept CVs and requires all applicants to fully complete an application form. Please ensure that you complete all sections of the application form which are relevant to you. You must ensure that any gaps in your employment history are fully explained.

Declaration

Please ensure that you sign and date your application form, confirming that all the information you have provided is accurate. Application forms that have not been signed will not be processed further. Please be aware that online applications will need to be signed at interview.

Referees

On your application form you should provide the names of two people who can comment on your suitability to undertake the post you are applying for. At least one of these referees should be your line manager with your current or most recent employer. CrossReach will contact your referees prior to an offer of employment being issued. In addition, CrossReach reserves the right to contact any previous employer prior to an appointment being offered.

Christian Ethos - Operational Summary

We aim to show the practical side of our Christian faith by reflecting Christian love to people who use our services, through our leadership, management and working relationships.

Our Values

  • We will accept and respect everyone for their own individual worth
  • We will consult with and involve individuals and/or their representatives in issues that affect them.
  • We will ensure that the reasons for our actions are transparent and that we act with integrity.
  • We will treat everyone with fairness and consistency and be accountable for our actions
  • We will seek to serve and support everyone in a spirt of grace, humility and compassion.

Qualifications

Please list all qualifications you hold which are relevant to the post for which you are applying. In line with safer recruitment practices CrossReach requires you to provide all information including start and end dates and award bodies. If you are invited to interview you will be required to bring your original certificates for a member of the interview panel to verify.

Employment History

In line with safer recruitment practices CrossReach requires you to provide full details of all previous employers including start and end dates as well as any period of unemployment. If you require more space to include your full employment history details please insert an additional page ensuring that all the same information is provided.

Safeguarding Checks

All posts within CrossReach are subject to receipt of a satisfactory PVG Disclosure Certificate through Disclosure Scotland. In addition if you are offered this post you will be required to complete a comprehensive self-declaration form. Overseas Vetting checks will also be undertaken for Non-UK Nationals and applicants who have lived outside the UK for at least 3 consecutive months prior to application. You will not be allowed to commence in post and your contract will not be confirmed until these have been received and verified as satisfactory.

Asylum and Immigration Act 1996

Section 8 of the Asylum and Immigration Act 1996 requires all employers in the United Kingdom to make basic document checks on every person they intend to employ, thus ensuring they are not employing people who are not permitted to work legally in the UK. If you are invited for interview for any post within CrossReach you will be required to bring original documentation which confirms you are legally permitted to work in the UK.

Rehabilitation of Offenders

This post is covered by the terms of the Rehabilitation of Offenders Act (Exclusions and Exceptions) (Scotland) 2003. Detailed below is how this affects the way in which you answer the questions in this section on your application form.

The Rehabilitation of Offenders Act (Exclusions and Exceptions) (Scotland) 2003 allows people who have been convicted of certain criminal offences to regard their conviction as 'spent' after a lapse of a set period. This means that no reference need be made to the conviction or any circumstances relating to it. However, posts within the employment of CrossReach are exempt by virtue of the Rehabilitation of Offenders Act (Exclusions and Exceptions) (Scotland) 2003 and you are required not to withhold information about convictions which for other purposes are 'spent' under the provisions of the Act.

You are not required to declare a protected conviction. A conviction will only be “protected” if it is categorised as “less serious” and it meets one of the 3 criteria below:

The sentence imposed was admonition or absolute discharge, or the discharge of the referral of a child’s case to a children’s hearing, The person was under 18 years of age at the time the offence was committed and at least 7 years 6 months have passed since the date of that conviction, The person was over 18 years of age at the time the offence was committed and at least 15 years have passed since the date of that conviction

Applicants are not required to disclose spent convictions for offences included in Schedule B1, ‘offences which are to be disclosed subject to rules’ until such time as they are included in a higher level disclosure issued by Disclosure Scotland.

Offences which are to be disclosed subject to rules: see link below. https://www.mygov.scot/offences-always-isclosed/uksc-offences-always-disclosed-list-2015.pdf?inline=true

In completing the attached application form you are asked if you have any convictions for criminal offences. In completing this section of the form you are asked to note that for the purpose of this employment you are required to give details of all past criminal convictions (including those 'spent'). Please note that failure to advise of any convictions when completing the application form could lead to disciplinary action, including summary dismissal where appropriate.

Armed Forces Covenant

We guarantee an interview for those veterans who have a service related injury, providing they meet the essential criteria for the role.

Next Steps

You should hear about your application within 3 weeks of the closing date

The post for which you have made application requires you to be in sympathy with our Christian Ethos and the information provided in this document is intended to explain further what this means in practice.

References

In completing the application form you must give the name(s) of a referee who can comment on your ability to fulfil the requirements of the post including those noted above. This should not be a relative.

What is required of you?

If you are selected for interview you will need to be able to:

  • show an awareness of our Ethos
  • describe occasions in your life when you have behaved in ways consistent with our values
  • evidence that you can fulfil the duties of the role.

Additional Information

Any post which has supervisory, management or leadership responsibilities, or involves representing CrossReach with external stakeholders carries the need for the post holder to have a Christian commitment. This is an occupational requirement as set out in the Equality Act 2010.

Your post does not carry this requirement however all vacancies are advertised and if you meet the personal requirements of any promoted posts and are interested in pursuing you will have the opportunity, along with others, to apply.

It should be noted that although certain posts in CrossReach require the post holder to have a Christian commitment, there is no such requirement for service users. Services are offered to people of all faiths and none and an explanation of the Christian faith is only given where this is requested by a service user.


Privacy Notice for Job Applicants

CrossReach is the data controller for the information you provide during this process unless otherwise stated. If you have any queries about the process or how we handle your information please contact us at records@crossreach.org.uk

What will we do with the information you provide us?

All of the information you provide us during this process will only be used for the purpose of progressing your application, or to fulfil legal or regulatory requirements if necessary.

We will not share any of the information you provide during the recruitment process with any third parties for marketing purposes or store any of your information outside of the European Economic Area. The information you provide will be held securely by us whether the information is in electronic or physical format.

We will use the contact details you provide to us to contact you to progress your application. We will use the other information you provide to assess your suitability for the role you have applied for.

What information do we ask for and why?

We only collect information that we need to fulfil our stated purposes and will not retain it for any longer than is necessary.

The information we ask for is used to assess your suitability for employment roles. You don’t have to provide what we ask for but it might affect your application if you don’t.

Application Stage

We ask you for personal details including name and contact details. We may also ask you for information about your previous experience, education, membership of professional bodies, referees and for answers to questions relevant to the role you have applied for. The staff involved in recruiting you will have access to this information.

You will also be asked to provide equal opportunities information. This is not mandatary- you do not have to provide this information and it will not affect your application. If you do choose to provide this information it will not be matched with your application paperwork and will be processed by staff within the HR Operations team. The information is anonymised in a secure database and used only to monitor equal opportunity statistics.

Interview / Assessments

We may ask you to participate in assessments, introductory days (for volunteers) and attend an interview. Information will be generated by you and by us. For example you might be asked to give a presentation or we might take interview notes. If you are unsuccessful following assessment for the position you have applied for we will keep your application on file for a period of six months.

Conditional Offer

If we make you a conditional offer of employment we will ask you for information so that we can carry out pre-employment checks to progress to a final offer. You must successfully complete pre-employment checks to progress to a final offer.

We are legally required to confirm the identity of our staff, their right to work in the UK and seek assurances as to their trustworthiness, reliability and integrity. Therefore we may ask you to provide:

  • Proof of your identity – you will be asked to attend our office with original documents, we will take copies.
  • Proof of your qualifications – you will be asked to attend our office with original documents, we will take copies.

In most circumstances you may be required to complete some or all of the following:

  • You will be asked to complete a criminal records declaration to declare any convictions.
  • You will be asked to complete a Disclosure Scotland form which will verify your declaration of convictions.
  • You will be asked to complete a PVG scheme application form
  • You will be asked to complete an Overseas check which will verify your declaration of convictions abroad.
  • We will contact your referees, using the details you provide in your application, directly to obtain references

Once these checks are complete you will be asked for the following:

  • Bank details- to process salary payments
  • Emergency contact details- so we know who to contact in case you have an emergency at work

Data Processors

Data processors are third parties who provide elements of our recruitment/employment services for us. We have contracts in place with these organisations which means they only process your personal information for the reasons agreed to by us.

Legal & General

Pension

If you are employed by CrossReach relevant information about you will be provided to Legal & General, the administrators of our pension scheme. You will be auto-enrolled into the scheme and the details provided to Legal & General will be your name and payroll number.

Death in Service Benefit

CrossReach provides life assurance known as Death in Service Benefit of three times salary up until age 74 for all employees (excluding those on relief contracts). Legal & General are the providers of this service. If you are employed by CrossReach you will be provided with a Death in Service Nomination form which askes for information on your nominated Trustee.

Here is a link to the Legal & General Privacy Policy: https://www.legalandgeneral.com/privacy-policy/

Westfield Health

CrossReach makes contributions for all employees (excluding those on relief contracts) to be members of a health benefit scheme provided by Westfield Health. We will share with them your name, address, date you enter the scheme and your NI number.

Here is a link to their privacy policy: https://www.westfieldhealth.com/about-us/legal/privacy-policy

MediGold

MediGold provide our occupational health service. You will provide Medigold information at the pre-employment stage. This information will not be shared with CrossReach. CrossReach will however be informed if you are fit to undertake the role for which you have applied. During employment, if an occupational health assessment is required, CrossReach will refer you to MediGold Health. We will provide them with details such as your name, age, job title, date of absence and the reason for your absence.

Here is a link to their privacy policy: http://www.medigold-health.com/Home/FairProcessingNotice

How long do we keep this information?

If your application is successful, the information you provide during the application process will be retained by us as part of your employee file for the duration of your employment and a further period following the end of your employment, depending on the role. This includes your criminal records declaration, fitness to work, records of any security checks and references.

If you are unsuccessful at any stage of the selection process, the information you have provided until that point will be retained for 6 months from the final paperwork. Information generated throughout the assessment process, for example interview notes, is retained by us for 6 months following the closure of the campaign. Any equal opportunities information gathered is anonymous and held separately from the application paperwork.

Your Rights

Under the EU General Data Protection Regulation, you have rights as an individual which you can exercise in relation to the information we hold about you. This includes the right to access your personal information, to object to the processing of your personal information, to rectify, to erase and or to restrict processing of your personal information. It should be noted that there may be legal or other reasons why we need to retain or continue processing your information. This would be fully discussed if relevant.

Complaints or Queries

CrossReach strives to meet the highest standards when collecting and using personal information. We encourage you to bring it to our attention if you think that our collection or use of information is unfair, misleading or inappropriate.

This privacy notice does not provide exhaustive detail of all aspects of the collection, processing and storage of personal information which CrossReach may undertake. However, we are happy to provide any additional information.

Any requests for this should be sent to the address below. If you want to make a complaint about the way we have processed your personal information, you should contact us directly on the details below.

Access to personal information

CrossReach tries to be as open as it can be in terms of giving you access to the personal information held on you. You can find out if we hold any personal information by making a ‘subject access request’. If we do hold information about you we will:

  • give you a description of it;
  • tell you why we are holding it;
  • tell you who it could be disclosed to; and
  • let you have a copy of the information in an intelligible form.

To make a request to CrossReach for any personal information we may hold we ask that you fill out our Subject Access Request form or write to us at the address provided below.

If we do hold information about you which is incorrect, you should make us aware and steps will be taken to amend your personal information.

How to contact us

If you have any queries or complaints about our processes or how we handle your information, or if you want to access your information then please contact us at records@crossreach.org.uk or contact your Service Manager directly. Or you can write to us at: Charis House, 47 Milton Road East, Edinburgh, EH15 2SR.

If you want to raise a complaint outwith CrossReach, you have the right to complain to the Information Commissioner’s Office about anything relating to the processing of your personal information by CrossReach. You can contact the ICO via its website at www.ico.org.uk or at Wycliffe House, Water Lane, Wilmslow, Cheshire SK9 5AF


Eligibility

Sorry

CrossReach only hire candidates who are eligible to work in the UK.

Please come back when you are eligible.


Christian Commitment
Please comment on your ability to carry out the Christian related job activities as detailed in the job description
Please provide the name, address, contact email and telephone number of someone who can comment on your Christian Commitment and your ability to uphold the Christian Ethos. This cannot be a relative.

Christian Ethos