How to Apply

1. Download the application form

How to complete your application form

• Please ensure you complete all sections of the form
• Use sub-headings and give clear examples of how you meet each criteria described in the person specification
• Consider any relevant experience you might have gained at work or outside work, e.g. through voluntary experience or personal interest
• Do not attach a CV, examples of your work, or open references, as these will not be considered by those shortlisting
• Please ensure that you submit your application to the correct address - see below for details
• Return your application by 5pm on the closing date advertised

2. Submitting your application

Please quote the correct job reference number on your application and return your completed form by post or email by 5pm on the closing date to:

Aminata Kamara
HR Manager
Catholic Bishops' Conference for England and Wales
39 Eccleston Square
London SW1V 3TP

Email: recruit@cbcew.org.uk

3. Shortlisting and interview process

• After the closing date applications are normally shortlisted by at least two people and an assessment made on how each applicant’s skills, knowledge and experience relate to the essential and desirable selection criteria outlined in the person specification.
• Applicants who appear to meet these requirements most closely will be invited for interview.
• Unfortunately, we are unable to offer individual feedback to candidates who are not shortlisted. If you have not heard from us within four weeks then please assume you have been unsuccessful.
• The interview panel is normally made up of at least people. The purpose of the interview is to allow us to ask questions to expand on the information provided in the application form so as to determine how far you meet the selection criteria.
• To do this in a way that is objective and fair, all candidates will be asked the same set of competency based questions, initially, although supplementary questions may vary.
• In order to gain as much information as possible about each candidate’s ability for the post, we may ask you to carry out a job-related exercise. This is generally a practical exercise such as a presentation, a written exercise/test; and windows PC based. You may be asked to prepare in advance - in which case you will be sent details prior to the interview date - to carry out the exercise/test on the day of the interview.
• The panel will keep a record of their assessment of each candidate so that their reasons are clear and justifiable.
• Candidates will be informed of the outcome of their interview as soon as possible.
• Occasionally, if panel members feel that they need to obtain further information before making a final decision about the appointment, you may be asked to attend a second interview.

4. Equal Opportunities Policy

Our equal opportunities policy is to treat all job applicants and employees fairly regardless of their sex, trans-gender status, sexual orientation, religion or belief, marital status, civil partnership status, age, race, colour, nationality, national origins, ethnic origin or disability.

Through this policy and procedure and the training and development of managers and staff, the organisation will do all it can to promote good practice in this area in order to reduce the likelihood of discrimination or harassment occurring.

5. Disclosure of Criminal background

Criminal records will be taken into account for recruitment purposes only when the conviction is relevant. Unless the nature of the work demands it, you will not be asked to disclose convictions which are 'spent' under the Rehabilitation of Offenders Act 1974. Having an 'unspent' conviction will not necessarily bar you from employment. This will depend on the circumstances and background to your offence.

A few posts at CBCEW meet the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974. These are mainly posts which involve contact with children and vulnerable adults. If the post you are applying for falls into this category this will be clearly stated on the job description. If you are selected for a post that involves access to children and vulnerable adults, you will be subject to this procedure. All checks are carried out in the strictest confidence and only made in connection with your application for employment and for no other purpose.

6. Data Protection

• CBCEW adheres to the Data Protection Act 1988.
• Information that you provide will be kept confidential and only be used for the purpose of recruitment.
• Unsuccessful applicants’ data will be kept on file for 6 months and then destroyed.

7. Work permits

You should only apply if you already have the right to work within the United Kingdom. Current work permits need to cover the full length of a contract. This includes citizens of the European Union. Please refer to the Home Office's working in the UK website http://www.workingintheuk.gov.uk/ for more information about work permit eligibility.