CONFIDENTIAL

Ref No. Closing Date: 12 noon on Office Use:

APPLICATION FOR TEACHING APPOINTMENT School: Title of Post:

Applicants should refer to the Notes of Guidance before completion of this form. A Curriculum Vitae or additional pages must not be submitted. Applicants must ensure they provide sufficient information on the application form to enable the selection panel to assess their eligibility for consideration. Failure to do so will result in the application being rejected. Faxed, e-mailed or late applications will not be accepted. Any alterations to this form will invalidate your application. 1 PERSONAL DETAILS Dr/Mr/Mrs/Ms/Miss Forename(s): Address:

Surname(s): Telephone number: (Home) Daytime contact number

Postcode: E-mail address: Teacher Reference Number: Are you an EU citizen? YES/NO Do you hold a current driving licence?

National Insurance Number: GTCNI Registration Number: Unique ISA Reference Number:

Do you have access to a car or other suitable form of transport if necessary to meet the essential requirements of the post? YES/NO YES/NO If yes please state type of licence

POST PRIMARY SCHOOL EDUCATION (for example GCE / GCSE etc) Subject Level of exam Examining Body

Grade

Year obtained

HIGHER EDUCATION

Name of University or College

Dates

Qualification / Degree awarded

If honours, state class & division

1st year Main / subsidiary subjects studied in each year

2nd year

3rd year

4th year

TEACHER TRAINING

College or University Department

Dates

Qualification(s) obtained

Subjects studies during training: Main subject(s) Other subjects Has the final exam been passed? Yes/No

If No when are results expected

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Apr 2010

ADDITIONAL QUALIFICATIONS

Name of awarding body

Dates

Qualification(s) obtained

6 PRESENT TEACHING EMPLOYMENT School Name & Type: Address:

Date Appointed to School: Present Post held: Date Appointed to Present Post: Temporary or Permanent:

Enrolment: Key Stage(s) / Subject(s) taught since appointment:

Current Point on Teacher Salary Spine:

Additional Teaching Responsibility Allowance Points (if any) attached to present post (include date of award of each allowance):

Other allowances (if any) attached to present post (include date of award of each allowance):

Outline duties / responsibilities attached to present post

PREVIOUS TEACHING EXPERIENCE (please list most recent first)

Name and type of school

Position held

Key Stage/Subject(s)/ Taught

Reason for leaving

Dates From To dd/mm/yy dd/mm/yy

If you graduated since 1997 please indicate have you successfully completed Induction Date EPD Date If you graduated before June 1997 please indicate have you successfully completed Probation Date

NON-TEACHING EMPLOYMENT Please give details of employment (beginning with the most recent) Name and address of Job title/Grade Dates Main duties and responsibilities employer dd/mm/yy From To

Reason for leaving

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Apr 2010

RELEVANT INFORMATION (IMPORTANT - PLEASE PROVIDE DETAILS OF HOW YOU MEET THE ESSENTIAL AND PREFERRED QUALIFICATIONS AND EXPERIENCE CRITERIA (PLEASE REFER TO PERSONNEL SPECIFICATION) TOGETHER WITH ANY ADDITIONAL INFORMATION YOU FEEL IS RELEVANT FOR THE POST - FOR EXAMPLE DETAILS OF IN-SERVICE TRAINING)

APPLICANTS MUST NOT SUBMIT A CURRICULUM VITAE OR ADDITIONAL PAGES

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10

CHILD PROTECTION (Please note this post involves regulated activiity as defined under Safeguarding Vulnerable Groups (NI) Order 2007) (see notes of guidance) Is there any reason as to why you would not be suitable to work with children/young people in an educational institution?

Please provide information below to explain any gaps in your employment history.

11 REFERENCES Please give the names and addresses of two referees, one of whom should be able to comment on your suitability to work with children/young people in an educational setting and/or your professional ability. Prior consent of referees should be obtained. References must not be submitted with this form. The Board/Board of Governors will seek references from present/previous employers for all posts involving regulated activity. 1 Character Referee 2 Professional Referee

Position held: Position held: Any family member or person involved in the recruitment process for the post for which you are currently applying cannot act as a referee. 12 DISABILITY In accordance with the Disability Discrimination Act, a person is disabled if they have, or have had, a physical or mental impairment which has, or has had, a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. If you consider yourself to have a disability please provide any relevant information about requirements that you may have so that reasonable arrangements can be made for your attendance at interview (if short-listed).

The Board, as part of its Equal Opportunities Policy, welcomes applications from people with disabilities. 13 DECLARATION (CANVASSING/DECLARATION/CONSENT/DATA PROTECTION) I hereby certify and declare that: 1) I have read the Terms and Conditions of Appointment relating to the position. I declare that I have not canvassed in any way and that the information contained in this form is true and accurate. I understand this post is (or may be) exempt from the provisions of the Rehabilitation of Offenders (NI) Order 1978 by virtue of the Rehabilitation of Offenders (Exemptions) (NI) Order 1979 and (Exceptions Amendment) Order (Northern Ireland) 1987. In the event of my application being successful, I consent to a check being made with AccessNI to determine if there is any record of convictions, cautions or bind-overs against me. I consent to the Board registering an interest with the Independent Safeguarding Authority (ISA) through my unique ISA reference number. The information on this form is required by the Board for the purpose of processing your application. The information is covered by the provisions of the Data Protection Act 1998. Your signature to the form is deemed to be an authorisation by you to allow the Board to process and retain the information for the purpose(s) stated. Date

2)

3)

4)

Signature

Please complete and return this form together with the Equal Opportunities Questionnaire to the address below no later than 12.00 noon on the advertised closing date: Equality Unit South Eastern Education and Library Board Grahamsbridge Road Dundonald BELFAST BT16 2HS The Board is an Equal Opportunity Employer committed to fairness and equality.

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SOUTH EASTERN EDUCATION AND LIBRARY BOARD

Appointment DOR O2

SOUTH EASTERN EDUCATION & LIBRARY BOARD

TEACHING

EQUAL OPPORTUNITIES MONITORING CONFIDENTIAL

PLEASE READ THE NOTES ON THE REVERSE OF THIS FORM BEFORE COMPLETION.

1. SEX: 2. AGE: - Age

Male Date of birth:

Female Place of birth: Married Divorced

(Please state):

2. MARITAL STATUS: Single Widowed Other

_______________________

3. DISABILITY: Disability is defined as physical or mental impairment which has a

substantial and long term adverse effect on the individuals ability to carry out normal dayto-day activities. Do you consider yourself to have a disability? Yes No If yes, please indicate the nature of your disability by ticking the appropriate box(es).

1. Mobility 2. Vision 3. Hearing 4. Speech

5. Dexterity/ Co-ordination 6. Psychiatric/ Mental 7. Learning 8. Other

(Please specify): ____________________________________________

4. RACE: 1. White 2. Chinese 3. Irish Traveller 4. Pakistani/ Bangladeshi

5. Indian 6. Black Caribbean 7. Black African 8. Other

(Please specify):_________________________________

Thank you for your assistance. Please return this form in the envelope provided. Job Reference:

EQUAL OPPORTUNITES MONITORING

It is the policy of the South Eastern Education and Library Board that all eligible persons will have equal opportunity for employment and advancement in the Board, irrespective of gender, marital status, sexual orientation, racial group, age or disability.

Selection for employment and advancement will be on the basis of ability, qualifications and aptitude to carry out the duties of the post.

In order to measure the effectiveness of the Teachers Equal Opportunities Policy the Board is monitoring job applicants in order to provide an objective view on the existence and progress of equality of opportunity. Monitoring also involves a comparison of recruitment and career progression of teachers with regard to gender, marital status, disability and race.

Monitoring will involve the use of statistical summaries of information in which identity of individuals will not appear. The information will not be available for any purpose other than equal opportunities. While the Board will seek to maintain the confidentiality of all monitoring information this may be disclosed in accordance with the provisions of the equal opportunities legislation.

If you have any queries involving monitoring please contact: EQUAL OPPORTUNITIES OFFICER SOUTH EASTERN EDUCATION AND LIBRARY BOARD GRAHAMSBRIDGE ROAD DUNDONALD BELFAST BT16 2HS TELEPHONE: FAX: (028) 9056 6200 EXT 6265 (028) 9056 6215

SOUTH EASTERN EDUCATION AND LIBRARY BOARD

NOTES OF GUIDANCE FOR TEACHING POSTS IMPORTANT INFORMATION

The following notes and job documentation should be read carefully before completion and submission of an application for teaching appointment:
GENERAL

Job description The job description is enclosed to provide you with information on the purpose, duties and responsibilities of the post. It describes what the post holder will be required to do. Personnel Specification The personnel specification which forms part of the job documentation is also enclosed for your information. The personnel specification groups the criteria into those which are essential and those which are preferred or desirable. Application Form It is your responsibility as an applicant to ensure that you provide sufficient information on the application form to enable the selection panel to assess your eligibility for consideration. Failure to do so will result in the application being rejected. You are therefore strongly advised to carefully consider the job description and requirements of the post to ensure all relevant details are included in the form. Disability If you have a disability which prevents you from completing this application form please contact the Equality Unit for alternative arrangements to be made. Age Discrimination/Normal Retirement Age The normal retirement age for all teaching staff under current eligibility regulations is 31 August next following the date on which 65 years of age is attained. Please note that in accordance with the specific exemption within the Employment Equality (Age) Regulations (NI) 2006 employment will not be offered to a person older than or within 6 months of normal retirement age by the date the post will become available. Downloaded Application Forms It is essential that applicants record the job reference number of the post being applied in the appropriate box on both the application form and equal opportunity monitoring form otherwise the application cannot be processed. Unfortunately, at present the application form cannot be completed on-line.

Apr 2010

CVs and Additional Information Applicants must not submit a Curriculum Vitae or additional pages (unless requested to do so in order to provide evidence regarding their eligibility to teach in Northern Ireland see section 4 for further information). Any additional submissions will be returned. Any alterations made to the application form will invalidate your application. Closing Date for Applications Completed application forms and equal opportunities questionnaires must be returned in the envelope provided or in an envelope marked PRIVATE AND CONFIDENTIAL addressed to the Equality Unit, South Eastern Education & Library Board, Grahamsbridge Road, Dundonald, Belfast, BT16 2HS. Application forms received after the closing date and time will not be accepted. Faxed, e-mailed or late applications will not be accepted. Monitoring Questionnaire The enclosed equal opportunities monitoring form must be completed and returned with your application form in the envelope provided. Please note that the monitoring information will not be made available to the selection panel. While the Board will seek to maintain the confidentiality of all monitoring information, disclosure of such information may be required in accordance with the provisions of the equal opportunities legislation applicable in Northern Ireland. SECTION 1 PERSONAL DETAILS This part of the application form deals with general information about yourself. SECTION 2 AND 3 POST PRIMARY EDUCATION / HIGHER EDUCATION Where required, applicants must ensure that full and accurate details of the subject, level of qualification, examining body, grade and year obtained are provided. If you are currently studying for or have a qualification pending please distinguish this clearly from completed qualifications and give details of when you hope to attain this qualification. A formal written offer of employment is conditional on the successful candidate providing original documentary proof of qualifications stated on the application form. SECTION 4 TEACHER TRAINING Please provide full details of your teacher training including main and subsidiary subjects studied. If your teaching qualification has been obtained outside the United Kingdom a copy letter from the Department of Education stating that you are eligible to teach in Northern Ireland must accompany your completed application form. Failure to provide such evidence will result in your application being rejected.

Apr 2010

SECTION 5 ADDITIONAL QUALIFICATIONS Include details of membership of professional bodies and qualifications not included elsewhere on the application form. SECTION 6, 7 & 8 PRESENT AND PREVIOUS EMPLOYMENT When listing your current and previous employment, please ensure that dates are correct and in date order with the most recent first. NB. Applicants will be asked to explain any gaps in their employment during the interview process (see section 10 for more information). SECTION 9 RELEVANT INFORMATION Read the personnel specification carefully and provide clear examples from your experience which relate specifically to the criteria stated. If you do not tell us, we cannot make assumptions about your experience or ability. You are required to demonstrate how you can satisfy each of the criteria listed in the personnel specification. Use this section to give relevant information in support of your application (for example in-service training) or where you have found there to be insufficient space provided in other sections of the application form. SECTION 10 CHILD PROTECTION Posts involving work with children and young people in educational institutions are subject to the provisions of the Safeguarding Vulnerable Groups (NI) Order 2007. SECTION 11 REFERENCES You are asked to provide details of two persons to whom reference may be made regarding your suitability for appointment (at least one of whom should be your present or previous employer who can comment on your suitability to work with children/young people in an educational institution, and/or your professional ability. Your referees cannot be members of your family or members of the selection panel for this post. In the event of this occurring you will be asked to supply another referee. Prior consent of the referees must be obtained. Do not submit testimonials with your application form as this may constitute canvassing. SECTION 12 DISABILITY The Board is an Equal Opportunities Employer and welcomes applications from people with disabilities. SECTION 13 DECLARATION It is important that you read, understand and sign Section 13 of the application form. Canvassing Canvassing means contact or communication at any time in any manner (direct, indirect, oral or written, specific or general) with a member or officer of the Board or any member of the Board of Governors of a school involved in the recruitment of the post for which you are applying which 3
Apr 2010

could be deemed or perceived to be for the purpose of advancing your application. Any applicant who is found to have knowingly approached a panel member for a post with a view to seeking favourable treatment will be disqualified. Rehabilitation of Offenders Teaching posts are exempt from the provision of the Rehabilitation of Offenders Order 1978. You are therefore not entitled to withhold information about convictions which for other purposes are regarded as spent convictions including road traffic and motoring offences. Disclosure of criminal convictions will not necessarily debar you from employment, however, in the event of being appointed, failure to disclose such convictions may result in disciplinary action by the Board which may include dismissal. Disclosure of Criminal Background You have applied for a post that involves *regulated activity under the Safeguarding Vulnerable Groups (NI) Order 2007, therefore the Board is required to undertake an Enhanced Disclosure of Criminal Background. This will also enable you to be registered with the Independent Safeguarding Authority. This will be a legal requirement for such posts with effect from 1 November 2010. *Definition of a Regulated Activity Work (whether in a paid or voluntary capacity) which involves contact with children or vulnerable adults and is: of a specified nature; in a specified role; in a specified place and meets the frequency (once a month or more) and intensiveness (3 days or more in a single 30 day period) test. Further details in relation to legislative requirements can be accessed on www.nidirect.gov.uk/vetting or www.accessni.org.uk Please refer to the Boards website www.seelb.org.uk under the heading Recruitment and Links for the following Policy Statements: Secure Storage, Handling, Use, Retention and Disposal of Disclosure Information Recruitment and Employment of Ex-Offenders and the Use of Disclosure Information Independent Safeguarding Authority (ISA) The purpose of the ISA is to reduce the risk of harm to children and vulnerable adults from people who work with them. The ISA will do this by assessing information referred to them on the risk of harm posed by an individual working or applying to work in a regulated activity, based on known information held about that individual. For more information please refer to the ISA website www.isa.homeoffice.gov.uk With effect from 1 November 2010 you will be required to be registered with ISA who will issue you will your unique reference number which will be used by the South Eastern Education and Library Board to check your ISA status prior to commencement of employment.

Apr 2010

Data Protection Please ensure that the details given on this application are correct. The data provided by you will be processed in accordance with the Data Protection Act 1998. The information is being used to: process your application for appointment; form the basis of a computerised record of the recruitment process and monitoring purposes; form the basis of a manual job file with other application forms used for the recruitment and selection process; and form the basis of a manual and computerised employment record if appointed;

All application forms and associated documentation will be treated in the strictest of confidence. However, in the case of an applicant taking a legal case against the Board, it may be necessary to disclose information to the parties involved. The documents may also be disclosed to the Equality Commission as part of their investigations resulting from claims of discrimination. SELECTION PROCESS Shortlisting The advertised qualifications and/or experience are the minimum requirements for the post. Shortlisting will be based on the information provided by the applicant on the application form. Only applicants who meet the shortlisting criteria (including any agreed enhancement) will be called for interview. Short-listed candidates only may be invited to visit the school. Interviews Shortlisted candidates will be notified of the date and time of interview. Candidates must bring photographic proof of identity to interview ie. passport, driving licence or electoral identity card. If a candidate is unable to attend the interview at the date and time specified or wishes to withdraw from the selection process it is essential that he/she contacts the Board/Principal at the earliest opportunity either by telephone or in writing. A request for an alternative interview date will only be considered in exceptional circumstances and will be at the absolute discretion of the Board/Board of Governors. Please note that travelling and subsistence expenses incurred in attending for interview are the responsibility of the applicant. Notification of Successful Candidates Applicants should note that selection panels recommend candidates for appointment only. A recommendation is not an offer of employment and must not be treated as such. Recommended candidates should not take any action to give notice in respect of their current employment until receipt of confirmation of appointment.

Apr 2010

Confirmation of appointment will only be issued following all procedural and pre-employment checks which may include: Completion of a Health Declaration Form. Upon receipt of the completed form the Board may, at its discretion, require a candidate to attend for a medical examination by the Boards Medical Adviser Satisfactory references Satisfactory Enhnaced Disclosure of Criminal Background Submission of unique reference number from the Independent Safeguarding Authority (Effective from 1 November 2010) Submission of a work permit to work in Northern Ireland, where candidates are ordinarily resident or coming from outside the EC Submission of an original Birth Certificate Submission of original documentary evidence of qualifications/membership of professional bodies (where applicable) Confirmation of identification.

Reserve Candidates A recommendation from a selection panel may include a list of reserve candidates, in order of suitability, from whom an appointment may be made by the Board of Governors if the successful candidate fails to take up post or if a similar vacancy arises within 12 months from the interview date. Not Shortlisted/Unsuccessful Candidates It is a matter for the Board of Governors of a school whether or not candidates for school based posts who are not shortlisted are notified. The Board will not normally inform candidates who are unsuccessful at interview. Useful web addresses AccessNI Helpline for completion of Disclosure Certificate Application Forms www.accessni.org.uk Vetting and Barring www.nidirect.gov.uk/vetting www.accessni.gov.uk Independenent Safeguarding Authority www.isa.homeoffice.gov.uk

Apr 2010

Policy Statement on the Secure Storage, Handling, Use, Retention and Disposal of Disclosure Information
General Principles As an organisation using Access Northern Ireland to help assess the suitability of applicants for positions of trust, SEELB complies fully with Access NIs Code of Practice regarding the correct handling, use, storage retention and disposal of Disclosure Applications and Disclosure information. We also comply fully with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, storage, retention and disposal of Disclosure information. Storage and Access Disclosure information is kept securely in lockable, non-portable storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties. Handling In accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties. We maintain a record of all those whom Disclosures or Disclosure information has been revealed and it is a criminal offence to pass this information to anyone who is not entitled to receive it. Usage Disclosure information is only used for the specific purpose for which it was requested and for which the applicants full consent has been given. Retention Once a recruitment (or other relevant e.g. regulatory or for licensing purposes) decision has been taken, we do not keep Disclosure information for any longer than is necessary. Information will not be retained but destroyed once a decision, recruitment or otherwise has been made. Disposal Once the retention period has elapsed, we will ensure that and Disclosure information is immediately destroyed by secure means i.e. by shredding, pulping or burning. While awaiting destruction, Disclosure information will not be kept in any unsecured receptacle (e.g. waste-bin or confidential sack). We will not keep any photocopy or other image of the Disclosure or any copy or representation of the contents of a Disclosure or any other relevant non-conviction information supplied by police but not included on the Disclosure. However, despite the above, we do keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position for which the Disclosure was requested, the AccessNI unique reference number of the Disclosure Certificate and the details of the recruitment decision taken.

Apr 2010

Policy Statement on the Recruitment and Employment of Ex-Offenders and the Use of Disclosure Information.
1 Introduction Part V of the Police Act 1997 provides for a scheme which is aimed at helping employers and other organisations assess the suitability of applicants for particular jobs and to make safer recruitment decisions in relation to positions of trust. It does this by widening access to criminal record information and providing for the issue of criminal conviction certificates and criminal record certificates to appropriately registered organisations. Increased safeguards based on a new system featuring regulated activity also came into operation in October 2009 to further enhance protection of children and vulnerable adults. In Northern Ireland, Access Northern Ireland (ANI) provides employers and others with access to criminal records and other information through a service called Disclosure. The South Eastern Education and Library Board (SEELB) is registered with ANI to use this service to comply with the Safeguarding Vulnerable Groups (NI) Order 2007 to help it make more informed decisions when recruiting staff into positions of trust or roles which cover a range of specified activities that provide an opportunity for certain close contact with children or vulnerable adults often referred to as regulated and/or controlled activity. This policy outlines the SEELBs approach to recruiting ex-offenders and how we use, retain and dispose of Disclosure information. It is consistent with SEELBs related policies on information security and data protection which can be provided on request. The policy is made available, as part of the recruitment process, to all job applicants who apply for a job which is subject to a Standard or an Enhanced level of Disclosure as a condition of employment. The SEELB actively promotes equality of opportunity for all and welcomes applications from a wide range of candidates, including ex-offenders. The procedure for selecting candidates for interview is fair and transparent and focuses on identifying those with the greatest potential to meet the required standard of skills, qualifications and experience as outlined in the essential and preferred criteria set for the job. 2 Recruiting ex-offenders The Northern Ireland Office recognises that Standard and Enhanced Disclosure Information can be extremely sensitive and personal and has published a Code of Practice to ensure that employers and other recipients of Disclosures handle the information fairly and properly. The SEELB complies fully with the Code of Practice in connection with the use of information provided to it as a registered person (by ANI under Part V of the Police Act 1997, for the purposes of assessing an individuals suitability for employment, voluntary positions, licensing and other relevant purposes).

Apr 2010

The Code of Practice can be viewed at www.accessni.gov.uk and a copy can be made available on request. Having a criminal record will not necessarily bar an applicant from working for the SEELB. In line with the Rehabilitation of Offenders (Northern Ireland) Order 1978, the SEELB will only ask applicants about convictions which are defined as "unspent" within the terms of that Order unless the nature of the job is such that it involves regulated or controlled activity (as defined in the Safeguarding Vulnerable Groups (NI) Order 2007 and the Police Act 1997) and/or involves regular contact with children or access to educational records relating to children and certain roles in financial management, in which case we are entitled to ask questions about your entire criminal record. Further information on when a conviction becomes spent is available from the Northern Ireland Association for the Care and Resettlement of Offenders in Belfast on telephone number 02890 320157. SEELB undertakes not to unlawfully discriminate against any subject of an ANI check on the basis of a conviction or other information revealed on the Disclosure documentation issued by ANI. Any action taken on the basis of such information will be proportionate and depend on the nature of the job concerned and the circumstances and background of the offence. As an educational body which performs a variety of roles, the SEELB uses Standard and Enhanced levels of ANI check as appropriate to the nature of the job. We will, however, only request an ANI Disclosure when this is considered proportionate and relevant to the particular job following a thorough risk assessment of the job and having considered the relevant legislation which determines whether or not a Standard or Enhanced Disclosure is appropriate. When a Disclosure is deemed necessary all applicants for the job will be made aware at the initial recruitment stage that the SEELB will request the individual being offered the job to undergo an appropriate ANI check and any offer of employment will be conditional upon a satisfactory outcome from Disclosure. The SEELB does not regard ANI checks to be a substitute for full pre-appointment checks, including taking up references and enquiring into an applicants previous employment history. ANI checks are seen as complementary to existing recruitment practices and will only be sought after a candidate has been identified as the preferred candidate. However, applicants should note that if the job in question involves regulated or controlled activity the SEELB will always request an Enhanced Disclosure as part of the recruitment process. In these circumstances we encourage applicants to provide details of their criminal record at an early stage in the application process and we undertake to ensure that this information will only be seen by those who need to see it as part of the recruitment process. In dealing with an applicant with a criminal record, the SEELB will consider:-

Whether the conviction or other matter disclosed is relevant to the job in question; The seriousness of any offence or other matter disclosed; The length of time since the offence or other matter occurred; Whether the applicant has demonstrated a pattern of offending behaviour or other relevant matters; 9
Apr 2010

Whether the applicants circumstances have changed since the offending behaviour or the other relevant matters; and The circumstances surrounding the offence and the explanation(s) offered by the applicant.

Fraudulent misrepresentation or failure to disclose conviction details. It is an offence under the Safeguarding Vulnerable Groups (NI) Order 2007 for anyone barred from working with children or vulnerable adults to seek or offer to or engage in a regulated activity. The SEELB will report any such attempt to the Police Service of Northern Ireland. It is also an offence under the Fraud Act 2006 for a person to misrepresent themselves in any information on which the SEELB may rely to judge their suitability for employment for example, by using fraudulent references, qualifications or fictitious entries in a job application form. Similarly it is an offence under that Act for a person to misrepresent themselves by failing to disclose information, which includes failing to fully disclose a criminal record where appropriate. If it becomes apparent (through an ANI check or otherwise) that an applicant has fraudulently misrepresented their conviction history or other relevant information, by not disclosing it when given the opportunity to do so at application stage, the offer of employment may be withdrawn or, if appointed, be subject to disciplinary action which may result in dismissal. Such action would be proportionate to the nature and significance of the misrepresentation and all circumstances would be taken into account in reaching a decision.

Overseas Applicants ANI can only access criminal records (convictions, cautions, reprimands and warnings), held by UK Police Services. Therefore, if you are an overseas applicant or an applicant with a substantial period of overseas residency an ANI check may not provide the SEELB with a sufficiently complete picture of any criminal record that may or may not exist. Therefore, it is at the discretion of the SEELB to ask that applicants obtain a Certificate of Good Conduct from the relevant country/countries where available. Although procedures for different countries vary, this may usually be obtained from the relevant Embassy and it is the applicants responsibility to ensure that any certificates requested are provided in order to support a job application. Contact details for those countries that have a representative in the United Kingdom can be found on the Foreign and Commonwealth Office website www.fco.gov.uk or by telephone 020 7008 1500.

Disputes If an applicant believes information disclosed about them in an ANI Disclosure Certificate is inaccurate he/she should inform the SEELB immediately. Applicants should note that a dispute can only be investigated if it is lodged within 90 days of the date on which the Disclosure Certificate was issued. If the SEELB receives a valid dispute from an applicant it will be referred, in writing, to ANI for consideration. The dispute must be resolved before a final decision on an offer of employment can be taken.

Sources of further information Please refer to the SEELB Policy Statement on the Secure Storage, Handling, Use, Retention and Disposal of Disclosure Information on the Boards website www.seelb.org.uk. Alternatively, you can contact SEELB Human Resources Department on 028 9056 6208 10
Apr 2010

If you would like more information about ANI or its Disclosure service you can visit the ANI website at www.accessni.gov.uk or call ANI on 02890 259100.

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Apr 2010