teacher - csss recruitment pack...packed with brand name outlets. for those who prefer something a...

Teacher - CSSS Recruitment Pack

2 | P a g e

Contents Page

Recruitment Process and Key Dates About Clackmannanshire Council Recruitment Charter Job Profile Recruitment Privacy Notice

3 | P a g e

Recruitment Process and Key Dates

Apply online at www.myjobscotland.gov.uk

We would ask that you note the dates of the recruitment timetable and ensure you are available to meet the scheduled arrangements.

• Closing date is Wednesday, 10th April 2019

You will be notified by email at each stage of the process.

We will advise all candidates of the outcome of the recruitment process as soon as possible.

If you are the successful candidate:

(a) You will be asked to submit a completed health questionnaire so that the necessary medical clearance can be obtained prior to commencement of employment.

(b) Your reference will be written to after interview. One must be from your current or most recent employer who may be contacted and can comment on your experience and competence for this post. Please state their position in the company / organisation. It would be helpful if you could advise your referees of these arrangements.

(c) You may, depending on the type of post, be required to undergo a PVG/Disclosure check prior to a formal offer of employment being made by Clackmannanshire Council.

If successful detailed statements of particulars will be provided to you once all satisfactory pre-employments have been received.

4 | P a g e

About Clackmannanshire Council Welcome to Clackmannanshire Clackmannanshire is Scotland in miniature. While we may be the smallest mainland county in Scotland, Clackmannanshire has magnificent scenery, an exciting history and welcoming people and some big ambitions for the future. We aim to deliver the best services possible to the 51,000 people we serve, and to work innovatively with our partners to achieve our goals. Clackmannanshire's central location and excellent transport links mean that Edinburgh, Glasgow, Perth and Stirling are in easy reach, and we've already achieved a lot. An ambitious framework for growing Clackmannanshire’s economy over the next 20 years is also taking shape, and we’re progressing potentially transformational plans as part of the Stirling & Clackmannanshire City Deal bid. There's a lot going on here, and a lot of opportunities we're determined to realise. It will be a lot of hard work, but we know that the rewards will be worth it. We're committed to realising our area's potential and to delivering all we can for the people of Clackmannanshire. If you share our vision, you could be part of the next chapter of our success story. Living in Clackmannanshire Everything you could wish for in a community. Situated between the striking Ochil Hills and the River Forth, boasting both busy towns and peaceful countryside, wherever you want to call home, you'll find a great choice of housing. The area also boasts six golf courses, an equestrian centre and a dry ski slope. Our Council area may be small, but it offers great retail, leisure and entertainment. Tillicoultry boasts some of Scotland's best shopping at Sterling Warehouse, Britain's largest furniture retail centre, and Sterling Mills, which is packed with brand name outlets. For those who prefer something a little more sedate, the nearby MacRobert Theatre at Stirling University stages a wide range of productions throughout the year. The area benefits from a rail link to Glasgow and Edinburgh, while the Clackmannanshire Bridge gives a fast route across the Forth. Clackmannanshire has eighteen primary schools and three modern secondary schools which opened in 2009, supported by Forth Valley College campus and the nearby University of Stirling.

5 | P a g e

Working in Clackmannanshire Working together to Take Clackmannanshire Forward The Council wants Clackmannanshire to be a great place to live, work and visit; a place where: • children and young people have the best possible start in life • the most vulnerable people are supported • communities are resilient and empowered • the environment is healthy and attractive We are working with our partners to Take Clackmannanshire Forward, and there are some great employment opportunities to help us realise our goal. We provide excellent benefits including competitive salary and a career average salary pension scheme. We also offer flexible working schemes and competitive holiday allowances to ensure you can maintain a good work and home life balance. More information about our work and details on our structure and finances are available on our website, www.clacksweb.org.uk If you feel that you have the skills and personal drive to match our ambition and make a real and lasting contribution to the people of Clackmannanshire we would love to hear from you.

6 | P a g e

Recruitment Charter

Our commitment to you as a job applicant

Clackmannanshire Council is an equal opportunities employer and is committed to promoting equality and social inclusion. The Council’s aim is to ensure that unlawful or otherwise unjustifiable discrimination does not take place at any stage of recruitment.

• We will treat you in a polite, helpful and friendly manner at all times.

• When we contact you, we will give you the name , telephone number and email address of the member of staff who will deal with initial enquiries.

We will treat the information you provide in confidence and in line with our recruitment privacy notice. Only Human Resources staff and the recruitment panel will see your application form. In accordance with General Data Protection Regulations and Data Protection legislation our recruitment privacy notice, included in this pack, provides information on how we process your personal information during and after the recruitment process and your rights in relation to this. We would ask that you read this document.. Our recruitment Process

• You will receive an instant automated email acknowledging your on-line application has been successfully received by the Council

• We will normally advise you if you are being selected for interview or not within 2 weeks of the closing date for the post. (For certain posts where a Recruitment Committee or members of a School Board are involved, this timescale may be varied).

• We will give you reasonable notice of the date of the interview and if you are required to make a presentation to the interviewing panel a minimum of 1 week’s notice will be given.

• If you have indicated you have a disability and meet all the essential criteria as outlined in the person specification and tick the ‘guaranteed interview’ box on the application form, you will be invited to interview

• The Council will make any particular arrangements you need to enable you to attend the interview, e.g. a location with ramp access, a sign language interpreter, information in large print, interpreter. If you have particular requirements, please contact the named individual on the accompanying letter for assistance to discuss your needs.

• Full-time jobs within the Council, other than those granted exemptions, are eligible to be considered for job share.

• We ask you to provide personal details on the Equal Opportunities questionnaire. This information is not revealed to the selection panel but used to monitor our recruitment process.

• The information you provide on your application form will play a vital part in deciding whether you will be called for interview. It is important

7 | P a g e

that you complete the application form as fully and as accurately as possible. (On occasion applicants do not give enough relevant information about themselves and their experience).

• If you notify us you are unable to attend for interview at the time requested, we will try where possible to make alternative arrangements. This will however depend on the urgency to fill the post and / or availability of panel members.

• We do ask that you bring original copies of your qualifications and documentary evidence of your right to work witin the UK when your attend for interview.

• If you are the successful candidate we will take up a number of pre employment checks including contacting the referees you detail on your application form. All pre-employment checks will d need to be satisfactory before any formal offer of appointment is made

• For certain posts where there is a requirement for a PVG check, for which the timescale for receipt can vary no formal offer of appointment will be made until clearance has been received. You should consider this when handing in notice from your current position.

• If you have been unsuccessful at interview, we will normally advise you within 2 weeks. Feedback will be available from the chair of the selection panel if requested.

• We are committed to achieving the standards we have set and acting on feedback from our customers. We welcome your comments. Please write / e-mail to the address below.

Contact: HR Services Kilncraigs, Greenside Street Alloa FK10 1EB e-mail: [email protected]

8 | P a g e

Job Profile

Post Title: Teacher – Secondary Location: CSSS – Clackmannanshire School Support

Services Grade: Main Grade Teacher

OVERALL PURPOSE AND KEY FUNCTIONS Subject to the policies of the school and the education authority the duties of teachers, are to perform such tasks as the Head Teacher will direct having reasonable regard to overall teacher workload related to the main accountabilities listed below: MAIN DUTIES AND RESPONSIBILITIES

Reflects on and acts to improve professional practice, demonstrating commitment to self evaluation against the Standard for Full Registration.

Communicates clearly, making skilful use of a variety of media, including ICT to interact productively with pupils individually and collectively.

Organises and manages classes, resources and behaviour to achieve safe, orderly and purposeful activity.

Demonstrates commitment to the use of restorative approaches.

Understands and applies the principles of assessment, recording and reporting

Has experience in monitoring and tracking pupil progress to raise achievement

Evidences the use of assessment results to improve teaching and attainment/achievement of pupils

Demonstrates ability to amend teaching approaches to meet all pupils’ needs

Demonstrates ability to use assessment information to identify barriers to learning and devise ways of overcoming these, where appropriate with support from others within and out with school.

9 | P a g e

Works cooperatively with other professionals, staff and parents/guardians

Reports meaningful to other professionals, staff and parents/guardians

JUDGEMENTS AND DECISIONS Understanding of the principles of Curriculum for Excellence (CfE)

Articulates an understanding of the professional practices required to deliver CfE

Articulates an understanding of pupil learning and demonstrates an ability to develop innovative, creative and imaginative curricular planning

Evaluates and justifies the use of a range of teaching strategies/resources in relation to curriculum requirement and pupil need

Evidences curriculum development that has led to improvement in teaching and learning

Models high standards of literacy and numeracy

Demonstrates sound knowledge of all curricular areas

KNOWLEDGE, SKILLS, EXPERIENCE AND QUALIFICATIONS

Essential

• Relevant Degree/qualification

• GTCS Registration

• Articulates/demonstrates a broad critical understanding of the principles of curriculum for Excellence (CfE)

• Articulates an understanding of the professional practices required to deliver CfE

• Articulates an understanding of pupil learning and demonstrates an ability to develop innovative, creative and imaginative curricular planning

• Evaluates and justifies the use of a range of teaching strategies/resources in relation to curriculum requirement and pupil need

• Evidences curriculum development that has led to improvement in teaching and learning

• Models high standards of literacy and numeracy

• Demonstrates sound knowledge of all curricular areas

• Demonstrates sound knowledge of literacy, numeracy and health &

10 | P a g e

well-being across the curriculum and their contribution to children’s learning and general development.

• Reflects on and acts to improve professional practice, demonstrating commitment to self evaluation against the Standard for Full Registration.

• Communicates clearly making skilful use of a variety of media including ICT to interact productively with pupils individually and collectively.

• Organises and manages classes, resources and behaviour to achieve safe, orderly and purposeful activity.

• Demonstrates commitment to the use of restorative approaches.

• Understands and applies the principles of assessment, recording and reporting

• Evidences experience in monitoring and tracking pupil progress to raise achievement

• Evidences the use of assessment results to improve teaching and attainment/achievement of pupils

• Demonstrates ability to amend teaching approaches to meet all pupils’ needs

• Demonstrates ability to use assessment information to identify barriers to learning and devise ways of overcoming these, where appropriate with support from others within and out with school.

• Works cooperatively with other professionals, staff and parents/guardians

• Reports meaningful to other professionals, staff and parents/guardians

• Evidence to commitment and social justice, inclusion, caring for protecting children

• Evidence of understanding and application of the principles of GIRFEC

• Evidence of active involvement in professional dialogue with colleagues

• Evidence of participation in professional learning related to the needs of the learner, themselves and their establishment as key means to improving practice

• Proven contribution as an active partners in their school community within department, faculty and school, by demonstrating eg experience of sharing practice/working in a team, effective time management and organisation skills

• Demonstrates a high level of personal motivation and commitment

• Demonstrates ability to present key ideas/information professionally

• Has a professional manner and appearance Desirable

• Additional relevant qualification(s)

• Evidences contributions to inter-disciplinary learning

• Demonstrates experience of contributing to the development of school policy and improvements through eg membership of working/writing/development groups

• Demonstrates consistent application of active methodologies

• Evidence of leading a curriculum initiative at departmental/whole school/cluster level

11 | P a g e

• Has used the environment and resources outside the classroom and school to support teaching and pupils’ learning

• Has created opportunities and processes that allow the active engagement of other professionals, staff and parents

• Evidence of facilitating or leading professional learning communities

• Demonstrates ability to motivate colleagues

• Evidence of involvement in out of school activities which have enriched the pupil experience

• Demonstrates awareness of GTC Code on Professionalism and Conduct

• Demonstrates an understanding of the importance of handling sensitive information and situations appropriately

• Demonstrates an understanding of the importance of recognising personal achievement

• Gaelic language skills

ACCOUNTABILITIES / SPECIAL FEATURES

Evidence to commitment and social justice, inclusion, caring for protecting children Evidence of understanding and application of the principles of GIRFEC Evidence of active involvement in professional dialogue with colleagues Evidence of participation in professional learning related to the needs of the learner, themselves and their establishment as key means to improving practice Proven contribution as an active partners in their school community within department, faculty and school, by demonstrating eg experience of sharing practice/working in a team, effective time management and organisation skills Demonstrates a high level of personal motivation and commitment Demonstrates ability to present key ideas/information professionally Has a professional manner and appearance This post is considered Regulated Work with Vulnerable Children under the Protection of Vulnerable Groups (Scotland) Act 2007. You will be required to join the PVG Scheme or undergo a PVG Scheme update check prior to a formal offer of employment being made by Clackmannanshire Council. PERSONAL CONTACTS

12 | P a g e

High level of interpersonal and communication skills to engage with people at all levels of the Council and to develop a wide range of relationships. Internal

Advise, influence and effectively communicate with children, parents, other education

staff and other professionals HEALTH AND SAFETY

The Council must abide by relevant health & safety and employment law, as well as the common law duty of care. All members of staff are required to take care of their personal health and safety and that of others who may be affected by their actions or inactions. You are therefore required to carry out your duties in a safe manner in accordance with instructions and in compliance with safety rules/procedures, regulations and current and appropriate codes of practice. You are required to advise your line manager if you become aware of any unsafe practice or condition or if you have any other safety concerns and must comply with accident and near-miss reporting procedures.

If you supervise, manage or lead other staff, you are also responsible for ensuring that the Council’s operations are carried out in such a way that ensures, so far as is reasonably practicable, the health, safety and welfare of those staff and that of any others who may be affected. You will therefore conduct relevant risk assessments and assign duties with appropriate instructions, in compliance with safety rules/procedures, regulations and codes of practice. You will address and/or escalate any issues of any unsafe practice, condition or any other safety concerns you identify or that are brought to your attention, taking appropriate advice as necessary and will ensure that accident and near-miss reporting procedures are understood and complied with.

EQUAL OPPORTUNITIES

The postholder is responsible to ensure fair equitable and non discriminatory treatment of all colleagues, parents and school staff, at all times.

13 | P a g e

Person Specification

JOB TITLE SERVICE

Teacher (Secondary) Education

FACTOR ESSENTIAL Means of Assessment

DESIRABLE Means of Assessment

Qualifications and Training

Relevant Degree/qualification • Application

• Certificate

Additional relevant qualification(s)

• Application

• Certificate GTCS Registration • Application

• Certificate

Occupational Experience

Articulates/demonstrates a broad critical understanding of the principles of curriculum for Excellence (CfE)

• Application

• Interview

• Reference

Evidences contributions to inter-disciplinary learning

• Application

• Interview

• Reference Articulates an understanding of the professional practices required to deliver CfE

• Application

• Interview

• Reference

Demonstrates experience of contributing to the development of school policy and improvements through eg membership of working/writing/development groups

• Application

• Interview

• Reference

Articulates an understanding of pupil learning and demonstrates an ability to develop innovative, creative and imaginative curricular planning

• Application

• Interview

• Reference

14 | P a g e



Evaluates and justifies the use of a range of teaching strategies/resources in relation to curriculum requirement and pupil need

• Application

• Interview

• Reference

Evidences curriculum development that has led to improvement in teaching and learning

• Application

• Interview

• Reference

Models high standards of literacy and numeracy

• Application

• Interview

• Reference

Demonstrates sound knowledge of all curricular areas

• Application

• Interview

• Reference

Demonstrates sound knowledge of literacy, numeracy and health & well-being across the curriculum and their contribution to children’s learning and general development.

• Application

• Interview

• Reference

Skills/ Knowledge

Reflects on and acts to improve professional practice, demonstrating commitment to self evaluation against the Standard for Full Registration.

• Application

• Interview

• Reference

Demonstrates consistent application of active methodologies

• Application

• Interview

• Reference

Communicates clearly making skilful use of a variety of media including ICT to interact productively with pupils individually and collectively.

• Application

• Interview

• Reference

Evidence of leading a curriculum initiative at departmental/whole school/cluster level

• Application

• Interview

• Reference

15 | P a g e



Organises and manages classes, resources and behaviour to achieve safe, orderly and purposeful activity.

• Application

• Interview

• Reference

Has used the environment and resources outside the classroom and school to support teaching and pupils’ learning

• Application

• Interview

• Reference

Demonstrates commitment to the use of restorative approaches.

• Application

• Interview

• Reference

Has created opportunities and processes that allow the active engagement of other professionals, staff and parents

• Application

• Interview

• Reference

Understands and applies the principles of assessment, recording and reporting

• Application

• Interview

• Reference

Evidences experience in monitoring and tracking pupil progress to raise achievement

• Application

• Interview

• Reference

Evidences the use of assessment results to improve teaching and attainment/achievement of pupils

• Application

• Interview

• Reference

Demonstrates ability to amend teaching approaches to meet all pupils’ needs

• Application

• Interview

• Reference

Demonstrates ability to use assessment information to identify barriers to learning and devise ways of overcoming these, where appropriate with support from others within

• Application

• Interview

• Reference

16 | P a g e



and out with school.

Works cooperatively with other professionals, staff and parents/guardians

• Application

• Interview

• Reference

Reports meaningful to other professionals, staff and parents/guardians

• Application

• Interview

• Reference

Other requirements

Evidence to commitment and social justice, inclusion, caring for protecting children

• Application

• Interview

• Reference

Evidence of facilitating or leading professional learning communities

• Application

• Interview

• Reference Evidence of understanding and application of the principles of GIRFEC

• Application

• Interview

• Reference

Demonstrates ability to motivate colleagues

• Application

• Interview

• Reference Evidence of active involvement in professional dialogue with colleagues

• Application

• Interview

• Reference

Evidence of involvement in out of school activities which have enriched the pupil experience

• Application

• Interview

• Reference Evidence of participation in professional learning related to the needs of the learner, themselves and their establishment as key means to improving practice

• Application

• Interview

• Reference

Demonstrates awareness of GTC Code on Professionalism and Conduct

• Application

• Interview

• Reference

Proven contribution as an active partners in their school community within department, faculty and school, by demonstrating eg experience of sharing practice/working in a team, effective time management and

• Application

• Interview

• Reference

Demonstrates an understanding of the importance of handling sensitive information and situations appropriately

• Application

• Interview

• Reference

17 | P a g e



organisation skills

Demonstrates a high level of personal motivation and commitment

• Application

• Interview

• Reference

Demonstrates an understanding of the importance of recognising personal achievement

• Application

• Interview

• Reference Demonstrates ability to present key ideas/information professionally

• Application

• Interview

• Reference

Gaelic language skills

• Application

• Interview

• Reference Has a professional manner and appearance

• Application

• Interview

• Reference

18 | P a g e

Recruitment Privacy Notice 1 What is this notice?

This is the ‘Recruitment Privacy Notice’ of Clackmannanshire Council. Our contact details are: Clackmannanshire Council, Kilncraigs, Greenside Street, ALLOA FK10 1EB

This notice applies to individuals applying to work with us, including prospective employees, workers, volunteers and contractors.

We are a data ‘controller’, which means we are responsible for deciding how we hold and use your personal information.

This notice explains how and why we will collect and use your personal information in the context of the recruitment process and your rights in relation to your personal information. We may amend this notice at any time.

2 Data protection officer

If you have If you have any questions about this privacy notice or how we handle your personal information please contact the Data Protection Officer, identified in the Scheme of Delegation. They can be contacted at [email protected]

3 Your personal information

In this privacy notice, ‘your personal information’ means your personal data i.e. information about you from which you can be identified. The table at section 6 below lists your personal information that we may process.

Your ‘personal information’ does not include data where the identity has been removed (anonymous data).

It is important that your personal information is accurate and up to date. Please inform us if your personal information changes during the recruitment process.

19 | P a g e

4 Special categories of personal information

‘Special categories of personal information’ means information about your racial or ethnic origin; political opinions; religious or philosophical beliefs; trade union membership; health; sex life or sexual orientation; criminal convictions, offences or alleged offences; genetic data; or biometric data for the purpose of uniquely identifying you.

Data marked * in the table at section 6 below falls within these ‘special categories’ or might disclose special categories of personal information. We must have additional legal grounds for processing special categories of personal information, and these grounds are set out in the table at section 6 below.

5 Where does your personal information come from?

Your personal information will come from you or us, and may also come from the following sources:

• Recruitment process which will provide details on your name, address, qualifications, work experience, memberships, sensitive information, disability, reasonable adjustments.

• Recruitment agencies may provide us with the personal information including your name, address, qualifications, work experience, memberships, sensitive information, disability, reasonable adjustments, national insurance number, date of birth

• Background check providers may provide us with the following personal information

o Disclosure Scotland – details related to spent/unspent convictions and eligibility to be a member of the Protection of Vulnerable Group Scheme

o Occupational Health – details related to your health and ability to undertake the duties to which you are engaged

• Referees, whom you have given us permission to contact, may provide us with the following personal information including employment history, salary details, absence levels, disciplinary history

20 | P a g e

• Medical professionals may provide us with the following personal information including diagnosed conditions, impact and treatment

• SSSC and GTC may provide us with the details related to your registration and ability to practice (or not)

If you would like more information on the source of your personal information please contact the HR department.

6 Processing your personal information

We may process your personal information during and after the recruitment process. This may include collecting your personal information, recording it, storing it, using it, amending it, destroying it and, in some circumstances, disclosing it.

In general, we process your personal information for the reasons, and on the legal grounds set out in the following table, and also to:

• Retain records relating to the recruitment process;

• Establish, exercise or defend legal claims;

• Comply with the law [or requirements of a regulator]; and / or

• Protect your vital interests or those of another person (in exceptional circumstances, such as a medical emergency).

Reason for processing your personal information

Legal ground(s) for processing, and legitimate interest (where applicable)

Your personal information

Contact you regarding the recruitment process

To enter a contract Personal contact details (including name, address,

21 | P a g e

and any offer of work

email, telephone number)

Make a decision about your recruitment or appointment, including assessing your skills, qualifications, suitability for the work and eligibility to work in the UK

To enter a contract

To comply with a legal obligation

For our legitimate interests:

• to select suitable employees, workers and contractors

• Your application form, CV, any covering letter or email, and interview notes

• Outputs of assessment centres including psychometric testing.

• Documentation confirming your right to work in the UK

If you have accepted an offer of work from us that is subject to such checks:

• Take up references (from referees whom you have given us permission to contact);

• Carry out

To enter a contract



• to select suitable employees, workers and contractors

• References and details of previous employers

• Professional memberships, registrations and qualifications

• Copy of your drivers licence if required for your role

• Correspondence and results regarding the

22 | P a g e

background checks;

• Confirm your professional memberships, registrations and / or qualifications.

following background checks: Disclosure Scotland, Medical history

Determine the terms of any potential contract between you and us

To enter a contract


Offer letter, and proposed contract between you and us

Establish whether you can undergo an assessment which forms part of the application process

Consider reasonable adjustments to the recruitment process for disabled applicants

To enter a contract



• To select suitable employees, workers and contractors

*For special categories of information:

• To exercise or perform employment law rights or obligations

Information about a disability, the effects of that disability, and special arrangements that may need to be made to the recruitment process as a result of that disability*

23 | P a g e

Establish whether you are eligible for our guaranteed interview scheme for disabled applicants

To enter a contract





• To review equality of opportunity or treatment

Information about your disability status*

Establish whether you will be able to carry out a function that is intrinsic to the particular work

If you have accepted an offer of work from us that is subject to such a check: assess your fitness to work via a health

To enter a contract





• To exercise or perform

Health data and sickness records, including disability information*

24 | P a g e

questionnaire or medical report

employment law rights or obligations

• For the purposes of preventive or occupational medicine, or for the assessment of your working capacity

Carry out equal opportunities monitoring






The following information you have provided via our [equal opportunities monitoring form]:

• Health data, including disability information*

• Information regarding pregnancy and maternity*

• Age and date of birth

• Marriage or civil partnership status*

• Gender

• Information on gender reassignment*

• Data revealing race, religious

25 | P a g e

beliefs or sexual orientation*

7 Information about criminal convictions

To enable us to make recruitment decisions and assess suitability for particular work, we will process information about criminal convictions and offences (including alleged offences).

We will process this information to enter a contract with you, to comply with a legal obligation, for our legitimate interests (in selecting suitable employees, workers and contractors), and to exercise or perform employment law rights or obligations.

If you have applied for a role that is classed as being eligible for membership of the Protection of Vulnerable Group we have a statutory obligation to determine whether you are eligible to be a member of this scheme. A full list of those posts is available from HR Services.

Any offer of work from us in respect of the following roles will be subject to a satisfactory criminal record check:

• Solicitor, Accountant, Chief Accountant,: we are legally required to carry out a standard disclosure check;

• Any prison based role will require an Enhanced Disclosure check,

• Any role that is required to access any government's secure IT network will require a basic disclosure from you.

8 Data necessary for the contract

The table at section 6 above identifies personal information that we may need to enter a contract with you. If you don’t provide this data, we may not be able to proceed with the recruitment process or enter into the contract.

26 | P a g e

9 Statutory requirement to provide your personal information

In some circumstances, the provision of your personal information is a statutory requirement. This includes:

• Documentation confirming your right to work in the UK – if you don’t provide this, we may not be able to enter into a contract with you.

• The information regarding criminal convictions described at section 7 above, where we have stated in section 7 that this is a statutory requirement.

10 Sharing your personal information with third parties

We may share your personal information with the following third parties if this is required by law; necessary to enter a contract with you; where there is another legitimate interest in doing so; or where it is necessary to protect your vital interests or those of another person:

• Health professionals and occupational health providers involved in your care, for the purposes of establishing whether you can undergo an assessment which forms part of the application process; [and/or] considering reasonable adjustments to the recruitment process for disabled applicants[; establishing whether you will be able to carry out a function that is intrinsic to the particular work; establishing whether you are eligible for our guaranteed interview scheme for disabled applicants; and / or assessing your fitness to work if you have accepted an offer of work from us that is subject to health checks].

• Our professional advisors.

• Other third parties as necessary to comply with the law.

11 Automated decision-making

We do not envisage taking any decisions about you based solely on automated processing (i.e. without human involvement), which have a legal or similarly significant effect on you.

27 | P a g e

12 Transferring your personal information outside the EU

We do not intend to transfer your personal information to any country outside of the EU, or to any international organisation.

13 Data retention

If you don’t start work with us following the recruitment process, we will retain your personal information for 6 months thereafter to allow us to establish, exercise or defend legal claims.

If you start work with us following the recruitment process, we will give you a copy of our Worker Privacy Notice, and will retain your personal information as detailed in the Worker Privacy Notice.

14 Your rights

You have the following rights:

• Access: you can request a copy of your personal information that we hold, and check we are processing it lawfully.

Correction: you can ask us to correct your personal information if you don’t think it is accurate, complete or up-to-date.

• Deletion: you can ask us to delete your personal information, if:

o it is no longer necessary for the purposes for which we obtained it;

o you withdraw your consent, and we have no other legal basis for the processing;

o you validly object to the processing as described below;

o we have unlawfully processed the data; or

o we must delete the data to comply with a legal obligation.

28 | P a g e

• Objection: if we process your personal information to perform tasks carried out in the public interest or on the basis of legitimate interests, you can object to this processing on the basis of your particular situation. We will only then continue the processing if we have overriding legitimate grounds for this, or the processing is to establish, exercise or defend legal claims. You may also object if we process your personal information for direct marketing purposes.

• Restriction: you can ask us to restrict our processing of your personal information if:

o you contest the accuracy of the data (for a period that enables us to check it);

o our processing is unlawful, but you don’t want the data deleted;

o we no longer need the data, but you require it to establish, exercise or defend legal claims; or

o you have objected (as above) and are awaiting confirmation as to whether we have overriding legitimate grounds for processing.

• Transfer: if our processing is based on your consent or necessary to carry out our contract with you, and is carried out by automated means, you can request a copy of the personal information you have provided to us and the transfer of this to someone else. Where technically feasible, you can ask us to transfer it directly.

• Complain to the Information Commissioner: the Information Commissioner is the UK supervisory authority for data protection issues. We aim to resolve all complaints internally via our data protection officer who can be contacted as described above, but you do have the right to complain to the Information Commissioner at any time.

Please contact our HR department if you require more information on these rights, or wish to exercise any of them.

teacher - csss recruitment pack...packed with brand name outlets. for those who prefer something a...

Documents