Application & Recruitment process

Applications will only be accepted from candidates completing the Academy’s application form in full. CV’s will not be accepted.

Due to the high volume of applications we receive at the Academy we regret that we are unable to reply individually to each application. Applicants who have therefore not heard from us by 5 working days prior to the advertised interview date, must therefore assume they have not been shortlisted for interview.

The Academy will seek two references for shortlisted candidates prior to the interview, unless candidates have indicated otherwise on their application form. Information requested from referee’s will include information relating to performance, attendance, disciplinary records, suitability for the role applied for and the applicant’s suitability to work with children.

The recruitment process will vary for each role but will generally involve at least one interview, alongside other suitable recruitment tests, as appropriate. We will also carry out the below checks for all appointments:

(a)  Pre-employment checks

In keeping our students safe, all appointments to the Academy will be subject to the following pre-employment checks:

  • Receipt of at least 2 satisfactory references, one of which must be the applicant’s current (or most recent) employer
  • Verification of identity, right to work in the UK, and qualifications
  • Receipt of a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).
  • For teaching posts, verification of successful completion of the statutory induction period
  • Verification of medical fitness for the role

All roles in the Academy are subject to a 6 month probation period.

(b)  Criminal Records

All posts in the Academy involve some degree of responsibility for safeguarding children, although the extent of that responsibility will vary according to the nature of the post. Accordingly, all posts within the Academy are exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and bind overs, including those regarded as ‘spent’ must be declared by all applicants. The amendments to the Exceptions Order 1975 (2013) however provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found on the Disclosure and Barring website.

We recognise that people with criminal convictions face discrimination when seeking employment and so have procedures as part of the recruitment and selection process to guard against further disadvantage. Any information will be treated in the strictest confidence and you will only be prevented from obtaining employment if we consider applicants have a criminal record that makes them unsuitable for work involving substantial access to children/vulnerable people.

The Manchester Health Academy will ignore convictions which are not relevant to the post being applied for. If a conviction may be relevant, the appointing panel and the Principal will carefully consider the nature of the offence and the requirements of the post. The panel will also look at when the offence occurred and if there is a pattern of related offences. Some serious offences will, however, almost certainly prevent the panel from making an appointment.

For a copy of our Application for Employment form click here.