Contents
Important guidance before you start filling in your application
- Fill in every section as fully as you can. The information you give is what we will use when matching your experience, qualifications, skills and knowledge to those needed for the job. We cannot make assumptions about these.
- Read the job description and person specification carefully. The person specification will list the experience, skills, knowledge and qualifications needed for the job and tell you how we will assess whether you have them. An A means we will assess the criteria from the form, an I means we will ask about it at interview and a T means you will need to do a test. Do you have the experience, skills, knowledge and qualifications that are needed for the job? If so, plan how you will demonstrate this to us. Make sure you list your relevant qualifications where you're asked to.
- Use the supporting information section to describe the experience, skills and knowledge you can bring to the job. Explain how you meet the requirements of the job listed in the person specification. Give examples of how you match each requirement where possible.
- Don't just repeat your career history - explain what you have learned and the skills you have developed. Relate everything back to the person specification of the job you are applying for.
For example, if the person specification asks for experience of reception work, possible responses could be:
Poor example:
"I have worked as a receptionist for two years."
Better example:
"I have worked as a receptionist for two years and I am responsible for dealing with all visitors and incoming calls through a switchboard. I also distribute mail and frank outgoing mail. I have developed my skills in verbal communication and can confidently deal with difficult or sensitive situations and complaints.
Both examples tell us that the person has done reception work but the second example tells us what it involved and the skills the person has as a result of doing that work.
- Remember that the experience you have gained outside paid work is also important. Think about work done in the home or voluntary work when considering how you meet the requirements of the job. For example, youth club leader, Duke of Edinburgh Award Scheme, Scouts, Guides and charities.
- Don't use the same application for all jobs - pay attention to the specific requirements of the job listed particularly in the person specification - you need to match each form to the job.
- Before you submit your application, go over it again. Follow the guidelines we have given to make sure your application goes in the 'Yes-interview' pile rather than the 'No-interview' pile.
- Remember that we usually get lots of applications for every job we advertise and many candidates have similar qualifications and experience. Consider how to make yours stand out. Make sure you do yourself justice by accurately describing why you are suitable for the actual post for which you are applying.
Do I have to apply online?
We have made a decision to manage all our applications online only. This is because it saves time, money and helps the environment by using less paper. It’s better than doing in manually too; you can monitor the progress of your application and we will be able to keep in touch with you by text message and email. We will of course, make reasonable adjustments for disabled people.
I'm having problems filling in my online application
If you're having techincal difficulties filling in your online application, please email us at recruitment.team@derby.gov.uk
Who sees my application?
For recruitment purposes, only those involved in dealing with the application will see it. We use the equal opportunities section of applications for checking our policies are working and we are guided by the Data Protection Act.
How we decide who to interview
We only interview someone if their application shows they meet the essential requirements of the job. The shortlisting panel only uses your application to assess how far your skills, experience and knowledge match those needed for the job.
Guaranteed interview scheme for disabled people
We are committed to employing disabled people. We guarantee an interview to disabled people who want one if they meet the essential requirements of the job. We realise that some disabled people will not want to use the scheme as they prefer to be offered an interview purely on their own merits, so we give you a choice. If you want to apply under the guaranteed interview scheme, tell us by filling in the relevant section of the application form.
References
Tell us the names of two people who will give you a reference that is relevant to your application. The first reference must be from your present or most recent employer, or head teacher or lecturer if this is your first job since leaving school or college. We only contact your referees if we offer you an interview.
When will I find out if I have got an interview?
Our online application system helps us to communicate quickly and more frequently with you, usually by email or text message. You will be contacted by email to tell you if have been successful or not.
If we invite you for interview we will give you:
- at least one week's notice of the date of the interview
- details of where and when the interview will take place and who to ask for
- information about any tests we may ask you to do at the interview.
If you are a disabled person and are invited to interview please tell us as soon as possible if you need us to arrange any support for you such as British Sign Language Interpreter, an induction loop, car parking space or something else. Please give us advance notice about any of these.
How we decide who is suitable for the job
Usually, at least two people and sometimes three or more will interview you. The questions they ask will be designed to test how you meet the requirements of the job given in the person specification. We have excellent training courses on interviewing and the people who interview you will be trained and experienced to get the best out of you and select the most appropriate candidate.
Interview expenses
You may claim travelling expenses and subsistence to cover your interview costs. Usually we reimburse the cost of second class rail fare or bus fare but where public transport is not available and you have to use your car we will pay the appropriate mileage rate for essential users. Disabled people can use whatever transport is most accessible for them.
Feedback policy
You can ask for feedback about your application. If you've not been shortlisted and would like to know why, contact us and ask for feedback within eight weeks of the closing date. If you've had an interview, contact us within four weeks after the interview. We usually give constructive feedback by telephone or textphone.
CRB checks
Derby City Council have a policy statement on how we will do CRB checks. for more information please download our CRB Policy Statement 
- 57Kb. You can also download the Criminal Records Bureau Code of Practice ( - 376kb), which we adhere to.
Complaints procedure
If you think you have been treated unfairly please tell us.
Step one
Contact the personnel officer in the department which had the vacancy to ask about why you have not been shortlisted or appointed. Contact them in the timescales mentioned earlier.
Step two
If you are not happy with this feedback, write to the Director of the department which had the job vacancy explaining the reasons for your complaint. Do this within two weeks of receiving the feedback.
The Director will nominate someone to investigate your complaint and let you know the outcome, usually within eight weeks of receiving your letter.
Employing people with a criminal record
Policy statement
- The Council aims to promote equality of opportunity for all, and welcomes applications from diverse candidates.
- When recruiting we only consider criminal records when the conviction is relevant. Unless the type of the work demands it, we will not ask you 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 the offence(s).
- For posts that are exempt, under the Rehabilitation of Offenders Act 1974, applicants who are offered employment will be subject to a criminal record check from the Criminal Records Bureau, CRB, before the appointment is confirmed. This will include details of cautions, reprimands or final warnings as well as convictions.
Exempt posts under the Rehabilitation of Offenders Act
- Work involving matters of national security, for example some civil service posts or defence contractors.
- Work that brings the person into contact with vulnerable groups such as the infirm, elderly, mentally ill and young people under the age of 18.
- Professions that have legal protection, for example nurses, doctors, dentists, chemists, accountants.
- Posts concerned with the administration of justice, for example, police officers, lawyers, probation officers, traffic wardens.
- Health service appointments.
Rehabilitation Periods
| Type of sentence |
Rehabilitation period if aged 18 or over when convicted |
Rehabilitation period if under 18 when convicted |
| Prison and Young Offender Institution sentence of 6 months or less |
7 years |
3 years |
| Prison and Young Offender Institution sentence of more than 6 months to 2½ years |
10 years |
5 years |
| Fines, compensation order probation - for people convicted on or after 3 February 1995 -, community service, combination order, action plan, curfew order, drug treatment, reparation order |
5 years |
2 years |
| Borstal - abolished 1983 |
7 years |
7 years |
| Detention centres - abolished 1988 |
3 years |
3 years |
| Absolute discharge |
6 months |
6 months |
| Probation order - for people convicted prior to 3 February 1995 - conditional discharge, bind over, supervision order, care order |
Until the order expires –minimum period of one year |
Until the order expires –minimum period of one year |
| Attendance centre orders |
Length of the order plus one year |
Length of the order plus one year |
| Hospital order |
Two years after the order expires - with a minimum of five years from the date of conviction |
Two years after the order expires - with a minimum of five years from the date of conviction |
Suspended sentences
Treated as one that has taken effect and the rehabilitation period will be the same.
Consecutive and concurrent sentences
An offender who is sentenced at one time for several offences may have consecutive or concurrent sentences.
Example: Two terms of imprisonment of six months each to run concurrently results in a rehabilitation period of seven years. If they were consecutive, the period would be ten years.
Extension of rehabilitation periods
If someone receives further convictions while an original rehabilitation period is still running, the rehabilitation period can be extended depending on the seriousness of the second offence.