Witham Prospect School Job Application Pack

Assistant Psychologist

Safer Recruitment Policy: Appendix 2

Witham Prospect School Job Description – Assistant Psychologist

Reports to: The Executive and non-Executive Directors The assistant psychologist will work under the direction of the executive and non-executive directors and will also collaborate with other senior staff members of the home/school to provide high quality specialised clinical support to the children and young people in our care in order to enhance their psychological well-being. The assistant psychologist will also systematically support all involved in the care and education of the pupils by ensuring that a robust holistic care and education that reflects the needs of individual pupils in order for them to achieve their full potential in area of their social, emotional, physical and educational development is provided and maintained at all times. The assistant psychologist will be required to maintain comprehensive and appropriate records in line with the General Data Protection Regulation (GDPR) and Data Protection Act 2018 (DPA). Important qualities of this role; being a good role model, having good organisational skills and conducting yourself in a professional manner at all times whilst on duty or representing the company at outside events.

Duties and Specific Responsibilities

Clinical Support

• To undertake systematic neuropsychological assessments and other standard procedures in order to analyse and evaluate the pupils psychological needs.

• To constantly undertake specified behavioural observations and assessments.

• Constantly seeking and acquiring specific information by reading medical notes, investigating histories of the pupil’s problems in order to provide adequate behaviour management treatment plans and advice.

• To coordinate specified treatment and run individual/ group therapeutic sessions.

• To systematically monitor and assess the progress of the treatments administered to the children and young people.

• Support in promoting self-worth, raising self-esteem and the development of emotional resilience in all pupils.

• Support in developing pupils social/emotional skills (depending on individual needs).

• To assist in the formulation and delivery of care plans involving psychological treatment and/or management of the children and young people’s problems.

• To attend and contribute to appropriate multi-disciplinary meetings and reviews in relation to the children and young people (e.g. reporting assessment results, handing over behaviour guidelines or providing feedback on progress in treatment, diagnosis, treatment, risk assessment and care plan issues).

• Take responsibility in supporting pupils and staff to develop calming/coping strategies, which are appropriate to the individual and support in the management of positive behaviour support by ensuring that approved approaches as defined in individual pupil behaviour plans and Sherwood training as required are followed.

• Review and evaluate own practice methods constantly to see if pupil’s individual treatment and developmental needs are being met.

Safer Recruitment Policy: Appendix 2

Liaison

• Develop and maintain positive relationship with pupil’s families and main points of contact in order to advise, support and develop individual treatment and personal development plans.

• Liaise and work alongside any external professionals who are responsible for ensuring that our pupil’s health, welfare, social, emotional, educational and physical needs are met.

• To give professional advice and support to residential care staff/education staff and members of the senior leadership team, both within school and the residential setting involved in implementing behaviour management programmes so that a holistic and coordinated care approach is taken to ensure that individual pupils needs, and aspirations are identified and met.

• Participate in placement visit assessments to assist the team with identifying pupil’s suitability for admission into Witham Prospect School.

• Conducting in-house training on a wide range of coping strategies and assistive technology.

• Attend external meetings and represent Witham Prospect School in a positive manner when required.

• Be a representative on various groups in the school as they arise when requested.

Recording and Reporting

• To ensure that all recording, reporting and filing are done in accordance with the General Data Protection Regulation (GDPR) and Data Protection Act 2018 (DPA).

• To maintain comprehensive records of the changes and improvements in pupils during and following therapeutic treatment, this will also involve completing and recording them onto our online behaviour watch single system.

• Discuss pupil progress with parents/carers and education /residential home staff and provide comprehensive progress reports when required.

• To keep up to date with communication/information systems employed by the organisation.

• To recognise the signs of abuse and immediately report abuse or suspected abuse to management.

• To promptly report any concerns and complaints with regards to the children and young people and the care provided.

General

• To uphold and promote the organisation’s values at all times.

• Be a role model to all employees.

• Apply equal opportunities principles at all times.

• Ensure that inclusion, diversity is maintained.

• Participation in quality assurance systems to ensure quality standards are met and maintained.

• Take responsibility to maintain your own Continued Professional Development (CPD), in order to enhance your work practice.

• You are contractually required to attend all training both in house and external as required and be prepared to achieve qualifications appropriate to the role at any particular time as specified by the company. Failure to achieve training objectives will be a breach of your contracted duties.

• You are also required to attend and participate in regular staff meetings. These form part of your contractual duties and are intended to ensure effective communication between the teams.

• To keep up to date with legislation, best practice and changes in the organisation Policies.

• To build a professional relationship with the children and young people/residents and staff throughout the home/school.

Safer Recruitment Policy: Appendix 2

• Attend work reliably and punctually and to follow a work pattern as required to fulfil the role and be prepared to work overtime if the need arises

• You have a duty (under health and safety legislation) to take reasonable care for the health and safety of yourself and of others. This means having an understanding of hazards in the workplace, complying with safety rules and procedures and ensuring that anything that you do or don’t do does not put yourself or others at risk.

• Maintain confidentiality of all information relating to pupils/resident and their families, employees and the organisation in line with the General Data Protection Regulation (GDPR) and Data Protection Act 2018 (DPA).

• As a term of your employment, you may be required to comply with any additional duties or tasks along with change of hours made of you by the executive and non-executive directors or other senior leading team member as reasonably requested to ensure the smooth day to day operation of the organisation.

This list is not exhaustive and from time to time you may be required to undertake additional duties. We will provide full training in line with regulatory requirements and the requirements of your role.

Safer Recruitment Policy: Appendix 2

PERSON SPECIFICATION

The person specification is a picture of skills, knowledge and experience required to carry out this role. We will use the essential criteria to select suitable applicants for this post. You should demonstrate, using examples where possible, how you meet the essential criteria.

Essential Criteria

The Assistant Psychologist applicant must have the following essential criteria:

• A degree in Psychology recognised by the British Psychological Society (BPS)

• Proven experience and knowledge of working with children and young people with special educational needs, with particular reference to pupils with severe learning disabilities.

• Be committed to own personal growth and development and support the ethos that learning is a life-long process.

Personal Attributes

• A positive, proactive “can do” approach combined with the resilience to retain a sense of perspective whilst working under pressure.

• Excellent caring and empathetic skills towards pupils, parents/carers and other staff members.

• The confidence and ability to remain calm whilst managing behaviours of concern.

• Commitment to an inclusive and non-discriminatory value led practice

• Professional approach coupled with strong interpersonal skills.

• Excellent planning, organisational and time management skills.

• Excellent verbal, written communication and presentation skills.

• Excellent listening skills, reliable and honest.

• Ability to work on own initiative and able to manage own workload.

• Ability to work in and adapt to a rapidly changing environment.

• Ability to work co-operatively with others to complete tasks and implement process improvements.

• Ability to follow a work pattern and willing to seek guidance when needed and follow instruction.

• Must strictly adhere to confidentiality policies and procedures.

• Ability to work using Microsoft Office programmes.

• Self –motivated, patient and keen to learn.

• Ability to be flexible.

Knowledge and Understanding

• A sound knowledge psychological theory.

• Have a working understanding of child and adolescent development.

• Good understanding of subtle behaviour cues.

• Tact and the ability to deal with difficult situations.

• Ability to encourage and motivate people skilfully.

• The ability to work under pressure and with personnel from all levels.

• Ability to write clear reports, accurate records and presentation skills.

• Be able to use new and emerging technologies to enhance practice.

• Good knowledge of working with pupils with Special Educational Needs and Disabilities (SEND) and an understanding of their individual developmental and care needs.

Safer Recruitment Policy: Appendix 2

• Excellent knowledge of establishing, implementing and evaluating intervention programmes.

• Recognise the importance of ensuring that our pupils are always at the centre of everything that we do and have the ability to support to systematically enhance their psychological well-being.

• Ability to support to develop robust pupils support plans, additional needs plans and education/care plans that reflect the holistic needs of the individual pupils.

• Good knowledge of the current legislation relating to pupils with learning disabilities.

• Good knowledge and understanding of safeguarding and child protection policies and procedures; how to recognise the signs and symptoms of abuse and how to report concerns.

• Understanding of how to promote and ensure the general safety, health and welfare of our pupils.

• Ability to constantly evaluate, reflect and review practice to identify areas of improvement in the treatment provided to pupils.

• Knowledge of how teams work and ability to work positively with others.

• Ability to establish effective organisational structures and systems to sustain high quality practice.

• Ability to develop and deliver training to staff to support them in managing pupil’s psychological well-being effectively.

• Ability to establish and sustain appropriate treatment and therapeutic structures that is tailored to each individual need.

• Knowledge, understanding and application of a range of evidence, including progress data to support, monitor, evaluate and improve aspects of our pupils’ lives at school and within the residential setting.

• Awareness of how equal opportunities can be promoted as part of an organisation’s embedded culture and how discrimination is prevented.

• Recognise and take account of the richness and diversity of our school’s communities.

• Understanding of why confidentiality is important and the need to maintain it at all times discretely.

Experience and Skills

• Experience of undertaking systematic psychological assessments, including neuropsychological tests, questionnaires, self-report measures, rating scales direct/indirect observations and semi –structured interviews.

• At least able to undertake basic functional behaviour assessments.

• Able to plan and deliver high quality therapeutic individual/group sessions to pupils.

• Able to apply variety of behaviour management programmes tailored to meet the needs of individual pupils.

• Ability to deliver in –house training sessions to staff.

• Ability to be creative, resourceful, flexible, proactive whilst and taking an innovative and solution focussed approach.

• Experience and resilience to manage behaviours of concern using positive behaviour support and approved approaches as defined in individual pupil behaviour plans and Sherwood training.

• Ability to communicate effectively with pupils using a variety of different communication methods and support their implementation at school and in the residential setting.

Safer Recruitment Policy: Appendix 2

• Ability to form appropriate professional relationship with pupils and their parents/carers and other professionals involved in their care.

• Ability to use research evidence to inform behaviour management programmes.

• Ability to systematically monitor and evaluate pupil’s treatment and progress.

• Ability to plan, organise and evaluate activities appropriate to training.

• Be able to keep information and documents organised and accessible.

• Ability to work as directed and complete tasks to high standards.

• Able to maintain fairness in work practice and at the same time remain focused.

• Excellent communication and listening skills, collaborating with others to strengthen the organisational capacity.

• Able to maintain professional boundaries by forming appropriate relationships with employees, pupils/residents/families and other professionals involved in their care.

• Enthusiastic about training and developmental opportunities and understand how training can be implemented to ensure high standards are always maintained.

• Willingness to follow and enforce the organisation’s policies and procedures.

Additional Requirements

• Ability to work flexibly including weekends when required.

• Willingness to keep knowledge and skills up to date.

• Enhanced Disclosure from the Disclosure and Barring Service formally known as the Criminal Records Bureau (CRB) Disclosure.

• Driver with Full UK Drivers Licence –not more than 6 points.

Post Holder Declaration

I agree to fulfil the duties and responsibilities to the best of my ability within this role.

Name……………………………………………………………………………………………………………………………

Signature……………………………………………………………….. Date……………………………………………

Safer Recruitment Policy: Appendix 2

APPLICATION FORM

Please check in the information provided whether additional information is required for your application.

Please use BLACK ink or type

Post Applied for:

PERSONAL DETAILS

Surname

Forename(s)

Previous Name(s) known by

Mr/Mrs/Miss/Ms

Home Address including Postcode

Telephone No. Mobile No.

Email address National Insurance No.

DRIVING LICENCE

Are you in possession of a valid current Driving Licence? YES/NO (delete as appropriate)

Do you have any current endorsements? YES/NO (delete as appropriate)

Do you have any motoring prosecutions pending? YES/NO (delete as appropriate)

Do you have use of a car for work? YES/NO (delete as appropriate)

Safer Recruitment Policy: Appendix 2 Declaration for the Rehabilitation of

Offenders Act 1974 (regulated positions)

The post for which you are applying is a regulated position. It is a criminal offence for a disqualified person to apply to work in a regulated position. The post is also exempt from the provisions of Section 4(2) of the Rehabilitation of Offenders Act 1974, by virtue of the Exceptions Order 1975 as amended. This means that all convictions, including those that are ‘spent’ under the terms of the Rehabilitation of Offenders Act 1974 must be declared. The information provided will be taken into account in deciding whether to make an appointment or not. It will be completely confidential and will be considered only in relation to this application. The 1997 Police Act allows employers to obtain information about people who are being considered for appointment to positions involving working with children, vulnerable adults or other positions of trust. The post you are applying for is subject to an Enhanced Disclosure and you must provide details of all convictions, either in the UK or abroad, including those ‘spent’. You must also inform us if you are on the ISA List, disqualified from working with children, or are subject to sanctions imposed by a regulatory body. Should your employment require you to work with children under the age of 8, you will also be required to complete a Disqualification by Association declaration.

DECLARATION

Have you ever been convicted of a criminal offence or are you at present the subject of criminal charges?

YES/NO

Are you a disqualified person? YES/NO

Have you ever been convicted in a court of law or accepted a police caution, reprimand, or final warning in respect of any offence?

YES/NO

If “yes”, give full details:

If you have previously had any other surname(s) or forename(s), you must declare all of them below and state the date of each change and the reason.

Surname Forename Date From Date To Reason for change

Registration/PIN number (if applicable)

Surname: Forename(s):

Signed: Date:

Safer Recruitment Policy: Appendix 2 PRESENT APPOINTMENT

Employer’s Name and Address:

Job Title:

Date Started:

Wage/Salary:

Notice Required:

Brief Outline of Duties:

PREVIOUS EMPLOYMENT (Please also give reasons and duration for any gaps when you have not been

employed)

Name and Address of Employer and Post held (most recent first)

From To Reason for leaving

Have you ever been dismissed by any of the above employers? YES/NO (delete as appropriate)

If yes, further details may be required from you

Safer Recruitment Policy: Appendix 2 EDUCATION

School/College/University Qualification Garde/Result Date From: Date To:

PROFESSIONAL QUALIFICATIONS

Membership Body Method of Membership Title of Qualification

Details of any other specialised training or qualifications not covered in previous sections (eg. Short courses, on-the-job training etc.

Course title Date of Attendance

Documentary evidence of relevant qualifications/memberships must be presented at interview. These

must be originals.

Safer Recruitment Policy: Appendix 2 OTHER RELEVANT INFORMATION AND EXPERIENCE

Please give a brief outline of the skills, knowledge and experience you have gained both inside and outside of the workplace which will help us to evaluate your suitability for the post.

Please continue on a separate sheet if necessary

Safer Recruitment Policy: Appendix 2 REFERENCES

Please provide the names and contact details of at least four referees, the first two must be your present or most recent employers. You may supply the details of up to two character referees if you do not have four previous employments. References will be taken up after shortlisting and before interview. If you do not have two employment references, one may be from a professional body, a lecturer or teacher or similar. Also, if you have previously been employed in a position which involved working with vulnerable adults or children for more than three months then one of the references you provide must be from this agency/employer. References will NOT be accepted from relatives, friends or neighbours.

Most recent employer : Employer Reference:

Name: Address: Postcode: Telephone: Email:

Name: Address: Postcode: Telephone: Email:

Referee: Referee:

Name: Address: Postcode: Telephone: Email:

Name: Address: Postcode: Telephone: Email:

Do you have any family or close relationship to existing employees or directors, or known contractors/suppliers to the school? YES/NO (delete as appropriate) If ‘yes’, please give details:_______________________________________________________________

Safer Recruitment Policy: Appendix 2

Asylum and Immigration Act 1996 Can you provide evidence of your legal right to work in the UK? YES/NO (delete as appropriate) (You will be required to produce this documentation at interview) If you are a foreign national and are successful at interview, you will be required to obtain a ‘Certificate of Good Conduct’ from your embassy in the UK. This also applies if you are a UK national but have lived or worked abroad for a period greater than 3 months.

Publication in which the advertisement was seen:

Thank you for completing your application form. You must now read and sign the following declaration’s

before submitting your application.

Safer Recruitment Policy: Appendix 2 DECLARATION

1. The information I have given on this form is true and accurate to the best of my knowledge.

2. I have read or had explained to me and understand all the questions on this form.

3. I understand that deliberate omissions and incorrect statements could lead to my application

being rejected or to my dismissal if appointed to the post.

4. I understand that evidence of my qualifications will be required during the selection interview

process1

5. I understand that satisfactory references, DBS disclosure/section 128 direction prohibition from

management in an independent school checks, medical clearance, and evidence of the right to

work in the UK are required before any final offer of employment can be made.

Signed:______________________________________Date:_________________________________

If submitting this form via email you are declaring that the information stated is true and accurate.

You will be asked to sign this form if you are invited to an interview.

This form, when completed, should be returned to:

Human Resources Department

Witham Prospect School

Old Harbour Farm

Newark Road

Norton Disney

Lincoln

LN6 9JR

Witham Prospect School reserves the right to reject any applicant without calling the candidate to

interview or to reject any candidate after interview.

All information provided on this form will be dealt with in accordance with the General Data Protection

Regulation (GDPR) and Data Protection Act 2018 (DPA).

Safer Recruitment Policy: Appendix 2 GOOD CONDUCT DECLARATION FORM Surname:

Forename(s):

Previous Name(s) known by:

Mr/Mrs/Miss/Ms

Home Address including

Postcode:

Telephone No: Mobile No:

Email address: National Insurance No:

DECLARATION: Please read the guidance notes before answering the declaration and tick the appropriate statement 1. Do you have any convictions, cautions, reprimands or Final warnings that are not

“protected” as defined by the Rehabilitation of Offenders Act 1974 (exceptions) Order 1975 (as amended in 2013)?

YES NO 2. Have you ever been, barred, excluded or prevented from working with Children or

Vulnerable Adults in the course of any employment, regulated activity, as defined by the Safeguarding Vulnerable Groups Act 2006, whether paid or unpaid?

YES NO 3. Have you ever been suspended from any professional practice, or subject to any suspension

order by any local authority, professional body, inspectorate or similar licensing/registration authority, which may reasonably be regarded as preventing you from working with children or vulnerable adults?

YES NO

4. Have you ever been subject to or is there any current disciplinary employment finding against you and/or are you currently the subject of an employer’s disciplinary investigation?

YES NO 5. Do you know of any reason or circumstances that would prevent you from working with

Children or Vulnerable Adults in any regulated activity, including any disqualification under the Childcare (Disqualification) Regulations 2018 or is there any other information the School should know about which may have a bearing upon your suitability to work with the vulnerable?

YES NO

If you answered YES to any of the above, please supply full details, including if appropriate details of the offence with the date, name of court or constabulary, sentence, outcome, charge and any other relevant information including the circumstances of the conviction and/or suspension on a separate sheet and attach it to this form.

6. Have you, during the past five years, spent any time living or working overseas? (Note: You should indicate ‘YES’ if you spent anytime residing overseas on either a permanent, semi-permanent or temporary basis e.g. through work, an overseas placement or as a foreign national. Time spent overseas as part of an annual holiday should not be regarded as residing overseas for these purposes.)

YES NO

If you answered YES to the above, please provide a detailed list of the dates and countries where you resided overseas. You must also provide a certificate of good conduct from the relevant agency for each overseas country in which you resided.

I CERTIFY AND AGREE THAT:

• All of the information I have provided on this form is complete and correct to the best of my knowledge and belief and I have not withheld any information that may affect my application for work. I understand that false information or omissions will constitute a disciplinary offence and misconduct which may lead to my application being rejected or dismissal if employed.

• I understand that the School may contact me about the information in my application and seek further information from any relevant authority, police force, court or other relevant agency as necessary.

• The School may undertake any other checks, including checks from overseas, that it believes to be necessary to judge my suitability for working at Witham Prospect School.

• I agree to tell the School as soon as reasonably practical about any changes to my personal details or the information I have provided above and that failure to do so may be regarded as misconduct.

• I understand that the School will investigate allegations of misconduct against in line with the School’s disciplinary procedures.

• I understand and agree that completion of this form does not replace the need to apply a Disclosure and Barring Service (DBS) Disclosure Certificate/section 128 direction prohibition from management in an independent schools checks through the School or conviction checks from overseas as necessary and that the School’s offer of a job will remain conditional upon successful application and presentation of a satisfactory DBS Disclosure/section 128 direction prohibition from management in independent schools checks through the School including any necessary conviction checks from overseas.

• I understand and agree that I will be required to subscribe to the DBS updating service of my DBS Disclosure and that I give consent for the School to undertake an on-line check of my DBS disclosure/section 128 direction prohibition from management in independent schools check as necessary.

• I understand and agree that once I have received a DBS certificate that I may be asked to provide my certificate for verification purposes.

• I have read the General Data Protection Regulation (GDPR) and Data Protection Act 2018 (DPA) Statement overleaf and consent to the processing of my personal data as described.

Signature:………………………………………………………………………………………………… Date:…………………………………………………………………………………………….

Safer Recruitment Policy: Appendix 2

GUIDANCE NOTES FOR GOOD CONDUCT DECLARATION FORM

Please read this carefully 1. Any reference to the ‘School’ refers to the Witham Prospect School. The term ‘vulnerable’ includes Children and Vulnerable

Adults as defined by the Safeguarding Vulnerable Groups Act 2006 as amended and in force from time to time.

2. If you need help or advice in completing this form, please contact the Human Resources Department at Witham Prospect

School (HR@withamprospect.co.uk).

3. Every candidate who is applying to work at Witham Prospect School must complete this form whether they have any form of

previous conviction or not.

4. The information requested will be stored within your individual personnel file maintained by the Human Resources

department and as such it will be kept confidential with limited, authorised access to it’s contents.

5. You should complete this Good Conduct Form and bring it with you to the DBS signing session.

6. The Human Resources Manager or appropriate senior leader will contact you if they require any further information. Details

will not be shown to the Interview Panel.

7. Any position within Witham Prospect School involves contact with children or vulnerable adults and is therefore exempt from

the Rehabilitation of Offenders Act 1974, as an applicant for a job at Witham Prospect School you MUST declare all cautions,

bind-overs, reprimands, convictions that are not “protected” or any other relevant information that may prevent you from

working with Children or Vulnerable Adults in any regulated activity.

8. You may also be required to declare any relevant disqualifications under the Childcare (Disqualification) Regulations 2018.

9. Failure to declare relevant disqualifications or convictions that are not ‘protected’ or filtered may result in the offer of a job

being withdrawn. Protected convictions for non-custodial sentences may not appear on your DBS certificate.

10. All job offers at Witham Prospect School remain provisional pending a receipt of both satisfactory DBS/section 128

direction prohibition from management in independent schools (for all staff employed) including any necessary conviction

checks from overseas, medical clearance through the school. The School may withdraw the offer of a place, or terminate

employment, if information comes to light that may have a bearing on your suitability to work with Children or Vulnerable

Adults or you fail to meet the necessary suitability requirements for selection.

Candidates who have previously been convicted of a criminal offence.

1. Any details that you provide will be treated in the strictest confidence and will not automatically exclude you from being

considered for a position at the school.

2. Witham Prospect School involves working with children or vulnerable adults. Under the Exceptions Order 1975, this means

that you are not entitled to withhold information on a criminal conviction on the grounds that it is “spent” or forgotten under

the Rehabilitation of Offenders Act 1974. You must provide the information as requested overleaf. Convictions within the

armed services, or out of the United Kingdom, disciplinary action by professional or regulatory bodies and any relevant

disqualifications under the Childcare (Disqualification) Regulations 2018, including Disqualification ‘by Association’ which only

applies in domestic settings, not schools.

General Data Protection Regulation (GDPR) and Data Protection Act 2018 (DPA) Statement.

1. The information which you provide on this form will be used by the school in the decision making process which will include a

criminal records disclosure, and any other checks (including criminal checks from overseas as necessary) as to your suitability to

work with the vulnerable as necessary.

2. Subject to the General Data Protection Regulation (GDPR) and Data Protection Act 2018 (DPA) principles and other relevant

legislation information supplied on this form and contained on your DBS disclosure or other checks, may be shared with other

relevant professional, statutory and regulatory bodies or any other persons deemed necessary by the school to assess your

suitability for a job within the school.

3. If you are offered a position within the company, this form is held until such time as the Witham Prospect School receives a

DBS Disclosure Certificate (and where necessary overseas check) and may be held for the duration of your employment. In line

with the DBS Code of Practice for Registered Bodies copies of DBS Disclosures and overseas checks may not be returned to

applicants and will be destroyed no later than six months following the recruitment decision. If you are unsuccessful, the form

will be retained in a sealed envelope and will be destroyed no later than six months following your application.

Safer Recruitment Policy: Appendix 2

Privacy Notice for Job Applicants

Witham Prospect School will process personal data relating to those who apply for job vacancies with us or who send speculative job applications to us. We do this for employment purposes, to assist us in the selection of candidates for employment, and to assist in the running of the business. The personal data may include identifiers such as:

• name

• date of birth

• personal characteristics such as gender

• qualifications and previous employment history. Witham Prospect School will not share any identifiable information about you with third parties without your consent unless the law allows or requires us to do so. The personal data provided during an application process will be retained for a period of at least six months or, if required by law, for as long as is required.

This privacy notice does not form part of an employment offer or contract between us. If we make an employment offer to you, we will provide further information about our handling of your personal information in an employment context separately.

If you would like to find out more about our data retention policy and how we use your personal data, you want to see a copy of the information about you that we hold or have any questions or issues regarding data protection, please email us with the Subject “Data Protection Request”.