ࡱ> #e /bjbj0i0i rdRiRig&q$PVC (k " b$b$b$hVjVjVjVjVjVjVeY\jVb$#|b$b$b$jV YV&&&b$^R  hV&b$hV&&Mxm"Q P R$O&TVV0VOB\r%\LQQ&\R8b$b$&b$b$b$b$b$jVjV &b$b$b$Vb$b$b$b$\b$b$b$b$b$b$b$b$b$Y :    Application form Head of Development (maternity cover) Flexible full-time hours up to 12 monthsName of applicant:  Please complete this application form electronically or in black ink using block capitals. Section one: personal information Post applied for:Family name:Title:Preferred name:Name in full:Address:Postcode:Telephone:Email:Are you eligible for work in the UK? Where did you hear about this vacancy?  Section two: employment history Please note any other employment you would continue with if you were successful in obtaining this position. _________________________________________________ How much notice is required in your current post? ____________________________ From, to (month, year)Name and address of employerJob title and dutiesSalary at leavingReason for leavingCurrent Section three: education history Professional/practical qualifications obtained (e.g. teaching, social work). FromToQualification/experience Further education (college or university). Please give details of any qualifications obtained. FromToOrganisation and qualification Principal secondary schools SchoolQualifications and details Section four: reasons for applying for this post Please detail here your reasons for applying for this post. You should include experience obtained in your present and past roles that would be relevant to this post and what skills, knowledge, and experience you would bring if appointed. Please use no more than two sides of A4. Section five: references Please give names and addresses of two persons from whom the company may obtain both character and work experience references (one must be your present or most recent employer). Please obtain their permission. If you are applying for a post which requires unsupervised access to children/vulnerable adults, Gloucester Cathedral reserves the right to approach any past employer for a reference. Name:Position:Occupation:Address:Telephone:Email:Relationship with applicant:May we approach this person prior to interview? YES / NOYES / NO Section six: declaration Please read this carefully before signing this application. I confirm that to the best of my knowledge and belief, the above information is complete and correct and that any untrue or misleading information will give Gloucester Cathedral the right to terminate any employment contract offered. I agree that the Cathedral reserves the right to ask relevant questions about an individuals health after an offer has been made, and only where appropriate will request a health assessment through occupational health. Should further information be required and the Cathedral wish to contact a doctor with a view to obtaining a medical report, the law requires them to inform the individual of this intention and obtain their permission prior to contacting their doctor. Again, this is done through the diocesan occupational health provision. Information the Cathedral receives will only be retained on a personnel file during an individuals tenure in post and will be only stored/processed in accordance with the Data Protection Act. I understand that the Cathedral has in place safer recruitment practices and I agree that where a role may require a criminal record check the Cathedral will apply to the Disclosure and Barring Service for the appropriate level of disclosure. I understand that should any required disclosure not be satisfactory; employment may be withdrawn or employment terminated. I understand that Clergy, ordinands and such employed lay people working for the Cathedral as have duties that require them to represent or speak on behalf of the Church (which for the purposes of this policy, includes all employees of the Church) may not be a member of or promote or solicit support for a party or organisation whose constitution, policy objectives or public statements are declared in writing by the House of Bishops to be incompatible with the Church of Englands commitment to promoting racial equality. This explicitly includes the BNP. I can confirm / not confirm that I am able to comply with this. (please circle/delete as appropriate.) Signature: Date: Name:  To submit your application please email  HYPERLINK "mailto:recruitment@glosdioc.org.uk" recruitment@glosdioc.org.uk or return your completed form to: Recruitment, Church House, College Green, Gloucester, GL1 2LY The closing date for applications is: 9am on Thursday 28th August 2025 The date for interviews is: In Gloucester Monday 8th September 2025 Job Applicant Information Our General Privacy Notice can be found at  HYPERLINK "https://www.gloucestercathedral.org.uk/about/privacy-notice/privacy-notice.php" https://www.gloucestercathedral.org.uk/about/privacy-notice/privacy-notice.php Gloucester Cathedral collects a range of information about you during recruitment processes including: Your name and contact details Your qualifications, experience, skills and employment history Whether you have the right to work in the UK Whether you wish to disclose to us about a disability for which we need to make reasonable adjustments during our recruitment procedure. We will collect this information from your application, exam certificates, passport or other identity documents and interviews. We will then store the information on our internal HR IT systems and also in paper form in our HR department. We may share the information internally for recruitment purposes with our HR, IT team and Finance team for pension and payroll processing purposes. If your application is unsuccessful, we may keep your information on file for up to 6 months in case we have any future job opportunities for you. We will ask for your consent to do this and you are free to withhold this consent or withdraw it at any time). Why we handle your Personal Data We need to process various types of information about you to: Take the necessary steps before entering into a contract with you. Comply with our legal obligations, such as checking your right to work in the UK before employment starts. Fulfil our legitimate business interests, including being able to manage the recruitment process, to manage payroll and pensions, assess your suitability for the role and decide whether to employ you. We also need to retain your data to defend ourselves against any legal claims. We also need to process some special categories of data. These include information necessary for equal opportunities monitoring and information about any disabilities so we can make any reasonable adjustments to the recruitment process (as well as information about any criminal convictions). We also have some roles for which an Occupational Requirement may be required. This is necessary for us to perform our obligations and exercise specific rights related to employment. Data retention and Protection If your application for employment is unsuccessful, we will keep your data on file for 6 months with your consent. If your application is successful, this forms part of your HR personnel file and we keep our files in line with Church of England national data for specific roles, legal etc. We have strict policies and controls in place to prevent the loss, accidental destruction, misuse or disclosure of your data. Your Rights and Obligations Under data protection laws, you have the right to: Obtain a copy of your data if you wish. Ask us to amend incorrect or out of date data Ask us to erase or stop processing your data if it is no longer necessary for us to hold it for its original purpose. Object to us processing your data where we are relying on our legitimate interests as the legal basis for processing. Complain to the Information Commissioners Office if you believe that we have breached your data protection rights. Automated Decision Making We do not base any of our recruitment decisions on automated decision making. Our appointment processes follow the Church of England Safer Recruitment Guidelines. Statutory retention periods Accident books (accident records/reports) - 3 years from the date of the last entry. Medical records as specified by the Control of Substances Hazardous to Health Regulations (COSHH) 40 years from date of last entry. Retirement Benefits Schemes (records of notifiable events, for example, relating to incapacity) 6 years for end of scheme year in which event took place. Statutory Maternity Pay records, calculations, certificates (Mat B1s or other medical evidence 3 years after end of tax year which maternity period ends. Wage/salary records (overtime, bonuses, expenses) 6 years (tax) 7 full calendar years. Our data retention process and periods Application forms and interview notes (unsuccessful candidates) 6 months Assessments under health and safety regulations and records of formal consultations permanently Inland Revenue/HMRC approvals permanently. Parental leave 18 years from the birth of the child. Pension scheme investment polices 12 years from ending of any benefit payable under the policy Pensioners records 12 years after benefit ceases. Personnel files and training records (including disciplinary records and working time records) 6 years unless the role involves working with children and vulnerable adults then kept in line with National Church policies. Redundancy details, calculations of payments, refunds, notification to the Secretary of State 6 years from date of redundancy. Statutory Sick Pay records, calculations, certificates, self-certificates 6 years after employment ceases. Trustees minute books permanently.     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