1. Careers
  2. Care Assistant (Nights)

Careers with
Mariposa Elderly Care Homes

A career as individual as you

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Personal Details

Address information

Professional registration details
Education and training

New Education History

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Do you have a qualification relating to the role? *
Do you have any relevant experience relating to the role? *
Employment History

Starting with your most recent employer, please provide details of your employment history. In the case of your most recent role, please also provide details of your reason for leaving.

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Driving licence
Current driving licence? *
Any current endorsements? *
Any motoring prosecutions pending? *
Further information
Further important questions
If you obtained this position, would you agree to take part in regular testing for Covid 19? *
If you obtained this position, would you continue in any other employment *
If appointed to this role, will this lead to any possible conflict of interest (e.g. other employment)? *
Do we need to make any disability-related adjustments to allow you to take part in the recruitment process? *
Are you entitled to enter or remain in the UK and undertake the work in question? *
Have you got any live, unresolved or under investigation performance and conduct (disciplinary) issues from your current or previous employment? *
Question asked under the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014
Do you have any physical or mental health conditions which are relevant to your capability, after reasonable adjustments are made, to properly perform the tasks which are intrinsic to this employment? *
References

I hereby authorise you to contact the references below to obtain any information which, in your opinion, will attest to my suitability, qualifications and work history.

*References must be provided by current/previous employers from the manager or organisation directly.  A minimum of two work references is required, which cover the last three years.  If you cannot provide a work reference (e.g. first job) you may provide character references. 

Work reference 1:

Work reference 2:

Privacy notice

We 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.

We 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”.

If you would like to see our full privacy notice, please see our website.

Declaration

The above information is true. I understand that any job offer made on the basis of untrue or misleading information may be withdrawn or my employment terminated.

Declaration under the Protection of Freedoms Act 2012

The post for which you are applying is a ‘regulated activity’ within the meaning of Part 5 Chapter 1 of the Protection of Freedoms Act 2012 and it is a criminal offence for a ‘barred person’ to apply to work in a regulated activity. If you are a barred person you must not proceed with this job application.

If your application is successful you will be required to co-operate with us in obtaining a disclosure of criminal convictions and in checking your barred status with the Disclosure and Barring Service.

Are you a barred person? *
Do you have any outstanding Safeguarding investigations or suspensions, criminal prosecutions or convictions that might lead to your being barred from working on child-orientated premises (e.g. schools), with children or with protected adults? *
Do you have any unspent conditional cautions or convictions under the Rehabilitation of Offenders Act 1974? *
Do you have any adult cautions (simple or conditional) or spent convictions that are not protected as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020? *

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.

Statement on the recruitment of ex-offenders
Introduction

As an organisation using the Disclosure and Barring Service’s (DBS) checking service to assess applicants’ suitability for positions of trust, we comply fully with the Code of Practice and undertake to treat all applicants for positions fairly.  We undertake not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed.

We are committed to the fair treatment of our employees, potential employees and users of our services, regardless of their offending background.

Policy

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records.  We select all candidates for interview based on their skills, qualifications and experience.

A DBS check is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned.  For those positions where a DBS check is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS check will be requested in the event of the individual being offered the position.

Where a DBS check is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.  We request that this information is sent under separate, confidential cover, to a designated person within the organisation and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

Unless the nature of the position allows us to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.  We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974, and in the secure handling of criminal convictions data, e.g. DBS checks.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.  Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

This policy document is made available to all DBS applicants at the outset of the recruitment process and we make every subject of a DBS check aware of the existence of the Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.