HANDLING OF APPLICATIONS
Please note that in the interests of economy we are only able to notify those candidates who are shortlisted. Unfortunately we are not able to give feedback to candidates not shortlisted.
Shortlisted candidates will be contacted by email or phone and interviews will usually take place at PowerWood’s Crediton office unless specified otherwise.
Unless specified otherwise, the usual place of employment is at PowerWood, Dell Quay, St Martins Lane, Crediton, EX17 2 DR or at such place or places where it is necessary to carry out the duties and responsibilities of the post.
Annual leave, Bank Holidays and Christmas closure:
The leave entitlement is 25 days per annum.
All leave is calculated on a pro rata basis for part time employees.
PowerWood provides a contractual probationary period of three months for permanent staff, which may be extended dependent upon performance in post.
Probationary periods may be shorter for those on short contracts.
PowerWood operates a non-smoking policy. Smoking is also banned in the common areas of PowerWood at Dell Quay, St Martins Lane, Crediton, EX17 2 DR.
EQUALITY & DIVERSITY
Both in its capacity as an employer and as a provider of services to others, PowerWood is determined to make all efforts to prevent discrimination or other unfair treatment against any of its’ staff, potential staff or users of its services, regardless of race, gender, age, employment status, disability, political beliefs, religion, responsibility for dependants or sexual orientation.
PowerWood has robust externally reviewed safeguarding policies and procedures to ensure we safeguard the children and young people that we work with.
PowerWood will carry out a number of pre-employment checks as part of our recruitment and selection process to enable us to make informed recruitment decisions.
After interview we will ask potential staff members for consent to a check which will be carried out by the Disclosure & Barring Service, an executive agency of the Home Office.
PowerWood will also seek references; usually from two previous employers.
Please note that you do not have to consent to these checks being carried out. However, if consent is withheld, PowerWood will withdraw any offer of employment.
With some exceptions having a criminal record will not necessarily bar an individual from working at PowerWood. This will depend on the nature of the position sought and the circumstances and background of the offences.
Proof of Identification
In order to process the Disclosure check, PowerWood is required to confirm the identity of any potential staff members. For this reason we will seek documentation as evidence of identity and a list of the documents required will be provided to successful applicants.
Please note that any information supplied will be treated in confidence and in accordance with the Data Protection Act and the DBS Code of Practice.
PowerWood complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a check on the basis of conviction or other information received.
PowerWood encourages all applicants called for interview to provide details of their criminal record at an early stage in the application process. 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 the withdrawal of an offer of appointment.
Applicants may wish to read the DBS Code of Practice, a copy is available here.
We undertake to discuss any matter revealed in a disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of your offences.
RIGHT TO WORK
PowerWood will require you to establish your right to work in the UK
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HANDLING OF APPLICATIONS