Lewis test

YMCA Bournemouth is a Christian organisation with a clear Christian Ethos (see our Ethos statement). All staff are required to be supportive of this Christian Ethos, even for positions where being a practicing Christian is not a requirement.

Where the job description has a genuine occupational requirement (GOR) for a practicing Christian, please answer the following:

Please provide details of two referees, one of which must be your current or most recent employer, or school if you have not been employed before. We will accept a character/personal reference (family members will not be acceptable) as the second reference, if further employment or educational references are not available. Please advise if you were previously known by a different name. With your permission, references will be sought on shortlisted candidates prior to interview, as part of our safer recruitment procedures. Employment will be subject to satisfactory references, DBS and right to work check.

Referee 1

Referee 2

With reference to the person specification, please explain how you are suitable for the available position, providing examples from work, studies, volunteering or life experiences, and why you are applying for this role.

All candidates applying for a role at YMCA Bournemouth are required to complete the criminal background declaration form. The information within this form will remain confidential and will only be used in appropriate circumstance related to the hiring process. 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. The YMCA undertakes not to discriminate unfairly against any applicant based on a criminal record or other information revealed. We do however ask all applicants to provide details of any criminal record. The Rehabilitation of Offenders Act 1974 sets out to help people who have been convicted of a criminal offence, who have not been convicted again in a specified rehabilitation period and a conviction is considered to be ‘spent’ meaning you do not then have to reveal it. If, however, the post for which you are applying brings you into direct contact with children, young people and/or adults at risk we will take steps to assess an applicant’s suitability for such a position of trust and you need to declare all ‘spent’ and ‘unspent’ convictions.  Having a conviction will not necessarily bar you from consideration for a position with us but failure to reveal information that is relevant to the position sought could lead to withdrawal of an offer of employment or lead to subsequent dismissal.

The role has a statutory, occupational requirement to ensure the safety and welfare of all children, young people and adults at risk that they may come across using our services. The post holder will take responsibility for ensuring safeguarding children, young people and adults at risk as a priority and follow both YMCA Bournemouth safeguarding policy and BCP Safeguarding Children Partnership and Dorset Safeguarding Children Partnership statutory guidance.

As an equal opportunities’ employer, YMCA Bournemouth are committed to the active promotion of equal opportunity in the provision of services and as an employer of paid and unpaid workers. The following form allows us to monitor our equal opportunity policy in recruitment and selection procedures. The information you provide within this form will not form part of the selection procedure and is used for monitoring purposes only.