York College

Thank you for your interest in working for York College. Please read the following guidance, which is intended to assist you when applying for positions at York College.

It is essential you complete your application accurately, with as much relevant information as possible.  Please read all the information provided to you before completing your application.

When you start your application you will receive an email with a link to go back and edit your application. When you have submitted your application you will not be able to edit it any further.

If you require further explanation about any part of this guidance or the application process, or if you need information about submitting your application in a different format, then please contact us by phone or email (details provided at the end of this guidance).

1.            Safeguarding Children and Vulnerable Adults

York College is committed to equality of opportunity and safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff to share this commitment. 

All successful candidates will be required to undertake an enhanced DBS Disclosure check.   

2.         Job Description and Person Specification

The job description which is attached to the job advert outlines the duties and responsibilities of the post. You should read this carefully to ensure you understand what the job entails.

The Person Specification describes the range of skills, experience, knowledge and personal attributes that are required of the post holder. The essential requirements indicate the minimum requirements which an individual must have in order to carry out the duties of the post effectively.

The desirable requirements indicate additional criteria that would assist the post holder in performing the duties and responsibilities of the post, but are not regarded as essential at the appointment stage.

3.            Completing Your Application

Applications for posts at York College are only accepted if completed through the College’s online application process.

The application form is divided into a number of parts:-

Qualifications & Membership of Professional Bodies

Please provide the details of your qualifications, relevant to the post, listing your most recent qualifications first. If the course did not lead to a qualification you should still include this information.

If specified in the person specification, you will be required to provide proof of qualifications on appointment. 

You should also give details of any formal or practical training courses you have attended that are relevant to the post you are applying for.

Please provide details of your memberships of any professional bodies.

Employment History

You should provide details of each job that you have been employed in or volunteering work that you have undertaken.

Please provide details of the responsibilities you held in the role as well as dates you were employed, listing your most recent employment first and then working your way back from there.

You should also provide details of any gaps in your employment history in the box provided.

Experience, Skills and Knowledge

When completing this section you should ensure the information you provide clearly matches the criteria outlined in the person specification.

You may describe any experience (paid or unpaid), skills, knowledge, achievements etc. you believe are relevant to the post applied for. These may have been gained in previous roles, at school, college or university or from voluntary work.


You should provide reference details that will cover the last three years of your employment and / or education.  We will write to all current and previous employers or educational providers where you have worked or studied in the last three years.  Please ensure you have the permission of the referee before submitting your application as we may take up references prior to interview.

A minimum of two referees is required.

Referees must not be personal friends or members of your family.

Please ensure that you have the full contact details for the referees that you supply, including an email address and a contact number.

Equal Opportunities and Recruitment Monitoring

This information is only seen by the Human Resources Department.

Living and Working Overseas

Depending on the post you have applied for you may be asked to obtain an overseas police check.

4.            Receipt of your Application

You will receive an email confirming your application has been submitted to us, and attached to this email will be a copy of your application form.

5.            Equality and Diversity

York College is committed to promoting fairness and equality of opportunity in employment, ensuring that individuals are selected, promoted and otherwise treated on the basis of their relative merits, abilities and potential.  We collect equality monitoring information to assess the effectiveness of our equality and diversity policy and to enable us to eliminate any unlawful discrimination on the grounds of age; disability; family responsibility; marital status and civil partnership; pregnancy and maternity; race; colour; ethnicity; nationality; religion or belief; gender; sexual orientation; trade union activity; unrelated criminal convictions; other irrelevant criteria. 

The information you provide is confidential and is not be made available to individuals involved in the selection process.

We also use this information to analyse and report on our staff profile.

We encourage applications from people in under-represented groups who are looking for new and challenging career opportunities.

6.            Disability

York College is committed to ensuring disabled people are not disadvantaged either during the recruitment and selection process or at work.

What is a disability?

The Equality Act 2010 defines a disabled person as a person with a disability.  A person has a disability for the purposes of the Act if he or she has a physical or mental impairment and the impairment has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities.

This means, in general:

  • the person must have an impairment that is either physical or mental
  • the impairment must have adverse effects which are substantial i.e. not minor or trivial
  • the substantial adverse effects must be long-term.  Long-term means the effect has lasted or is likely to last for at least 12 months
  • the long-term substantial adverse effects must be effects on normal day-to-day activities e.g. normal day to day activities must be affected by one of the following: mobility, manual dexterity, speech, hearing, vision, memory. In general, day-to-day activities are things people do on a regular or daily basis, and examples include shopping, reading and writing, having a conversation or using the telephone, watching television, getting washed and dressed, preparing and eating food, carrying out household tasks, walking and travelling by various forms of transport, and taking part in social activities.

A disability can arise from a wide range of impairments which can be:

  • sensory impairments, such as those affecting sight or hearing;
  • impairments with fluctuating or recurring effects such as rheumatoid arthritis, myalgic encephalitis (ME)/chronic fatigue syndrome (CFS), fibromyalgia, depression and epilepsy;
  • progressive, such as motor neurone disease, muscular dystrophy, forms of dementia and lupus (SLE), rheumatoid arthritis,  HIV infection or multiple sclerosis (MS) ,
  • organ specific, including respiratory conditions, such as asthma, and cardiovascular diseases, including thrombosis, stroke and heart disease;
  • developmental, such as autistic spectrum disorders (ASD), dyslexia and dyspraxia;
  • learning difficulties;
  • mental health conditions and mental illnesses, such as depression, schizophrenia, eating disorders, bipolar affective disorders, obsessive compulsive disorders, as well as personality disorders and some self-harming behaviour;
  • produced by injury to the body or brain.

Certain conditions are not regarded as impairments for the purposes of the Act. These are:

  • addiction to, or dependency on, alcohol, nicotine, or any other substance (other than in consequence of the substance being medically prescribed);
  • the condition known as seasonal allergic rhinitis (e.g. hayfever), except where it aggravates the effect of another condition.


Mindful Employer is a national scheme to provide support for employers in retaining and recruiting staff who experience stress, anxiety, depression and other mental ill health.  It provides employers with practical tools, resources, techniques and useful contacts to maximise positive mental health at work.

With the right support, people with mental health issues can and do stay in work.  York College signed up to the Mindful Employer charter in March 2013.  More information on the Mindful Employer scheme is available on the Mindful Employer website: http://www.mindfulemployer.net/

Charter For Employers Who Are Positive About Mental Health

As an employer we recognise that:

  • People who have mental health issues may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment.
  • While some people will acknowledge their experience of mental health issues in a frank and open way, others fear that stigma will jeopardise their chances of getting a job.
  • Given appropriate support, the vast majority of people who have experienced mental ill health continue to work successfully as do many with ongoing issues.

As an employer we aim to:

  • Show a positive and enabling attitude to employees and job applicants with mental health issues. This will include positive statements in local recruitment literature.
  • Ensure that all staff involved in recruitment and selection are briefed on mental health issues and The Equality Act 2010, and given appropriate interview skills.
  • Make it clear in any recruitment or occupational health check that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.
  • Not make assumptions that a person with a mental health problem will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
  • Provide non-judgemental and proactive support to individual staff who experience mental health issues.
  • Ensure all line managers have information and training about managing mental health in the workplace.


York College has been awarded the Disability Confident Symbol and is committed to interviewing all applicants with a disability who meet the essential criteria for the job.

If you are a disabled person and are invited for interview, please contact Human Resources in advance to let us know if you require any special arrangements to enable to you attend and participate in the interview and selection process, and we will make the necessary arrangements to accommodate the request if we can reasonably do so.

We are committed to making any necessary reasonable adjustments to our employment practices and premises, to ensure disabled people are not substantially disadvantaged.

How York College supports staff with a disability:

The Human Resources department provides support to current or prospective members of staff who have a disability or long-term health condition. This support includes:

  • Adherence to the principles and commitments of the Disability Confident Scheme and Mindful Employer Charter to ensure disabled people are supported by the College and treated fairly at every stage of their selection and employment;
  • The provision of application forms in alternative formats;
  • Provision of BSL interpreters for job interviews and meetings;
  • Occupational Health who advise and support staff who are experiencing difficulties at work. 
  • Free access to counselling
  • Liaison with specialist organisations e.g. Access to Work to provide support for staff with a disability or long-term health condition.

What our staff say about the support provided by the College:


        “I have returned to work after having a number of months off work because of an anxiety disorder. During the time I was off sick the college did all they could to reassure me that there was no pressure to return to work before I was well again. The support I received involved meeting with my line manager and HR representative, who were prepared to listen to me and understand what was causing my anxiety. Throughout my absence they were caring, compassionate and very supportive. From these discussions we were able to come up with an agreed plan of action to help me return to work. I was offered additional support through our employee assistance programme and once ready to go back to work a short phased return was put in place, a stress risk assessment was carried out and measures put in place to help me in my working day and have regular catch up meetings with my line manager who offers me as much support as I need. The support has continued past my phased return and will be ongoing throughout my employment at the college”

        “At all levels, York College has been incredibly supportive of me during periods of poor mental health. At one point it was affecting my workplace performance. I am grateful the College took a supportive approach and put a support plan in place to help me. Other organisations that I have worked for have been less supportive to my health and I can honestly say that my mental health is in a good place because of the care and support shown by my manager and Human Resources. I have been given access to counselling which has helped me get through the rougher patches and the employee support helpline has helped give me and my family much needed advice and guidance”

        “I am a Tutor at York College and I have experienced several periods of sickness absence because of mental health issues. When I did have a period of ill health both my line manager and HR were very supportive and understanding towards my illness and the facility to have a phased return to work was very helpful and much appreciated. York College has supported me in a number of ways: suggesting I have a designated colleague who I can access quickly if I need to talk to someone regarding how I am feeling; allowing me to see a college counsellor, and have a beauty massage in the college’s beauty salons. The counselling service was free and the massage heavily subsidised”.

          “York College is the first employer I have worked for where I felt safe to mention at the interview that I was ‘prone to periods of self doubt’ avoiding other terms which people might use for depression. It wasn’t considered a ‘big deal’. When I did have a period of ill health the college was very supportive regarding this, both HR and my colleagues / Line Manager and I was able to have a gradual transition back into work. This is the first place I have worked where I have not felt that I am carrying a ‘dark secret’ “.

         “My line manager has been incredibly supportive to my situation.  I am a carer for a close family relative who suffers with a severe mental illness. I have been able to adjust my hours to free up time to attend appointments with them and provide general care and support.  York College is a caring employer that understands about the impact of living and supporting someone with a mental health condition.  Without this support I would undoubtedly have had to reduce my hours, which financially is something that I would have struggled to do.  I have also accessed the free counselling service which has really helped me to cope with my responsibilities”

How equality is supported by the College’s recognised Trade Unions:

York College works closely with its recognised Trades Unions to promote equality. The Trades Unions endorse the integrity of York College in their approach to Equality issues and encourage all applicants to declare on their application form if they have a disability, or any specific difficulties, for which they might need support to attend the interview and to carry out the role applied for. Staff may talk discreetly and confidentially with their representatives regarding personal issues. Trade Union representatives work with the College to support staff in all positions so each individual can be, if required, supported to work effectively and be a valued team member.

Further details about the College’s recognised Trades Unions are available from the Human Resources department.

7.            Relationships with Governors or College Managers

Applicants must declare if they are related to, or have a close personal relationship with, a member of staff or Governor within the College.

8.            Canvassing

Canvassing directly or indirectly will automatically result in disqualification of the candidate concerned.

9.            Rehabilitation of Offenders Act 1974

The Rehabilitation of Offenders Act 1974 enables criminal convictions to become ‘spent’ after a certain period of time. After this period, with certain exemptions, a person is not legally obliged to mention it when applying for a job.

Please ensure you read and correctly complete this section, as any deliberate attempt to withhold information could result in your application being withdrawn and if appointed lead to your dismissal.

10.         Data Protection and Declaration

Your application will only be used to inform the recruitment process unless you are successful, in which case it will form the basis of your personal record with the College, which may be stored in manual and/or electronic files.

Information provided in the Equal Opportunities & Recruitment Monitoring section will be included in a general database for statistical and monitoring purposes enabling the College to monitor the effectiveness of its Equality Policy.

Please make sure you check your details and the information provided are correct prior to submitting your application. If you provide any false information or fail to supply details, this may result in your application not being pursued or may invalidate any offer of employment or lead to termination of employment and possible referral to the police.

11.         Availability for Interview

In the Personal Details section there is space for you to provide details of any dates that you are unavailable to attend an interview. We will try to take this into account when scheduling the interviews.

Please note if the interview date is stated in the job advert, it may not be possible to offer an alternative date to suit your circumstances.

12.         Offers of Employment

Once a recruitment decision has been made we will issue a conditional offer of employment. All offers of employment are subject to the following checks being satisfactorily completed prior to confirmation of the employment start date:

Satisfactory References (see guidance above)

Health Assessment:

You will be required to complete a medical questionnaire which will be screened by occupational health to assess your suitability for the post. You will also be required to complete a health declaration form which will be checked by the Human Resources team to identify any support or adjustments to the proposed role. In some cases, a medical examination may be required.

DBS Disclosure clearance:

Under the Police Act 1997 the College is authorised to gain access to criminal records information from the Disclosure Barring Service (DBS).  You will be asked to complete an enhanced Disclosure Application form and for those applicants who have lived or work overseas a certificate of good conduct should also be obtained from the country of residence.

Proof of qualifications:

You will be required to provide your original certificates of relevant qualifications.

Evidence of eligibility to work in the UK:

In accordance with the requirements of the Immigration, Asylum and Nationality Act 2006 you will be required to produce evidence of your identity and eligibility to work in the UK.

Probationary period:

Your appointment is subject to the satisfactory completion of a probation period, as follows:

Business Support / Management staff – 6 months

Academic staff – 10 months

13.         What happens next?

You will receive an email confirming your application has been submitted to us, and attached to this email will be a copy of your application form.

The recruiting manager will shortlist all applicants after the advertised closing date and you will be informed via email whether or not your application has been successful.

If you have not heard from us within four weeks of the closing date please assume that your application, on this occasion, has been unsuccessful.

We regret that we are unable to provide unsuccessful applicants with feedback.

14.       Further Advice

If you would like information on the progress of your application, or advice on any aspect of the selection process generally, or the terms and conditions of employment, please do not hesitate to contact us:

Telephone: 01904 770382 during the hours of 8.30am and 5pm Monday to Thursday and 8.30am to 4.30pm on Friday.

Email:            This email address is being protected from spambots. You need JavaScript enabled to view it.

Need Help?