Could you be our next star?

Moo Music Tamworth and Atherstone runs all-year.

We have a license to run Moo Music Baby and Toddler Sessions in CV7, CV9, B77, B78 and B79.

We will appoint to positions as applicants apply, shortlisted and are interviewed.

We reserve the right to withdraw this application process as positions are filled.

If you would prefer, download and submit a Word Document File of your application.

*We comply with the Equality Act 2010 and does not discriminate against job applicants on the grounds of age. Date of Birth and other key dates are requested of applicants for identification purposes and to verify that a full education and employment history has been provided, in accordance with the statutory guidance from the DfE (“Keeping Children Safe in Education”).

**The Equality Act 2010 states a person has a disability if they have a physical or mental impairment which has a long-term and substantial adverse effect on their ability to carry out normal day-to-day activities. We will consider reasonable adjustments to enable disabled applicants to have equal access to employment opportunities. We are committed to the development of positive practices to promote equality in employment. If you would like to declare your disability, please tick the appropriate box below.

***DECLARATION OF INTEREST / CODE OF CONDUCT

Employees must not allow personal and/or private interests to influence their conduct as employees. In particular, all applicants (and existing employees) are required to inform the Director if they have any other current employment and also if they, their partner or close relatives have an interest in a private enterprise that may represent a conflict of interest. If the Director considers that there is a conflict of interest (as a result of information disclosed) you will not be considered for employment. Non-disclosure of a possible conflict of interest could also result in any employment being terminated. Please detail any such information below.  Important: Even if you have nothing to declare, please indicate this by writing “None” in the space below.(Should you require more space to write, please continue on a separate sheet of paper)

****REFERENCES

• References will only be sought for shortlisted candidates. It is our policy to obtain references prior to interview. If you have concerns regarding this, please contact us before submitting your application form.
• Please contact us if you have any questions about providing your references.
• The first referee provided must be your present or most recent employer, unless you have not been in employment before. If you are not currently working with children and young people but have done so in the past, your second referee must be that employer.
• If any of your references relate to your employment at a school or college your referee must be the Headteacher or Principal.
• If you are currently working with children, your present employer will be asked about any disciplinary offences relating to children (whether current or time expired), whether you have been the subject of any substantiated child protection concerns and, if so, the outcome of these investigations. If you are not currently working with children but have done so previously, these issues will be raised with your former employer.
• Please do not name relatives or people acting solely in their capacity as friends as your referees.
• Other previous employers may also be approached for information, prior to interview, to verify details on your application form, such as particular experience or qualifications.

It is best practice to obtain references for shortlisted candidates prior to interview.

If you have indicated NO above, please note that satisfactory references will be required if you are the preferred candidate after interview and before starting employment. Any delay in obtaining references may delay the employment start date.

*****SUPPORTING STATEMENT - 1,000 Words Maximum

Your application form is the only means we have to judge your capability and potential and the information in it will be assessed against the criteria listed on the person specification to draw up a shortlist for the next stage of selection. No assumptions will be made about your experience.       

Please describe the following:

How do you feel about working with children and families?

How do you feel about running your own sessions with babies and toddlers? 

How will you promote good practice in running a safe session and supporting child development?

ONLINE SEARCHES

In line with the statutory guidance document Keeping Children Safe in Education (2022) the Tots' Clubhouse reserves the right to conduct online searches after the shortlisting process for any candidates who accept an invitation to interview. The purpose of the online search is to uncover any information that may suggest the candidate is;

• A potential safeguarding risk
• Their appointment may damage the reputation of the Nursery School; or
• They are unqualified for the role they have applied for

No recruitment decision will be made solely on the basis of an online search and all relevant information uncovered will be discussed with the applicant on/or before interview. No irrelevant information uncovered will be provided to the staff responsible for interviewing the job applicant.

All candidates will be treated consistently. The same online search for all shortlisted candidates may be undertaken consisting of

• A Google search of the candidate’s name linked to their current employer, previous employer, educational institutions attended, previous job titles and news articles.
• A search of LinkedIn, Twitter, Facebook, Instagram and review of recent posts

CHILD SAFEGUARDING INFORMATION

This post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. If you are appointed, you will be required to undertake an Enhanced Disclosure and Barring Service (DBS) check. 

If you are shortlisted for interview, you will be required to declare any cautions, convictions, reprimands or final warnings which are not protected (ie that are not filtered out*) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended). You will also be required to disclose any other information that would suggest you may be unsuitable to work with children. Having a criminal record will not necessarily prevent you from taking up an appointment; it will depend on the nature of the offence(s) and their relevance to the post for which you are applying. However, should you not declare any of the above and this is subsequently revealed, for example through a DBS check, then this may place your employment in jeopardy. Any information given will be treated in the strictest confidence and with due regard to the ROA and data protection legislation.

*Amendments to the Exceptions Order 1975 provide that certain spent convictions and cautions are “protected” meaning that they are not subject to disclosure to employers and cannot be taken into account. All guidance and criteria on the filtering of these cautions and convictions can be found on in the DBS filtering collection on the Gov.uk website and further information on disclosing a criminal record can also be obtained from Nacro: www.nacro.org.uk

It is a criminal offence to apply for this role if you are barred from engaging in regulated activity relevant to children.

By completing this application form you agree that you will provide the above information if shortlisted.

DECLARATION

I declare that the information I have provided on this form is correct.

I understand that any offer of appointment and subsequent employment is conditional on this declaration and if my application is incomplete, untrue or inaccurate, then the Director shall be entitled to withdraw any offer of appointment or terminate any contract of employment.

I will not approach any employee of the School in order to advance my appointment, as I understand this will disqualify me from consideration, other than if the advertisement invites me to contact a named individual.