Application Pack

1. Application Pack The Application Pack contains the following documents/information: • Brief history of Bluecoat Sports Limited & Christ’s Hospital School • Job Description & Person Specification • Employment Monitoring Form & Application Form which includes; request for referees, Personal Declaration Form (includes CRB and Approval to Work in the UK), Ex-Offenders Policy • Child Protection Policy Statement • Pre-employment Checks Statement • Equal Opportunities Policy Statement

2. Brief history of Bluecoat Sports Limited • Bluecoat Sports Limited is a charitable organisation known as Bluecoat Sports Health & Fitness Club. • As well as providing a sports and leisure facility for the pupils of Christ’s Hospital School the Club is also a members’ club offering gym, swimming pool, squash courts and activity classes generating income during when the facilities are not required for School use. • The Club operates a wide variety of activities many of which, including swimming lessons and lifesaving training, have gained a good reputation locally and nationally. • The Club provides crèche facilities for which are highly rated by OFSTED and social services. • A variety of add-on services such as a Sports Injury Clinic, licensed cafe and various treatments are also offered at the Club. Board of Trustees…. • BCS has a Board of Trustees (because it is a registered charity). The Trustees support senior management of BCS to fulfill the aims of the Club and to review and approve the strategic direction. • The Trustees were selected for their range of business skills which enable them to enhance and benefit our own in-house skills. They also support the aims and objectives of the Club and the School and commit their time to ensuring that these are being met. The Trustees undertake their roles on a voluntary basis. • Board meetings are held on a quarterly basis and the Trustees meet with the Commercial Manager to discuss Finance, Human Resources and Operational matters and review progress of current and future strategy.

3. Brief history of Christ’s Hospital School • Christ’s Hospital is a School and Foundation and was founded in 1552 by the Boy King, Edward VI, to care for poor and homeless children in London. Christ’s Hospital remains true to this day to its original ethos, and provides a superb, all-round boarding education for children whose families could not otherwise afford it. • The School’s first home was in the Greyfriars Monastery in the heart of the City of London. The boys remained there until 1902 but the girls were moved to a purpose built school at Hertford. It was not until 1985 that the boys and girls were re-united in one place here in West Sussex. • Pressured to move out of London for health reasons, Christ’s Hospital purchased a 1200 acre dairy farm and commissioned Aston Webb to design a custom-built School. Between 1897 and 1902 the local firm of Longleys, for less than half a million pounds, built the School complete with underground passages and, when the boys moved in during 1902, it was very ahead of its time. • The principal buildings of the School – the Chapel, Big School and the Dining Hall, with its 120 feet high water tower lie on three sides of the central Quadrangle, at the heart of the community, and have lost none of their magnificence with the passing years. • Christ’s Hospital offers an outstanding boarding education for children from all walks of life. Priority of places is given to children with family need with the option of free or assisted places according to income.

4. Child Protection Policy • The Company is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. • The Child Protection Policy and its implementation applies to all staff. • The Company will practice safe recruitment in checking the suitability of staff and volunteers to work within the Club. • All staff receive Child Protection training in relation to their responsibility to safeguard children and young people including school pupils in the Club. • All staff are expected to be fully aware of the safeguarding and welfare of all users within the Club, with a particular focus on all minors whether CH pupils or non CH minors. • The Child Protection Policy policy has been developed to clearly explain the procedures for identifying and reporting cases, or suspected cases of abuse. All staff are responsible for ensuring that any concerns in relation to the safeguarding and welfare of children and young people are brought to the attention of a member of the management team using the appropriate incident reporting method. • The Club will have a designated person for child protection who has received appropriate training and support for this role. (Child Protection Officer (CPO): Commercial Manager). • As a Company we will practice confidentiality, moderated by “need to know” when dealing with any instances of cause for concern.

5. Pre-employment Checks • It is the Company's practice to seek the successful candidate's consent for it to seek two written references and to ask for documentary proof of qualifications. Any offer of employment will be conditional on both of these being satisfactory to the Company. Additionally, candidates will be asked to provide proof of their identity at interview stage (eg passport, driving licence). • The following checks will be undertaken at interview and copies taken of appropriate paperwork; Approval to Work in the UK documents, proof of stated qualifications, driving licence. Information will be obtained relating to employment “gaps”. • It is the Company's policy that successful applicants will be asked to complete a pre-employment Medical Questionnaire with the possibility of undergoing a pre-employment medical examination with a Company-nominated doctor. Any offer of employment will be conditional on the result of this medical examination being satisfactory to the Company. • Disclosure of Criminal Background • Because of the nature of the work for which you are applying, this post is exempt from the provisions of Section 4(2) of the Rehabilitation of Offenders Act 1974, by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. • If you are successful in your application and are subsequently offered employment, you will be required to disclose spent and unspent convictions against you. The fact of such a conviction will not necessarily debar you from employment but will be taken into consideration by the interview panel. Any information given will be completely confidential and will be considered only in relation to an application for a post to which the Order applies. • Applications should note that an Enhanced Criminal Record Bureau Check will be obtained for the successful applicant. (Further information about the Disclosure Scheme can be found at www.crb.gov.uk. • Employment will not commence until satisfactory Enhanced CRB, references and identity checks are completed

6. Equal Opportunities • The Company is committed to applying its equal opportunities policy at all stages of recruitment and selection. Short-listing, interviewing and selection will always be carried out without regard to gender, sexual orientation, marital status, colour, race, nationality, ethnic or national origins, religion or belief, age or trade union membership. • Any candidate with a disability will not be excluded unless it is clear that the candidate does not meet the minimum criteria outlined in the employee specification. Reasonable adjustments to the recruitment process will be made to ensure that no applicant is disadvantaged because of his/her disability. • All disabled applicants who meet the minimum requirements of the job as set out in the job description and employee specification will be guaranteed an interview and HR will take responsibility for checking whether special arrangements are required on account of a disability.