Privacy Notice

How we collect and use staff/governor information

Written May 2018 – Review date October 2024

1.0 Privacy Notice (How we use staff, volunteer and governor information)
1.1 This notice is to give staff, volunteers and governors insight into how information about them is collected and
used in Bradford Christian School
1.2 The information we collect, hold and share includes:
• personal information such as your name, address and contact details, including email address and
telephone number, date of birth, gender and teacher number;
• the terms and conditions of your employment;
• details of your qualifications, skills, experience and employment history, including start and end dates,
with previous employers and with Bradford Christian School
• information about your remuneration, including entitlement to benefits such as pensions
• details of your bank account and national insurance number;
• information about your marital status, next of kin, dependants and emergency contacts;
• information about your nationality and entitlement to work in the UK;
• information about your criminal record;
• details of your schedule (days of work and working hours) and attendance at work;
• details of periods of leave taken by you, including holiday, sickness absence, family leave and sabbaticals,
and the reasons for the leave;
• details of any disciplinary or grievance procedures in which you have been involved, including any
warnings issued to you and related correspondence;
• assessments of your performance, including appraisals, performance reviews and ratings, performance
improvement plans and related correspondence;
• information about medical or health conditions, including whether you have a disability for which the
organisation needs to make reasonable adjustments.
1.5 Data will be stored in a range of different places, including in your personnel file, your absence management
file, the single central register, and in other IT systems including the organisation's email system.
2.0 Why we collect and use this information
2.1 BCS needs to process data to enter into an employment contract with you and to meet its obligations under
your employment contract. For example, we need to process your data to provide you with an employment
contract, to pay you in accordance with your employment contract and to administer pension entitlements.
2.2 In some cases, BCS needs to process data to ensure that it is complying with its legal obligations. For example,
it is required to check an employee's entitlement to work in the UK, to deduct tax, to comply with health and
safety laws and to enable employees to take periods of leave to which they are entitled.
2.3 In other cases, the organisation has a legitimate interest in processing personal data before, during and after
the end of the employment relationship. Processing employee data allows the organisation to:
• run recruitment processes
• maintain accurate and up-to-date employment records and contact details (including details of who to
contact in the event of an emergency), and records of employee contractual and statutory rights
• Maintain the Single Central Register
• operate and keep a record of disciplinary and grievance processes, to ensure acceptable conduct within
the workplace
• operate and keep a record of employee performance and related processes, to plan for career
development, and for succession planning and workforce management purposes;
• operate and keep a record of absence and absence management procedures, to allow effective workforce
management and ensure that employees are receiving the pay or other benefits to which they are entitled
• obtain occupational health advice, to ensure that it complies with duties in relation to individuals with
disabilities, meet its obligations under health and safety law, and ensure that employees are receiving the
pay or other benefits to which they are entitled;
• operate and keep a record of other types of leave (including maternity, paternity, adoption, parental and
shared parental leave), to allow effective workforce management, to ensure that the organisation
complies with duties in relation to leave entitlement
• to ensure that employees are receiving the pay or other benefits to which they are entitled;
• ensure effective general HR and business administration;
• provide references on request for current or former employees;
• respond to and defend against legal claims.
• Some special categories of personal data, such as information about health or medical conditions, is
processed to carry out employment law obligations (such as those in relation to employees with
disabilities)
3.0 The lawful basis on which we process this information
3.1 We process staff data under The general data protection regulation Article 6 where:
• processing is necessary for compliance with a legal obligation to which the controller is subject
• processing is necessary for the performance of a contract to which the data subject is party or in order
to take steps at the request of the data subject prior to entering into a contract.
3.2 We also process data under The general data protection regulation Article 9(2) where processing is necessary
for the purpose of assessment of the working capacity of the employee
4.0 Collecting this information
4.1 Whilst the majority of information you provide to us is mandatory, some of it is provided to us on a voluntary
basis. In order to comply with data protection legislation, we will inform you whether you are required to
provide certain school workforce information to us or if you have a choice in this.
4.2 BCS collects this information in a variety of ways, E.G. through application forms, obtained from your passport
or other identity documents such as your driving licence; from forms completed by you at the start of or during
employment; from correspondence with you; or through interviews, meetings or other assessments.
4.3 BCS will also collect personal data about you from third parties, such as references supplied by former
employers, and information from criminal records checks permitted by law.
5.0 Storing this information
5.1 We hold school workforce data for the length of time that the individual is officially connected to the school
and will destroy data in line with the data retention document that can be viewed within the data protection
policy.
5.2 Data will be stored in a range of different places, including in your personnel file, your absence management
file, the single central register, and in other IT systems including the organisation's email system.
6.0 Who we share this information with/ has access to this information:
6.1 We routinely share this information with:
• our local authority
• the Department for Education (DfE)
• HMRC
• The school pension provider
6.2 We do not share information about staff with anyone without consent unless the law and our policies allow
us to do so. E.G.
• Department for Education (DfE). We share personal data with the Department for Education (DfE) on a
statutory basis.
• Your information may be shared internally, including the school business manager and school secretary
for payroll, your line manager, other SLT managers as appropriate and IT staff if access to the data is
necessary for performance of their roles.
• BCS shares your data with third parties in order to obtain pre-employment references from other
employers and obtain necessary criminal records checks from the Disclosure and Barring Service.
• BCS shares your data with third parties that process data on its behalf, in connection with payroll, and the
provision of benefits.
8.0 Requesting access to your personal data
8.1 Under data protection legislation, you have the right to request access to information about you that we hold.
To make a request for your personal information, contact the school business manager
8.2 You also have the right to:
• object to processing of personal data that is likely to cause, or is causing, damage or distress
• prevent processing for the purpose of direct marketing
• object to decisions being taken by automated means
• in certain circumstances, have inaccurate personal data rectified, blocked, erased or destroyed; and
• claim compensation for damages caused by a breach of the Data Protection regulations
8.3 If you have a concern about the way we are collecting or using your personal data, we ask that you raise your
concern with the school business manager in the first instance. Alternatively, you can contact the Information
Commissioner’s Office at https://ico.org.uk/concerns/
9.0 Further information
9.1 If you would like to discuss anything in this privacy notice, please contact: Mrs Hannah Pickles, School Business
Manager, Bradford Christian school, Livingstone Road, Bradford, BD2 1BT.Staff-Privacy-Notice

GUIDANCE NOTES ON COMPLETING THE APPLICATION FORM
You are advised to read the following notes carefully as, unless other preselection techniques are used, the decision
to shortlist you for interview will be based solely on the information you provide in the Application Form. This advice
is designed to help you complete the Application Form as thoroughly as possible. Information you provide in the
Application form will be treated as confidential.
EXAMINE THE INFORMATION PACK
All information packs contain, Application Form, Job Description and Personnel Specification, a school information
pack, and an outline of the selection process.
CRIMINAL CONVICTIONS
Under the terms of the Rehabilitation of Offenders Act 1974, all school posts are classed as those for which applicants
must declare all criminal convictions/cautions regardless of whether or not they are spent. This declaration will be
required if a candidate is invited to interview in the form of a self-declaration form to be presented to the chair of the
panel on the day of interview.
PRESENTATION
 Use a black pen or type your Application Form.
 Check the spelling and that you have answered every question.
 Remember to sign the Application Form to declare that the information you have provided is accurate. There
are two separate places on this application form that you must sign with an original signature photocopied or
typed names are not acceptable.
 Always keep a copy of the Application Form for reference.
 Ensure that you send the form to the correct address.
 Ensure that your Application Form arrives before the closing date, it is not the school’s policy to accept late
applications
COMPLETING THE APPLICATION FORM
General:
 Ensure that you read the application form fully before you write anything.
 Write out your application form in rough first to help you organise your thoughts.
 Ensure the information you provide is accurate. Applicants who conceal or misrepresent relevant information
at any stage during the recruitment process are liable to disqualification.
Employment Experience:
 Complete this section as fully as possible giving exact dates. Where you cannot remember specific dates,
provide as good an indication of the time involved as possible.
 Ensure that any gaps of more than a month in employment history are recorded on a separate sheet of paper
and is included with the application form.
Qualifications
Where specific qualifications are required for the position, this will be included in the Job Description and Personnel
Specification. You should complete this section giving details of relevant examination results and grades. If your
application is successful, you will be required to provide verification of these qualifications. Make sure you include
any NVQ’s which you are working towards or have obtained if you are applying for a non-teaching post.
References
References will be applied for before interview if you are selected for interview including from your current employer.
CV’s WILL NOT be accepted
FELLOWSHIP INVOLVEMENT
Give details of your role and involvement in the church that you attend and a short statement detailing your faith.
Please state which church you attend, and how often you attend and if you are involved in any ministry work within
the church. Give a short account of your faith journey detailing God’s work in your life.
INFORMATION IN SUPPORT OF APPLICATION IN YOUR PERSONAL STATEMENT
 Please read the Job Description and Personnel Specification carefully, so you understand what the position
involves.
 Ask yourself why you are interested in the position? For example, would it be a promotion or, alternatively, a
good career move sideways to broaden your experience?
 Do not simply repeat your career history. Pick out skills, knowledge and experience required by the Job
Description and Person Specification and provide evidence you possess them.
 Be as concise as possible, any additional information included should relate specifically to the post applied
for.
 You may attach additional information in support of your application (please ensure you clearly write your
name and the job you are applying for on each additional sheet you submit) but IN NO CIRCUMSTANCES
SHOULD THIS EXCEED TWO SIDES OF A4 PAPER.
 Please note that applicants will only be short listed if they demonstrate that they meet the essential
requirements of the Person Specification that can be assessed from the application form. You must therefore,
give evidence which shows how you meet the specification. If the specification states “able to use initiative
and work unsupervised” it will not be sufficient to say “I can work unsupervised and show initiative” you must
quote examples of your work/life which demonstrate these attributes.
 Mention any relevant experience you have acquired outside work, such as community, voluntary or leisure
interests.
 Above all, gear your application to this specific job.
 Internal applicants must not assume any prior knowledge by the shortlist and interview panel and must give
full details.
An applicant will be required to complete an enhanced DBS check once they have been offered and accepted the role
with the school. Any offer of employment will be provisional pending satisfactory security checking.