Why Work for Us?

Education and Services for People with Autism Limited (ESPA) is a leading charity within the North East of England who supports individuals on the autism spectrum.  ESPA seeks to promote and provide care, education, support and opportunities for people with autism throughout the North East of England by providing the specialist care and support they need to lead a fulfilling and rewarding life.

Discover the perfect role for you at ESPA

At ESPA, the specialist and diverse nature of what we do means that we recruit across a wide range of disciplines and skill sets. This ensures that each of our 560 (and counting) employees are able to provide all of the support and specialist care residents and learners need, enabling them to grow in independence and achieve their goals.

Our roles can be based at a number of locations including residences in; Sunderland, Seaham, Houghton le Spring and Newcastle. Our College sites are in Sunderland, Newcastle and Middlesbrough and we provide Domiciliary support in Teesside, North Tyneside and Sunderland.  Depending on the requirements of the post, we can offer a range of full-time, part-time, term-time only post

You will not only enjoy a range of benefits, but you will also know that everything you do – no matter your role – will help change the lives of people with disabilities.

We proudly place a strong emphasis on training and development, with all employees undergoing a thorough induction programme and follow-up training. Employees are offered Diploma programme in Health and Social Care (levels 2 and 3).

Find out if ESPA has the perfect job for you by taking a look at our current vacancies.

Further information can be found in the DBS Code of Practice our Recruitment and Selection Policy and our Recruitment of Ex-Offenders Policy.

Benefits

We know that without the hard work and dedication of our employees, ESPA wouldn’t be able to do the work that it does for people with disabilities. This is why we offer an employee package that rewards and supports those who work for us and give you the opportunity to make a real difference to people with disabilities – no matter what your role is.

Benefits

Get in touch

For more information about employee benefits at ESPA, get in touch with the HR team by calling 0191 5165080 or sending an email to humanresources@espa.org.uk

Guidance for applicants

The following guidance notes are intended to assist you in making your application. Please read through before you start to complete the application form.

ESPA is fully committed to the principles of safer recruitment. Ensuring safeguarding and promoting the welfare of children and adults at risk are central to any recruitment process. Click here to view our Safeguarding Policy.

We prefer people to submit an online application as this helps support the Charity in saving money. If you have a disability and need to apply using an alternative format, or if you have any technical problems with our recruitment system, please call the HR team on 0191 5165080 or email humanresources@espa.org.uk

Equal Opportunities form

ESPA is committed to equal opportunities and the fair treatment of our employees, potential employees, learners and other service users regardless of their age, disability, race, gender reassignment, religion and belief, sex, sexual orientation, marriage and civil partnership,  or pregnancy and maternity, and collects sensitive data for monitoring purposes only.  If you do have a disability please do not be afraid to tell us.  This information will not be used in the shortlisting of candidates.

Applying for a job

Please complete our on-line application form. CV’s will not be accepted as this is against ESPA’s Equal Opportunities Policy.  If you require any help in filling out the application form, please contact the HR team.

Disclosure and Barring Service (DBS)

Due to the nature of the work, the post you are applying for will be exempt from the provision of the Rehabilitation of Offenders Act, 1974. The amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account.  Guidance and criteria on the filtering of these cautions and convictions can be found on the Disclosure and Barring Service website.

It is a condition of your employment that you declare any convictions, cautions (including any final warnings or reprimands) which are not ‘protected’ as defined by the Exceptions Order 1975 to the Rehabilitation of Offenders Act 1974. The disclosure of a criminal record will not debar you from a position unless the selection panel considers that the conviction renders you unsuitable for the appointment.  In making this decision the panel will discuss the offence with you and take into account the seriousness and nature of the offence, how long ago it occurred, the age at which it was committed and any other relevant factors.

Failure to declare convictions or cautions prior to or during employment may lead to the withdrawal of an offer or the termination of employment.

The level of disclosure to be applied for will be dependent on your job role and will be discussed with you during the recruitment process. Where appropriate, the adult and child barred lists will be checked and the organisation will not employ anyone who appears on either of those registers.  These checks will be undertaken at regular intervals during the course of your employment.

If you have subscribed to the DBS update service, we can check your certificate online with your permission.

Application form

Please complete the application form as fully as possible as it is based on this information that we will shortlist for interview.

Employment history

Please give details of ALL of your employment history, starting with your current employer or if you are currently unemployed, please state this and then work backwards. Include part-time work, work experience and voluntary work.  If there are any gaps in employment, please note these giving the dates and the reason i.e. unemployed, travelling, carer responsibilities.

Education and qualifications

Please give details of all formal education and qualifications. If you cannot remember all of your grades, please state ‘pass’, ‘fail’, or ‘did not complete.’  Please detail any professional courses or examinations completed.  You will be asked to bring certificates with you to interview.

Professional membership

Please detail any professional bodies that you are a member of and the level of membership. For example, if you are currently studying towards a professional qualification, you may have student membership.

Training

Please list any training that you have undertaken that you feel is relevant to the position you are applying for. Include both internal and external training.

Supplementary information

This is your chance to provide us with relevant information about you. It might be helpful to refer back to the job description.  Please explain concisely what you feel your strengths are, how your skills, knowledge and abilities meet the job requirements and describe any recent major achievements.

Notice period

Please provide the notice period you are required to give your employer or the date that you would be available to commence employment from.

References

Any offer of employment is subject to the receipt of three satisfactory references.

We will automatically reference your current and/or last employer, or if you have recently left education the establishment you attended. As required by CQC if any previous employer is a care/nursing home, hospital, childcare or education establishment or work with adults at risk, these will also be referenced along with all voluntary work.  Please provide full contact details for each reference.

Where it is not possible to meet the above requirements the name and address of a referee who has known you in a professional capacity for at least five years should be provided. Please check that the individuals named are willing to act as referees.  You should not use relatives.

Declaration

Please read the declaration carefully, check through your application and tick to confirm agreement with the statements.

Employment checks

ESPA takes seriously its responsibility and is committed to safeguarding and promoting the welfare of young adults and children and we require all employees to share this. Below we have outlined the adults at risk and the statutory checks we carry out for all new employees.

Disclosure and background checks

Disclosure and Barring Service (DBS)

Due to the nature of the work, the post you are applying for will be exempt from the provision of the Rehabilitation of Offenders Act, 1974. The amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account.  Guidance and criteria on the filtering of these cautions and convictions can be found on the Disclosure and Barring Service website.

It is a condition of your employment that you declare any convictions, cautions (including any final warnings or reprimands) which are not ‘protected’ as defined by the Exceptions Order 1975 to the Rehabilitation of Offenders Act 1974. The disclosure of a criminal record will not debar you from a position unless the selection panel considers that the conviction renders you unsuitable for the appointment.  In making this decision the panel will discuss the offence with you and take into account the seriousness and nature of the offence, how long ago it occurred, the age at which it was committed and any other relevant factors.

Failure to declare convictions or cautions prior to or during employment may lead to the withdrawal of an offer or the termination of employment.

The level of disclosure to be applied for will be dependent on your job role and will be discussed with you during the recruitment process. Where appropriate, the adult and child barred lists will be checked and the organisation will not employ anyone who appears on either of those registers.  These checks will be undertaken at regular intervals during the course of your employment.

If you have subscribed to the DBS update service, we can check your certificate online with your permission.

Further information can be found in the DBS Code of Practice and our Recruitment of Ex-Offenders Policy

References

A full employment history is required. References will be sought from current and/or previous employers (paid or voluntary) and any previous work with adults at risk or children – including work in care or nursing homes, hospitals, childcare and educational settings.  All references will be verified.  Any issues arising from a reference will be followed up.

Overseas police checks

If you have lives or worked abroad (paid or voluntary), we may require you to obtain a police check for each country as appropriate. It will be your responsibility to obtain the relevant check(s) and cover any costs incurred.

Right to work in the UK checks

Changes to the Asylum and Immigration Act 1996, which came into force on 1 May 2004, mean that we are now required to make basic documentation checks to ensure that potential employees are eligible to work in the UK.

If we invite you back after the second stage interview, we will ask for proof of your eligibility to work in the UK. This could be an in-date passport or National Identity Card.  If you do not have either of these, we will require a document giving you a permanent NI Number together with one of the following: a birth certificate issued in the UK, a certificate of registration or naturalisation, or a Home Office document stating eligibility to remain the UK.

Other pre-employment checks

Once we have given you a conditional offer of employment you will be required to complete a health questionnaire to ensure you are able to carry out the duties required and so that any support or training you may need can be recommended.

All checks

Any offer of employment is subject to the satisfactory outcome of these checks. Providing false information is an offence, and may result in an offer of employment being withdrawn or summary dismissal, and a possible referral to an appropriate agency, including the police.

Get in touch

For more information about employment checks at ESPA, get in touch with the HR team by calling 0191 5165080 or sending an email to humanresources@espa.org.uk

 

 

 

 

 

Please follow this link to view our Driving up Quality Self Assessment Report : ESPA Driving up Quality SAR

   
An outstanding organisation
Parent
Outstanding procedures for safeguarding
Ofsted
You couldn't wish for better staff
Parent
Charity Commission Care Quality Commission Ofsted Positive About Disabled People Investors In People Mindful Employer
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