Documentation at Interview Applicants will be asked to provide original documents to verify identity, right to work (where applicable), and qualifications. These will be checked and returned promptly.
Conditional Offer Any offer of employment or appointment is conditional on satisfactory completion of all required checks.
Disclosure and Declarations Applicants must provide full and accurate information. Any omissions or misleading information may result in withdrawal of the offer or future removal from role.
Health and Capability For employed roles, a basic health declaration or occupational health assessment may be requested, proportionate to the role.
Roles Exempt from the Rehabilitation of Offenders Act 1974 Some church roles are exempt due to safeguarding responsibilities. Applicants for such roles must declare all convictions, including those considered “spent”. Failure to disclose relevant information may lead to disqualification from appointment.
Decision‑Making Information gathered is considered carefully by those with delegated authority (e.g. Church Council, Circuit Meeting, or trustees), often with advice from safeguarding or employment/ HR specialists. Decisions are made fairly, consistently, and in line with Methodist safeguarding policy.
Confidentiality and Data Protection All information is handled in strict confidence and stored, retained, or destroyed in line with data protection legislation and Methodist Church policy.
Equality and Inclusion All applicants are treated impartially and consistently, regardless of disability, age, gender, marital status, ethnicity, sexual orientation, or religious belief. Reasonable adjustments will be made where needed.