Benjamin Adams

Instrumental Music Teacher – clarinet and saxophone

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Section 1. Personal Details

Title: Forenames: Surname:

Mr Benjamin James Adams

Preferred name: Benjamin Former name (including maiden name):

Address: Contact details:

1 Woodlands Home:
Brookmans Park
Hatfield Work: https://www.benjaminadamsmusic.co.uk/
Herts
Mobile: 07887 354534

Email address: benjaminadams124@hotmail.com

Post Code: AL9 7AN

How long have you lived at this address? Since Birth – 23 years Please provide all your previous addresses for
the last 5 years.

Previous address: Previous address:

Dates lived at this address: Dates lived at this address:

Are you eligible for employment in the UK? Yes

Do you have Qualified Teacher Status? No

Please provide full details of your membership to any professional body.

Member of the Musicians’ Union

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Do you hold a current driving licence? Yes

Do you have D1 entitlement? No

Are you a car owner? Yes

If you know any member of staff, parent, pupil or governor from the Beechwood Park School community, please
give details below:

Section 2: Academic and Vocational Qualifications

Please complete IN CHRONOLOGICAL ORDER starting with your PRIMARY education:

Examinations
School/college/ Dates of
university attendance Qualification Awarding
Subject Date
(dd/mm/yy) and Grade body

Manor Lodge School 01/09/05 -

01/08/12

Haberdashers’ Boys’ 01/09/12 - Maths IGCSE A* 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - English Language IGCSE A 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - English Literature IGCSE A 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Physics IGCSE A* 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Chemistry IGCSE A* 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Music IGCSE A 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Latin IGCSE B 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Religious Studies IGCSE A 01/08/17

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - French IGCSE A 01/08/17

School 01/08/19

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Haberdashers’ Boys’ 01/09/12 - Drama IGCSE A 01/08/17
School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Maths A level Grade A 01/08/19

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Music A Level Grade B 01/08/19

School 01/08/19

Haberdashers’ Boys’ 01/09/12 - Computer Science A Level Grade C 01/08/19

School 01/08/19

Royal Birmingham 01/09/19- BMus Music 2:1 01/08/23

Conservatoire 01/08/23 Performance - Clarinet

Section 3: Previous employment and/or activities since leaving secondary education.

Please complete IN CHRONOLOGICAL ORDER starting with your FIRST position:

Dates: (dd/mm/yy) Name and address Position held Reason

of employer and/or duties for leaving
From: Potters Bar Community Woodwind teacher, Wind
01/05/21 Music School Band Conductor

To: Present Mount Grace School,

Church Rd, Potters Bar
EN6 1EZ

From: Stormont School Woodwind Peripatetic

10/06/22 Teacher
The Causeway, Potters Bar
EN6 5HA
To: Present

From: 01/02/23 Chiltern Academy Woodwind Peripatetic

Teacher
Gipsy Ln, Luton LU1 3GF
To: Present

From: 01/03/23 Putteridge High School Woodwind Peripatetic

Teacher
Putteridge Rd, Luton LU2
8HJ
To: Present

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Section 4: Current Employment:

Current/most recent employer: As per Section 3

Current/most recent employer’s address:

Current/most recent job title:

Date started: Date employment ended (if applicable): Current salary/salary on leaving:

Do you/did you receive any employee benefits: Yes No

If so, please provide details:

What are your reasons for applying?

Expansion of my teaching remit, within high quality music departments.

When are you available to start employment? September 24

Section 5: Gaps in your employment:

PLEASE DETAIL BELOW ALL GAPS IN YOUR EMPLOYMENT HISTORY.

None

Section 6: Other vocational qualifications, skills or training:

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Please provide details of any other vocational qualifications, skills or training that you have which you consider to
be relevant to the role for which you have applied.

Please complete IN CHRONOLOGICAL ORDER starting with the FIRST.

Training Course and Details Qualifications Gained

Safeguarding Children Training – Hertfordshire Child Protection and
Liaison Service, September 22

Section 7: You

How would you describe yourself in three words?

Positive, Enthusiastic, Self-motivated

What three words would your work colleagues use to describe you?

Empathetic, Reliable, Professional

What do you do in your spare time?

I also work as a freelance professional performing musician, particularly specialising in theatre work.
I run, play badminton and enjoy scuba diving on holiday.

What do you feel passionate about?

I think that every child should have the opportunity to learn an instrument and be supported through the
process of learning to optimise their potential, whatever their background. I do also feel that supportive parents
are very much part of the child’s musical journey to encourage routine and build positive work ethic.

Where do you see yourself in ten years?

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I perform regularly in both community and professional theatre shows, I hope to be playing on a permanent
show in the West End, while maintaining a strong collection of teaching work, from both schools, local music
service work and private pupils.

Section 8: Suitability:

In the context of the School’s Mission to Nurture, Engage and Inspire and the job description, please detail
below the skills and experience that you will bring to this role.

I have regular experience of working with and playing alongside professional musicians and am committed to
passing on this passion and these high standards to my pupils. This includes the encouragement of routine
practice and a strong work ethic that will benefit them in both their musical career, alongside their academic
work.
I conduct a weekly wind band (ages 8-18) at a local music centre, perform termly concerts, and love seeing the
fun that people from different backgrounds have in coming together to share and make great music as well as
friends, expanding the individual skills learned in their solo lessons. In the final 2 weeks of every term, we host a
chamber concert, where we encourage and coach children to play either a solo piece or come together in small
groups to perform in an informal setting. The children also have the opportunity to play as part of an orchestra
to perform a larger work which encourages further teamwork.
At the private school where I teach, we frequently invite parents to watch concerts and open
lessons/assemblies, so they can see for themselves the progress and support their child is gaining, as well as the
enjoyment they are rewarded by their musical career.
I have played both voluntarily and professionally to support community choirs and orchestras, as well as taking
part in multiple outreach programmes designed to attract and inspire future musicians to take up an instrument
and enjoy the same journey that I have benefited from; these workshops typically include demonstrating,
coaching and performing in local schools and libraries across Bedfordshire, Essex and Hertfordshire.

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Section 9: References

Please supply the names and contact details of two people who we may contact for references. ONE OF THESE
MUST BE YOUR CURRENT OR MOST RECENT EMPLOYER. If your current/most recent employment does/did not
involve working with children, then your second referee should be from your employer with whom you most
recently worked with children. Neither referee should be a relative or someone known to you solely as a friend.
The School intends to take up references from all candidates before interview. The School reserves the right to
take up references from any previous employer.

Referee 1 Referee 2

Title: Forename: Surname: Title: Forename: Surname:

Mrs Helen Pritchard Mr Mark Guerin

Occupation: Head of Music & Drama Occupation: Chairman

Organisation: Stormont School Organisation: Potters Bar Community Music School

How long have you known this referee? 2 years How long have you known this referee? 3 years

Address: Address:
The Causeway, Potters Bar EN6 5HA Mount Grace School, Church Rd, Potters Bar

Post Code: EN6 5HA Post Code: EN6 1EZ

Email: hpritchard@stormontschool.org Email: markdguerin66@googlemail.com

Telephone number: 07850 185639 Telephone number: 07970 698992

May we contact prior to interview? May we contact prior to interview?

Yes Yes

10. Data Protection

The School will only use the information you provide on this form to process your application for employment and
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will store the personal information that you provide in a confidential manner to aid our recruitment process.
More details as to how we will process your data is available in the School’s Data Protection, Record Keeping and
Retention of Records Policy.

If you succeed in your application and take up employment with the School, the information will be used in the
administration of your employment.

We may check the information you provide on this form with third parties.

11. Declaration

As the position for which you are applying involves substantial opportunity for access to children, it is important
that you provide us with accurate answers. You should be aware that the School will institute its own checks on
successful applicants with the Disclosure and Barring Service (DBS), full reference checks, and, where appropriate,
a check of the Barred List maintained by the DBS, and any offer of appointment will be made conditional on
obtaining such satisfactory checks.

· I confirm that I am not named on the Children's Barred List or otherwise disqualified from working
with children.
x
· I confirm that I am not prohibited from carrying out 'teaching work'. x
(Do not tick this box if the role for which you are applying does not involve 'teaching work'.)

· I confirm that I am not prohibited from being involved in the management of an independent
school.
x
(Do not tick this box if the role for which you are applying is not a management role.)

· I confirm that, to the best of my knowledge, I am not disqualified from working in early years
provision or later years provision with children under the age of eight.
(Do not tick this box if the role for which you are applying does not involve the provision of 'childcare'.)
x
· I confirm that the information I have given on this application form is true and correct to the best of x
my knowledge.

· I understand that providing false information is an offence which could result in my application X
being rejected or (if the false information comes to light after my appointment) summary dismissal
and may amount to a criminal offence.

Signature: Date: 15/06/2024

Where this form is submitted electronically and without signature, electronic receipt of this form by the School
will be deemed equivalent to submission of a signed version and will constitute confirmation of the declaration at
Section 11.

EQUAL OPPORTUNITIES MONITORING FORM

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We will detach this section of the form from your application and use it solely for equality monitoring purposes.
This form will be kept separately from your application.

Beechwood Park recognises and is committed to ensuring applicants and employees from all sections of the
community are treated equally regardless of race, gender, disability, age, sexual orientation, religion or belief,
gender reassignment, marital and civil partnership status, or pregnancy and maternity.

We welcome applications from all sections of the community.

You are not obliged to complete this form but it is helpful to the School in maintaining equal opportunities.

All information provided will be treated in confidence and used as set out in the School’s Data Protection,
Record Keeping and Retention of Records Policy.

Please complete the form as you feel is most appropriate for you.

Position applied for: Instrumental Music Teacher – clarinet and saxophone

Gender: Male

Date of Birth: 29/11/2000

Ethnicity:
White:
White British x Any other white background* 
Mixed:
White and Black Caribbean  White and Black African 
White and Asian  Any other mixed background* 
Black or Black British:
Caribbean  African 
Any other Black background* 
Asian or Asian British:
Indian  Pakistani: 
Bangladeshi  Any other Asian background* 
Chinese or other Ethnic Group:
Chinese  Other Ethnic Group: 
*Please specify other

Do you consider yourself to have a disability?

No
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 If yes, please state nature of disability:

The Equality Act defines disability as “A physical or mental impairment which has a substantial and long-term effect on a person’s
ability to carry out normal day-to-day activities”.

If you wish, you may disclose information about yourself in this section about your:

Religion: Jewish

Sexual orientation: Bisexual

How did you become aware of this vacancy?

Media: TES Date: 08/06/24 Reference:

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Appendix A: APPLICATION AND RECRUITMENT PROCESS EXPLANATORY NOTE

1. General

Beechwood Park (“the School”) is committed to ensuring the best possible environment for the children and young
people in its care. Safeguarding and promoting the welfare of children and young people is our highest priority.

The School aims to recruit staff that share and understand our commitment and to ensure that no job applicant is
treated unfairly by reason of a protected characteristic as defined within the Equality Act 2010.

All queries on the School’s Application Form and recruitment process must be directed to the HR Manager.

2. Application Form

The School will only accept applications from candidates completing the relevant Application Form in full. CVs will
not be accepted in substitution for completed Application Forms.

Candidates should be aware that all posts in the School involve some degree of responsibility for safeguarding
children, although the extent of that responsibility will vary according to the nature of the post. Applicants will
receive a Job Description and Person Specification for the role applied for.

As the job for which you are applying involves substantial opportunity for access to children, it is important that you
provide us with accurate answers.

The School requires the successful applicant to complete a Disclosure Form from the Disclosure and Barring Service
(DBS) for the post and, where appropriate, a check of the Barred List maintained by the DBS will be made. The
School will make any offers of appointment conditional on obtaining such satisfactory checks. Additionally,
successful applicants should be aware that they are required to notify the School immediately if there are any
reasons why they should not be working with children.

The Childcare (Disqualification) and Childcare (Early Years Provision Free of Charge) (Extended Entitlement)
(Amendment) Regulations 2018 apply to those providing early years childcare or later years childcare, including
before school and after school clubs, to children who have not attained the age of 8 AND to those who are directly
concerned in the management of that childcare.

The School takes its responsibility to safeguard children very seriously and any staff member and/or successful
candidate who is aware of anything that may affect his/her suitability to work with children must notify the Head
immediately. This will include notification of any convictions, cautions, court orders, reprimands or warnings he/she
may receive.

Staff and/or successful candidates who are disqualified from childcare or registration may apply to Ofsted for a
waiver of disqualification. Such individuals may not be employed in the areas from which they are disqualified, or
involved in the management of those settings, unless and until such waiver is confirmed. Please speak to the Head
for more details.

The School has a legal duty under section 26 of the Counter-Terrorism and Security Act 2015 to have ‘due regard to
the need to prevent people from being drawn into terrorism’. This is known at the Prevent duty. Schools are
required to assess the risk of children being drawn into terrorism, including support for extremist ideas that are part
of terrorist ideology. Accordingly, as part of the recruitment process, when an offer is made the offer will be subject
to a Prevent duty risk assessment.

If you are currently working with children, on either a paid or voluntary basis, the School will ask your current
employer about disciplinary offences, including disciplinary offences relating to children or young persons (whether
the disciplinary sanction is current or time expired), and whether you have been the subject of any child protection
allegations or concerns and if so the outcome of any enquiry or disciplinary procedure.
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If you are not currently working with children but have done so in the past, the School will ask that previous
employer about those issues. Where neither your current nor previous employment has involved working with
children, we will still ask your current employer about your suitability to work with children. Where you have no
previous employment history, we may request character references which may include references from your school
or university.

You should be aware that provision of false information is an offence and could result in the application being
rejected or summary dismissal if you have been appointed, and a possible referral to the police and/or DBS.

3. Invitation to Interview

The Head will short-list candidates according to the relevance and applicability of their professional attributes and
personal qualities to the role. He will invite short-listed applicants to attend a formal interview to discuss their
relevant skills and experience in more detail.

Prior to the interview and as part of the shortlisting process, the School will have carried out an online search
(including social media) as part of our due diligence process, to identify any incidents or issues that have happened
and are publicly available online. The School might want to explore any incidents at interview.

All formal interviews will have a panel of at least three people chaired by the Head, the Bursar or another designated
senior member of staff. The Chair of Governors should chair the panel for the Head’s appointment. The interviewers
involved will be required to state any prior personal relationship or knowledge of any of the candidates and a
judgement will be made by the Chair as to whether or not an interviewer should therefore withdraw from the panel.
Should the Chair have a conflict of interest, the Vice Chair shall decide whether the Chair should withdraw from the
panel.

The interview will be conducted in person and the areas which it will explore will include suitability to work with
children.

All candidates invited to interview must complete the Suitability to Work with Children Self-Declaration Form and
bring documents confirming any educational and professional qualifications that are necessary or relevant for the
post (e.g. the original or certified copy of certificates, diplomas, etc). Where originals or certified copies are not
available for the successful candidate, written confirmation of the relevant qualifications must be obtained by you
from the awarding body.

All candidates must also bring to the interview:

1. A current driving licence including a photograph and paper counterpart or a passport;

2. A full, original birth certificate;
3. A utility bill or financial statement issued within the last three months showing the candidate’s current name and
address;
4. Where appropriate any documentation evidencing a change of name;
5. Where applicable, proof of entitlement to work and reside in the UK.

Please note that originals of the above are necessary. Photocopies or certified copies are not sufficient.

Candidates with a disability who are invited to interview should inform the School of any necessary reasonable
adjustments or arrangements to assist them in attending the interview.

4. Conditional Offer of Appointment: Pre-Appointment Checks

Any offer to a successful candidate will be conditional upon:

1. Receipt of at least two satisfactory references (if these have not already been received), including for internal
appointments. All references should be provided by a senior person with appropriate authority, subject to the
satisfaction of the School;
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2. Verification of identity and qualifications including, where appropriate, evidence of the right to work in the UK;

3. A satisfactory enhanced DBS check and if appropriate, a check of the Barred List maintained by the DBS;

4. For a candidate to be employed as a teacher, a check that that the candidate is not subject to a prohibition order
issued by the Secretary of State or any sanction or restriction imposed (that remains current) by the historic
General Teaching Council for England before its abolition in March 2012;

5. Verification of professional qualifications, including, where applicable, any award of Qualified Teacher Status;

6. Verification of successful completion of a statutory induction period (for teaching posts – applies to those who
obtained QTS after 7 May 1999), where relevant;

7. Where the successful candidate has worked or been resident overseas, such checks and confirmations as the
School may consider appropriate so that any relevant events that occurred outside the UK can be considered.
For a teaching candidate transferring from overseas, this shall include the candidate providing the School with
proof of his/her past conduct as a teacher in the form of a letter of professional standing from the professional
regulating authority in the country in which s/he has worked;

8. Evidence of satisfactory medical fitness;

9. Confirmation from the candidate that they are not disqualified from providing childcare as set out in the
statutory guidance Disqualification under the Childcare Act 2006 (July 2018) OR receipt of a signed Staff
Suitability Declaration form showing that the candidate is not disqualified from providing childcare as set out in
the statutory guidance Disqualification under the Childcare Act 2006 (July 2018);

10. For a candidate to be employed into a senior management position as set out within the School’s Recruitment,
Selection and Disclosures Policy and Procedure, receipt of a signed “senior charity manager positions: automatic
disqualification declaration” confirming that the candidate is not disqualified from acting in a senior
management position for a charity in accordance with the automatic disqualification rules for charities;

11. If you are undertaking a management role, a check that you have not been prohibited from participating in the
management of independent schools.

It is the School's practice that a successful candidate must complete a pre-employment health questionnaire. The
information contained in the questionnaire will then be held by the School in strictest confidence and used as set
out in the School’s Privacy Notice and the Data Protection, Record Keeping and Retention of Records Policy.

This information will be reviewed against the Job Description and the Person Specification for the particular role,
together with details of any other physical or mental requirements of the role i.e. proposed workload, extra-
curricular activities, layout of the School etc.

The School is aware of its duties under the Equality Act 2010. No job offer will be withdrawn without first consulting
with the applicant, considering medical evidence and considering reasonable adjustments.

5. References

We will seek the references referred to in section 4 above for all shortlisted candidates, including internal candidates
and may approach previous employers for information to verify particular experience or qualifications, before
interview. If you do not wish us to take up references in advance of the interview, please notify us at the time of
submitting your application.

For internal candidates, formal written references may be sought from a senior person with appropriate authority.

We will ask all referees if the candidate is suitable to work with children.

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The School will compare any information provided by the referee with that provided by the candidate on the
application form. Any inconsistencies will be discussed with the candidate.

6. Criminal Records Policy

The School will refer to the Department for Education (DfE) document, Keeping Children Safe in Education and any
amended version in carrying out the necessary required DBS checks.

The School complies with the provisions of the DBS Code of Practice, a copy of which may be obtained on request or
accessed here at: https://www.gov.uk/government/publications/dbs-code-of-practice.

7. Retention and Security of Records and Data Protection

The School will comply with its obligations regarding the retention and security of records in accordance with the
DBS Code of Practice and its obligations under its Data Protection Policy. Copies of DBS certificates will not be
retained for longer than 6 months. Details of how we use candidates’ data is explained in the Data Protection,
Record Keeping and Retention of Records Policy.

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