Professional Documents
Culture Documents
British Petroleum Application Form
British Petroleum Application Form
Reference number:
Post applying for;
This most be stated
Applications should be completed clearly and legibly with a black ballpoint pen or, if possible, completed on a computer, to
facilitate photocopying and returned to the Human Resource Department before the closing date.
Personal Details
Address:
Email Address:
Nationality:
Will you be willing to Travel for an Interview with BP if sent Yes O No O 25% O 50% O 75% and more O
an invitation letter? Yes 0 No 0
Are you willing to pay the 33% of your travelling expenses?
Are you under the age of 18? Yes O No O
*If under age 18, a work permit may be required.*
If yes, State your current job position and Salary earned. ……………….
Experience:
Present Post:
Employer:
Address of Employer:
Previous posts in chronological order (starting with the most recent): Give details of posts held, employers and dates.
POST FROM TO
Statement by Candidate:
Give any other information, which you consider will be helpful, in support of your application. If appropriate, an
indication of research interest and details of any publication should be given.
Statement by Candidate (continued)
Referees:
Please give the names and addresses of two referees. Unless you have not worked before it is expected that one reference
will be, or will represent your present employer, or if you are unemployed, you last employer. Please put a cross in the
box if you do not want your referees to be taken up before interview.
Name
Relationship
Address
Email Address: Tel. No.: 0
Fax. No.: 0
Name
Relationship
Address
Email Address: Tel. No.: 0
Fax. No.: 0
CERTIFICATION AND AUTHORISATION (Please read the
following paragraph carefully before signing)
I certify that the information I have provided is true and correct to the best of my knowledge and belief.
British Petroleum Plc confirms its commitment to a comprehensive policy of equal opportunities in employment in which
individuals are selected and treated on the basis of their relevant merits and abilities and are given equal opportunities
within BP. The aim of this policy is to ensure that no job applicant should receive less favourable treatment on any
grounds not relevant to good employment practice. British Petroleum is committed to action to make the policy fully
effective.
To ensure that the equal opportunities policy is effective, we monitor the applications that we receive by collecting data
on the ethnic origin, gender, marital status, disability and age of all those who apply to us. Please complete the form
below and return it to us with your application.
This slip will not be kept with your application and will not be seen by the people involved in selecting the successful applicant.
The information that you give will remain completely confidential to the personnel department and will only be used by us to
monitor our equal opportunities policy.
As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability
for positions of trust, BP complies fully with the CRB Code of Practice and undertakes to treat all applicants for
positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of
conviction or other information revealed.
BP is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race,
gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or
offending background.
We actively promote quality of opportunity for all with the right mix of talent, skills and potential and welcome
applications from a wide range of candidates, including those with criminal records. We select all candidates
for interview based on their skills, qualifications and experience.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate
and relevant to the position concerned. For those positions where a Disclosure is required, all application
forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the
event of the individual being offered the position.
Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview
to provide details of their criminal record at an early stage in the application process. We request that this
information is sent under separate, confidential cover, to a designated person within British Petroleum
Organisation and we guarantee that this information is only to be seen by those who need to see it as part of
the recruitment process.
Unless the nature of the position allows BP to ask questions about your entire criminal record we only ask
about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those in BP who are involved in the recruitment process have been suitably trained to
identify and assess the relevance and circumstances of offences. We also ensure that they have received
appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g.
the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the
subject of any offences or other matter that might be relevant to the position. Failure to reveal information
that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a
copy available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before
withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of
the position and the circumstances and background of your offences.