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How to apply

How to apply

Your completed Application Form and Equality & Diversity Questionnaire should be returned to us by the closing date indicated. 

Applications can be emailed to You will normally receive confirmation that your message has reached us.

Applications can also be posted and should be sent to: HR, JNCC, Monkstone House, City Road, Peterborough, PE1 1JY. We will acknowledge receipt of your form if you send a stamped, self-addressed, postcard with it.  Please ensure that the correct postage is applied and that it will arrive before the closing date.


Applicant Guidance

1. Application Form

Your completed Application Form should be returned to us by the closing date indicated in the details of the post for which you have applied.


2. Personal Details

You will need to complete the Application Form and, optionally, the Equality & Diversity Questionnaire. This will include personal details, contact details, educational qualifications, previous work history and experience.


3. Disability Confident

As part of our commitment to the Disability Confident scheme, JNCC operates a Guaranteed Interview Scheme for disabled applicants who meet the essential criteria as detailed in the Job Description/Person Specification.

If you are invited to interview and have declared you have a disability, as defined by the Equality Act 2010, you will be asked if you required any reasonable adjustments. This could be wheelchair access at interview, a Language Service Professional, documents in another format or additional time at interview. There is also space in the application for to detail any reasonable adjustments you may need.


4. Success Profiles (Technical, Experience and Behaviours)

JNCC recruits using Success Profiles. This means for each role advertised, we consider what you will need to demonstrate in order to be successful. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.

In addition to your personal information you will need to demonstrate how you meet the Experience, Behaviours and Technical requirement of the vacant job. When demonstrating how you meet the requirements of the job, will need to provide evidence of your skills, knowledge and abilities. You can give examples from your past or current employment, interests, voluntary work or life experiences. Be succinct, but make sure you cover the key points. Your evidence will be discussed in more detail if you are invited to an interview.

For Technical, this will involve demonstrating that you hold a relevant qualification, or how you meet a specific skill.  For more information, please see the following guidance: Success Profiles: Technical Guidance.

For Experience, a statement should be provided, detailing how you meet the requirements listing in the Post Details. For more information, please see the following guidance: Success Profiles: Experience Guidance

For Behaviours, a short statement should be provided for each one listed in the Post Details, detailing how you meet the requirements. We have provided some examples below to illustrate the process:

Example One – Applying for a Level Two (O/EO grade) role
Behaviour: Managing a Quality Service – Level 2 (O/EO)

Possible response:
As the customer service lead for a large operational office with 2,000 customers, I improved customer satisfaction levels and reduced levels of complaints.
I publicised existing service standards and customer requirements via existing channels (e.g. posters and face to face interviews). I ran customer focus groups, listened to views and explained what was and was not possible. I fed back the outcomes to internal teams and agreed actions with them to make service improvements (e.g. the need to communicate waiting times clearly to customers).
I reviewed the complaints received so far and identified common themes (e.g. customers felt ignored at times). I asked for customer and staff views on how to address this and agreed behaviours were identified including saying hello and good morning to customers waiting.
I amended and relaunched the office customer service standards as a result of this work. This included a new evaluation process which raised awareness of customer satisfaction targets and measured success. I achieved a 20% increase in customer satisfaction targets and a 15% reduction in the number of complaints.

Example Two – Applying for a Level Three (H/HEO or S/SEO) role
Core Competency as described in the post details
Behaviour: Developing Self and Others – level 3 (H/HEO or S/SEO)

Possible response:
I commissioned a Skills Gap Analysis exercise and these results and the staff survey results influenced priority areas for improvement. A key one is performance management. I have led the HR Business Partner team to devise implementation plans for workshops to raise the skills and knowledge of line managers and to support these full sessions with bite size awareness sessions. In addition I have devised simple reference flow charts showing learning and guidance and engaged intranet colleagues to publicise and publish material.”

For more information, please see the following guidance: Success Profiles: Behaviours Guidance


5. Education and Employment History

You will also be required to detail your relevant educational and employment history.


6. Other information

You may wish to detail your reasons for applying, career aims and anything else relevant to your application in the Further Information section.

It would be helpful if you would let us know where you saw the vacancy advertised and if there are any dates you are unable to attend an interview

Finally, you will be asked to verify that all the information you have given is, to the best of your knowledge, true and complete.


Reasonable adjustments

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. If you need a change to be made so that you can make your application, you should contact or call 01733 562626 as soon as possible before the closing date to discuss your needs. 

Complete the 'Reasonable adjustment' section in the application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview or, if you’re deaf, a Language Service Professional. Please give as much detail as possible so that suitable arrangements can be put into place.



Candidates who appear from the information supplied to have the most suitable qualifications and experience will be invited to interview.

You will normally have at least one week's notice of the interview date.  Interviews are normally held at our office in Peterborough, but posts based at our offices in Aberdeen may be interviewed there. 

The interview is usually conducted by a panel consisting of two to three members of staff and typically lasts between 30 to 45 minutes, depending on the post being recruited. You will be advised when invited to interview whether you will be required to take a test, make a presentation or in some other way prepare for the interview.  We do not normally ask a candidate to attend a second interview for the same post.

If you do not hear from us within three weeks of the closing date we regret that you have not been invited to interview.  You are welcome to check with us if you are concerned that you may have been selected and the invitation to interview has been lost.  We make every effort to contact candidates who do not respond to our invitation to interview within a reasonable time, but if we cannot contact you, the opportunity may be offered to another candidate.

Disabled applicants should indicate if they wish to apply for the Guaranteed Interview Scheme by ticking the box in the Guaranteed Interview Section on the application form. In order to be considered under the Guaranteed Interview Scheme, applicants will need to declare that they have a disability. 



Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission’s Recruitment Principles.

In accordance with the Civil Service Commissioners’ Recruitment Principles, our recruitment and selection processes are underpinned by the requirement of appointment on the basis of merit by fair and open competition. If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, you should contact in the first instance.

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