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Recruitment

Working at Le Pas Opton

The deadline to apply to be a courier with us out at Le Pas Opton during 2008 has now passed.  If you  are interested in being a courier at Le Pas Opton for the 2009 season, please leave your details here and we will email the application forms to you in November.

Each year we recruit seasonal staff to work at Le Pas Opton. Most of the positions are for childrens and youth workers although some other jobs may be advertised.


Application forms can be sent to:
Courier Recruitment, Spring Harvest, Freepost (TN6008), Uckfield, East Sussex TN22 1BR.
Please mark it Private and Confidential.

If you have worked for us before, call us on 01825 748317 for a shorter fast track application form. You will still need to submit one reference form.

Who should apply and how?

We recruit team members in the UK and France. We’re looking for people who are:

• available for either full season (early May to late September) or high season (early July to early September).

• aged 18 or over and physically fit.

• willing, flexible, friendly and committed to Spring Harvest Holiday’s vision of providing a superb holiday experience in a Christian environment.

All team members play a wider role in the life of the park, in addition to their core responsibilities. This may include stewarding larger meetings, cleaning, bar work and helping guests on changeover day; plus voluntary participation in guest activities. All opportunities are for paid positions and are described in brief below.

Accommodation is provided in a tented village during high season and in mobile homes at other times. Team members cater for themselves and often share cooking and other tasks with colleagues in the village. For more information and an application pack, please phone: 01825 748317 or email: couriers@springharvestholidays.com

We also need couriers to work on the Spring Harvest Holidays exhibition stand during the Spring Harvest Main Event in Both Minehead and Skegness.

If you have been a courier with us before and would like to volunteer for this role, give us a call or drop us an email.

Note: Your details will be stored on a database by Spring Harvest on behalf of Spring Harvest Holidays for administrative purposes. This may include sending you information on other activities organised by Spring Harvest Holidays.
All Spring Harvest Holidays Courier Team positions involve unsupervised contact with children and therefore successful applicants will be required to obtain an Enhanced Disclosure from the Criminal Records Bureau.

Specific roles at Le Pas Opton

Team leaders    
Children's courier    
Teens courier   
Under fives courier   
Sports courier   
Reception and administration   
Night security  
Bar and food service

Notes regarding CRB disclosures     

SPRING HARVEST HOLIDAY’S POLICY ON THE RECRUITMENT OF EX-OFFENDERS FOR THE POSITION OF COURIER TEAM MEMBER  As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants’ suitability for positions on the Courier Team, Spring Harvest Holidays 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.   We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and copies are available on request from Spring Harvest Holidays or from the CRB website at www.disclosure.gov.uk.   This written policy on the recruitment of ex-offenders to positions on the Courier Team is made available to all Disclosure applicants at the outset of the recruitment process. We actively promote equality 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 on their skills, qualifications and experience. All positions on the Spring Harvest Holiday’s Courier Team will involve unsupervised contact with children and team members are in a unique position of trust in an environment where children and their parents/carers feel safe and are therefore more vulnerable.  After carrying out a thorough risk assessment, all positions on team are exempt from the Rehabilitation of Offenders Act 1974 and all successful applicants are required to obtain an Enhanced Disclosure.  All applicants are therefore required to provide details of all convictions, cautions, reprimands or final warnings, including those that have become spent at an early stage in the recruitment process.  Failure to reveal such information could lead to your application being declined or your invitation withdrawn.  If convictions etc. are declared by the applicant or shown on their Enhanced Disclosure notice, Spring Harvest Holiday’s staff will obtain professional advice about the relevance and circumstances of offences.  We also ensure that we 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.  We guarantee that this information is only seen by those who need to see it as part of the recruitment process. Having a criminal record will not necessarily bar you from working on the Spring Harvest Holiday’s Courier Team.  This will depend on the nature of the position and the circumstances and background of your offences.   However if you declare or your Enhanced Disclosure notice shows a conviction, caution, reprimand or final warning for a sexual offence, or information of a child protection issue is supplied by yourself or shown on your Enhanced Disclosure notice, your application will be declined or your invitation withdrawn.

General Principles: As an organisation using the Criminal Records Bureau (CRB) Disclosure service to help assess the suitability of applicants for positions on the Courier Team, Spring Harvest Holidays complies fully with the CRB Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosures and Disclosure information.  Copies of this Code of Practice can be obtained from Spring Harvest Holidays or from the CRB website at www.disclosure.gov.uk.  We also comply fully with our obligations under the Data Protection Act and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information.  This written policy is made available to all Disclosure applicants at the outset of the recruitment process. Storage and AccessDisclosure information is never kept on an applicant’s personnel file and is always kept separately, in a lockable, non-portable, storage container with access strictly controlled and limited to those who are entitled to see it as part of their duties. HandlingIn accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties.  We maintain a record of all those to whom Disclosures or Disclosure information has been revealed and we recognise that it is a criminal offence to pass this information to anyone who is not entitled to receive it. Disclosure information is only used for the specific purpose for which it was requested and for which the applicant’s full consent has been given. Once a recruitment (or other relevant) decision has been made, we do not keep Disclosure information for any longer than is necessary.  This is generally for a period of up to six months, to allow for the consideration and resolution of any disputes or complaints.  If, in very exceptional circumstances, it is considered necessary to keep Disclosure information for longer than six months, we will consult the CRB about this and will give full consideration to the data protection and human rights of the individual before doing so.  Throughout this time, the usual conditions regarding the safe storage and strictly controlled access will prevail. Disposal   Once the retention period has elapsed, we ensure that any Disclosure information is immediately and suitably destroyed by secure means, i.e. by shredding, pulping or burning.  While awaiting destruction, Disclosure information will not be kept in any insecure receptacle (e.g. waste bin or confidential waste sack).  We do not keep any photocopy or other image of the Disclosure or any copy or representation of the contents of a Disclosure.  However, notwithstanding the above, we may keep a record of the date of issue of a Disclosure, the name of the subject, the type of the Disclosure requested, the position for which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.