Being a Partner
As co-owners of the organisation, we take a great interest in the performance of our business. But we also take as great an interest in our own performance as Partners as it directly contributes to our success.
This is why we’ve created a number of behaviours that we are all measured on whether we’re being assessed for a new position in the Partnership, or how we carry out our role on a day-to-day basis. These cover what we do in our jobs and how we behave as Partners. We place equal emphasis on the ‘what’ and the ‘how’ because we value both in our co-owned business.
There are two sets of behaviours, Partnership and Leadership and they reflect the level you work at. Whilst slightly different, they each have the same purpose of providing some structure towards having meaningful career conversations that allow us to fulfil our potential.
We expect our Partners to live out our behaviours. By taking a look at the list below it will give you a greater understanding of what joining the Partnership is all about and whether we’re right for you and vice versa.
Takes pride in ownership – you believe in what co-ownership is about and take an active part. You take responsibility for your actions and behaviours.
Makes things happen – you know what needs to be done and you do it efficiently. You make proactive suggestions.
Delivers excellent service – your customer service is exceptional. You understand customer needs and build lasting relationships.
Works together – you work with honesty, respect and give encouragement. You challenge positively.
Develops self and others – you look to grow your own and others confidence, knowledge, capability and ultimately performance.
Is open to and adapts to change – you embrace change and are open to variety at work.
As a leader you are expected to work to Partnership Behaviours and beyond. You’re expected to set the direction, but it’s equally about enabling and encouraging Partners to embrace and live up to the responsibility that co-ownership brings.
Sets vision and direction – you show strategic insight about our customers and business. You challenge the status-quo and keep an eye on the bigger picture.
Shows strategic agility – you embrace change and adapt to improve performance.
Drives performance – you can communicate goals through clear targets. You motivate.
Takes decisive action – you balance reflection, analysis and decisive action.
Inspires ownership – you encourage the active involvement of Partners to achieve success.
Works across boundaries – you think beyond your realm to generate integrated solutions. You build relationships and share knowledge.
Acts with courage – you take confident action, recognise and resolve conflict. You challenge non-Partnership behaviour.
Develops Talent – you identify, attract, motivate and retain talent. You realise Partners’ potential.
For many of the roles we advertise we are looking for specific skills and experience and it’s essential that you think about these when you are filling in your application form, otherwise you won’t get past this first stage of the process.
We use the desirable skills and experience to decide who to bring to interview and assessment. If you’ve outlined these clearly in your application form, you’ll be much more likely to reach the short list stage.
Wherever we ask for qualifications, please provide details of the awarding bodies and the year so that we have the correct information to verify them if you’re offered the role. And it’s important to remember that membership of professional bodies must be up-to-date!
It is the Partnership’s legal obligation to ensure that anyone we are looking to employ is legally entitled to work in the UK before their employment begins.
We require all candidates to provide evidence of their entitlement to work in the UK when they attend an assessment or interview. These documents will be checked and authorised by the Partner conducting the assessment. Failure to provide satisfactory evidence of your right to work in the UK will prevent your application progressing.
For more information on what documents you can bring to show you have the right to work, and more details, please follow this link to the Government Website: https://www.gov.uk/legal-right-work-uk
For some roles here, we’ll need to verify your credentials – particularly ensuring you are legally permitted to take up an offer of employment. The requirements vary depending on the nature of the position and its level within the Partnership. And, where it is necessary, it will always be stated in the role profile that’s attached to the vacancy on jlpjobs.
We only carry out these checks once you have accepted our offer of employment. And we work with The Security Watchdog (TSW) to do this, the international employment screening specialist. Visit their website to find out more about them: www.securitywatchdog.org.uk
Download our Right to Work instructions for attending an assessment so you know what documentation to bring with you.
There are a number of different checks that might be required – take a look at some of the examples below:
- Reference Check – verifies that the information provided on your application form matches the information from previous employers, schools/colleges and government agencies.
- Eligibility to Work Check – verifies the documents provided to ensure you have the legal right to work in the UK.
- Basic DBS (Disclosure & Barring Service Checks) – provides information on any unspent criminal convictions (this was previously known as CRB check).
- Academic Qualification Check – verifies your qualifications with the awarding body.
If you accept our offer for a role that requires a pre-employment check, you’ll receive an email giving you full instructions. You’ll be asked to log-in to The Security Watchdog site where you’ll complete a Declaration of Consent Form and an online screening form. It should take no more than 30 minutes and needs to be done as soon as possible (maximum three days for completion). We can’t give you a start date until all the checks have been completed.
Usually this process is very straight-forward. Occasionally, TSW may need to contact you to ask for additional information or documentation – they’ll do so by email or telephone.
Every measure is taken to ensure that your data is handled in accordance with the Data Protection Act 1998 and the EU Directive 95/46/EC.
TSW will hold all the information you provide for the purpose of background screening only. The results will be sent to John Lewis Partnership who will inform you of the outcome.
You can find out full details of how TSW will handle and manage your data on their website: www.securitywatchdog.org.uk
The background screening results will be sent to John Lewis Partnership who will inform you of the outcome. John Lewis Partnership will hold your data in accordance with the Data Protection Act 1998 and the EU Directive 95/46/EC.
You will have read about the variety of online tests/questionnaires that you may be required to complete as part of your application journey. These are proven ways we can assess the key qualities required for a candidate to be successful in the role.
As each role is different, so are the tests/questionnaires you will be asked to take, we ensure these are relevant to the job you are applying for and they are relevant to the skills/judgements you will require in order to perform in the role.
To ensure we can progress your application as quickly as possible, all our tests need to be completed within two days of a candidate receiving the invitation email. We recommend you complete these as soon as possible to avoid missing the deadline and your application being withdrawn.
We’ve made updates to our system, which means if you successfully pass the tests you won’t need to retake them if you apply for another role within a six month period.
There are ways that you can prepare for these tests, in the same way you can prepare for an interview or an assessment.
For roles such as Selling Assistant, Supermarket Assistant, Catering and Warehouse Assistant you will be asked to complete the relevant Situational Judgement Test.
In these, you will be asked to read a scenario and choose what you feel is the best course of action, these will be based on the role you are applying for.
Having a good understanding of the role from the profile will allow you to familiarise yourself with the types of activities you will be required to undertake and your responsibilities. Having time to read these, considering where you have had similar experience in the past or how you have acted in similar situations will help you answer the questions.
As the questions are based on judgement on a situation, it is not possible to practice these types of tests, as each situation and judgement will be different.
You will only be asked to complete one of these for certain roles and for not all positions we recruit for.
If you are invited to complete one of these, you will be asked to answer a number of questions, and will be given a time limit in which to complete this.
The type and level of test will have been determined by the requirements of the role, for example a role which requires the analysis and interpretation of information would have a numerical test as part of the recruitment process.
Again, familiarise yourself with the role profile to ensure you know what the skills and requirements are of the role and any previous experience which has been identified as either essential or desirable in order to be successful in the role.
Having the opportunity to practice tests which are similar, in terms of what they are testing, and also completing the test to a given time frame will help you to familiarise yourself with how these feel.
It will also help you to understand how to plan your time, what works for you in terms of managing the information and what environment works best for you.
Please follow the link below to practice a number of tests, these are not exact replicas of the tests you will be asked to complete but are examples that will allow you to complete similar types of tests.
The site is provided by CEB’s SHL Talent Measurement Solutions. SHL are the global leaders in talent measurement and they provide employment testing to help organisations identify and recruit individuals. In addition to example tests you will also find assessment advice for you to reference before you take an assessment.
All the tests, personal data and results will be held by CEB and this will not be shared with the John Lewis Partnership. Successful completion of a test will have no bearing on your application, or if you will be successful on any tests/questionnaires which form part of the recruitment process.
Frequently Asked Questions
If you have any questions please browse our Frequently Asked Questions below.
Social Media Links
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Already a Partner?
If you are a current employee of the John Lewis Partnership, you should apply via the vacancies portal on the Partner intranet, not this website. If you have not used this before, your Line Manager or Personnel team will be able to advise you how to find this.
Pay in range of £11.70 - £15.50 plus shift premium (20%). This is negotiable dependent on relevant skills and experience. The pay range for this role will increase to £12.20 - £15.90 plus shift premium (20%) from 1 April 2017.
Closing Date: 12/4/2017
Pay in the range: £25,700 to £36,300
Closing Date: 9/4/2017
South East England
£8.00 - £9.00
Closing Date: 10/4/2017