2019 Entry Form:

Rules and Parade number will be sent after submission



Entries to be in place by 5.30pm. Parade will start at 7pm.

Schedule of Classes

1.Visiting Courts floats -by invitation only


  2. Adult Organisations

  3. Youth & Young Person’s Organisations

  4. Local Residents

  5. Non-Local Residents

  6. Sports Clubs & Organisations

  7. Local Traders & Shops

  8. Non-Local Traders & Shops


Youth Bands & Majorettes

please phone 01304 - 364718 for separate entry form

Fancy Dress walking entries - up to 12 years inclusive

(accompanied by an Adult)

Fancy Dress walking entries - 13 to 17 years inclusive

(Under 16 accompanied by an Adult)

Fancy Dress walking entries - Family & Group Entries

Fancy Dress walking entries - Adults Only

9. Decorated Pram / Bicycle / Handcart / etc

All ages (Under 16 accompanied by an Adult)

10. Decorated Umbrella

11. Classic Vehicle & Military Vehicle




Maximum Height of entry = 5 metres.

Maximum Width of entry = 3 metres.



(A Full Protection Proceedure Policy is available on request from the Association)

The Deal, Community Carnival Association recognizes its duty of care under the Children and Young Persons Act 1963, the Child (Performances) Regulations 1968, the Protection of Children Act 1999 and the Criminal Justice and Court Services Act 2000.

The Association recognizes that abuse can take many forms, whether it be physical abuse, emotional abuse, sexual abuse or neglect. The association is committed to practice which protects children from harm. All members of the association accept and recognize their responsibilities to develop awareness of the issues which cause children harm.

The Association believes that:

• the welfare of the child is paramount;

• all children, whatever their age, culture, disability, gender, language, racial origin, religious beliefs and/or sexual identity have the right to protection from abuse;

• all suspicions and allegations of abuse should be taken seriously and responded to swiftly and appropriately;

• all members and employees of the association should be clear on how to respond appropriately.

The Association will ensure that:

• all children will be treated equally and with respect and dignity;

• the welfare of each child will always be put first;

• a balanced relationship based on mutual trust will be built which empowers the children to share in the decision-making process;

• enthusiastic and constructive feedback will be given rather than negative criticism;

• bullying will not be accepted or condoned;

• all adult members of the association provide a positive role model for dealing with other people;

• action will be taken to stop any inappropriate verbal or physical behaviour;

• it will keep up-to-date with health & safety legislation;

• it will keep informed of changes in legislation and policies for the protection of children;

• it will undertake relevant development and training;

• it will hold a register of every child involved with the association and will retain a contact name and number close at hand in case of emergencies.

The Association has child protection procedures which accompany this policy. This policy should also be read in conjunction with the association’s Health & Safety Policy. The Executive Committe have appointed a designated Child Protection Officer, who is in charge of ensuring that the child protection policy and procedures are adhered to. This policy will be regularly monitored by the Board and will be subject to annual review.



Chief Executive officer

Deal Community Carnival Association



Deal Community Carnival Association

Equal Opertunities


Deal Community Carnival Association recognises that it is essential to provide equal opportunities to all persons without discrimination. This policy sets out the organisation's position on equal opportunity in all aspects of employment, including recruitment and promotion, giving guidance and encouragement to employees and volunteers at all levels to act fairly and prevent discrimination on the grounds of sex, race, marital status, part-time and fixed term contract status, age, sexual orientation or religion.

Statement of policy

(a) It is the policy of D.C.C.A. to ensure that no job applicant, employee, member or volunteer receives less favourable treatment on the grounds of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion, or is disadvantaged by conditions or requirements that cannot be shown to be justifiable. The organisation is committed not only to its legal obligations but also to the positive promotion of equality of opportunity in all aspects of employment.

(b) The organisation recognises that adhering to the Equal Opportunities Policy, combined with relevant employment policies and practices, maximises the effective use of individuals in both the organisation’s and employees, member or volunteers´ best interests. D.C.C.A. recognises the great benefits in having a diverse workforce with different backgrounds, solely employed on ability.

(c) The application of recruitment, training, and promotion policies to all individuals will be on the basis of job requirements and the individual’s ability and merits.

(d) All employees, members and volunteers of the organisation will be made aware of the provisions of this policy.

Recruitment and promotion

(a) Advertisements for posts will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.

(b) Recruitment literature will not imply a preference for one group of applicants unless there is a genuine occupational qualification which limits the post to this particular group, in which case this must be clearly stated.

(c) All vacancies will be circulated internally.

(d) All descriptions and specifications for posts will include only requirements that are necessary and justifiable for the effective performance of the job.

(e) All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to job requirements and asked to all candidates.


(a D.C.C.A.will not discriminate on the basis of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion in the allocation of duties between employees employed at any level with comparable job descriptions.

(b) D.C.C.A.will put in place any reasonable measures and/or adjustments within the workplace for those employees, members or volunteers who become disabled during employment or for disabled appointees.

(c) All employees will be considered solely on their merits for career development and promotion with equal opportunities for all.


(a) Employees, members and volunteers will be provided with appropriate training regardless of sex, race, marital status, disability, age, part-time or fixed term contract status, sexual orientation or religion.

(b) Employees, members and volunteers will be encouraged to discuss their career prospects and training needs with their Managing Director.

Grievances and victimisation

(a) D.C.C.A. emphasises that discrimination is unacceptable conduct which may lead to disciplinary action under the organization’s Disciplinary Procedure.

(b) Any complaints of discrimination will be pursued through the organisation’s Grievance Procedure.

John Trickey

Chief Executive Officer D.C.C.A.

18th February 2016