SEN Tutor/Lecturer: Empower Inclusive Education in Redditch

Job Description is current at the date shown below, and is a guide to the work you will be required to undertake. In consultation with the post holder, it may be changed from time to time by the College to meet changing circumstances.

CONDITIONS OF SERVICE – Academic staff

The appointment is subject to the Conditions of Service for Academic Staff. The work pattern of a Lecturer is not necessarily linked to the traditional academic year.

All successful applicants will undergo the following checks:

• Enhanced DBS
• 2 x References, one of which must be your current or most recent employer
• Qualification validation check.

SALARY

SEN Tutor Salary for the SEN Tutor role will be aligned to the College Lecturing Pay Scale up to Lecturer Scale Point 30 starting at £35,610 - £38,382, dependent upon qualifications and experience. Staff appointed to the SEN Tutor role will progress through the agreed salary scale on an annual incremental basis, subject to satisfactory performance and successful completion of probationary requirements.

SEN Lecturer Salary for the SEN Lecturer role will be aligned to the College Lecturing Pay Scale, dependent upon qualifications and experience. Staff appointed to the SEN Lecturer role will progress through the full lecturing pay scale on an annual incremental basis up to point 33 at £41,413, subject to satisfactory performance and successful completion of probationary requirements. All appointments will be made in line with the College’s approved pay and grading arrangements.

TEACHING QUALIFICATION

Applicants are required to hold an appropriate teaching qualification or be willing to undertake and gain the Certificate in Education and Training within 2 years of their appointment. Successful applicants will be required to attend the course on-site as the College delivers the course in-house. Please note – whilst obtaining a teaching qualification is a contractual requirement, the College reviews its CPD budget on an annual basis regarding availability of funds, and cannot therefore guarantee that newly appointed staff will receive either part or full funding for the course fees. However, student loan facilities are available.

MATHS AND ENGLISH

All staff are required to have a minimum level 2 qualification in both English and Maths. If you are not already in receipt of one or both of these qualifications, you will be expected to obtain it (them) during your employment at the College.

SAFEGUARDING

The College is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff and volunteers to share this commitment. All newly appointed staff will be required to undertake safeguarding training following their appointment. Heart of Worcestershire College adheres to the Department of Education’s guidance on ‘Keeping children safe in Education’. As part of your induction, you will be required to read and understand part 1 of this document.

ONLINE CHECKS

Candidates shortlisted for interview and then subsequently become successful in the recruitment process and prior to a formal offer of employment being made will be subject to online checks being carried out by a neutral party not directly involved in the recruitment process. Consent for these checks was requested at application stage.

VALIDATION OF QUALIFICATIONS

The College will undertake qualification validation by writing to the appropriate educational institute. Only those qualifications which are essential for the post will be followed up.

HOURS OF WORK

The hours of work will be based on 37 hours per week. Actual hours of work and delivery are to be agreed with the manager.

ANNUAL LEAVE

The post carries 37 days of bookable annual leave, plus 8 public bank holidays and 6 efficiency days. Please note that only in exceptional circumstances, with your Directors permission, will staff be able to take more than 3 consecutive weeks of leave in any leave year.

PENSION SCHEME

The post is eligible for membership of the Teachers’ Pension Scheme (TPS).

PROBATIONARY PERIOD

All newly appointed staff have to serve a 9-month probationary period. During the probationary period you will have to complete the Corporate staff induction, a Teaching and Learning Induction session if you deliver learning and additional mandatory courses on: Equality & Diversity session, Keeping Children safe in Education, Safeguarding Training session, Prevent, GDPR, Cyber Security and Health & Safety training session. Failure to complete these will prevent you from successfully completing your probation.

FIRST AID & FIRE MARSHALL

As defined in the person specification of the job description, those staff with these responsibilities are required to undertake first aid and or fire marshal duties across the College, when called upon to do so. Staff must ensure they are up to date with the relevant training.

REFERENCES

All candidates have to have 2 satisfactory references.

LOCATION

The successful applicant will be based at our Worcester campus but may be required to travel to our surrounding campuses.

RECRUITMENT OF EX-OFFENDERS

The College 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. As an organisation we use the Disclosure & Barring Service (DBS) to assess the suitability of all prospective appointments. We undertake not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed. Applicant/employees are required to declare any unspent conditional cautions or convictions under the Rehabilitation of Offenders Act 1974 or any adult cautions (simple or conditional) or spent convictions that are not protected as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020. The only exception to this requirement is that applicants/employees do not need to disclose any ‘protected’ cautions, or convictions as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2013. Please read the ‘Guidance Note to applicants on disclosing information about cautions and convictions in their application’ document before you complete your application form. 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 any offences.

DISCLOSURE & BARRING CHECK

All successful applicants will be required to complete and pay for a Disclosure & Barring Service check. The costs of this check will be deducted from the applicants first salary payment from the College. The College adheres to the DBS Code of Practice and has policies covering the Recruitment of Ex-Offenders and the Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure Information. Copies of these are available on request.

TRAINING

All successful applicants will be required to undertake all mandatory training and update sessions and any appropriate training and development as required, including Health and Safety.

NO SMOKING POLICY

HoW College is a Smoke Free environment from the effects of direct/indirect contact with smoking, including using the following: Cigarettes, E-cigarettes, Vaporisers, Pipe smoking, Cigars and all other associated smoking products.