sheffield city college 09[1]

8/8/2019 Sheffield City College 09[1]

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Human Resources TeamCity & Federal - 0114 2602623

Norton 0114 2603039Hillsborough 0114 2602583

Dear Applicant

Thank you for downloading the details for this post from the Colleges Website.

The College takes its responsibilities in respect of Equal Opportunities very seriously and monitors allrecruitment and selection activity. In order to assist this process we would ask that you complete themonitoring form attached to the application form. This information is required in order to inform us of thediversity of applicants and to enable us to review our processes and procedures for advertising,interviewing and selecting staff. In turn this supports the Colleges Equal Opportunities Policy.

When completing your application form please identify yourself by your Unique IdentificationNumber only, which can be found on the front cover of your application form. Informationidentifying your name cannot be processed.

The section on Rehabilitation of Offenders must also be completed. Unfortunately it will not be possibleto consider applications that are submitted without this section of the form having been completed.

We anticipate that the shortlisting and appointment process will be concluded within six weeks of theclosing date, unless details of the schedule are specified in the advert. Therefore if you have not heardfrom us within this timescale you must assume that your application has been unsuccessful on thisoccasion.

Owing to the cost of postage we can only acknowledge the receipt of applications if received with astamped reply card (enclosed).

Please ensure that you use a large letter stamp if returning your comp leted application form bypost in an A4 envelope. If you do not use the correct postage stamps your application will bedelayed in the post and you may miss the closing date.

Should you have questions regarding the application form and/or process please contact the HumanResources Team at the Centre at which the post is vacant.

May I take this opportunity to thank you for your interest in this position within the Sheffield College.

Yours sincerely

Jason PepperExecutive Director of Finance & Resources


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GUIDANCE NOTES FOR JOB APPLICANTS

The following notes are intended to help all job applicants seeking employment at TheSheffield College, and form part of our commitment to Equal Opportunities.

To be considered for employment you must complete the application form and, if you wish,you can attach additional information in support of your application. The application formcan also be completed in Braille, or on audio tape. Further help is available on request,such as an appointment with a Communication Support Worker. If you require additional

support in completing the application form, please contact Human Resources Team, atSheffield City College, telephone number 0114 260 2623.

Please note, the College has a retirement age of 65 and therefore we are not in aposition to accept applications from anyone who is within 6 months of reaching their65th birthday or aged over 65.

In your information pack you will find the following:-

a letter containing essential recruitment and selection information

an application form

a job description a person specification

a salary information sheet

annual hours contract guidance notes (where applicable)

an Every Child Matters information sheet

a policy statement on the recruitment of ex -offenders

the College Mission Statement

a reply card

these guidance notes to help you complete the application form.

Only application forms received by the Human Resources team by the closing date specified

by the College will be considered for shortlisting. Curriculum vitae are only accepted insupport of the College application form. Please ensure that you use a large letter postagestamp if returning your completed application form by post in an A4 envelope. If you do notuse the correct postage stamps your application will be delayed in the post and may missthe closing date.

The application form and any attachments will be photocopied therefore please completelegibly and in black ink. You are advised to read through each section carefully and it issuggested you complete a rough draft first. Your additional information can be typed or wordprocessed, if you wish.

JOB AND PERSONAL DETAILS

All job applicants are considered on a fair, unbiased and lawful basis, irrespective of age,gender, ethnicity or disability.

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PRESENT OR LAST EMPLOYMENT

Include details of your present or most recent work, whether paid or undertaken on avoluntary basis. Please ensure you indicate the number of hours you worked per week andthe number of weeks you worked in a year; for example you may have worked seasonally.

If you are applying for a lecturing position it is essential we know all the details of any

previous part- time/hourly lecturing work undertaken. If you are appointed you will be askedto provide written evidence of this for salary assessment purposes.

PREVIOUS EMPLOYMENT/ WORK EXPERIENCE

Start with the most recent first and work backwards and include any relevant paid or unpaidwork experience.

EDUCATION AND TRAINING

Please give details of formal qualifications obtained and education from Secondary schoolonwards. If you cannot remember all your grades put Pass, Fail, Referred or Unfinished, as

appropriate.

If you started a course or programme and did not finish, record it and state the reasons fornone-completion. If there is not enough room in the space please continue on another sheetof paper. Remember to give details of relevant in-house/in-company courses or othercourses you may have attended.

SUPPORTING INFORMATION

This is a most important section: you should use it to describe your experience and how itmatches the requirements on the person specification. Remember, you may have gained

this from your previous jobs or experience from voluntary work, from your knowledge of thelocal community, or from interests in your social life.

Ensure you know what sort of person we are looking for by reading the job description,person specification, additional details and the advertisement.

Make sure this section is clear and gives examples of what you have done. These shouldaddress the essential criteria for the job, as outlined on the person specification provided.For example, start your sentences as follows:-

I was responsible for ..........I have had experience of ..........

I helped organise ...........I achieved success in ............I was part of a team of people responsible for ..........

You may attach additional sheets although this is not necessary for all jobs. An additionalsheet indicates the extent of your written skills as well as a commitment in time to yourapplication. If you submit additional sheets you may wish to include headings and paragraphnumbers and this sheet may be typed.

Please include your Unique Identification and Post Reference Numbers on anyadditional sheets you include, these can be found on the front page of the applicationform.


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HEALTH

It is very important you indicate details of ill-health and absence from work as requested onthe application form. For all jobs, prior to commencement, you will be required to completean occupational health assessment questionnaire.

REFERENCES

Unless you indicate otherwise, referees are normally contacted before the interview takesplace. The referees should be people who know you and are able to comment upon yoursuitability for the job. Please do not give the name of a friend unless they can comment onyour suitability in a work situation.

One referee must be your present or most recent employer. If you have not been employedbefore please provide the name and address of your Year/Personal Tutor orCollege/University Principal.

CRIMINAL CONVICTIONS AND CAUTIONS

As College posts involve access to young people under the age of 18 and vulnerable adults,you need to declare any criminal cautions and convictions you may have, even those whichmight be deemed spent under the Rehabilitation of Offenders Act.

Failure to declare a spent conviction in these circumstances would be considereddeception and the College would be entitled to terminate your employment, if you wereappointed.

Prior to commencement of College posts, all new employees are required to complete aCRB application.

WORKING IN THE UK

The Asylum, Immigration and Nationality Act 2006 now replaces the Asylum and ImmigrationAct 1996 and requires all employers in the United Kingdom to make basic document checkson every person they intend to employ. Further details of the documents will be providedshould an offer of employment be made.

AVAILABILITY FOR INTERVIEW

If the interview date is not stated, and you are away from Sheffield or unable to attend at aparticular date, please ensure that the dates you are unavailable are clearly stated on eitheryour application form or supporting documentation. However, it should be noted that if the

interview date is already stated by the College, it may not be possible to arrange to interviewyou at another time and date.

IF YOU HAVE ANY QUERIES, OR REQUIRE ANY FURTHER INFORMATION ORSUPPORT, PLEASE CONTACT HUMAN RESOURCES AT SHEFFIELD CITY COLLEGEON TEL: 0114 2602623 OR FAX: 0114 2602138

For further information about the Sheffield College please visit our website atwww.sheffcol.ac.uk.


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Every Child Matters

Frequently Asked Questions

Where did the term Every Child Matters come from?

Following the murder of Victoria Climbie in February 2000, which occurred although she hadbeen seen by a range of health, social services and police authorities, Lord Laming produceda damning report on what had happened and how all professionals needed to co-ordinatetheir approach to children at risk.

What Happened Next?

The Children Act 2004 put into law the recommendations of Every Child Matters. In effectlocal education authorities were abolished and replaced by childrens services authorities.

These new authorities must have one councillor as the lead member for children and therehas to be a Director of Children Services, who is responsible for education.

What does this mean for Schools and Colleges?

Well, if we are trying to integrate all services for children, then schools and colleges have tobe central to these changes, as in most cases tutors/trainers/teachers have much morecontact with children and their families than many other groups.

What is the agenda?

The Every Child Matters agenda is really about delivering the five outcomes for children andyoung people in the Children Act (this is a 0-19 years agenda). They are:

1 be healthy

2 stay safe

3 enjoy and achieve

4 make a positive contribution

5 achieve economic well being

That doesnt sound much like education/training to me?

It may seem that the third outcome enjoy and achieve is the only one that is really focussedon what we traditionally think of as education/training. However:

1 Being healthy is about promoting health, understanding the dangers of smoking, taking

drugs, sexually transmitted diseases.

2 Staying safe is about personal safety, protection from harassment, bullying and abuse.

3 Enjoy and achieving is about success in what young people do and how motivated theyare.

4 Making a positive contribution is about citizenship and an understanding of home, societyand the environment.

5 Achieving economic well being is about the world of work, economic independence,managing money.

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But we should be training and supporting these young people, thats what were paidto do. Are we expected to be doctors and social workers too?

Of course teaching, training and learning is the core of what schools/colleges/trainingproviders do. However, to make sure that children can benefit from education, it is expectedthat providers will work closely with the local health services, social services, and other localagencies to ensure the five outcomes.

I am not involved in teaching/training or directly supporting young people so does thisapply to me in my job?

It is the responsibility of everyone working in education/training with young people under 19 tobe aware of and understand the importance of Every Child Matters. You may take a phonecall from an employer/trainee or student about harassment at home, in the workplace or atcollege and would have to know how you must handle the caller and the way that you mustfollow up the call.

Does every college/provider have to do it?

Yes. The new inspection arrangements mean that every provider will be inspected againstthe five Every Child Matters outcomes. Their inspection report will also look at all five areas.Its not enough just to get good results. Providers have to look after the whole child/youngperson.

So what are the main issues going to be?

Establishing a common understanding of what a young person needs and who can provide itis the big challenge for those working with young people.

For further information: www.everychildmatters.gov.uk

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Salary Information Sheet

This guidance sheet provides information about how salaries are determined for new staff joining the College. If you haveany questions about salary or the appointment process, please contact the Human Resources team or a HumanResources Adviser.

1. General InformationEach type of job has a set of terms and conditions and a salary range with a number of spine points. Adverts show thelowest and highest salary for the job and the guidance below shows how the starting salary is determined. Staff progressby annual increments from the starting salary to the maximum salary (highest spine point) for the job. Salary is paidmonthly on the 23rdof each month (the Friday before), in 12 equal instalments.

Part-time and term-time staff will receive a proportion of the full-time salary, according to the number of hours and weeksworked. The College uses the term FTE (full-time equivalent) to show the proportion of a full time job and thecorresponding level of salary. The advert will show the salary or hourly rate that the person will receive according to thenumber of hours and weeks worked.

For example: A job advertised with the phrase 0.5 FTE with a salary of 8,000 to 9,000 is a part-time job,

requiring the person to work half of the full-time hours. The person will receive half of the full-timesalary (16,000- 18,000).

To help people interested in applying forterm-time only jobs, the advert will show the actual salary for the full 38 weekcontract (the annual salary). In the first year, the actual salary received may be lower depending on the date ofappointment as it will reflect the number of weeks worked during the first teaching year. Please see point 3 below forfurther information about term time only contracts.

2. Support Staff (Admin istrati ve, Professional, Technical and Clerical / Manual and Craft)Support staff are usually appointed to the first point of the salary scale ie the lower salary given in the advert.Staff joining the College from current employment (or have left a job within the last three months) on a higher salary than

the first point of the salary scale for the new job will have their current salary matched to the nearest point within the salaryrange for the new job, on a like for like basis, taking into account the hours and weeks to be worked and the hours andweeks worked in the previous job. (Agency/supply work will not normally be counted as current employment for thispurpose). Evidence of current salary will be required such as a wage slip, or confirmation of salary from thecurrent/previous employer on company letterhead, or Company Accounts if self employed. Full-time contracts are 37hours a week over 52 weeks per year.

3. Term Time Contracts Support StaffSome jobs are advertised as Term Time only. Most Term Time staff are required to work during College term time for atotal of 38 weeks in the year. However, some staff are required for 36, 40 or 42 weeks in the year. Term time staff are notrequired to work during College student holiday periods (Easter, Christmas, Half Term Breaks, Summer - when there areno classes). An allowance for annual leave is included in the salary. Staff plan and record their annual leave which must betaken outside term-time. Salary is paid in 12 equal instalments.

Staff are appointed to the pay spine according to the type of work as described above eg Support staff. The salary is thencalculated according to the number of weeks and hours to be worked. Term-time jobs are advertised with the salary for thefull contract (eg 38 weeks). The first years actual salary may be lower depending on the date of appointment as the salaryis based on the number of term-time weeks that will be worked in the teaching calendar.

4. Annual Hours Contract Support StaffSome jobs are carried out on an annual hours basis. The annual hours contract is for a total number of hours to bedelivered over the year from 1 September to 31 August. The days and hours are worked in line with the annual hoursworking arrangements for the job. The days and hours are agreed in advance or according to a roster, usually each term,

but they can vary subject to notice according to the needs of the service. The salary is paid in 12 equal instalments.

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Other jobs are required mainly during term-time, between 38 and 42 weeks per year depending on service needs. This willbe stated in the advert. For staff working mainly during term-time, the first years salary may vary according to the date ofappointment as it is based on the number of term-time weeks that are left in the teaching calendar. An allowance forannual leave is included in the hourly rate for these staff. Staff plan and record their annual leave which must be takenoutside term-time.

Some of these jobs require staff to work throughout the year on a different form of annualised hours arrangements eg

Building Services Officer. They have an annual salary and an entitlement to take annual leave during the year.

5. Lecturers - Main Grade Lecturers (MGL) Full Time and FractionalLecturing staff are required to have certain teaching qualifications or to obtain them within a specified period after startingemployment at the College. There are two methods for determining starting salary and specific arrangements forunqualified staff.

Method One: Salary MatchingStaff joining the College from current teaching employment (or left within the last three months) or current relevantemployment (not hourly paid or agency work) will have their current salary matched to the nearest point on the lecturer payscale whether qualified or unqualified. Qualified staff (with Cert Ed or PGCE) will progress by annual increments within

the qualified range of spine points 23 to 35. Unqualified staff will also progress by increments within the qualified range(where salary matched) as long as they are working towards or have achieved the teaching qualification specified in theircontractually agreed action plan. Occasionally new staff may be awarded a higher starting salary from the salaryassessment process because of specific desirable skills or relevant experience. Evidence of current salary will be requiredsuch as a wage slip, or confirmation of salary from the current/previous employer on company letterhead, or CompanyAccounts if self employed.

Method Two: Salary AssessmentIf there is a break in employment or the current employment is hourly paid or non-teaching, there is a salary assessmentprocess to determine the new lecturers starting salary.

Qualified staff commence on base point 23 within the qualified range of 23-35. One additional increment is awarded foreach of the following:

GCSE Grade C and above Maths and English (or equivalent);

IT qualification at Level I

current full First Aid at Work Certificate qualification

One years relevant FE, industrial or commercial experience (one increment only); degree or Level 6 or above qualification relevant to the vocational/academic area (excluding the teaching

qualification).Documentary evidence of experience will be required before additional increments are confirmed.

Unqualified staff commence at base point 15 within the unqualified range 15 to 22. Additional increments within theunqualified pay scale are awarded in the same way as for qualified staff. Unqualified staff progress by increments withinthe unqualified range as long as they are working towards the teaching qualification specified in their contractually agreedaction plan. Staff transfer to the qualified range 23-35 once they have gained their teaching qualification.

6. Annual Hours Contracts - LecturersThese staff have a contract for a set number of hours to be delivered during term-time. These hours may be delivered overa year or a shorter period and the number of hours can vary from month to month. The salary is paid in 12 equalinstalments and includes an allowance for annual leave. Staff plan and record their annual leave which must be takenoutside term-time. A contract of 250 annual hours is made up of around 150 hours teaching and around 100 hours collegeduties (including preparation time, assessment and meetings). The advert will state the total number of annual hours to bedelivered (ie not just the teaching element) and the range of hourly rates. A salary assessment will be carried out assection 5 above to determine the starting hourly rate. A separate information sheet about the annual hours contract isavailable from Human Resources.

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Please return the application form to:

Human Resources Castle CollegePO Box 345Sheffield

S2 2YY

Tel: 0114 260 2623

Application forms MUST be completed (CVs not accepted).


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Application for Employment

Please fully complete every section of this form. CVs will NOT be accepted as an alternative.

PLEASE USE BLACK INK OR TYPEThe decision to invite you to interview will be based on the information you provide on this form.

When completed return this form to:Human Resources at the appropriate College (Please refer to application cover letter) .

PU2709/HR01/ac February 2005

CONFIDENTIAL

JOB DETAILS

Post Applied for: Post Ref:

Closing Date:

EMPLOYMENT - Details of present or last employment

Job held: From:

Employers Name: To:

Address: Reason for leaving

(if appropriate)

Wage/Salary:

Grade/Scale:

Is your current post Full time Part time If part time state hours per week and weeks per year

If appointed to The Sheffield College when would you be able to start?

Please give brief details of your main duties/responsibilities in your current or last job

Postcode:


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EDUCATION (most recent first) You will be asked to verify these qualifications if a job offer is made.

Date from: Date to: University/College/School/Organisation: Qualifications and level Subjects:

obtained:

Employer:

Job held & brief details:

Reason for leaving:

TRAINING Please give details of any further relevantprofessional training qualifications and /or further training you have

undertaken within the last 3 years, together with dates, duration and type of course:

(Please continue on a separate sheet if necessary)

EMPLOYMENT

Please give details of all other previousjobs (most recent first). It is essential that you list all previous teaching appointments.

FT

PT

If PT state hours per week.

Grade/Scale:

From:

To:

Employer:


Reason for leaving:

FT

PT


Grade/Scale:

From:

To:

Employer:


Reason for leaving:

FT

PT


Grade/Scale:

From:

To:

Employer:


Reason for leaving:

FT

PT


Grade/Scale:

From:

To:


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SUPPORTING INFORMATION:

Please identify the strengths, skills and abilities you will bring to the job and any further information which you feel may be

relevant, for example, information about yourself and your interests or voluntary/work experience and work in the community.

It is important that you relate your experiences to the requirements of the job and the person specification.

Please continue on a separate sheet if necessary.


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REHABILITATION OF OFFENDERS ACT 1974 (EXCEPTIONS) (AMENDMENT) ORDER 1986

Clearance by the Criminal Records Bureau

If you have applied for one of the following jobs and are successful atinterview, you will then be asked to complete a Disclosure of CriminalConvictions form. The Criminal Records Bureau will search their recordsand they will tell us about any criminal record you may have. This is so that

you can receive clearance to work in a job with access to young people or

vulnerable adults.

Communication Support Worker

Lecturer (all, including part-time)

Nursery Worker

Escort

Learner Support Assistant

Student Services Staff

Building Services Officer

Technician

Learning Resource Centre Staff

Refectory

Sign Language Assistant

Student Support Workers Invigilators

Note Takers

Activity Facilitators

Administrative Staff (specific areas)

Please tick as appropriate

1. I do not have criminal convictions/cautions.

2. I have the following criminal convictions/cautions. (including

spent criminal convictions/cautions) as given below.

Signed:

Date:

Further advice in completing this section is available form HumanResources. Thank you for your assistance.

Date Nature of offence Conviction or Caution

NoYes

Email:Postcode:

PERSONAL DETAILS (Please use BLOCK CAPITALS)

Surname / Family Name: Post Ref:

First Name(s): Title:

Address: Date of Birth:

Daytime telephone number:

Can we contact you on this number?

Home telephone number:

UPON RECEIPT THESE SECTIONS WILL BE SEPARATED FROM YOUR APPLICATION, AND THIS SECTION RETAINED BY THE HUMAN RESOURCES DEPARTMENT

CONFIDENTIAL PERSONAL DETAILS

UPON RECEIPT THESE SECTIONS WILL BE SEPARATED FROM YOUR APPLICATION AND RETAINED BY THE HUMAN RESOURCES DEPARTMENT

Criminal Cautions and Convictions

The job you have applied for involves access to young people under the age of 18 or vulnerable adults. You need to tell us below about all criminalcautions and convictions you may have, even those which might otherwise be deemed spent under the Rehabilitation of Offenders Act . If you do not tellus about a caution or conviction this could result in disciplinary action or dismissal. Any information you do give us will be handled in a confidential andsensitive way. We will only take into consideration any cautions or convictions which we believe are relevant to the job for which you have applied .

The information recorded in this section will not be seen by the shortlisting/interview panel.


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DATA PROTECTION - Right to process

The Sheffield College uses this form to collect information about you for various administrative and health and safety reasonsconnected with your employment.

Because of the Data Protection Act 1998, we need you to sign the following consent to process clause. If you do not do so, we willbe unable to progress your application. If you require any information about this, please contact Human Resources.

CONSENT

I agree to The Sheffield College processing personal data, including data about my ethnicity and my physical or mental health,contained either in this form, or other data, which The Sheffield College may obtain from me or other people. I agree to theprocessing of such data for any purposes connected with my employment in accordance with the Data Protection Act 1998.

WORKING IN THE UK - Right to work

Section 8 of the Asylum and Immigration Act 1996 requires all employers in the United Kingdom to make basic document checkson every person they intend to employ regardless of the number of hours to be worked and prior to employment commencing.

These checks are needed to ensure that the College is not breaking the law by employing illegal workers. There is an agreed list ofdocuments that will provide the College with the appropriate evidence to confirm that an individual has permission to work inthe United Kingdom.

Proof of an an individual's National Insurance Number will no longer be sufficient to confirm an individuals eligibility to work inthe United Kingdom. A photocopy must be taken of specified documents and kept on the persons personal file located inHuman Resources. These documents are required for Colleges defence in the event that the Immigration Service contacts theCollege on the suspicion that an individual is working illegally in the United Kingdom.

Further details of the documents will be provided should an offer of employment be made.

Please answer the following questions. If you do not do so we will be unable to progress your application. If you require anyinformation about this, please contact Human Resources.

Are you eligible to work in the UK?

Do you have a work permit?

If you were offered the post will youneed to apply for a work permit?

Signed:.....................................................................................................................................................Date:........................................................................

NoYes

NoYes

NoYes

EQUAL OPPORTUNITIES MONITORING

Which best describes your racial or cultural origins?

Asian or Asian British - Bangladeshi q

Asian or Asian British - Indian q

Asian or Asian British - Pakistani q

Asian or Asian British - Any other Asian background q

Black or Black British - African q

Black or Black British - Caribbean q

Black or Black British - Any other Black background q

Chinese q

Mixed - White and Asian q

Mixed - White and Black African q

Mixed - White and Black Caribbean q

Mixed - Any other Mixed background q

White - British q

White - Irish q

White - Any other White background q

Any other, please specify:

What is your gender? Male q Female q

What is your age (in years)?

16-25 q 26-35 q 36-45 q

46-55 q 56+ q

Do you consider yourself to be

Able-bodied q Disabled q

Are you currently in paid work? Yes q No q

Where did you see this post advertised?

Please help the College meet its commitment to equality of opportunity by completing this form.

Some of the information requested is contained in your application. However, completion will enable us to use this form as an input datadocument for anonymous monitoring purposes.

The information on this form is true and correct to the best of my knowledge, and may be used as part of myContract of Employment.


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If the position for which you are applying requires you to drive, do you have a clean, current driving licence? Yes No

If no, how many points do you have on your driving licence?

Are you in receipt of any pension, eg. from Sheffield LEA, another Authority or institution?

If yes, please state organisation, pension body and date of access:

Have you ever received a redundancy/severance payment from this College?

If yes, please indicate date of payment received:

Please give details of membership of any professional / technical association

Please give details of any other paid/self employment or work for any professional body/institution eg: an examining and

validating body (EVB) or inspectorate

If you were successful with this application would you wish to continue with this other work?

The College may consider Job Sharing of full-time posts. If the job you are interested in is full-time,

would you like to work on a Job Share basis?

If you have a possible Job Share partner, please quote their name:

HEALTH - Please indicate the number of occasions and days you have been ill during the last 2 years.

eg. 4 occasions - 8 days

REFERENCES - Please give the names and addresses oftwo people who may be contacted for a reference in connection with work.

These should be your present employer (or last employer if you are unemployed) or Supervisor/Tutor if you are currently in

training or recently finished. If you have not recently been in employment the second reference may be from a person who can

provide a character reference. You will require two references to support your application before any job offer can be confirmed.

1. Name: 2. Name:

Address: Address:

Position: Position:

May we contact this referee if you are shortlisted? May we contact this referee if you are shortlisted?

NoYes

NoYes

NoYes

NoYes

NoYesNoYes

Tel:

Fax:

Email:

Tel:

Fax:

Email:

sheffield city college 09[1]

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