Teaching Assistant Level 3 PRU Sept 08 by pengxiang


                                      RESOURCES DIRECTORATE
                                      RESOURCES DIRECTORATE

                        INFORMATION PACK

         LEVEL 3

                                   REF: PRU

Browse Warwickshire County Council website on www.warwickshire.gov.uk

    Working for Warwickshire
    Children, Young People & Families Structure Chart
    Job Description and Person Specification
    The Benefits Package
    Conditions of Service
    The Recruitment Process
    Statement of Equal Opportunity in Employment
    Information for Disabled Applicants
    Policy on the Recruitment of Ex-Offenders

Browse Warwickshire County Council website on www.warwickshire.gov.uk
                              WORKING FOR WARWICKSHIRE

Warwickshire County Council as a Local Authority
The County Council is the largest employer in Warwickshire, employing some 18,000
people and having an annual net budget of over £500 million.

Local Government functions are divided between the County Council, Warwickshire
Police Authority, the district councils and town/parish councils. The County Council is
the upper tier of local government in Warwickshire, having responsibility for learning,
social care for adults, children and families, strategic planning, transport, highways,
economic development, libraries, heritage, trading standards and the fire and rescue

The democratic structure of the Council is based on the Cabinet & Leader model, the
existing Cabinet comprising ten Conservative group members, each having a cross-
cutting portfolio of responsibilities according to the Council‟s agreed objectives.

Our aim is to make Warwickshire the best place to live and work. Our six corporate
objectives are to:

        Promote Lifelong Learning and Personal Development
        Promote the Health and Social Care of our citizens
        Improve the Environment
        Develop and Maintain a Vibrant Local Economy which Promotes Employment
         and Prosperity for all
        Ensure Sound Governance of the County Council to provide Accessible,
         Responsive and Well-managed Services

This vision continues to provide our overall sense of direction, but we have also
recognised the need for modernisation, both in terms of cultural change and
organisational structure. Our new structure is based on six Strategic Directors, each
taking responsibility for a portfolio of services. They also have an equally important
role in the strategic leadership of the Council, seeking synergies at a corporate level
across the range of Council services.

Our Directorates are:-

        Children, Young People & Families
        Adult, Health & Community Services
        Community Protection
        Environment & Economy
        Performance & Development
        Resources

As a County Council we have key values that support our vision and underpin the
way we work.

Browse Warwickshire County Council website on www.warwickshire.gov.uk
We value:-

   Openness and Honesty
      Demonstrating trust, honesty, openness and integrity in all that we do

   Listening to People
    Listening to people‟s needs and delivering and managing services to meet those

   Aiming for Excellence
    Striving for continuous improvement and excellence in all we do

   Caring and Supporting
    Demonstrating commitment to valuing, developing and caring for all individuals in
    the organisation

   Fairness
    Recognising the value of diversity and demonstrating commitment to equality and

   Working Together
    Working with others and encouraging beneficial partnerships

Warwickshire as a place to live and work
Warwickshire is famous the world over as Shakespeare‟s county. But that‟s only half
the story. The geographical and literary heart of England, Warwickshire also boasts
a proud coalmining tradition, a thriving and growing economy including a world class
tourist industry, an extensive canal network, and one of the lowest crime rates in the
country according to the British Crime Survey.

Around 500,000 people live and work in Warwickshire. The main centres of
population are Nuneaton and Bedworth (118,200), Stratford upon Avon (114,700),
Warwick, Leamington and Kenilworth (92,900), Rugby (88,500), Atherstone (8,600)
and Coleshill (6,500).

Rural Warwickshire, with its historic market towns, rolling countryside and picture-
postcard villages, proves a magnet to those seeking tranquillity. Yet the modern
world is never far away thanks to a first class road and rail network. London can be
reached in an hour and Birmingham International Airport provides links to the rest of
the world.

Perceived quality of life is high. More than 80% of Warwickshire residents say they
are happy with their neighbourhood as a place to live, according to surveys carried
out by the County Council.

Employment is high (higher than regional and national averages) and wage levels
are continuing to improve. Warwickshire also continues to perform at above-average
levels in terms of school attainment.

Browse Warwickshire County Council website on www.warwickshire.gov.uk
The County accommodates 17,000 businesses. Performance in the Warwickshire
economy continues to exceed both regional and national trends, with the fastest
growth in new businesses taking place in North Warwickshire and Warwick. Millions
of pounds are going into leisure and business investments throughout the County.

Nuneaton and Bedworth and North Warwickshire Boroughs are most disadvantaged,
according to key indicators. Huge efforts are being made, however, and there is real
evidence that the Council‟s policy of “fastest improvement for the most deprived” is
helping combat the differences and disparities that exist.

The overall picture is of a beautiful and diverse county whose rich heritage and
cultural vitality, allied to a healthy and fast growing economy, and a County Council
determined to “make Warwickshire the best place to live and work”, all contribute to
maintaining and improving the already high quality of life enjoyed by residents.

If you would like to find out more about Warwickshire County Council, you can browse our
website www.warwickshire.gov.uk

Browse Warwickshire County Council website on www.warwickshire.gov.uk

Browse Warwickshire County Council website on www.warwickshire.gov.uk
                                                 JOB DESCRIPTION

Job Title                                    Teaching Assistant

Salary Scale                                 £14,938 - £16,979 per annum (Pay Award Pending and
                                             Subject to Pay and Conditions Review)

Hours                                        32.5

Status                                       Temporary till July 09

Directorate                                  Children, Young People & Families

Division/Service                             Education, Partnerships & School Development

Team                                         Warwickshire Pupil Reintegration Unit

Primary Location                             The appointment is to the Warwickshire PRU, sited in
                                             four Centres and TAs may be required to assist in more
                                             than one Centre

Responsible to                               Headteacher, Warwickshire Pupil Reintegration Unit

Responsible for                              Supporting pupils’ learning and progression
                                             Supporting teachers
                                             Support for the curriculum
                                             Support for the PRU

Purpose of the job:

Fostering the participation of pupils in the social and academic processes of the PRU
Seeking to enable pupils to become more independent learners
Helping to raise standards of achievement and of progression for PRU pupils

Principal duties:

1. Fostering the participation of pupils in the social and academic practices of the PRU by:

        At the point of referral assisting teachers by carrying out administrative tasks, making
         arrangements and, where necessary, gathering further information about pupils
        Supporting pupils and parents at interview by providing, where necessary, transport,
         explanation and re-assurance at this key point. This may include, where appropriate,
         attendance at the interview and full involvement.
        Assisting teachers and supporting pupils at their induction to the PRU, including,
         where appropriate, supporting the administration of tests and baseline assessments.
        Assisting teachers where appropriate, by contributing to the setting of targets for
         pupils within the Pupil Progress Profile
        Supervising and assisting individuals and small groups of pupils in the activities set by
         the teacher

Browse Warwickshire County Council website on www.warwickshire.gov.uk
        Developing pupils‟ social skills
        Implementing behaviour management strategies (including Team Teach techniques)
        Spotting early signs of bullying and disruptive behaviour
        Helping the inclusion of all pupils
        Keeping children on task

2. Seeking to enable children to become more independent learners by:

        Showing interest
        Assisting individuals with educational tasks
        Freeing up the teachers to work with individuals/groups
        Supporting or supervising pupils engaged in tangential curriculum activities outside
         the Centre
        Working with outside agencies
        Modelling good practice for pupils
        Assisting pupils with physical needs

3. Helping to raise standards of achievement of all pupils by:

        Being involved at whole class level as well as with specific pupils
        Helping implement lesson plans
        Making possible more ambitious learning activities
        Providing support for literacy/numeracy strategies
        Providing feedback to teachers
        Preparing classroom materials and displays
        Assisting with the transport of pupils and parents
        Supporting teachers in their tutorial role with pupils and with home-school links
        Contributing to the design of and support for pupils on their re-integration programmes
         to school or elsewhere (e.g. College, Work Experience)
        Assisting teachers in the maintenance of data and records monitoring pupil progress
         in terms of attendance, behaviour, and academic work and contributing to pupils‟
        Contributing to and / or attending reviews with pupils and their parents to discuss pupil
         progress and to set new targets

4. Supporting the continuing development of the PRU through:

        Involvement with the appointment and induction of new staff
        Participation in the delivery of training to staff
        Contributing to the development of policies within the PRU and the administration of
         procedures connected with these
        Carrying out a variety of routine administrative tasks supporting teachers, pupils,
         curriculum or the wider work of the PRU
        Attending the agreed cycles of meetings and training events within the PRU
        Participating in the arrangements for the appraisal of TA performance, and the
         identification of professional development opportunities
        Undertaking specialist roles and responsibilities in accordance with particular
         expertise, skills, knowledge that you possess

Browse Warwickshire County Council website on www.warwickshire.gov.uk
     Maintaining the ground rules with regard to confidentiality
     Produce written reports and data regarding pupil progress and achievements as and
      when required by colleagues, PRU policies or other parties.
     Administer and invigilate and mark assessments, tests and exams to individuals and
      groups of pupils and communicate results effectively.
     Supervise cover lessons for absent teaching staff.
     Carrying out other functions and duties as reasonably delegated by the Head Teacher
      or the Head of Centre

5. Being available for work (including INSET days) for 195 days in any year, of which 190
   days shall be days on which pupil contact is required.

6. To be committed to safeguarding and promoting the welfare of children and young people

7. To take reasonable care for the health and safety of themselves and others who may be
    affected by their acts or omissions and co-operate with their employer or any other
    person to ensure legal obligations are met

8. To be committed to equal opportunities and anti-discriminatory practices in the workplace


This job description sets out the main duties of the post at the date when it was drawn up.
Such duties may vary from time to time without changing the general character of the post or
the level of responsibility. Such variations are a common occurrence and cannot of
themselves justify a reconsideration of the grading of the post.

Any alteration or amendment to this job description will be subject to discussion and
agreement between the line manager and postholder.

The Headteacher retains authority to delegate any reasonable request to a member of staff
at any time in addition to the specific responsibilities outlined in this job description.

This job description forms an important part of the annual performance review of the

Date: Sept 08

Browse Warwickshire County Council website on www.warwickshire.gov.uk
                                             PERSON SPECIFICATION

Job title                                    Teaching Assistant
Directorate                                  CYP&F
Salary Scale                                 TA3

Please ensure that you meet all of the essential criteria provided on the Person Specification
when completing your application form.

                                                                                     Measured by:
                                                                                     A. Application form
                                           ESSENTIAL                                 T. Test/exercise
                                                                                     I. Interview
                                                                                     D. Documents
                                                                                     R Reference
Educated to at least CSE/GCSE/O level                                                A,D

Be working towards NVQ Level 3 or have equivalent knowledge, experience and          I,A,D

Be able to demonstrate an ability to understand and work within the principles of    A, I
the SEN Code of Practice

Have an understanding of Safeguarding Children policy and practice                   A, I,R
Have experience of working with children of the age with which the post is           A, I

Have experience (at least three years) of working to support children‟s learning     A, I
Have experience of TA work                                                           A,i
Have experience of ICT as a learning tool and/or have an understanding of the        A, I
uses of IT as a learning tool
Be able to relate well to both children and adults                                   A, I,R
Have good communication, negotiation and assertiveness skills                        A, I,R
Be able to present information effectively to others (for formal SEN reviews etc.)   A, R,I
Have empathy with pupils, including those with learning behaviour difficulties       A,I,R
Have good listening skills                                                           A, R,I
Be patient                                                                           A, R
Be able to work effectively in a team                                                A, R
Be able to take direction and be prepared to take initiative when required           A, I
Be able to take responsibility for planning own work when required.                  A, I
Be able to acquire knowledge and understanding of a particular area of learning      A, I
e.g. English, maths, science, literacy or numeracy

Browse Warwickshire County Council website on www.warwickshire.gov.uk
Be able to acquire new skills                                                   A, I
Be sensitive to the needs of children                                           A, I, R
Be flexible and adaptable                                                       A, I, R
Be committed to own professional development and show willingness to            A, I, R
undertake appropriate training preferably leading to national standards

Be trustworthy and discreet                                                     A, I, R
Be able to establish and maintain clear boundaries, and demonstrate fair        A, I, R

Be able to exercise initiative and independent action                           A, I, R

When short-listing applicants for interview, the panel will consider the requirements on the
person specification above.

You are, therefore, advised to ensure that your application form responds to these
requirements. All criteria will be assessed initially through your application form, where

Browse Warwickshire County Council website on www.warwickshire.gov.uk
                                   THE BENEFITS PACKAGE

   An annually reviewed salary

   Opportunities for training and personal development

   Access to local government‟s final salary pension scheme

   A generous annual leave entitlement in addition to nine fixed days at Bank
    Holiday periods

   Contractual sick pay allowance

   A range of family friendly policies

   Flexible working arrangements will be considered including job sharing

   Supportive probationary period for new entrants to local government

   A childcare voucher scheme

   A subsidised staff club in Warwick and nearby sports ground

   A „Green Transport‟ policy including car sharing scheme, pool transport and a
    cycle scheme

   Healthy workforce initiatives including guided lunchtime walks and well-being

   Staff discount arrangements

   Settling in allowance payable in appropriate circumstances

   Car loan/car leasing schemes for essential car users

In addition to the above, there are also the following:-

   Interview guarantees for disabled applicants and Access to Work provisions, if
    they meet the essential criteria

   A commitment to equal opportunities

   A smoke free working environment

Browse Warwickshire County Council website on www.warwickshire.gov.uk
                     CONDITIONS OF SERVICES (Single Status)

                                            Teaching Assistant
The salary paid will be within the range advertised, currently £14,938 – £16,979
subject to pay and conditions review (spinal column points 24 to 28). Salaries are
paid monthly in arrears, on the last working day of each month.

Payment is made via the Bank Automated Crediting System; therefore it is a
requirement that you have a recognised bank or building society into which your
salary can be paid.

Working Hours
Normal working hours for this post are 32.5 hours per week.

Annual leave
The leave year runs from 1 April to 31 March and annual leave entitlement varies in
accordance with your spinal column point and the length of your continuous local
authority service. Continuous service is measured in full financial years.

Your leave entitlement will be at least 23 days per annum dependent on the above.
In addition you will be eligible to 9 days public holidays. If working part-time holiday
is calculated on a pro-rata basis.

Pension Scheme
As a new employee you will automatically become a member of the Local
Government Pension Scheme unless you elect to opt out. The scheme requires you
to make a contribution of 6.5% of your salary.

Probationary Period
The appointment is subject to a probationary period of six months unless you have
continuous service with another local authority and have successfully completed the
probationary period.

Car Allowance
All employees (essential or casual users) who use a vehicle in connection with
Council business must ensure that the vehicle is insured for „business‟ use.

If the person specification states that you are required to provide a suitable motor
vehicle in order to carry out your duties you will be paid an allowance as an
„essential car user‟.

Other Conditions
Any appointment made would be subject to:-

a) Receipt of satisfactory references from your referees, including your current
   employer (or most recent employer if unemployed)
b) Medical clearance

Browse Warwickshire County Council website on www.warwickshire.gov.uk
c) Documented evidence that you are eligible to work in the UK
d) A satisfactory criminal records disclosure from the Criminal Records Bureau if
   you have contact with children or vulnerable adults

                               THE RECRUITMENT PROCESS

The following advice is designed to assist you with your application and to explain
the process that we will use to select the most suitable applicant for the post.

Completing the Application Form
Warwickshire County Council aims to be an Equal Opportunities employer and
requires the same range of information for all candidates submitted on an application
form. Please complete the application form in full. The decision to invite applicants
to attend for an interview is based entirely on what is written on the application form.
It is therefore important for you to give as much information as you can about
yourself and relate this to the post you are applying for.

Addressing the Selection Criteria
The person specification describes the skills, knowledge and experience we think a
candidate needs to have to do the post and will be used in determining whether you
are shortlisted.

It is important that you address the person specification and show how you are able
to satisfy each of the stated criteria. It is not sufficient to merely repeat what is in the
person specification – you must show how you meet each requirement. We cannot
guess or make assumptions about your knowledge, skills or experience, and the
information you provide will be the only basis on which we can decide whether or not
you will be shortlisted for an interview.

It is important you do not leave out any relevant experience or skills/knowledge
gained, whenever or however it was gained - for example study, voluntary/unpaid
work could be included. Any reasons for gaps in employment should also be
recorded on your application form.

In addition to explaining why you think you can do the post, you should give your
reasons for applying.

References are usually requested automatically for all candidates invited for
interview unless you have indicated „no‟ on your application form, in which case the
referee will not be contacted without your further approval.

At least one referee must be your present or most recent employer. If you have
never worked or not worked for some time, think of someone who is able to say
something useful and relevant about you, eg club or charity organiser for whom you
have worked voluntarily, or your Head teacher if you are a school leaver.

Browse Warwickshire County Council website on www.warwickshire.gov.uk
No appointment will be confirmed without satisfactory references.

Medical Assessment
Any offer of appointment will be subject to a satisfactory medical assessment, which
may include a medical examination.

Evidence of permission to work in the UK
Under the Asylum & Immigration Act 1996, it is a criminal offence to employ anyone
who is not entitled to live or work in the United Kingdom. If you are selected for
interview, we will ask you to provide documentation to prove your entitlement to work
in the UK. An appointment to any post cannot be confirmed until this has been

Work Permit
If you require a work permit in order to take up employment, you must state this on
the application form.

Criminal Record Checks
If you are applying for a post that involves contact with children or vulnerable adults,
a criminal records check will be required.

Driving Licence
Some posts within the County Council require the post holder to be able to travel
between locations. This may be essential for certain posts (see Person
Specification), and for this reason, you are asked to state whether or not you hold a
current driving licence.

Relationship to Councillor or Employee
If you are related to a Councillor or an employee of the County Council, you are
asked to declare this on your application. This is to ensure that you are neither
disadvantaged nor favoured in your application. You must not canvass either a
Councillor or Council employee to gain employment. This will disqualify your

Data Protection
The County Council has adopted the guidance set out in the Employment Practices
Data Protection Codes and has a policy to destroy unsuccessful applications within
12 months of the recruitment decision having been made.

Declaration of Interest
Please give details of any other current employment you have and also give details
of any interests that you, your partner or a close relative has which may create a
conflict of interest that could affect your employment with the County Council. For
example, you may be applying for a post that involves referring elderly people for
accommodation when a partner runs a care home or you or a partner has an
association with a voluntary organisation that receives a grant from the County
Council and the post involves monitoring or issuing grants.

Browse Warwickshire County Council website on www.warwickshire.gov.uk
Politically Restricted Posts
Elected members of a Local Authority cannot also be employees of that same
Authority. The Local Government & Housing Act, 1989 extended this restriction
further to prevent senior local government employees, and other employees who
regularly deal with the press or media, from participating in any public political

If the post you are interested in carries this restriction, it will be stated in the post
information pack and/or person specification.

Declaration and signature
Please read your completed application form carefully and check for any errors or
omissions. False declaration or omission in support of your application will disqualify
you from appointment. If you are appointed, and false declarations or omissions are
subsequently discovered, this is likely to lead to disciplinary action and may include

If you are submitting your application electronically, then you may use an electronic
signature, however, if invited for an interview, you will be asked to sign a hard copy
of your application in order to verify its content.

Acknowledgement of application
We regret that we are unable to acknowledge receipt of applications. If you do not
hear from us within four weeks of the closing date, please assume your application
has been unsuccessful on this occasion.

Browse Warwickshire County Council website on www.warwickshire.gov.uk

To top