Infirmary Road, Chesterfield, Derbyshire
Telephone: (01246) 500 500
Principal/Chief Executive: Mrs JO McArthur
Head of Learning, Directorate of Science and Humanities: Mr C J Harris
FRACTIONAL LECTURER IN ENGLISH (0.8)
The Directorate of Science and Humanities currently employs 51 lecturers on full-time and fractional
contracts and is supported by 5 Technicians and 4 Office staff. The Directorate delivers a range of
programmes from Entry level to level 5 (Foundation Degree) which include GCSE, AS/A Level courses,
Computing Programmes and Access to HE programmes. The Success rates for the Directorate are well
above average in many courses and the Directorate contributes to a very well developed Quality
The successful candidate will be required to teach on a variety of courses within the Directorate of
Science and Humanities. To carry out administrative duties appropriate to the role and take on
Departmental responsibilities as determined by the Head of Learning. To attend appropriate meetings.
The successful candidate may be asked to take on a subject leadership and a pastoral tutor role.
The successful candidate will have a degree in English, or related subject, as well as being a qualified
teacher. Experience of teaching English and or Literacy is essential.
In response to the Further Education Teachers’ Qualification Regulations 2001, the College will require
all lecturing staff to secure a Certificate of Education, a Stage 3 FE teaching qualification or equivalent,
within 2 years of commencing employment.
Salary will be within the range £18,295 - £34,080 pro rata per annum in 10 incremental steps. Increments
are awarded annually. The commencing salary will be dependent on your qualifications, relevant
industrial/commercial experience and teaching experience. It is expected that applicants will provide a
full work history on their application form in order for the College to accurately assess their salary.
CONDITIONS OF SERVICE
This appointment will be made subject to the conditions laid down in the Chesterfield College Contract.
The most important features of the Contract are as follows:-
1 The normal working week will be 29.5 hours although you may from time to time be required to
exceed these hours.
2 The College will annually determine the class contact hours in the light of prevailing economic
circumstances. These hours may be scheduled for any part of the year. Maximum class contact
hours to be normally not more than 20 in any one week.
3 The holiday entitlement will be 236 hours plus 8 statutory days and 2 concessionary days pro
rata per year. It is a requirement that 5 days pro rata of your holiday entitlement will be taken
when the College's activities are suspended in the interest of efficiency.
The College will accept a period of 5 weeks’ continuous holiday between 1 June and
30 September in any one year subject to appropriate and effective cover being available within
4 No previous Education or Local Government service will be counted as continuous service
except for the purposes of calculating redundancy pay.
5 It is a requirement that staff take part in a staff appraisal system as approved by the College.
6 Increments will be paid on 1 August each year until top of scale has been attained. No increment
shall be withheld in respect of any year of teaching service unless the service in that year has
been declared unsatisfactory by the employer.
7 Employment may be terminated by giving the College 3 months' notice in writing (1 month if in
8 The College may terminate your employment by giving you 3 months' notice in writing.
9 You are required to devote your full time, attention and abilities to your duties during your
working hours and to act in the best interests of the College at all times. Accordingly, you must
not, without the written consent of the College, undertake any employment or engagement which
might interfere with the performance of your duties or conflict with the interests of the College.
A copy of the Contract will be made available to shortlisted candidates during the interview process, on
application to the Director of Human Resources or the Human Resources and Payroll Manager
Employees have the right to choose their pension provision from the Teachers' Pension Scheme, State
Earnings Related Pension Scheme or personal pension plan. The employees contributions on the
Teachers' Pension Scheme is currently 6.4% of salary. Further details of the Teachers' Pension Scheme is
available on request.
The College supports the scheme of collective bargaining and membership of an appropriate trade union
is encouraged. However, you are free to join or not to join a trade union.
The successful candidate will be required to complete a medical questionnaire to be sent under
confidential cover to the College’s Occupational Health Physician. If a further medical examination is
considered necessary, you will be informed and appropriate arrangements made. The offer of
employment is dependent on a satisfactory medical assessment. However the College would like to
stress that the purpose of the medical assessment is to establish only the candidate’s fitness to carry out
the duties contained in the job description. This would not preclude any disabled applicant from being
appointed if their disability would not affect their performance in the job, or this could be achieved by
reasonable adjustment. The College is Positive about Disabled People.
Please note that the College’s retirement age is 65 years.
This appointment will be subject to a probationary period of 6 months.
The College does not pay relocation expenses.
Staff who use their own vehicles on College business will need to ensure that they have business-use
cover in addition to their own domestic and personal-use policy. Mileage claimed should not include
travel between the claimant’s home and contracted place of work.
Chesterfield College is a no smoking College and as such smoking is not allowed in any of the College
buildings or grounds.
Rehabilitation of Offenders Act 1974 – Criminal Record Check
The job for which you are applying involves substantial opportunity for access to children and/or
vulnerable adults. It is therefore exempt from the Rehabilitation of Offenders Act 1974. You are
therefore required to declare any convictions or cautions you may have, even if they would otherwise be
regarded as "spent" under this Act. The information you give will be treated in confidence and will only
be taken into account in relation to an application where the exemption applies. The College is also
entitled, under arrangements introduced for the protection of children or vulnerable adults, to check with
the CRB (Criminal Record Bureau) for the existence and content of any criminal record of the successful
applicant. Information received from the CRB will be kept in strict confidence and will be destroyed
immediately the selection process is completed.
Recruitment of Ex-Offenders
The College uses the Criminal Records Bureau (CRB) Disclosure service to assess applicants’
suitability for positions of trust. It complies fully with the CRB Code of Practice and undertakes to
treat all applicants for positions fairly.
All College employees occupy ‘Regulated Positions’ as defined by the Criminal Justice and Court
Services Act 2000 and therefore these positions are exempted from the provisions of the Rehabilitation
of Offenders Act 1974. The College will therefore ask about “spent” convictions as defined in the
Rehabilitation of Offenders Act.
The Criminal Records Bureau publishes a Code of Practice. This may be viewed via the internet by
visiting www.crb.gov.uk/PDF/code_of _practice.pdf . In cases of difficulty the College will make a
copy available on request.
For all teaching staff Enhanced Disclosure will be required. This level will also be required for support
staff whose job involves caring for, training, supervising or being in sole charge of children or
vulnerable adults. For all other support staff a Standard Disclosure will be requested from the Criminal
Applicants with criminal records applying will be assessed according to their merits and to any special
criteria of the post e.g. working with children and vulnerable adults. Having a criminal record in itself
will not necessarily prevent a person from being appointed unless the offence debars them. When it is
felt however that a recent or serious offence might mean that a person presents a risk to children or
vulnerable adults then that person will not be appointed. In deciding the relevance of convictions the
following will be considered;
The nature of the offence - convictions for sexual, violent, drug or drink offences will be
particularly strong contra-indications for working with children
The nature of the appointment
The age of the offence
The frequency of the offence
In circumstances in which the appointment of a person with a serious criminal record might give rise to
criticism of the College that person will not be appointed.
All applicants called for interview are encouraged to provide details of their criminal record at an early
stage in the application process. This information is to be sent under separate, confidential cover to the
Director of Human Resources. This information will only seen by those who need to see it as part of
the recruitment process.
Failure to declare a conviction may, however, disqualify you from appointment, or result in summary
dismissal if the discrepancy comes to light.
Applications should be on the enclosed prescribed form. Any further supplementary details relevant to
the post may be attached. If you are currently or have recently been employed in education, your primary
referee should be the Head of that establishment. Otherwise, a Senior Manager in your current or most
recent employment must be given. The completed form should be returned to the Human Resources
Section, Chesterfield College, Infirmary Road, Chesterfield S41 7NG, to arrive no later than 10.00am on
Wednesday 27 January 2010.
Interviews are scheduled to take place during the last two weeks in February (Under normal
circumstances, it will not be possible to conduct interviews on any day other than that indicated
due to the availability of the interviewing panel).
Applicants must disclose in writing whether to their knowledge they are related to any member of
Chesterfield College Further Education Corporation or the holder of any senior post with the College.
Omission to make such a disclosure or canvassing, directly or indirectly, will be considered a
Chesterfield College is an equal opportunities employer, and as such, all people shall receive equal
treatment regardless of their age, sex, marital status, sexual orientation, race, creed, colour, ethnic or
national origin or disability.
If you consider yourself to have a disability within the definition of the Disability Discrimination Act
1995, please advise the Human Resources Section of any reasonable adjustment that may be made
within our recruitment procedure to accommodate your needs.