To receive the college strategic plan 2011 – 2014 and the college Self Assessment Report
2010 – 2011 please contact the HR Department at firstname.lastname@example.org or on 0191 427 3583.
Job Title: Head of School
Grade: Msp 11-14
To ensure the recruitment, achievement of academic standards and high quality learning
opportunities for students across all programmes within the School.
ACCOUNTABLE TO: Director of Curriculum Planning and Learner Engagement
KEY RESULT AREAS
1. To ensure that the College’s curriculum within the School is developed, in line
with the aims set out in the College Strategic Plan and reflected in an Annual
Business Plan for the School.
2. Review, with the Director of Curriculum Planning and Learner Engagement, the
School’s portfolio of provision, identifying opportunities for curriculum developments,
growth and awards to ensure that students are able to progress into employment
and further studies.
3. Work corporately and in collaboration with other Schools and Cross College Services
to enhance the programmes and services provided by the School.
4. Ensure that students have access to tutorial and pastoral support and other welfare
services and are subject to College policies on discipline.
5. Maintain high standards and quality by:
Driving up performance in all areas of provision.
Focusing on improving retention, achievement and success rates in the
Focusing on Value added performance – driving up student achievement.
Leading and managing the self-assessment process for the School.
Monitoring and implementing the resultant action plan to facilitate continuous
Ensuring that the College’s policies for quality management and enhancement
are employed effectively in the School.
Ensuring all staff receive a comprehensive and effective induction into the
Ensuring all staff within the School actively engage in the College IPR and
Classroom Observation Scheme.
6. Lead, motivate and develop staff to meet key performance targets for the School
including student recruitment, retention and achievement and ensure the attainment
of income generation targets.
7. To plan, co-ordinate and control the human and physical resources allocated to the
School to ensure their effective deployment to the benefit of the students, staff and
the College as a whole.
8. To carry out the recruitment, induction and management of part-time staff employed
within the School.
9. Manage budgets as agreed.
10. Ensure staff within the School fulfil their contractual commitments in relation to
11. Produce in conjunction with the Director of Curriculum Planning and Learner
Engagement an Annual Business Plan for the School, which supports the College’s
12. Provide timely and accurate student, staff and course data to enable effective
course, School and College management.
13. To lead on a significant portfolio of cross college responsibilities where appropriate
(As allocated by the Director of Curriculum Planning and Learner
14. Ensure responsible working practices in relation to the Safeguarding of Vulnerable
15. Undertake any other duties commensurate with the grade and status of the post,
including representing and acting on behalf of senior staff as directed.
N.B. All posts are required to work flexibly across all directorates in order to meet
the needs of the college on a corporate basis.
VARIATION IN THE ROLE
Given the dynamic nature of the role and structure of South Tyneside College, it must be
accepted that, as the College’s work develops and changes, there will be a need for
adjustments to the role and responsibilities of the post. The duties specified above are,
therefore, not to be regarded as either exclusive or exhaustive. They may change from
time to time commensurate with the grading level of the post and following consultation with
the member of staff.
EQUALITY AND DIVERSITY
The College is committed to equality and diversity for all members of society. The College
will take action to discharge this responsibility but many of the actions will rely on individual
staff members at South Tyneside College embracing their responsibilities with such a
commitment and ensuring a positive and collaborative approach to Equality and Diversity.
This will require staff to support the College’s initiatives on Equality and Diversity which will
include embracing development and training designed to enhance practices and the
experiences of staff, students and visitors to the College with an all inclusive approach that
celebrates differences. Failure to embrace these commitments may lead to formal action.
If you as a member of staff identify how you or the College can improve its practice on
Equality and Diversity, please contact the Equality and Diversity Officer in Human
HEALTH AND SAFETY
All members of staff have a duty to maintain safe and clean conditions in their work area
and co-operate with the College on matters of Health and Safety. This will include assisting
with undertaking risk assessments and carrying out appropriate actions as required. Staff
are required to refer to the College Health and Safety Policies in respect to their specific
duties and responsibilities.
All staff are required to participate fully in the college Staff Development programmes and
have a responsibility to identify their own professional development needs in conjunction
with their line manager.
COMMITMENT TO SAFEGUARDING VULNERABLE GROUPS
South Tyneside College is committed to safeguarding and promoting the welfare of children
and young people, as well as vulnerable adults, and expects all staff and volunteers to
share this commitment.
COMMUNICATION AND WORKING RELATIONSHIPS
Internal Communication/Working Relationships
Heads of Schools
Cross College Service Managers
Membership of College Groups
College Managers’ Group
External Communication/Working Relationships
Students’, clients and customers
Students’, parents or guardians
External Verifiers and Assessors associated with the School
Professional bodies relating to school activities
This is not an exhaustive list – it is for illustrative purposes only
KNOWLEDGE, SKILLS AND EXPERIENCE REQUIRED
Knowledge/Experience Essential Desirable Assessed
A graduate level or appropriate professional A
Teaching qualification or equivalent experience A
Evidence of continued professional development A
Successful middle management experience in a A/I
college of Further/Higher Education or other large
public or private sector organisation
Proven track record of managing others
Proven track record of teaching in post-compulsory
Knowledge of current issues in Further and Higher A/I
Proven track records of undertaking projects/work A/I
outside the “normal” sphere of work e.g. activities
that span the organisation.
Skills Essential Desirable Assessed
Proven capacity to work innovatively and I
Leadership and motivation skills I
Ability to lead teams and prioritise the work of A/I
Ability to think and act strategically and laterally I/P
Excellent interpersonal and communication skills in
dealing with colleagues, and all those people and
organisations with whom the College works in
Ability to manage complexity and diversity
First class oral and written presentation skills I/P
Ability to work in collaboration with partner A/I/P
organisations, the community and other
Tenacity, flexibility and the ability to work under I
Personal and professional integrity I
Suitable to work with young people and vulnerable I
Key: Assessed at
A – Application Form
I – Interview
P – Presentation
T – Test
SUPPLEMENTARY INFORMATION FOR MANAGEMENT POSTS
If successful at interview you will be invited to a meeting to undertake the
necessary pre-employment checks and safeguarding training.
Please allow at least 3 hours to complete this process.
Annual increments 1st August – subject to satisfactory performance. Paid 25th of every month through
You will be automatically drafted into either the TPA/LGPS pension scheme, which is deducted from your
monthly pay. If you do not wish to be in this scheme you will need to put this in writing to the HR
If you are successful your appointment is subject to the following pre-employment clearances.
Satisfactory medical clearance
(ii) CRB Disclosure
Satisfactory clearance with the Criminal Records Bureau
Satisfactory references received
Verification of qualifications
The leave year commences 1st September and your leave entitlement is currently 9 working weeks (45
days), which includes 8 bank holidays. Pro rata for part time working.
The normal working week is 37 hours over five days. Normal office hours are 8.30 – 5.00 Monday –
Thursday and 8.30 – 4.30 Friday, with a one hour lunch break.
South Tyneside College
is committed to safeguarding and promoting the welfare of children and young
people and expects all staff and volunteers to share this commitment
The probationary period is 12 months and you will be allocated a mentor by your line manager on
Training and Development
We encourage all our staff to participate in our training and development scheme to enhance their job
performance. Appraisal is undertaken yearly at Individual Performance Review.
During the first 4 weeks of employment you will be taken through the Local Induction Checklist with your
Line Manager, you will also be invited to attend the Induction day, which you must attend within your first
3 months. You will be required to undertake the Understanding Diversity online Training Course within
the first 2 weeks of employment, together with the online Learning for Safeguarding Children Registration
Form. Appraisal is undertaken yearly at Individual Performance Review.
ID badges must be worn by all staff.
Entitlement to sickness allowance is:
During 1st year of service 1 months full pay
After 4 months 2 months ½ pay
During 2nd year of service 2 months full pay
2 months ½ pay
During 3rd year of service 4 months full pay
4 months ½ pay
During 4th year of service 5 months full pay
5 months ½ pay
During 5 year of service 6 months full pay
6 months ½ pay
Applicants with disabilities will be invited for interview if the essential criteria on the Person Specification
The College operates a No Smoking policy throughout all grounds and buildings
Our equality and diversity policy, guide to access, disability equality scheme and other key
policies are downloadable from our website at www.stc.ac.uk and available in audio, Braille, large
print or other formats on request.
Application forms will not be acknowledged. If you do not hear from us within 4 weeks of the closing date
you can presume your application has been unsuccessful.
I would like to take this opportunity to thank you for the interest you have shown in the post.
Home Office Entry Requirements for Migrants
The certificate of sponsorship issued by the employer acts as confirmation that the sponsor
wishes to bring the migrant into the UK and that to the best of the employer’s knowledge the
migrant meets the rules for the relevant Tier and will comply with the conditions of their stay.
Once the migrant has been issued with a certificate of sponsorship, he/she must then apply for
entry clearance to the UK. A certificate of sponsorship does not guarantee entry clearance and
the migrant must demonstrate that he/she scores enough points to qualify under the relevant
The following table sets out the points that are required under Tier 2 and how these are awarded:
Section Certificate of Points Qualifications Points Prospective Points
Sponsorship Available Available Earnings Available
A Job in 50 None 0 17,000 - 5
(50 Shortage 19,999
needed) NVQ 3 5 20,000 - 10
Resident 30 Bachelors or 10 22,000 - 15
Labour Masters 23,999
Intra 30 PhD 15 24,000 + 20
B Maintenance Requirement 10
C Competence in English 10
The current pass mark for Tier 2 applicants is 70. This threshold and the criteria are to be kept
under review. Given that Tier 2 applies to skilled workers, a prerequisite to making an
application under this Tier, is that the migrant must be applying for a job which is at or above
NVQ 3 level. The UK Border Agency will publish a list of occupations which are at or above
NVQ 3 level to assist applicants. Further, the salary offered must be at or above the appropriate
rate for that job in the UK.
At least 10 points must be obtained from each of sections B and C. Applicants must therefore
be competent in English and be able to support themselves.
English language – the standard of English required is that of a “basic user”. The migrant
must be able to:
understand and use familiar everyday expressions and very basic phrases:
introduce themselves and others; and
ask and answer questions about basic personal details.
Applicants can prove their competence by showing that they have either:
passed a test in English equivalent to the above level; or
come from a majority English speaking country; or
obtained a degree taught in English.
A migrant who is coming to the UK under an ICT and who does not wish to stay for more than
3 years will be exempt from the English language requirement.
Maintenance – In order to prove that a migrant is able to support themselves for the first month
of their residence – ie before they receive their first payment, they will have to show that they
have sufficient funds. The amount of funds which an applicant must have in order to prove that
they are able to support themselves will vary depending on the current cost of living. At present,
a migrant will be required to have funds of £800, plus a further two thirds of this amount for each
A migrant applying for a job in a shortage occupation will acquire sufficient points from section A
simply by virtue of the type of job for which he/she is applying. It will therefore not be necessary
for him/her to earn points through his/her qualifications or prospective earnings.
Supplementary employment – Tier 2 migrants will be allowed to take on work in addition to
that for which their certificate of sponsorship was issued provided the following criteria are met.
the additional work is in the same profession and at the same professional level as the
the migrant is not employed by a recruitment agency;
the additional work takes up no more than 20 hours per week and the additional work
takes place outside normal working hours.
Extension application – Successful applicants under Tier 2 will be granted leave for the
duration of their posting up to an initial maximum of 3 years. The migrant may apply for further
leave to remain towards the end of this period. The migrant will have to pass the test in force at
the time of their application for an extension. As for an application for initial entry:
the migrant will have to obtain a certificate of sponsorship;
the job muse be at NVQ level 3 or above;
the job must be paid at the appropriate rate; and
the migrant will have to acquire sufficient points according to the Tier 2 criteria.
There is no requirement for the migrant to prove that they are competent in English language or
that they have sufficient funds to support themselves. Further, there is no need for an additional
Resident Labour Market Test to be carried out.
All applications should be supported by documentary evidence to prove that the applicant is
genuinely entitled to any points claimed. All documents will be subject to robust checks to
ensure that they are genuine and any applicants who abuse the immigration system will be
Those applying from abroad will no longer have the right to appeal although they will be entitled
to one administrative review if they feel that an error has been made. Conversely, in-country
applicants will keep any existing rights of appeal but will not be entitled to an administrative
1. Policy Statement
1.1 South Tyneside College fully recognises the responsibility it has regarding safeguarding
and promoting the welfare of learners is defined for the purposes of this guidance as:
Protecting people from maltreatment
Preventing impairment of learners health or development
Ensuring that learners are growing up in circumstances consistent with the provision
of safe and effective care
Undertaking that role so as to enable those people to have optimum life chances
and enter adulthood successfully; and
Promoting a safe environment free from violence
A young person is anyone under the age of eighteen.
A vulnerable adult is:
'Anyone aged 18 years and over who are dependent on family members, their social
network, professionals or volunteers, as a result of a special need arising from the
ageing process, physical or mental ill-health, learning disability or physical or sensory
impairment. It is the level of dependency in respect of the meeting of basic needs
that renders these adults particularly vulnerable. Vulnerable adults may be victims
and/or abusers and they may themselves be in a caring role'
(The Protection of Vulnerable Adults - South Tyneside Inter Agency Procedural
Framework for Work in Individual Cases – Part 220.127.116.11).
1.2 Section 175 of the Education Act 2002 states that governing bodies:
(a) must have arrangements for ensuring that the functions conferred on them in their
capacity as a further education institution are exercised with a view to safeguarding
and promoting the welfare of young people.
(b) shall have regard to any guidance given from time to time by the Secretary of State
1.3 It is the responsibility of all members of the College Staff to record and report concerns
under this policy.
1.4 South Tyneside College endeavours to prevent all abusive situations, abuse can be
This can include hitting, slapping, pushing, kicking, inappropriate restraint or sanction,
misuse of medication or any other physical harm to vulnerable people .
Neglect is a persistent or severe failure to meet the vulnerable person’s basic needs
and may include ignoring medical and or physical care needs, failure to provide
access to appropriate health, social care, and or educational services. Neglect will
also include withholding medication adequate nutrition and heating.
This includes rape, and sexual assault or the vulnerable person participating in or
being coerced into participating in or watching sexual activity. It is not necessary for
the vulnerable person to be aware that the activity is sexual and the apparent consent
of the vulnerable person is irrelevant.
Emotional abuse will include emotional abuse, threats of harm or abandonment,
deprivation of contact, harassment, isolation and or withdrawal of services of
Discriminatory abuse includes racist and sexual abuse that is based upon the
Financial abuse relates to the unauthorised and improper use of funds, money or
resources belonging to the individual.
Institutional abuse includes the practice of an abusive regime or culture which destroys the dignity and
respect to which every person is entitled. It is the mistreatment of people brought about by poor or
inadequate care or support, and poor practice that affects the whole setting. It occurs when the
individual’s wishes and needs are sacrificed for the smooth running of a group, service or organisation.
2.1 All learners enrolled at the College, residents at the Halls, staff, visitors, governors, carers
and volunteers will be covered by this policy.
3.1 The Safeguarding Policy affirms its commitment to the current and any subsequent enacted
legislation governing sageguarding children and adults in particular:-
(a) Human Rights Act 1998
(b) Protection of Children Act 1999
(c) Disability Discrimination Act 1995, 2005
(d) Race Relations Act 1976
(e) Race Relations (Amendment) Act 2000
(f) Sex Discrimination Act 1975
(g) Sex Discrimination (Gender Reassignment) Regulations 1999
(h) Special Educational Needs & Disability Discrimination Act 2001
(i) Employment Equality (Sexual Orientation) Regulations 2003
(j) Employment Equality (Religion & Belief) Regulations 2003
(k) Sexual Offences Act 2003
(l) Care Standards Act 2000
(m) Health and Social Care Act 2008
(n) Mental Capacity Act 2005
(o) Domestic Violence Crime and Victims act 2004
(p) Apprenticeships, Skills, Children and Learning Act 2009
4.1 It is the responsibility of the Governing Body and the Designated Professionals to ensure
that the Safeguarding Policy is adhered to within South Tyneside College.
4.2 It is the responsibility of all staff, enrolled learners and residents at the Halls to adhere to
the Safeguarding Policy.
5. Actions to Implement and Develop Policy
This policy is designed to provide guidance for members of staff in dealing with suspicious of and incidents of abuse.
The College will establish, maintain and regularly review the Safeguarding Policy which has
four main elements – prevention, procedures, support for learners and preventing
unsuitable people working with vulnerable learners.
5.1 Establish and maintain an ethos where learners feel secure and are encouraged to talk,
and are listened to.
5.2 Ensure learners know that there are staff in the College whom they can approach if they
are worried or in difficulty.
5.3 Include in pastoral support activities opportunities for learners to develop the skills they
to stay safe from abuse and to know whom to turn to for help.
5.4 Provide adequate training to staff in relation to the protection of learners.
5.5 Provide a safe, secure and comfortable environment to study, socialise, live and thrive.
5.6 Follow the locally agreed multi-agency procedures set out in the South Tyneside
Safeguarding Children Board and South Tyneside Safeguarding Adults Board Procedural
Framework. http://www.stscb.org.uk and http://www.southtyneside.info/health-and-social-
5.7 Follow the National guidance where appropriate e.g. Forced Marriages, Sexual
5.8 Ensure that on each of its two main sites; the College has a designated member of staff,
who has undertaken appropriate safeguarding training. The training will be updated every
two years. Each main site will have identifiable deputies should the designated member of
staff not be available.
5.9 Recognise the importance of the role of the designated members of staff and arrange
support and training.
5.10 Ensure that the designated member of staff will refer incidents within 24 hours requiring
investigation to a LEA specialist.
5.11 Ensure that every member of staff and every governor knows the name of the designated
staff and their role.
5.12 Ensure that every member of staff knows where the College Safeguarding and the LSCB
procedures are located.
5.13 Ensure that every member of staff and every governor knows:
(a) That they have an individual responsibility for Safeguarding learners concerns
using the proper channels and within the timescales set out in the locally
agreed multi-agency procedures
(b) Where the Safeguarding Procedures and the locally agreed multi-agency
procedural framework are located and that staff have the facility to become
familiar with the policy.
5.14 Ensure that parents, guardians or carers have an understanding of the responsibility placed
on the College and staff for learner protection by setting out its obligations in appropriate
College publications / website.
5.15 Provide parents, guardians and carers with clear principles of practice regarding the
responsibilities placed upon the College and staff when acting in ‘loco parentis’ for young
people residing at the Halls of Residence.
5.16 Provide training for all staff from the point of their induction, to be updated every three
years at a minimum, so that they know:
(a) Their personal responsibility
(b) The locally agreed muti-agency procedural framework
(c) The need to be vigilant in identifying cases of abuse or neglect
(d) How to support and to respond to a learner who tells of abuse or neglect
5.17 Provide a 24 hour contact for learners
5.18 Undertake appropriate discussion with parents, guardians or carers prior to involvement of
another agency unless the circumstances preclude this.
5.19 Work to develop effective links with relevant agencies and co-operate as required with their
enquiries regarding Safeguarding protection matters including attendance and written
reports at any Safeguarding meetings.
5.20 Notify the local Children and Young People’s Directorate team if:
(a) The College intends to exclude a young person who is subject to a child
(b) There is an unexplained absence of a young person on the child protection
register of more than two days duration from College (or any one day
following a weekend); (or as agreed as part of any child protection or core
(c) When a young person on the child protection register leaves College before
the age of 18, the College will inform the key worker.
5.21 Keep clear detailed written records of concerns about learners (noting the date, event and
action taken), even where there is no referral. The records are to be made as soon as
practicable and kept by the relevant Lead Person in a secure and locked location.
5.22 Ensure that staff refer safeguarding issues to the appropriate Lead Person within the
timescales in the safeguarding flowchart and follow the guidance set out in ‘Safeguarding –
Procedure for Reporting Concerns’.
5.23 Ensure that all staff and volunteers recognise their duty and feel able to raise concerns
about poor or unsafe practice in regard to learners and that such concerns are addressed
sensitively and effectively in a timely manner in accordance with agreed whistle blowing
policies. In all cases the Health and Safety and Welfare of the learner is paramount.
5.24 The College ethos which:
(a) Promotes a positive, supportive and secure environment
(b) Gives learners a sense of being valued (see Section 1).
5.25 The College’s Student Behaviour Policy and Halls of Residence Handbook is aimed at
supporting learners in College. The College will endeavour to ensure that the learners
know which behaviour is unacceptable.
5.26 Liaison with other agencies which support the learners.
5.27 A commitment to develop productive and supportive relationships with parents, guardians
or carers whenever it is in a learner’s best interest to do so, especially for those learners
living in the Halls of Residence.
5.28 Recognition that learners may live in a home environment where there is domestic
violence, drug or alcohol abuse and in need of support and protection.
5.29 Vigilantly monitor learners welfare, keeping records and notifying South Tyneside Council
as soon as there is an area of a concern and within 24 hours.
6 Preventing unsuitable people from working with vulnerable learners.
6.1 The College will operate safe recruitment practices including ensuring enhanced CRB, ISA
Registration and reference checks are undertaken, prior to employment.
6.2 The College will identify at the recruitment stage the level of CRB disclosure for each of its
posts. An acceptable CRB will be a condition of employment and staff will be required to
register with the ISA in accordance with the timescales.
6.3 The College will contact South Tyneside Council in the event of an allegation being made
against a member of staff and adhere to the Safeguarding Multi-Agency Procedural
6.4 The College will ensure that any disciplinary proceedings against staff relating to
Safeguarding matters are concluded in full even when the member of staff is no longer
employed at the College and that notification of any concerns is made to the relevant
authorities and professional bodies and included in references where applicable.
6.5 The College will ensure that all staff, volunteers and agency workers are aware of the need
for maintaining appropriate and professional boundaries in their relationships with
vulnerable learners, parents, guardians and carers.
6.6 The College will ensure that all staff, volunteers and agency workers are aware that any
sexual relationships with vulnerable learners are improper and could result in legal
proceedings taken against them under the Sexual Offences Act 2003 (Abuse of position of
6.7 The College will ensure that all staff and volunteers are aware of the need for maintaining
appropriate and professional boundaries in their relationships with young people, parents
6.8 The College will follow guidance in ‘Safeguarding Children and Safer Recruitment in
Education’ when dealing with allegations against staff.
6.9 All staff and volunteers are aware that disclosure will be made to third parties where
required and that they will be required to cooperate with any subsequent enquiry or
7. Monitoring and Evaluation
The Head of Human Resources and the Head of Department, Inclusive Learning will on an
annual basis monitor and evaluate all issues relating to Safeguarding. An annual report
will be presented to the Governing Body on Safeguarding issues.
As published on the Intranet.
Paramjit Dhiraj Children’s Standards 0191 454 5021
Russell Saunders Chuter Ede 0191 424 9927
8. Related Policies
Race Equality Policy
Equality and Diversity Policy
Student Behaviour Policy
Staff Disciplinary Procedure
Staff Recruitment Policy
Staff Development Policy
Physical Intervention Policy
Health and Safety Policy
Allegations Management Flowchart
Date Reviewed February 2010
Version Number 5
Revised by Head of HR / Head of Inclusive
Approved by Finance and HR Committee / LSG
Next Review Date February 2011