Job Description Head of School by 024x9M

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									                                   JOB DESCRIPTION

JOB DETAILS

Job Title: Lecturer – Fabrication & Welding

Grade: A Band

JOB PURPOSE

To develop, prepare and deliver high quality education and training programmes and to
provide other professional support to help the College meet its objectives.

ACCOUNTABLE TO: Head of School

KEY RESULT AREAS

1.    Prepare and deliver course material to a range of programmes as directed by your
      line manager.

2.    Carry out a range of lecturing and associated functions in connection with classroom
      teaching, tutorial work, assessment, residential courses, open and distance learning
      cases and student placements as required.

3.    Implement and take cognisance of all policies and procedures of the College and the
      Faculty.

4.    Carry out tutorial duties and assist with the provision of an effective counselling
      service to students on academic, non-academic and welfare matters as required.

5.    Undertake liaison activities with parents/guardians, schools and employers as
      necessary. This will include participation in parents evening and visits to/from
      employers as appropriate.

6.    Participate in a range of marketing activities based in College, Schools or elsewhere.

7.    Undertake research and consultancy as required.

8.    Work as a member of one or more course teams and to take responsibility for the
      administration and management of specified courses or subject areas as required.

9.    Participate in curriculum development activities including the identification of
      consumer requirements, planning, development and evaluation of courses and
      course material.


March 2011
10.    Undertake staff appraisal and classroom observations in accordance with College
       policy.

11.    Maintain class registers in line with College policy requirements.

12.    Keep appropriate records and provide reports and statistics as required.

13.    Contribute to extra curricular activities as required.

14.    Contribute to the delivery of key skill activity as required.

15.    Participate in arrangements for examinations, including writing and marking papers
       and invigilation duties as appropriate.

16.    Provide mentorship to new members of staff as required.

17.    Undertake professional development to update subject knowledge.

18.    Undertake staff development to meet the changing needs of the College.

19.    Work within Health and Safety guidelines to ensure safe working practice.

20.    Promote equal opportunities at all times.

21.    To manage one or more elements of School programme as directed by the Head of
       School and/or the appropriate Head of Department.



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.

March 2011
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
Resources.

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.

STAFF DEVELOPMENT

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

Liaison with:

Head of School
Curriculum Leaders
Other Lecturers
Central Admin

External Communication/Working Relationships

Liaison with:

Students
Certification Bodies



This is not an exhaustive list – it is for illustrative purposes only




March 2011
      Person Specification – Skills, Knowledge and Experience required

      Lecturer in Fabrication & Welding

Ref    SKILLS                                                                         Assessed
1.
     Essential
1.1 Evidence of continuing professional development (which can be evidenced                 A
     and monitored).
1.2 Evidence of 2 years proven track record of successful teaching or                       A
     engagement with young people
1.3 Good communication skills both written and oral                                     A/I/P
1.4 High levels of commitment to Health and Safety compliance                            A/I
1.5 Evidence of ability to work as a member of a team                                    A
1.6 Ability to work in a timely and effective manner                                     A/I
1.7 Excellent administration, IT and organisation skills                                 A
1.8 Enthusiasm, flexibility and commitment to accuracy                                   A/I
1.9 Ability to work effectively with external agencies and partner organisations         A
1.10 Ability to respond positively and sympathetically to learners whilst providing      A/I
     appropriate support.
1.11 Have excellent subject knowledge in the required area of specialism.               A/P

2.     QUALIFICATIONS

       Essential
2.1    Teaching Qualification or prepared to complete a teaching qualification.         A
2.2    Minimum of 5 GCSE’s or equivalent.                                               A
2.3    Subject relevant qualification at Level 3                                        A
2.4    Assessor award
       Desirable
2.4    Assessor award and/or Verifier award                                             A

3.     EXPERIENCE

       Essential
3.1    Experience of planning, reviewing and assessment                                  A/I
3.2    Minimum of 2 years relevant vocational experience in fabrication and              A/I
       Welding.
3.3    Experience in a teaching or training position in further education or             A/I
       professional
       Desirable
3.4    Experience of teaching / training in the subject area.                               I
3.5    Recent experience (within the last 3 years) of delivering Learner Responsive         A
       programmes up to and including Level 3
3.6    Knowledge of a range of learning strategies that provides learner success.           I

4.     SPECIAL REQUIREMENTS
       Essential
4.1    Strong commitment to Equality and Diversity                                          A
4.2    Awareness of Safeguarding                                                            I

      Key: Assessed at
      March 2011
A – Application form
I – Interview
P – Presentation
T - Test




March 2011
                  SUPPLEMENTARY INFORMATION FOR LECTURING 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.


Salary
Annual increments are due 1st August – subject to better than satisfactory performance, following
Individual Performance Review and completion of the probationary period. You are paid 25th of every
month through the BACS system.

Pension
If you are employed full-time, part-time or on a casual basis, you will be automatically drafted into the TPA
pension scheme, which is deducted from your monthly pay on a tiered basis.
LOWER SALARY            HIGHER SALARY             CONTRIBUTION
                                                  RATE
                        14,999                    6.4%
15,000                  25,999                    7.0%
26,000                  31,999                    7.3%
32,000                  39.999                    7.6%
40,000                  74,999                    8.0%
75,000                  111,999                   8.4%
112,000                                           8.8%


Pre-Employment Clearances
If you are successful your appointment is subject to the following pre-employment clearances.

(i)     Medical
        Satisfactory medical clearance

(ii)    CRB Enhanced Disclosure
        Satisfactory clearance with the Criminal Records Bureau

(iii)   References
        Satisfactory references received

(iv)    Qualifications
        Verification of qualifications

Annual Leave
The leave year commences 1st September and your leave entitlement is currently 9.6 working weeks (48
days), which includes 8 bank holidays. Pro rata for part time working.




        March 2011
Working Hours
The normal working week is 37 hours over five days. The full time main grade teaching contract includes
annual contact of 1080 hours for a Band A post, 828 hours for a Band B post, 798 hours for a Band C
post and 722 for a Band D post.




                                    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


Probationary Period
The probationary period is 10 months. You will be allocated a mentor by your line manager on
appointment.

OTL
Within your first 3 months of employment you will have a formal graded observation.

Training and Development
We encourage all our staff to participate in our training and development scheme to enhance their job
performance, undertaking at least 30 hours per annum continuing professional development (pro-rata for
part-time staff).
Staff new to teaching will be required to commence the Diploma in Teaching in the Lifelong Learner
Sector at Level 5, or equivalent within the first year and to register with the Institute for Learning within
three months of appointment.

Induction
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 Training 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.

Identification
ID badges must be worn by all staff.

Disability
Applicants with disabilities will be invited for interview if they meet the essential criteria on the Person
Specification.

General
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.




      March 2011
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 Tier.

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
points     Occupation
needed)                          NVQ 3          5         20,000   -  10
                                                          21,999
           Job passes
           Resident       30     Bachelors or   10        22,000   -  15
           Labour                Masters                  23,999
           Market Test

           Intra         30        PhD                    15          24,000     +    20
           Company
           Transfer
B          Maintenance Requirement                                                    10
(10
points
needed)
C          Competence in English                                                      10
(10
points
needed)

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
March 2011
      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 dependant.

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 main
       employment;
      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.

Application Process

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 excluded.

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 review.




March 2011

								
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