Job Title: Estates Supervisor
Grade: Business Support Points 26-28
To assist the Head of Estates in the management and operation of the planned
maintenance programmes and assist as required on planned and reactive maintenance
works and other general facilities services including energy conservation
ACCOUNTABLE TO: Head of Estates
KEY RESULT AREAS
1. To implement the Planned Maintenance Programme and in consultation with the
Head of Estates implement such modifications and improvements as may be
2. To maintain records of work in progress, works completed and future planned works.
(E.g Departmental help desk)
3. To liaise with and monitor operations of the Colleges appointed Maintenance and
service providers and to monitor the quality of such
4. To assist in the preparation of specification of and tendering of any work not
awarded directly to nominated suppliers.
5. To assist with the development of arrangements for the provision of specialist
services and technical support as required.
6. To ensure that health and safety arrangements in relation to the management of the
Estate are effective and that the College’s statutory reports and obligations are met.
7. To assist in the compiling budget and financial records in relation to maintenance
and utilities provision across the Estate
8. To develop strategies for the development of an Estates asset and disposal register,
and increasing energy efficiency.
9. To assist in ensuring that the college provides a good quality of accommodation for
all stakeholders and carry out regular College inspections and report / record
10. To assist in the development and implementation of sustainability measures
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
Team members and all other College staff
Membership of College Groups
To deputise for Head of Estates at Health and Safety Council, Equality and Diversity
Committee, Business support safety committee as required.
External Communication/Working Relationships
All service providers, contractors and technical advisors
This is not an exhaustive list – it is for illustrative purposes only
KNOWLEDGE, SKILLS AND EXPERIENCE REQUIRED
Knowledge/Experience Essential Desirable Assessed At
Minimum BTEC/HNC/HND in a relevant A
Minimum of 5 years’ experience within the
Building Maintenance Industry. A/I
Experience of using a variety of software
packages and appropriate keyboard skills.
Experience of working on both a client and I
Skills Essential Desirable Assessed At
Methodical and patient I
Good communication skills both written and A/I
Full Driving Licence A
Able to work under pressure. I
Ability to work to deadlines. I
Be prepared to work outside of normal hours I
including weekends if the need arises.
Key: Assessed at
A – Application Form
I – Interview
P – Presentation
T - Test
SUPPLEMENTARY INFORMATION FOR SUPPORT 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 April – subject to satisfactory performance. Paid 25th of every month through BACS
You will be automatically drafted into the Local Government 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 6.6 working weeks (33
days) which includes 8 public holidays. Pro rata for part time working.
Annual leave will increase each leave year a day per years service, as at 1 st September, rising to 7.6
weeks (38 days) after 5 years service. 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 6 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 within the first 2 weeks of
employment, together with online Learning for Safeguarding Children Registration form.
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 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
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
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
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 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
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 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.