CHESTERFIELD COLLEGE

                                   Infirmary Road, Chesterfield, Derbyshire
                                          Telephone: (01246) 500 500
                                Principal/Chief Executive: Mrs JO McArthur

                   Head of Learning, Directorate of Social and Personal Care: Mr S Kelly

                                     (Maternity Cover)


The Head has a Management Team made up of 4 Programme Managers and 3 Operational Managers for
Quality, Student Support and Engagement.

The Directorate consists of the following programme areas: Childcare and Education, Foundation Studies,
Health and Social Care and Public Services. The majority of learners fall into the 16-19 age range and study on
full-time courses but a growing number of adult learners are being recruited to part-time NVQ programmes,
some via the Train to Gain route. The Directorate retains some Outward Collaborative Provision (franchise)
although this has been substantially reduced over recent years.

As part of the quality system the Head and Operational Manager (Quality) carry out a planned programme of
observations of teaching and learning. Any member of staff deemed to be under-performing is mentored by a
Senior Lecturer (Advanced Practitioner).

All teaching staff are required to attend a number of twilight teaching and learning staff development events
each year and are encouraged to participate fully in the active staff development programme that the College
operates. Staff are supported to develop their IT skills and the Directorate‟s ILT Champion assists in this
process. Two staff are training to be Subject Learning Coaches in Care. The Directorate has promoted the
sharing of good practice and has produced its own Good Practice Guide.

The Directorate enjoys very positive links with employers across all programme areas and an employer liaison
group, Caring for People, meets on two occasions during the year with a member of the College College
chairing the group. The establishment of the Operational Manager (Engagement) is evidence of the College‟s
commitment to developing this aspect of its provision. Work placement opportunities are offered to the
majority of students and this is provided by a wide range of employers who are prepared to support and
encourage them. Placements for Childcare and Health and Social Care are organised by Work Placement

All full-time students participate in a structured tutorial programme and all permanent tutors have a pastoral
tutor group. The Directorate is active in celebrating students‟ success. Certificates and prizes are awarded to
students who have achieved success either academically or in other ways. An annual Celebration of
Achievement is held which is attended by learners and parents and key employers are asked to present prizes.

The current course portfolio includes:

Childcare and Education
CACHE Award, Certificate and Diploma in Childcare and Education
BTEC National Diploma in Early Years
Courses for Teaching Assistants
Foundation Degree in Education and Learning Support

Foundation Studies
Essential Skills
Entry to Landbased
Co-ordinating the cross college Entry Level Skills for Working Life
C&G Personal Progression through Practical Life Skills
Health and Social Care
Entry to Care (Skills for Working Life)
BTEC Introductory to Health and Social Care
BTEC First Diploma in Care
BTEC National Diploma in Health and Social Care
C&G Levels 2, 3, in Health and Social Care
Gateway to Health and Social Care – NVQ 2
Introductory and Intermediate Counselling courses

Public Services
BTEC First Diploma in Public Services
BTEC National Diploma in Public Services
NCFE Certificate in Employability Skills
NCFE Equality and Diversity
Full cost courses - IOSH Managing Safely, NEBOSH National Certificate, Risk Assessment
Community provision - Yoga, T‟ai Chi


The successful candidate should be able to teach on a range of Health and Social courses from Entry to level 3.
Also the successful candidate should have knowledge of adult basic skills in literacy or numbers and be
prepared to teach on these subjects.


A „Level 4‟ qualification (HND or equivalent), or professional qualification as a minimum and a teaching
qualification is desirable. Applicants who have a Certificate in Education or equivalent and who have previous
teaching experience will have an advantage. A Level 4 Qualification in teaching basic skills or a willingness to
work towards new Level 4 qualification in Teaching Basic Skills.

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 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.


This appointment will be made subject to the conditions laid down in the Chesterfield College Contract. This is a
temporary post to cover maternity leave.

The most important features of the Contract are as follows:-

1        The normal working week will be 37 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 25 in any one week.

3        The holiday entitlement will be 40 days plus 8 statutory days and 2 concessionary days per year. It is a
         requirement that 5 days 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 the Directorate.

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.

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 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

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.

Failure to declare a conviction may, however, disqualify you from appointment, or result in summary dismissal if
the discrepancy comes to light.

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

The Criminal Records Bureau publishes a Code of Practice. This may be viewed via the internet by visiting _practice.pdf . In cases of difficulty the College will make a copy available on

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 Records Bureau.

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

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 of February 2010 (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 College 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 disqualification.

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

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.

Jan 2010

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