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Human Resources and Payroll

The HR team looks after all aspects of recruitment and selection, onboarding/induction/probation, people development, reward & recognition including pay, staff communications, health & wellbeing/occupational health, staff policies and procedures and DBS.

 

 

The College employs over 600 people across its 5 sites (Rodbaston, Lichfield, Cannock, Tamworth and TORC) in a variety of roles including lecturers, assessors & support workers who teach and support our students. We also employ staff in each of the support professions eg IT, Finance and HR.

The college is a community and is proud of what we achieve with our students which is a whole college effort. If you want to be part of our journey and success, apply for a role where you meet the essential criteria and then come and meet us to find out more.

  • Recruitment

    As you would expect, we are an equal opportunities employer and welcome applicants from all parts of our community. We particularly pleased to support the Armed Forces community and people with disabilities but of course recognise that the more diverse we are as a College, the better we serve our communities.

    Submitting an application

    Our job application form is split into 2 parts. All applicants should read the job specification before applying for a role and also complete the Equality & Diversity form within our application form. Our hiring line managers do not see the Equality & Diversity element of the form.

    Safeguarding and DBS

    We are committed to safeguarding and promoting the welfare of children and young adults and expect all staff to share this commitment. All job specifications will contain the level of DBS enhanced disclosure that is required for the role. Please read our DBS Policy and Commitment to the recruitment of Ex Offenders policy.

    Recruitment process

    Our recruitment processes will be dependent upon what role you are applying for. Some general principles, however, apply to all roles.

    We may include a short interview that gets to know you a little better and gives you the opportunity to find out more about us too. All selection processes will include a formal panel interview.

    If you apply to become a lecturer – you will be asked to undertake a micro-teach. For vocational areas you may also be expected to undertake a trade-test. All lecturers will be expected to have GCSE Grade C maths and English, or Level 2 or equivalent.

    For Managers you are likely to undertake Saville & Holdsworth (SHL) Testing for numerical and verbal reasoning plus a personality questionnaire and a presentation.

    For support staff depending upon the level of the role this could include SHL Testing (clearly at a different level to that used for managers), a personality questionnaire and for more senior roles a presentation.

    You can visit SHL for practice tests, however, when we send out the links to you, there is an opportunity at that point to answer practice questions and find out if your answers are correct.

  • People Development

    When you join the College, you will be paired up with a ‘buddy’. The aim of the buddy is to help the new employee settle in and to ‘find their feet’. The buddy will be of a similar level to the new employee and will be in place for between 2 – 4 weeks.

    All new staff will be on a 6 months’ probationary period during which you will be expected to undertake an Induction programme. The induction programme will include mandatory online training eg equality & diversity training, safeguarding, PREVENT and reading Keeping Children Safe in Education. You will pass probation when all of the mandatory training has been completed and continued to work at an acceptable level through your probation review meetings, these meetings are an opportunity to spend quality time discussing your new work experience with your new manager.

    As part of your induction, we will invite you to spend a days training with the senior leadership team which takes you through what happens in other parts of our business so that you can see where you fit in and the contribution you make to the college as a whole.

    Ongoing training – we take certain topics very seriously so you are asked to repeat mandatory training either every 12 months to 3 years dependent upon the subject and any updates that are applicable.

    We have regular CPD activities throughout the year – some of which all staff will be expected to complete but most will be tailored to the role that you do. Each business support team is responsible for ensuring that their team has the necessary upskilling throughout the year. We have a Quality Team who will be responsible for ensuring that our Lecturing and Delivery staff have appropriate training.

    We also provide Teacher Training for our Lecturers who are not qualified and encourage all staff to become qualified. This can also make a difference in terms of pay rates.

    We are launching our Future Leaders Programme in 2021 for those staff who see their careers move into management. This course will be run by members of the senior leadership team.

  • Reward and Recognition

    Annual Leave

    For full time staff the following leave applies (for part time staff all holiday is pro-rated). Annual leave allowances are as follows:

    Lecturers: 40 days
    Business Support: 30 days
    Managers: 35 days

    In addition to the above generous holiday entitlement we also have a flexible holiday scheme where you are allowed to purchase up to an additional 5 days’ annual leave per year, which is deducted directly from your pay.

    Some of our roles are also term time only roles which means that the pay is spread over the 12 months.

    We also close-down over Christmas and the College contributes an additional 5 days at this time that staff can take without having to book as holiday. Staff can also purchase up to an additional 5 days leave in any holiday year.

    Pension schemes

    We recognise two Pension Schemes – Teachers’ Pension Scheme and Local Government Pension Scheme.

    If you join the Local Government Pension Scheme, which is run by Staffordshire Council, you can also purchase Additional Voluntary Contributions to ‘top up’ your pension whilst being tax efficient.

    Social enterprise scheme

    We have teamed up with a social enterprise scheme called Kindred. This allows our staff to purchase items from big brands at discounted prices. For every purchase made, Kindred pay the College 1% of the membership cost which is paid over to the Teenage Cancer charity. Staff can elect to keep all of their discount or to pay part or all of it over to a charity of their choice.

    Staff supporting change group

    We have a staff group called SSC – Staff Supporting Change that we meet with regularly where they talk direct to the Principal to resolve any issues, discuss ideas and where we gain ‘the mood of the College’ directly. All staff can contribute to this group.

    Staff surveys

    We also run regular staff surveys to measure staff engagement, health & wellbeing and this year how people are coping with the pandemic.

  • Health and Wellbeing

    We take your health & wellbeing seriously.

    Employee assistance scheme

    We have an employee assistance scheme which provides help, support and advice for staff on a range of issues including debt management and counselling. This is free and available to all staff from Day 1 of employment.

    Staff wellbeing days

    We are committed to arranging wellbeing days/activities throughout the year for staff. This year we have converted these days into ME days because of COVID – this means that you have the day to spend as you wish. We have a photo gallery that shows how much staff have enjoyed these days.

    Occupational health

    Our occupational health provider is Midlands Occupational Health Services (MOHS). They are on site at Rodbaston or Tamworth once a week. they provide support for staff who are off ill, assist with reasonable adjustments and have provided free flu jabs for those people who cannot access these for free this year.

    We provide useful factsheets and support on all aspects of mental health, cancer and keeping well that are available to all staff.

    We also tackle topics that we know many people are living through such as Domestic Abuse. We provide training to staff and managers to support the policy we have in place that supports staff.

  • Accreditations and Armed Forces Covenant

    We are committed to supporting the Armed Forces. We have signed the Armed Forces Covenant and have achieved our Bronze Award and are working towards our Silver Award in 2021. We guarantee interviews to all applicants who are ex-Armed Forces, current Reservists or families of Armed Forces providing that they meet the essential criteria for the role. Please complete the Guaranteed Interview Form if you want to apply under this scheme.

    We are a Disability Confident Employer which means that we welcome individuals with disabilities into our workforce. We guarantee interviews to individuals with disabilities providing that they meet the essential criteria for the role. Please complete the Guaranteed Interview Form if you want to apply under this scheme.

    We are accredited to Tommy’s the Baby Charity which provides support for the pregnancy and birth of a child. Our family friendly policies exceed our statutory obligations.

    We have achieved a covenant with EDAC (Employers Domestic Abuse Covenant) because of the policy we have and the work that we have done. The ultimate aim of this covenant is to create cultural change within your organisation to identify flexible and sustainable opportunities for women to achieve long term financial independence and economic security.

  • Gender Pay

    As with other employers, we report our gender pay in line with Government Regulations. Our latest Gender pay report can viewed on our website. This report outlines our progress over the years and indicates what else we are working on to close the gap.

  • Recruitment

    As you would expect, we are an equal opportunities employer and welcome applicants from all parts of our community. We particularly pleased to support the Armed Forces community and people with disabilities but of course recognise that the more diverse we are as a College, the better we serve our communities.

    Submitting an application

    Our job application form is split into 2 parts. All applicants should read the job specification before applying for a role and also complete the Equality & Diversity form within our application form. Our hiring line managers do not see the Equality & Diversity element of the form.

    Safeguarding and DBS

    We are committed to safeguarding and promoting the welfare of children and young adults and expect all staff to share this commitment. All job specifications will contain the level of DBS enhanced disclosure that is required for the role. Please read our DBS Policy and Commitment to the recruitment of Ex Offenders policy.

    Recruitment process

    Our recruitment processes will be dependent upon what role you are applying for. Some general principles, however, apply to all roles.

    We may include a short interview that gets to know you a little better and gives you the opportunity to find out more about us too. All selection processes will include a formal panel interview.

    If you apply to become a lecturer – you will be asked to undertake a micro-teach. For vocational areas you may also be expected to undertake a trade-test. All lecturers will be expected to have GCSE Grade C maths and English, or Level 2 or equivalent.

    For Managers you are likely to undertake Saville & Holdsworth (SHL) Testing for numerical and verbal reasoning plus a personality questionnaire and a presentation.

    For support staff depending upon the level of the role this could include SHL Testing (clearly at a different level to that used for managers), a personality questionnaire and for more senior roles a presentation.

    You can visit SHL for practice tests, however, when we send out the links to you, there is an opportunity at that point to answer practice questions and find out if your answers are correct.

  • People Development

    When you join the College, you will be paired up with a ‘buddy’. The aim of the buddy is to help the new employee settle in and to ‘find their feet’. The buddy will be of a similar level to the new employee and will be in place for between 2 – 4 weeks.

    All new staff will be on a 6 months’ probationary period during which you will be expected to undertake an Induction programme. The induction programme will include mandatory online training eg equality & diversity training, safeguarding, PREVENT and reading Keeping Children Safe in Education. You will pass probation when all of the mandatory training has been completed and continued to work at an acceptable level through your probation review meetings, these meetings are an opportunity to spend quality time discussing your new work experience with your new manager.

    As part of your induction, we will invite you to spend a days training with the senior leadership team which takes you through what happens in other parts of our business so that you can see where you fit in and the contribution you make to the college as a whole.

    Ongoing training – we take certain topics very seriously so you are asked to repeat mandatory training either every 12 months to 3 years dependent upon the subject and any updates that are applicable.

    We have regular CPD activities throughout the year – some of which all staff will be expected to complete but most will be tailored to the role that you do. Each business support team is responsible for ensuring that their team has the necessary upskilling throughout the year. We have a Quality Team who will be responsible for ensuring that our Lecturing and Delivery staff have appropriate training.

    We also provide Teacher Training for our Lecturers who are not qualified and encourage all staff to become qualified. This can also make a difference in terms of pay rates.

    We are launching our Future Leaders Programme in 2021 for those staff who see their careers move into management. This course will be run by members of the senior leadership team.

  • Reward and Recognition

    Annual Leave

    For full time staff the following leave applies (for part time staff all holiday is pro-rated). Annual leave allowances are as follows:

    Lecturers: 40 days
    Business Support: 30 days
    Managers: 35 days

    In addition to the above generous holiday entitlement we also have a flexible holiday scheme where you are allowed to purchase up to an additional 5 days’ annual leave per year, which is deducted directly from your pay.

    Some of our roles are also term time only roles which means that the pay is spread over the 12 months.

    We also close-down over Christmas and the College contributes an additional 5 days at this time that staff can take without having to book as holiday. Staff can also purchase up to an additional 5 days leave in any holiday year.

    Pension schemes

    We recognise two Pension Schemes – Teachers’ Pension Scheme and Local Government Pension Scheme.

    If you join the Local Government Pension Scheme, which is run by Staffordshire Council, you can also purchase Additional Voluntary Contributions to ‘top up’ your pension whilst being tax efficient.

    Social enterprise scheme

    We have teamed up with a social enterprise scheme called Kindred. This allows our staff to purchase items from big brands at discounted prices. For every purchase made, Kindred pay the College 1% of the membership cost which is paid over to the Teenage Cancer charity. Staff can elect to keep all of their discount or to pay part or all of it over to a charity of their choice.

    Staff supporting change group

    We have a staff group called SSC – Staff Supporting Change that we meet with regularly where they talk direct to the Principal to resolve any issues, discuss ideas and where we gain ‘the mood of the College’ directly. All staff can contribute to this group.

    Staff surveys

    We also run regular staff surveys to measure staff engagement, health & wellbeing and this year how people are coping with the pandemic.

  • Health and Wellbeing

    We take your health & wellbeing seriously.

    Employee assistance scheme

    We have an employee assistance scheme which provides help, support and advice for staff on a range of issues including debt management and counselling. This is free and available to all staff from Day 1 of employment.

    Staff wellbeing days

    We are committed to arranging wellbeing days/activities throughout the year for staff. This year we have converted these days into ME days because of COVID – this means that you have the day to spend as you wish. We have a photo gallery that shows how much staff have enjoyed these days.

    Occupational health

    Our occupational health provider is Midlands Occupational Health Services (MOHS). They are on site at Rodbaston or Tamworth once a week. they provide support for staff who are off ill, assist with reasonable adjustments and have provided free flu jabs for those people who cannot access these for free this year.

    We provide useful factsheets and support on all aspects of mental health, cancer and keeping well that are available to all staff.

    We also tackle topics that we know many people are living through such as Domestic Abuse. We provide training to staff and managers to support the policy we have in place that supports staff.

  • Accreditations and Armed Forces Covenant

    We are committed to supporting the Armed Forces. We have signed the Armed Forces Covenant and have achieved our Bronze Award and are working towards our Silver Award in 2021. We guarantee interviews to all applicants who are ex-Armed Forces, current Reservists or families of Armed Forces providing that they meet the essential criteria for the role. Please complete the Guaranteed Interview Form if you want to apply under this scheme.

    We are a Disability Confident Employer which means that we welcome individuals with disabilities into our workforce. We guarantee interviews to individuals with disabilities providing that they meet the essential criteria for the role. Please complete the Guaranteed Interview Form if you want to apply under this scheme.

    We are accredited to Tommy’s the Baby Charity which provides support for the pregnancy and birth of a child. Our family friendly policies exceed our statutory obligations.

    We have achieved a covenant with EDAC (Employers Domestic Abuse Covenant) because of the policy we have and the work that we have done. The ultimate aim of this covenant is to create cultural change within your organisation to identify flexible and sustainable opportunities for women to achieve long term financial independence and economic security.

  • Gender Pay

    As with other employers, we report our gender pay in line with Government Regulations. Our latest Gender pay report can viewed on our website. This report outlines our progress over the years and indicates what else we are working on to close the gap.