ASSISTANT GREENKEEPER – JOB DESCRIPTION
Responsible to:
Grounds Manager, through the Head Greenkeeper
Internal Relationships: Grounds team, Master in Charge of Golf, Pupils, Charterhouse Club
personnel, members of the teaching staff, Housemasters
External Relationships: Parents of pupils at the School, members of the public using the golf
course, greenkeeping supplies organisations
The School
Charterhouse was founded in 1611. The original foundation was at Sutton’s Hospital in London.
The School moved to its present magnificent 215 acre site near Godalming in Surrey in 1872.
Many of its buildings are Grade II listed. In addition to the main school buildings, there are 11
boarding houses, 4 girls boarding hostels, and around 80 residential properties spread over the
school campus and nearby town environs. A Sixth Form house opened in September 2010.
There are about 800 pupils aged 13 to 18, all of whom, except around 60, are boarders. Over 60
girls are admitted to the Sixth Form each year. The School enjoys outstanding cultural and
sporting facilities and an enviable record of academic and all-round achievement. During nonteaching periods, the School operates an active commercial lettings programme in order to
generate profits to fund bursaries for eligible pupils to the School.
The Grounds Department
Comprises the Grounds Manager and 14 other members of staff divided into 3 main teams –
Ground, Gardens and Greenkeeping. The team is helped administratively through support from
the Operations team. The Grounds Manager reports to the Bursar.
1 - Overall Purpose of the Job
To undertake a wide range of greenkeeping duties on the golf course and grounds maintenance
duties on the school grounds to the required standard.
Responsible for the maintenance, care and overall appearance of the Golf courses. To maintain
a good and safe playing surface and ensure the course offers a consistent challenge and an
enjoyable experience for golfers.
2 - Main Duties
Greenkeeping and Grounds
1 Undertake routine preparation and maintenance work on the golf course, including mowing
greens, tees, fairways and rough.
2
Carry out all work using sound turf culture practices.
3
Set up the golf course. Undertake minor construction and landscaping work, including
renovating and maintaining bunkers and other hazards such as water features, repairing
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wear and tear caused by golfers and animals such as moles and rabbits, cutting new holes
on greens, and planting and pruning trees and shrubs as required.
4
Operate a range of horticultural machinery ensuring vehicles and equipment used by self
and others are regularly maintained in accordance with routine operating requirements.
Operation of powered hand tools, strimmer hedge cutters and golf mowing machinery.
5
Sound use and operation of an automatic irrigation system
6
Upkeep of artificial and synthetic surfaces.
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Mowing the turf using tractors, ride-on machines and specialist hand mowers.
8
Treating the turf to ensure consistent playing surfaces.
9
Use environmentally friendly treatments to control weeds, fungal diseases and pests when
instructed to do so by supervisors or managers.
10 Removing early morning dew and debris from the greens.
11 Responding to enquiries and dealing with any golfers in line with current responsibilities and
management guidance.
12 Attending to drainage problems.
13 Applying irrigation.
General Duties
14 Demonstrate awareness of Health and Safety for yourself and all others.
15 If completed the relevant certification, ensure the safe use, storage, calibration and disposal
of pesticides and other similar substances.
16 Ensure work area is kept clean, tidy and secure at all times.
17 Undertake a range of horticultural operations.
18 Carry out such other tasks deemed necessary and reasonable within the Grounds
Department at the Grounds Manager’s discretion.
Interaction with Pupils, Staff and Members of the Public
19 Support the School and Charterhouse Club in ensuring that all those using the greens are
properly authorised to do so, and reporting back infringements in such use.
20 Be polite and diplomatic at all times with anyone using the golf course, promoting a positive
reputation of Charterhouse.
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Forthcoming Projects
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Improving the condition of the greens
Re shaping bunkers
Building more Ladies’ Tees
3 – Other Responsibilities
Responsible for purchases within a pre-authorised budget, for eg. greenkeeping supplies, in
conjunction with the Head Greenkeeper and Grounds Manager.
4 - Knowledge and Skills Required
Relevant Experience/Knowledge & Technical Competencies
ESSENTIAL
 Track record of working in a customer-service oriented environment
DESIRABLE
 Experience of working on golf courses in a similar capacity
 Experience of working outdoors in a grounds-maintenance role
Qualifications
ESSENTIAL
 Literate and numerate
DESIRABLE
 Qualifications and/or training in the use of powered machinery, COSHH, manual handling –
although training can be given in these areas if required
Personal Competencies / Skills
ESSENTIAL
 physically fit as this role requires extensive manual handling
 thrives on attention to detail and a completer-finisher
 reliable and trustworthy
 enjoys teamwork and is a team player
5 - Special Working Conditions
Normal working days are Monday to Friday (0730-1515h), throughout the year; with the need
for periodic unsocial hours, including weekend duties, as required by the Grounds Manager,
reasonable notice having been given. This role requires the job holder to carry out alternate
weekend duties on a flexible Rota.
The jobholder’s responsibility for promoting and safeguarding the welfare of children and young
persons for whom s/he is responsible, or with whom s/he comes into contact will be to adhere
to and ensure compliance with the School’s Child Protection Policy Statement at all times. If, in
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the course of carrying out the duties of the post, the Job Holder becomes aware of any actual or
potential risks to the safety or welfare of children in the school s/he must report any concerns to
the School’s Child Protection Officer.
6 - Benefits of Employment
Salary
Commensurate with the skills and experience of the successful candidate
Holiday
5 weeks’ holiday plus 8 statutory bank holidays, pro rata (it may not be possible
to take public holidays during term-time, and time off will be given in lieu)
Benefits
Membership of the Charterhouse Club (sports centre)
Inclusion in Personal Accident Insurance Cover
Employee Assistance Programme
School lunches are usually available throughout the year (except when School
closes)
Death in Service Benefit
Benefits subject to eligibility criteria:
Contributory Pension Scheme
Subsidised membership of School Golf Club
Cycle to Work Scheme
Childcare Voucher Scheme
Notice
1 week during probationary period (which is normally six months). Once the
appointment is confirmed both parties are required to give at least one month’s
notice.
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7 – Application and Recruitment Process
Application Form

Applications will only be accepted from candidates completing an Application Form in full,
together with a supporting CV. CVs by themselves will not be accepted in substitution for
completed Application Forms in the absence of good reason.

Candidates should be aware that all posts in the school involve some degree of responsibility for
safeguarding children, although the extent of that responsibility will vary according to the
nature of the post.

Accordingly this post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all
convictions, cautions and bind-overs, including those regarded as ‘spent’ must be declared.
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Where appropriate the successful applicant will be required to complete a Disclosure from the
Disclosure & Barring Service at the appropriate level for the post.

We will seek references on shortlisted candidates and may approach previous employers for
information to verify particular experience or qualifications, before interview.

If you are currently working with children, on either a paid or voluntary basis, your current
employer will be asked about disciplinary offences, including disciplinary offences relating to
children or young persons (whether the disciplinary sanction is current or time expired), and
whether you have been the subject of any child protection allegations or concerns and if so the
outcome of any enquiry or disciplinary procedure. If you are not currently working with children
but have done so in the past, that previous employer will be asked about those issues. Where
neither your current nor previous employment has involved working with children, your current
employer will still be asked about your suitability to work with children, although he/she may,
where appropriate, answer “not applicable” if your duties have not brought you into contact
with children or young persons.
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You should be aware that provision of false information is an offence and could result in the
application being rejected or summary dismissal if the applicant has been selected, and possible
referral to the police and/or the Disclosure & Barring Service.
Invitation to Interview

If you are invited to interview this will be conducted in person and the areas which it will explore
will include suitability to work with children.
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All candidates invited to interview must bring documents confirming any educational and
professional qualifications that are necessary or relevant for the post (eg the original or certified
copy of certificates, diplomas etc). Where originals or certified copies are not available for the
successful candidate, written confirmation of the relevant qualifications must be obtained from
the awarding body.
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All candidates invited to interview must also bring with them:
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their current driving licence (both parts)
birth certificate
their passport
proof of National Insurance number
a utility bill or financial statement no older than 3 months showing the candidate’s current
name and address (please note TV licence and mobile telephone bills are no longer
accepted)
where appropriate any documentation evidencing a change of name
Please note that originals of the above are necessary. Photocopies or certified copies are not
sufficient.
Conditional Offer of Appointment: Pre-Appointment Checks
Any offer to a successful candidate will be conditional upon:
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receipt of at least two references (if these have not already been received) satisfactory to
the School
verification of identity and qualifications
a check on the Barred List
an acceptable DBS Disclosure
verification of professional status
where the successful candidate has worked or been resident overseas in the previous five
years, such checks and confirmations as the school may require in accordance with statutory
guidance.
having the right to work in the UK
satisfactory (to the School) completion of the probationary period.
WARNING
Where a candidate is:
 found to be barred from working with children or the DBS disclosure shows s/he has been
disqualified from working with children by a Court; or
 found to have provided false information in, or in support of, his application; or
 the subject of serious expressions of concern as to his/her suitability to work with children;
the facts will be reported to the Police and/or the Disclosure & Barring Service.
In most circumstances, a new employee may start work before the School receives a satisfactory
DBS Disclosure PROVIDED a satisfactory Barred List check has been completed, the individual is
appropriately supervised until such time as the Disclosure is received, and the role does not
involve overnight stays in a Boarding House or equivalent.
Selection Processes for Candidates
Support Staff. Applicants for support roles within the School will normally follow a process
involving:
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At least 1 interview with line manager and member of HR team
Tour of the School with member of the support department
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Technical skills assessment (where appropriate)
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