INFORMATION PACK FOR
APPLICANTS
Barnet & Southgate College Graduate Scheme
Information for Graduates
About the Scheme
The graduate scheme at Barnet and Southgate College aims to increase and retain the flow of
talent in the College by offering graduate lecturers a structured programme that supports you in
obtaining teaching and learning skills within your area of expertise
What to expect from the scheme
The scheme will provide a 2 year placement within a curriculum area during which time you will
be expected to undertake duties associated with an unqualified lecturer post. The College will
support you in this placement through mentoring, coaching and support and a formalised
programme of personal development with a view to you becoming fully qualified as a Lecturer at
the end of the placement.
What Personal Development is available during the Graduate Programme?
During the 2 year placement, you will be required to undertake a formalised programme of
personal development. This will comprise:
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Intensive introduction to teaching and learning at the outset of the programme leading to
a qualification which will prepare you to teach and assess in the FE sector
Attendance at 2 day induction programme
Enrolment onto a 2 year, teaching training course
Participation in the College’s staff development programme consisting of a range of
sessions, including (but not exhaustive):
o Effective use of eILPs
o Lesson planning- resources ,aims and objectives ,starters and recap
o Effective questioning techniques
o Activities to check learning
o Behaviour and classroom management
o E- Learning – including use of new technologies
o Stretch and Challenge
o Effective assessment, feedback and tracking
o Tutoring and Motivation/making learning fun
o Embedding Literacy, Numeracy and IT
o Equality and Diversity in the curriculum
o Safeguarding
o Value Added process
o Success rates – study skills
o Use of College IT systems to support teaching and learning
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Assignment of a Teaching and Learning Coach to act as a “Critical Friend” to you during
your placement.
Weekly session with a Teaching and Learning Coach which will build on teaching and
learning skills, provide coaching to you but also involve shadowing of Good and
Outstanding Lecturers to see use of teaching and learning techniques in practice
Regular mentoring from the Curriculum Manager and monthly 1:1 sessions to review
your performance, progress and personal development plan
Participation in whole College staff development days (twice a year)
What will the Graduate Lecturer role entail?
A job description and person specification for the role are included in this pack. You will be
supported to develop their teaching and learning skills with a view to being fully qualified as
a Lecturer by the end of the 2 year placement.
Graduates will be required to undertake the duties of a Lecturer but will be given remission
from the full contracted teaching hours of 828 per year (approx. 23 per week) to support
their development in the role. The remission will be tapered as follows:
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Graduates commence in August and undertake intensive introduction to teaching
and learning course prior to any teaching allocation within the classroom
Graduates will be inducted into the curriculum area by their Curriculum Manager and
provided with information, material and support to enable them to prepare effectively
for teaching and learning sessions commencing in September.
During the first term, Graduates will be required to undertake 12 hours of teaching
per week. The remission time will be used to attend the teacher training course (4
hours per week), teaching and learning staff development sessions, coaching
sessions (1 hour per week), mentoring and undertake shadowing of colleagues
across the organisation (up to 6 hours per week). The remainder of the contracted
hours will be used for preparation of lessons, marking of work, developing new
materials and undertaking other non-teaching activities which all Lecturers are
contracted to undertake
During the second and third term of the first year placement, Graduates will be
required to undertake 15 hours of teaching and participate in the activities detailed
above for the remainder of the teaching and non-teaching contracted hours
During the second year of the placement, Graduates will be required to undertake 18
hours of teaching and participate in the activities detailed above for the remainder of
the teaching and non-teaching contracted hours.
What does this programme offer Graduates?
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Funding to achieve a teaching qualification on the job
Allocation of a teaching and learning mentor to act as a critical friend to you
Range of staff development sessions to build and develop your teaching and learning
skills
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Monthly performance and development meetings with your line manager and placement
mentor
A range of employee benefits including online discounts for a wide range of retailers and
services, access to internal resources such as gym, restaurant, bistro, spa and
employee assistance programme
Excellent terms and conditions including:
 Competitive salary
 55 days leave per annum (plus bank holiday) with a requirement to use 10
annual leave days per year to undertake an industry placement or research
project to contribute towards your personal / vocational development
 Teacher Pension scheme membership
How will I be employed during my placement?
For the duration of the graduate development programme (2 year placement) you will be
employed as an unqualified lecturer on the Lecturer terms and conditions. This will be a fixed
term appointment for a period of 2 years and will be subject to a review and recommendations
by the line manager as to whether the role will be made permanent at the end of the graduate
programme. The College’s policies will apply to graduates for the duration of their placement.
Graduates will be placed on the College’s Unqualified Lecturer salary which commences at
MGL1 £20,195 (inclusive of London Weighting). Increments are payable on 1 September
(subject to 6 months satisfactory service) for Lecturers. During the second year of the
placement, the salary may increase to £21,306 (subject to satisfactory performance).
As early as possible during year 2, a decision will be made as to whether you will be
permanently placed at the end of their programme. This will be based on a recommendation
through the College’s staffing panel by the line manager based on the outcomes from the
appraisal and performance and progress to date. If successful, you will become a full qualified
Lecturer and placed on a main grade qualified lecturer contract at the end of the programme
which commences at £26,357 through to £36,735 (inclusive of London Weighting).
GRADUATE EXPECTATIONS
During your placement, you should expect:
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To be challenged
To take on real responsibilities
To interact with staff, learners and customers
To be supported and encouraged
To be provided with constructive feedback
To learn and understand more about the education sector
To be given training and development opportunities
To work hard and be engaged in the work undertaken
Graduate Objectives
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To access and undertaken personal development opportunities available to you in line to
equip you with the skills and abilities to teach within an FE environment
To actively participate in coaching, mentoring and shadowing opportunities
To take personal responsibility for accessing personal development opportunities in line
with your personal development plan
To successfully complete the formal qualifications required during the placement within
the timeframes set
To be actively involved in success delivery of curriculum that contributes to the areas
success
To gain a good understanding of the business and how it works as an organisation
To gain an understanding of how the curriculum area works
To develop a positive working relationship with colleagues
Achievements by End of Year one
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Practical understanding of the curriculum area and work of the College
Knowledge of college structure and how different teams work
Application of theoretical knowledge to see what works in practice
Understanding of internal procedures
Development of work skills
Achievements by End of Year two
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Extensive understanding of the curriculum area and work of the College
Knowledge of college structure and how different teams work
Successful application of theoretical knowledge in teaching and learning
Development of work skills
Successful completion of teacher training qualification
Good or better lesson observation
Further information regarding objectives and expectations will be discussed with successful
candidates and will inform the personal development plan for the duration of the placement.
The College will require you to accept a reimbursement policy where you will be required to
repay 100% of the qualification course fees sum should you leave Barnet and Southgate
College’s employment before you have successfully completed your study. Should you leave
Barnet and Southgate College’s employment within one year of completing your study you will
be expected to repay 50% of your fees.
ABOUT THE COLLEGE
Barnet and Southgate College, is located across 5 sites in Grahame Park Colindale, Southgate,
Edmonton and a brand new town centre at Wood Street, High Barnet. Barnet and Southgate
College was established on 1st November 2011 following the merger between the former Barnet
College and Southgate College.
Barnet and Southgate College lies at the heart of a diverse, multi-ethnic community, meeting its
many different needs. Our learner population more than represents this local diversity with the
College attracting large number of minority ethnic learners from neighbouring boroughs as well
as Barnet and Southgate. We see this diversity as a major strength of the College community.
Key Facts
Students
We enrol over 16,000 students every year. We have around 47% male students and 53%
female, with over 46% of our students coming from ethnic minority groups. Most students on our
full-time programmes are aged 16-19 and we also have over 200 14-16 year olds studying with
us.
Staff
We employ over 750 staff in a range of administrative, technical and managerial roles. In
addition we have about 150 sessional teaching staff.
We are committed to improving a current under-representation of black and minority ethnic staff,
especially at management level, through participation in initiatives such as the national Black
Leadership initiative. We have an active Black and Minority Ethnic staff group.
Curriculum
We offer an extensive range of courses covering all Subject Sector Areas except Agriculture. In
order to ensure that we are meeting the needs of our student groups we run courses:
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in over 50 community centres
through franchised provision
via flexi study and distance learning
at the weekend
Partnerships
The College has established many strong local partnerships which we see as key to our delivery
of education and training to our local community.
We work closely with the London Borough of Barnet, schools, housing associations, and other
organisations involved in regeneration projects within the Borough. Our staff deliver education
and training in a number of community-based centres such as local libraries. The College has
developed strong links with the voluntary sector, delivering capacity building initiatives
supported through ESF funding and working with individual agencies. The College has forged
effective links with the Care and Transport sectors and in Retail, the largest private sector
employer in the area.
Employer Links
The College has built up strong relationships with local and regional employers and has been
awarded the Training Quality Standard (TQS), which reflects the quality of its employer
dedicated training. These links have been strengthened through a number of partnerships that
helped serve TQS both in Health & Social care and through the Transport Skills Employer
forum. The College is currently leading the way with its programme ‘Forward for work’ as a core
response to improving employability for the long term or recently unemployed people.
Finance
The College has an annual budget of approximately £45 million. In addition to its funding from
the Skills Funding Agency and Education Funding Agency, income is earned from the following
sources:
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University Franchises
European Social Fund
Tuition and Examination fees
Commercial consultancy and training
Quality
The College has a commitment to achieve and maintain a consistently high level of quality in the
operation and management of all departments.
Quality Assurance in the College is based on continuous improvement by all staff so that the
service provided to each other and to all our customers is improved. Students, staff, governors
and relevant external agencies are made aware of the College’s Quality Assurance Policy and a
clear process of implementation.
Quality is improved through a continuous process of self-assessment involving setting
targets/standards, reviewing and evaluating progress, identifying and implementing action plans
and sharing best practice.
CONDITIONS OF SERVICE FOR GRADUATE LECTURING POSTS
Contract of Employment
A written statement of employment particulars will be issued to Graduate Lecturers in
accordance with provisions of current employment legislation.
Scheduled Teaching Hours
The normal working week for Graduate Lecturers is 35 hours.
Graduate Lecturers will normally be required to be engaged on scheduled teaching duties for an
annual maximum of 828 hours but with a programme of support and remission throughout the
placement as detailed below:
Graduate Lecturers would be required to teach for 12 hours per week during their first
term of their placement, increasing to 15 hours per week during terms 2 and 3 of the
placements and increasing again to 18 hours for year 2 of the placement.
Student learning programmes are scheduled throughout the normal working day and also in the
evenings and on Saturdays. Staff are required to work flexibly in accordance with the needs of
the service, which may include some evening and Saturday working, depending on the role.
Probationary Period
Newly appointed Graduate Lecturers will have a 6 month probationary period.
Holiday Entitlement
Graduate Lecturers will receive an entitlement of 55 days (plus Bank Holidays)
As part of the placement, Graduate Lecturers will be required to use 10 of their annual leave
days per year to undertake an industry/vocational placement or research project.
Additional Leave
The College has a range of policies in place which allow staff to take paid leave for dealing with
personal contingencies such as family emergencies, bereavement or serious illness of a family
member and paternity leave.
Up to 3 days leave each year may be taken for religious observance.
Salary
Salaries are paid direct, on the last day of each month by credit transfer to your bank or building
society account.
Pension
Teaching staff and curriculum managers are entitled to participate in the Teachers’ Pension
Scheme. This is a contributory scheme which pays guaranteed benefits which are protected
against inflation. The benefits are an annual pension and a tax-free lump sum. The scheme
also makes provision for ill-health, death and family benefits. The scheme is a ‘final salary’
scheme which means that benefits are based on your salary when you retire, not the salary on
which you have paid contributions during your career.
This statement is intended to give a broad idea only of the terms and conditions of
employment. Full terms and conditions will be confirmed with the successful candidate
in the contract of employment. This document does not form part of the terms and
conditions of employment, nor does it constitute an offer of employment.
GENERAL INFORMATION
Staff Development
Development activities aim to assist staff to realise their potential and to plan for personal and
professional development. A variety of support is available to meet individual learning needs
through, for example, induction, coaching, mentoring, internal & external courses, work
experience and work shadowing. We provide a range of teacher training courses through the
Institute of Education (London University), with reduced class contact hours for new teachers.
Opportunities exist for staff to develop roles in college wide development issues, such as
Investors in People assessments. Individual guidance, advice & support are available on any
development issue from the staff development team. A specific personal development
programme is in place for Graduate Lecturers with an expectation that Graduates attend
specific training sessions, coaching and mentoring sessions and shadowing opportunities during
their placement.
Trade Union
The College recognises the trade unions, UCU and ATL, for teaching staff, AMiE, for managers,
UNISON and GMB, for service area staff.
Pre-Employment Checks
All offers of employment are made subject to the following checks being carried out to the
satisfaction of the College:
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Medical clearance by the Colleges’ Occupational Health Advisor
Qualifications and identify checks
References, including one from the current or most recent employer
Disclosure and Barring Service check (Formerly CRB)
Eligibility to work in the United Kingdom
Check in the Department for Education and Skills List 99
Disclosure of Criminal Record
As Barnet and Southgate College meets the requirements in respect of exempted questions
under the Rehabilitation of Offenders Act 1974, all applicants who are offered employment will
be subjected to a criminal record check from the Disclosure and Barring Service before the
appointment is confirmed. This will include details of cautions, reprimands or final warnings, as
well as convictions.
Barnet and Southgate College is committed to the protection and safeguarding of children and
young adults.
EQUAL OPPORTUNITIES IN EMPLOYMENT POLICY
INTRODUCTION
Barnet and Southgate College recognises and encourages the contribution which people from a
range of backgrounds and experiences bring to the institution. The College is committed to the
concept of social justice where all individuals have the opportunity to achieve their full potential”
Barnet and Southgate College is an equal opportunities employer and aims to eliminate all
forms of discrimination in employment matters. The College seeks to ensure equality of
opportunity in access to employment, training and promotion opportunities and in terms and
conditions of service. The College actively promotes equality of opportunity and aims to employ
a balanced workforce, which reflects the diversity of the student population and that of the
Greater London area.
In employment matters, there shall be no discrimination on the grounds of age, ethnicity, race,
gender, marital status, disability, religion, sexual orientation, trade union membership or spent
criminal convictions (certain posts are exempt from the Rehabilitation of Offenders Act).
All recruitment and selection for employment will be carried out in accordance with the College's
Recruitment and Selection Code of Practice. The College is aware of the need to ensure that
the balance of the workforce is representative of all groups.
All permanent posts will be advertised (normally externally) and will have a job description and
person specification. All elements of the person specification will be justifiable on objective
grounds. Candidates will be interviewed by a panel of trained staff.
EMPLOYEES WITH DISABILITIES
Barnet and Southgate College recognises that people with disabilities, learning difficulties and
mental health needs experience discrimination within society. We are committed to challenging
this and aim to ensure fairness and equality of access. We are keen to make education and
training available to all those who can benefit from this, and our aim is to ensure that all
students can participate in all aspects of College life. Our staff work to enable everyone to take
pleasure in their learning and achieve their potential.
The College will actively oppose stereotyped responses to disabled people and work to promote
an inclusive and supportive environment in relation to education, training and employment in
every area of College life.
The College will make reasonable adjustments to enable the employment of staff with
disabilities on equal terms and conditions with all other staff. In meeting this aim, the College will
endeavour to provide all necessary aids and adaptations etc. in order to recruit and retain
people with disabilities.
ANTI-RACIST POLICY
Barnet and Southgate College recognises and encourages the contributions which people from
a range of backgrounds and experiences bring to the institution. The College is committed to the
concept of social justice where all individuals have the opportunity to achieve their full potential”
Barnet and Southgate College recognises that black and minority ethnic staff and students
experience racial discrimination in society. The College is committed to challenging this and
using the strength of its diversity to take positive action to eliminate institutional racism and its
effects. Racial harassment will not be tolerated in any area of college life. We will use the
strength of our diversity to enable us to fulfil our commitments below:
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We are committed to producing an annual Race Equality Policy produced through
consultation with staff including specific groups of black and minority ethnic staff, and
with learners, as well as representatives from the diverse community that we serve.
We are committed to reviewing our publicity and admissions process with a view to
extending the range of learner applications from black and ethnic minority groups at all
course levels.
We will monitor recruitment, retention and achievement for each course area by ethnic
group and agree strategies for improvement where appropriate. Black and ethnic
minority staff and learners will be consulted on these strategies.
We will seek to increase the number of black and ethnic minority staff and develop
targeted training programmes to ensure that black and ethnic minority staff have
opportunities to progress within the college. The career progress of staff will be
monitored by ethnic groups to inform this process.
We will monitor curriculum resources and disseminate best practice to ensure curriculum
delivery addresses anti-racism, promotes equality of opportunity and promotes good
race relations.
We will value, accredit and extend experiences and qualifications gained outside the UK
to enable equality of opportunity in employment for our asylum seeking and refugee
learner population and international learners.
We will continue to provide race equality training and development sessions to equip
staff with the knowledge, skills and attitudes to fulfil their legislative responsibilities.
We will engage with partners to ensure their compliance with the Race Equality Policy.
We will work to secure the fullest participation of black and minority ethnic staff and
learners in College life, including the College’s planning and decision making.
The college will continue to celebrate cultural diversity and promote equality through a
series of participative events which involve and engage all ethnic groups.
We will review and revise college policies to ensure they adhere to race equality
legislation.
Guidance Notes for Candidates
Thank you for enquiring about a job with Barnet and Southgate College. The application form is
designed to allow the College to assess candidates for shortlisting purposes and to support the
monitoring of its Equal Opportunities Policy. The completed application form is the only basis for
considering your initial suitability for the post.
The notes below are designed to help you complete the application.
Guidance for Completing the Application Form
General points:
1.
Please ensure you use black ink or type as this form will be photocopied.
2.
You must fully complete the application form so that all candidates can be treated on an
equal basis. If a section does not apply to you, please mark it N/A. The application form
can be accessed from the College website and printed out.
3.
Additional information may be enclosed to support your application. Please note we do
not accept C.V.’s as an appropriate substitute for a fully completed application form and
supporting statement.
4.
When completing your form please:
• Make full use of the blank section headed ‘supporting statement’ in the application
form. Use this space to explain exactly how you have the knowledge, skills and
experience needed. Where possible, give examples to show us how you match the
particular skill. Remember that we cannot make any assumptions about your skills
and experience.
• Don’t just repeat your career history – explain the skills you have developed.
• List all education, training and qualification starting with the most recent
• Be as precise as possible on dates and nature of employment, e.g. fractional/part
time
• Provide details of any gaps in your employment history in the relevant section, e.g.
voluntary work, child bearing etc
• You must give your present or most recent employer as one of your referees. If you
are studying, you should give your tutor as a referee.
• Don’t forget to use experience outside of work that has helped you to develop your skills.
The Equal Opportunities Monitoring Form
Barnet and Southgate College is an equal opportunities employer and aims to eliminate all forms of
discrimination in employment matters. The College seeks to ensure equality of opportunity in access
to employment, training and promotion opportunities and in terms and conditions of service. The
College actively promotes equality of opportunity and aims to employ a balanced workforce, which
reflects the diversity of the student population and that of the Greater London area.
In employment matters, there shall be no discrimination on the grounds of age, ethnicity, race,
gender, marital status, disability, religion, sexual orientation, trade union membership or spent
criminal convictions (certain posts are exempt from the Rehabilitation of Offenders Act).
In order to support the annual monitoring of the effect of the College’s Equal Opportunities Policy we
would ask you to complete the Equal Opportunities Monitoring Form.
The information you give will be strictly confidential to the HR department and will not be seen by
the short listing selection panel. If you do not wish to answer any questions this will not affect your
application in any way.
DISCLOSURE OF CRIMINAL BACKGROUND
The post for which you are applying may be one which has been classified by the College as one
entailing “substantial” access to children and / or young people. This means that the Home Office
Regulations concerning the Disclosure of Criminal Background of July 1986 apply and will form part of
the recruitment process. In accordance with these regulations, it is important that you enclose whether
you have any convictions and, if so, for what offences.
You may be aware that the Rehabilitation of Offenders Act 1974 permitted certain convictions to be
“spent” after specified periods. For many purposes, this enables them to be treated as if they had not
occurred and they need not normally be declared on job applications. The 1986 legislation
(Rehabilitation of Offenders Act 1974 (Exceptions) (Amendments) order) had the effect of exempting
posts involving substantial access to children. Consequently, if you are made a provisional offer of
appointment, you will be asked to disclose all convictions whether they are “spent” or not and to give
authority for our Human Resources Department to carry out a formal check from the Disclosure and
Barring Service.
Information received from the Disclosure and Barring Service by the Human Resources Department
will be kept in strict confidence. The disclosure of a criminal record will not debar you from appointment
unless the Head of Human Resources considers that the conviction renders you unsuitable of the
appointment. In making this decision the Head of Human Resources will consider the nature of the
offence, how long ago and what age you were when it was committed along with any other factors
which may be relevant.
If you would like to discuss whether a conviction you have would debar you from applying for the post
in which you are interested, you may telephone the Head of Human Resources, in confidence for
advice (020 8266 4186).
The purpose of this notice is not in any way to reflect upon an applicant’s integrity, but is necessary to
protect the public and the College.
Any referees you nominate will be made aware of these regulations.
Recruitment and Assessment Process
The recruitment process will involve 4 stages:
Stage 1:
Stage 2:
Stage 3:
Stage 4:
Submitting your application form
Online testing to assess your verbal and numerical critical reasoning skills.
Assessment centre which comprises a full day at the College where there will
be case studies, group activities and interviews.
Final panel interview.
It is the College policy to only notify candidates who have been short listed for interview. If you
have not heard from us within 2 weeks you should assume your application has been
unsuccessful. If you require any additional information on the application process please
contact the HR department on 020 8266 4358.
Please send your completed application form to:
Barnet and Southgate College
HR Department
High Street
Southgate
London, N14 6BS
Job Description and Person Specification
POST TITLE:
Graduate Lecturer (Functional Skills Maths)
Graduate Lecturer (Motor Vehicles &
Installation)
Graduate Lecturer (Functional Skills English)
Electrical
SALARY:
£20,195 per annum inclusive of Outer London weighting
HOURS:
35 hours per week, 52 weeks per annum
LOCATION:
Southgate Campus but the post holder may be required
to work at any of the College five main sites.
RESPONSIBLE TO:
Curriculum Manager
CORE RESPONSIBILITIES
1.
To teach students across a range of abilities and ages in a way that suits individual
students and is motivating, supportive and inspiring.
2.
To contribute enthusiastically to the development of the curriculum both individually
and as part of a team in line with college and government requirements.
3.
To prepare schemes of work, lesson plans, assignments and assessments as
required and to assess students work in line with departmental and awarding body
requirements.
4.
To use all appropriate learning technologies in undertaking teaching and other duties.
5.
To be actively involved in the development and incorporation of ILT into the
teaching/learning strategies of the Curriculum Area
6.
To keep up to date with subject specialism and to attend training identified.
7.
To contribute to the development of resource materials.
8.
To keep records, monitor and track students’ progress and to keep management
information and statistical data to fulfil the requirements of the College’s QA and
information systems and for audit purposes
9.
To contribute to the preparation for external verification and inspections.
10.
Be involved in Induction and assist in the marketing of the courses as appropriate;
11.
To undertake administrative duties as required by the section.
12.
To undertake risk assessments as required.
13.
To carry out invigilation duties as required.
14.
To cover for absent colleagues in line with contractual agreements.
15.
To be a member of course teams, to attend course team meetings and make an
active contribution to course team meetings.
16.
To work with student and learning support services within the College to ensure
students have access to all available support.
17.
To contribute to interviewing, recruitment, advice and guidance for students and to
assist at advice and guidance sessions during evenings and Saturdays as required
by the contract of employment.
18.
To develop effective links with employers, local community and schools.
19.
To participate in the College’s Teaching Observation and appraisal processes.
20.
To carry out such duties and responsibilities under the Health and Safety at Work Act
and associated legislation as described in the College’s Health and Safety policy
documents.
21.
Demonstrate commitment and enthusiasm to promote the principle of equality and
diversity in employment and service delivery.
22.
Be familiar with and promote the Equality and Diversity Policy.
23.
Be familiar with Child Protection requirements as outlined in the Child Protection
Policy and comply with its requirements to safeguard and protect the welfare of
children and vulnerable adults.
24.
Undertake such additional duties or projects as the Principal or line manager may
determine from time to time, after consultation with the postholder.
NOTE: Please be aware that the duties and responsibilities outlined above are
not exhaustive and may be varied from time to time after consultation with the
jobholder. They do not form part of the jobholder’s contract of employment.
PERSON SPECIFICATION
Criteria
Essential
Desirable
QUALIFICATIONS
AND EXPERIENCE
Degree or equivalent vocational
qualification in a relevant and
related subject area for the post
Vocational or specialist
qualification
Evidence of continuing professional
development
ITQ Level 2 or equivalent (or to
be achieved within probationary
period)
SKILLS AND
ABILITIES
An ability to work as a member of a
team
An enthusiastic and flexible
approach to learning and teaching
Proven administrative skills
Good interpersonal and
communication and ICT skills
Commitment to undertake training
for own continuous personal
development
Excellent presentation skills
An ability to work under pressure
and meet deadlines
Good organisational and
administrative skills
A willingness to work flexibly
Computer literacy
Ability to work under own initiative
but also collaborating and in
consultation with line manager
A proven commitment to Equal
Opportunities
A proven commitment to
safeguarding and promoting the
welfare of children, young people
and vulnerable adults