JOB DESCRIPTION
JOB DETAILS
Job Title: Lecturer – Functional Skills Maths/English/ICT
Grade:
B
JOB PURPOSE
To develop, prepare and deliver high quality education and training programmes and to
provide other professional support to help the College meet its objectives.
ACCOUNTABLE TO: Head of School
KEY RESULT AREAS
1.
Prepare and deliver course material to a range of programmes as directed by your
line manager.
2.
Carry out a range of lecturing and associated functions in connection with classroom
teaching, tutorial work, assessment, residential courses, open and distance learning
cases and student placements as required.
3.
Implement and take cognisance of all policies and procedures of the College and the
Faculty.
4.
Carry out tutorial duties and assist with the provision of an effective counselling
service to students on academic, non-academic and welfare matters as required.
5.
Undertake liaison activities with parents/guardians, schools and employers as
necessary. This will include participation in parents evening and visits to/from
employers as appropriate.
6.
Participate in a range of marketing activities based in College, Schools or elsewhere.
7.
Undertake research and consultancy as required.
8.
Work as a member of one or more course teams and to take responsibility for the
administration and management of specified courses or subject areas as required.
9.
Participate in curriculum development activities including the identification of
consumer requirements, planning, development and evaluation of courses and
course material.
March 2011
10.
Undertake staff appraisal and classroom observations in accordance with College
policy.
11.
Maintain class registers in line with College policy requirements.
12.
Keep appropriate records and provide reports and statistics as required.
13.
Contribute to extra curricular activities as required.
14.
Contribute to the delivery of key skill activity as required.
15.
Participate in arrangements for examinations, including writing and marking papers
and invigilation duties as appropriate.
16.
Provide mentorship to new members of staff as required.
17.
Undertake professional development to update subject knowledge.
18.
Undertake staff development to meet the changing needs of the College.
19.
Work within Health and Safety guidelines to ensure safe working practice.
20.
Promote equal opportunities at all times.
21.
To manage one or more elements of Faculty programme as directed by the Head of
Faculty and/or the appropriate Head of Department.
March 2011
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
Resources.
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.
STAFF DEVELOPMENT
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.
March 2011
COMMUNICATION AND WORKING RELATIONSHIPS
Internal Communication/Working Relationships
Liaison with:









Director of Curriculum Planning & Learner Engagement
Work Based Learning Manager
Head of School
Curriculum Leader
Student Services
Marketing Department
Exams
Other Lecturers
Awarding Bodies
Membership of College Groups


School Meetings
Cross College Meetings such Health & Safety, MIS user, Registers & Safeguarding
External Communication/Working Relationships
Liaison with:












Learners, Clients & Customers
Learner’s parents or guardians
Families & Young Peoples Services
National Apprenticeship Services
Colleges
OFSTED, IQER
Local Authority
EFA/SFA
Employers
Training Partners
Awarding Bodies
Professional bodies relating to activities of allocated area
This is not an exhaustive list – it is for illustrative purposes only
March 2011
Person Specification – Skills, Knowledge and Experience required
Lecturer in Functional Skills – Maths/English/ICT
Ref
1.
SKILLS
1.10
1.11
Essential
Evidence of continuing professional development (which can be
evidenced and monitored).
Evidence of 2 years proven track record of successful teaching or
engagement with young people
Good communication skills both written and oral
Evidence of ability to work as a member of a team
Ability to work in a timely and effective manner
Excellent administration, IT and organisation skills
Enthusiasm, flexibility and commitment to accuracy
Ability to work effectively with external agencies and partner
organisations
Ability to respond positively and sympathetically to learners whilst
providing appropriate support.
Have excellent subject knowledge in the required area of specialism.
Ability to teach across the range of Functional Skills
2.
QUALIFICATIONS
1.1
1.2
1.3
1.4
1.5
1.6
1.7
1.8
1.9
2.3
2.4
Essential
Teaching Qualification.
Minimum of 5 GCSE’s or equivalent. Including Maths and English at
grade C or above
Assessor award and/or IV award
Subject relevant qualification at level 3 or above
3.
EXPERIENCE
2.1
2.2
3.1
3.2
3.3
3.4
3.5
3.6
Essential
Experience of planning learning programmes, reviewing and
assessment
Recent experience in a teaching or training position in further
education or professional setting
Recent experience (within the last 3 years) of delivering LR
programmes up to Level 2
Knowledge of a range of learning strategies that provide learner
success
Experience or knowledge of embedding functional skills into the
relevant curriculum
Personal and professional integrity
March 2011
Assessed
A
A
A/I/P
A
A/I
A
A/I
A
A/I
A/P
A/I
A
A
A
A
A/I
A/I
A/I
A/I
A/I
A/I
4.
SPECIAL REQUIREMENTS
4.1
4.2
Essential
Strong commitment to Equality and Diversity
Awareness of Safeguarding
Key: Assessed at
A – Application form
I – Interview
P – Presentation
T - Test
March 2011
A
I
SUPPLEMENTARY INFORMATION FOR LECTURING POSTS
If successful at interview you will be invited to a meeting to undertake the
necessary pre-employment checks and mandatory training.
Salary
You are paid 25th of every month through the BACS system.
Pension
If you are employed full-time, part-time or on a casual basis, you will automatically become a member of
the TPA pension scheme, which is deducted from your monthly pay on a tiered basis.
LOWER SALARY
15,000
26,000
32,000
40,000
75,000
112,000
HIGHER SALARY
14,999
25,999
31,999
39.999
74,999
111,999
CONTRIBUTION
RATE
6.4%
7.0%
7.3%
7.6%
8.0%
8.4%
8.8%
Pre-Employment Clearances
If you are successful your appointment is subject to the following pre-employment clearances.
(i)
Medical
Satisfactory medical clearance
(ii)
DBS Enhanced Disclosure
Satisfactory clearance with the Disclosure Barring Service
(iii)
References
Satisfactory references received
(iv)
Qualifications
Verification of qualifications
(v)
Mandatory Training
Safeguarding
Equality and Diversity
Data Protection
Annual Leave
The leave year commences 1st September and your leave entitlement is currently 9.6 working weeks (48
days), which includes 8 bank holidays. Pro rata for part time working.
March 2011
Working Hours
The normal working week is 37 hours over five days. The full time main grade teaching contract includes
annual contact of 1080 hours for a Band A post, 828 hours for a Band B post, and 722 for a Curriculum
Leader post. The standard working week/hours are 8:30am-5:00pm Mon-Thurs, 8:30am-4:30pm Friday,
with an 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
Probationary Period
The probationary period is 10 months. You will be allocated a mentor by your line manager on appointment.
OTL
Within your first 3 months of employment you will have a formal graded observation.
Training and Development
We encourage all our staff to participate in our training and development scheme to enhance their job
performance, undertaking at least 30 hours per annum continuing professional development (pro-rata for
part-time staff).
Staff new to teaching will be required to commence the Diploma in Teaching in the Lifelong Learner Sector
at Level 5, or equivalent within the first year.
Induction
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. You will be
required to undertake Equality & Diversity Training on the first available date following your employment.
Appraisal is undertaken yearly at Individual Performance Review.
Identification
ID badges must be worn by all staff.
Disability
Applicants with disabilities will be invited for interview if they meet the essential criteria on the Person
Specification.
General
The College operates a No Smoking policy throughout all buildings. Designated areas are signposted.
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.
March 2011
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
A
(50
points
needed)
B
(10
points
needed)
C
(10
points
needed)
Certificate of Points
Qualifications Points
Prospective Points
Sponsorship Available
Available Earnings
Available
(£)
Job
in
50
None
0
17,000
5
Shortage
19,999
Occupation
NVQ 3
5
20,000
10
21,999
Job passes
Resident
Bachelors or
30
10
22,000
15
Labour
Masters
23,999
Market Test
Intra
PhD
30
Company
Transfer
Maintenance Requirement
15
24,000
+
Competence in English
20
10
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
UK.
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
able to:



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
March 2011


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
employment;
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.
Application Process
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.
March 2011