We are looking for someone who is a self-motivated, autonomous individual who has excellent oral and written skills and a sound knowledge of learners with special educational needs (SEN). This post will support the assessment of learners with higher level needs across the college and assist with their application and transition to college as well as leading the coordination and completion of annual reviews for learners’ EHC (education, health and care) plans.
To work closely with the learners and their curriculum leaders, teachers, personal tutors and support staff to identify progress plans, as well as support needs to ensure progression outcomes can be realised.
This is current at the date shown below and is a guide to the work you will be required to undertake. In consultation with the post holder, it may be changed from time to time by the College to meet changing circumstances.
CONDITIONS OF SERVICE
The appointment is subject to the Conditions of Service for Business Support Staff.
All successful applicants will undergo the following checks:
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Enhanced DBS
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2 x References, one of which must be your current or most recent employer
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Qualification validation check
SALARY
The salary range for this post is from £31,466 up to £34,291 per annum. Your starting salary will be dependent upon your qualifications and experience. Once you have successfully passed your probationary period, your salary will increase within the salary band on an annual incremental basis, until you reach the top of the salary scale.
HOURS OF WORK
The hours of work will be based on 37 hours per week, 52 weeks per annum.
ANNUAL LEAVE
The post carries 25 annual leave days, plus eight public bank holidays plus a further five concessionary days as ‘leave to be taken at the Principal’s discretion’.
After 2 years continuous service, your annual leave entitlement will increase to 30 days per annum.
Please note that only in exceptional circumstances, with your Directors permission, will staff be able to take more than 3 consecutive weeks of leave in any leave year.
PENSION SCHEME
The College operates an occupational pension scheme, namely the ‘Local Government Pension Scheme’.
PROBATIONARY PERIOD
All newly appointed staff have to serve a 6 month probationary period. During the probationary period you will have to attend the corporate staff induction day, a Teaching and Learning Induction session if you deliver learning and additional mandatory courses on: Equality & Diversity session, Prevent, GDPR, Safeguarding Training session and Health & safety training session. Failure to attend these will prevent you from successfully completing your probation.
REFERENCES
All candidates have to have 2 satisfactory references.
LOCATION
The successful applicant will be based cross campus and therefore, will be required to travel to our other campuses or surrounding areas as required.
MEDICAL
The successful applicant will be required to satisfy the Medical Officer as to his/her fitness to carry out the duties of the post.
VALIDATION OF QUALIFICATIONS
The College will undertake qualification validation by writing to the appropriate educational institute. Only those qualifications which are essential for the post will be followed up.
CONTRACTUAL REQUIREMENT TO OBTAIN A QUALIFICATION
If you are required to obtain a qualification as a contractual requirement, the College reviews its CPD budget on an annual basis regarding availability of funds, and cannot therefore guarantee that newly appointed staff will receive either part or full funding for the course fees. However, student loan facilities are available.
MATHS AND ENGLISH
All staff are required to have a minimum level 2 qualification in both English and Maths. If you are not already in receipt of one or both of these qualifications, you will be expected to obtain it (them) during your employment at the College.
SAFEGUARDING
The College is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff and volunteers to share this commitment. All newly appointed staff will be required to undertake safeguarding training during their probationary period.
Heart of Worcestershire College adheres to the Department of Education’s guidance on ‘Keeping children safe in Education’. As part of your induction, you will be required to read and understand part 1 of this document.
DISCLOSURE & BARRING CHECK
All successful applicants will be required to complete and pay for a Disclosure & Barring Service check. The costs of this check will be deducted from the applicants first salary payment from the College. The College adheres to the DBS Code of Practice and has policies covering the Recruitment of Ex-Offenders and the Secure Storage, Handling, Use, Retention and Disposal of Disclosures and Disclosure Information. Copies of these are available on request.
RECRUITMENT OF EX-OFFENDERS
The College is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
As an organisation we use the Disclosure & Barring Service (DBS) to assess the suitability of all prospective appointments. We undertake not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
Applicants/employees are required to declare any pending criminal prosecutions they may have as well as any spent criminal convictions, cautions, reprimands and final warnings as defined under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. The only exception to this requirement is that applicants/employees do not need to disclose any ‘protected’ cautions, or convictions as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2013.
Please read the ‘Guidance Note to applicants on disclosing information about cautions and convictions in their application’ document before you complete your application form.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances and background of any offences.
TRAINING
All successful applicants will be required to undertake all mandatory training and update sessions and any appropriate training and development as required, including Health and Safety.
SMOKING POLICY
HoW College is a Smoke Free environment from the effects of direct/indirect contact with smoking, including using the following:
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Cigarettes
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E-cigarettes
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Vaporisers
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Pipe smoking
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Cigars
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And all other associated smoking products
APPLICANTS WITH DISABILITIES
Candidates with a disability should contact the HR Department before interview if they require any adjustments to be made for the interview and/or selection tests.
APPLICATIONS
A completed application form should be submitted. Curriculum vitae will not be accepted as a substitute.
It would greatly assist the shortlisting panel if the information submitted on your application clearly identifies and demonstrates how your qualities match those listed under the essential requirements on the person specification.
Please remember that it is not sufficient to merely repeat what is in the specification – you must show how you meet each requirement. You must also provide details under ‘previous employment’ which must include all employment undertaken since leaving full time education.
Completed application forms should be submitted by 24th June 2026 via our website at www.howcollege.ac.uk.
INTERVIEWS
The Interview date for this post is TBC; short-listed candidates will be notified with the details for interview. In view of the high cost of postage, it is not our intention to notify unsuccessful applicants. If you have not heard from us within four weeks of the closing date, please assume that your application has been unsuccessful and accept our thanks for your interest in applying.
DATA PROTECTION/GENERAL DATA PROTECTION REGULATION (GDPR)
Please be aware that HoW College complies with the current Data Protection Act and is currently developing systems to ensure that we will be fully compliant with GDPR when this comes into force in May 2018. GDPR is a European wide update to the Data Protection Act, with more requirements and stronger enforcement. As such we expect all staff to fully comply with the requirements of these legislation. Failure to do so will lead to formal disciplinary action.
Members of staff will be provided with guidance in relation to GDPR to ensure that full compliance is achieved and maintained within the College.
Further information can be obtained by using the following link:
https://ico.org.uk/media/for-organisations/documents/1624219/preparing-for-the-gdpr-12-steps.pdf
