NB: This Is a Re-Advertised Post; Previous Applicants Should Not Apply

Carlow St London NW1 7LH Telephone 020 7756 2500 Fax 020 7756 2501 www ucu.org.uk

To: Applicants for the post of Head of Personnel

NB: this is a re-advertised post; previous applicants should not apply

20 July 2015

Dear Potential Candidate

Thank you for your request for an application and further details of the above post with UCU, which we now enclose.

You should read the guidelines enclosed before completing the application form, and please do not include your name on any part of the form, other than where you are specifically requested to do so.

Applications will not be acknowledged but, if you are to be called for interview, you will be notified shortly after the closing date. It is anticipated that the interviews will be held on the 8 September. We will not be able to provide feedback on applications from candidates who are not short-listed.

The closing date for this post is 19 August at 12 noon.

If e-mailing completed applications, please send to [email protected]

Please note that CVs in isolation are not accepted JOB APPLICATION FORM

Please either type directly onto this form using Microsoft Word or print out and complete the form in black ink.

It is essential that you read and consider the notes attached to the back of this form before you complete it.

Application for Employment as:

A EMPLOYMENT HISTORY

Present post: Job title:

Employer: Date started:

Salary and benefits:

Brief description of duties and responsibilities:

Previous posts (please start with the most recent):

Job title: Employer: Dates (from- Brief description of duties and to): responsibilities:

B OTHER EXPERIENCE Please provide details of other experiences that are relevant to this post e.g., voluntary, community, trade union activities.

Dates (from-to): Activity

C EDUCATION/TRAINING

Further/higher education: Dates attended: Qualifications/grade:

Secondary education: Dates attended: Qualifications (with date)/grade:

Other relevant training, professional qualifications or work related skills (for example TUC training; IT skills training; management training):

Are you undertaking any course of study at present? (if so, please give details)

Do you have membership of any professional bodies? (if so, please give details, including any offices held)

It is UCU’s policy to verify the qualifications of all successful job applicants and you may be asked at a later stage in the recruitment process for your consent to checks being carried out. Do you have membership of any professional bodies? (if so, please give details, including any offices held)

It is UCU’s policy to verify the qualifications of all successful job applicants and you may be asked at a later stage in the recruitment process for your consent to checks being carried out.

D ADDITIONAL INFORMATION

KNOWLEDGE Please tell us about the following:-

Your MCIPD qualification.

Your knowledge and understanding of the theory of personnel management, best practice and current trends.

Your knowledge and understanding of employment law.

Your knowledge of anti-discrimination legislation, best practice and current trends.

Your knowledge and understanding of analytical job evaluation.

Your knowledge of the implications of working for a Trade Union.

EXPERIENCE Please tell us about the following: Your experience of managing a Personnel Department and/or line managing a team of staff.

Your experience of implementing policies and procedures, including negotiating with staff trade unions.

APTITUDES AND SKILLS Please tell us about the following:

Your ability to design and deliver staff training.

Your communication, interpersonal, organisation and presentation skills.

Your ability to command trust, respect, fairness and confidence in all personnel matters.

Your ability to influence at all levels in the organisation.

Your ability to deal discreetly with sensitive issues and maintain confidentiality.

Your ability to manage a team of staff. Your capacity to work under pressure to meet deadlines and organisational priorities.

Your ability to travel in the UK.

Your ability/willingness to work outside office hours from time to time.

Your understanding of the objectives of the trade union movement.

E REFEREES Applicants should provide, in the space below, the names and addresses of two referees, including one from your present or recent employer or the education institution if you are applying directly from education.

1. Name: 2. Name:

Address: Address:

Telephone number: Telephone number:

Email: Email: Occupation: Occupation:

Time known: Time known:

Please note that references are only taken up for successful candidates after interview. F PERSONAL DETAILS

THE ‘PERSONAL DETAILS’ SECTION IS DETACHED FROM ALL APPLICATIONS, AND THE INFORMATION ON IT IS NOT USED IN THE SHORTLISTING/APPOINTMENT PROCESS, EXCEPT TO IDENTIFY DISABLED CANDIDATES WHO MEET THE PERSON SPECIFICATION AND WHO ARE TO BE GIVEN AN INTERVIEW.

Surname:

Forenames:

Current address:

Email address:

Day time telephone number:

Evening telephone number:

Mobile telephone number:

Other Details

What is the notice period required in your present post?

Do you have a full driving licence? Yes No

Do you have use of a car? Yes No

Are you a British subject or a national of any EU country? Yes No

If not, do you have the right to work in the UK and a current work permit? Yes No

If so, please state the expiry date of your right to work in the UK and/or your work permit:

Where did you see the advertisement for the post?

Convictions Have you ever been convicted of a criminal offence? If so please give details of any unspent convictions. Spent convictions do not have to be declared as the job is not one covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

Disabilities

UCU have given their commitment to shortlist all applicants for a vacant post who indicate in their application that they are disabled and who meet all of the criteria in the person specification. At the shortlisting stage, application forms will be checked to verify if any applicants are disabled. If so, those persons will be given an interview. Up until the interview stage, candidates are identified by number only. To further this commitment, please indicate if you have a disability.

Do you have a disability? Yes No

If 'yes', please give brief details of the effects of your disability on your day-to-day activities, and any other information that you feel would help us to accommodate your needs and thus meet our obligations under the Equalities Act 2010:

G DATA PROTECTION Information from this application may be processed for purposes registered by the Employer under the Data Protection Act 1998. Individuals have, on written request [on payment of a fee] the right of access to personal data held about them. I hereby give my consent to UCU processing the data supplied in this application form for the purpose of recruitment and selection. Declaration I declare that the information given in this application is to the best of my knowledge complete and correct. Signature: Date:

Note: Any false, incomplete or misleading statements may lead to dismissal. GUIDE TO COMPLETING UCU APPLICATION FORM

GENERAL

This guide is provided for the assistance of applicants and should be read before completing the form.

Please either type directly onto this form using Microsoft Word or print out and complete the form in black ink. This is required because the application will be photocopied during our own administrative process. If sending applications via Email, please ensure the format is compatible with Microsoft Office. If unsure, please send as text only.

Candidates are identified by number only and Section F is detached before the application is considered by those responsible for appointments. The information is mainly used for administrative and statistical purposes. To accord with UCU’s Disability Policy all disabled candidates who meet the essential criteria, as detailed in the person specification, will be interviewed. The panel will only be informed of the numbers of any disabled candidates after the short-listing has been completed. In that way short-listing is conducted purely by meeting the minimum criteria for the post.

Applicants are required to address the person specification when providing information in support of their application. The form is designed to assist in this process. Applicants should therefore avoid the use of “standard” curriculum vitae documents not prepared specifically for the post in question.

Only the information provided in this written application is taken into account in the shortlisting process, except where a disability is indicated, above, in which case the relevant information provided on the ethnic monitoring form may also be used. If you have a disability and need assistance completing the application form, please contact the Personnel Department.

If you are successful, the application form and supporting documents will be kept on your personal record file, and computer file which are stored securely and confidentially.

If you are unsuccessful, the application form and supporting documents will be stored securely and confidentially for 12 months after which it will be destroyed.

A. EMPLOYMENT HISTORY

You need to provide details of your present or most recent job.

For the previous posts section please include all work including part-time, voluntary and work at home. Remember to list most recent first. If you have no previous employment, write ‘none’.

B. OTHER EXPERIENCE

Please insert any information about other experience you have. For example voluntary work or trade union work.

C. EDUCATION AND TRAINING

This section should be used by applicants to show the range of skills they have acquired which would assist them in the post. If you are invited to attend an interview you will be asked to bring proof of the qualifications required for the post as stated in the person specification.

D. ADDITIONAL INFORMATION

This section will be considered against the person specification as part of the short-listing process. This is an opportunity for applicants to say why they believe they should be appointed to the post, and to provide any additional information on skills, abilities and experience, required by the person specification, that the application form has so far failed to provide an opportunity for them to display. It is important, therefore, that you ensure you translate your experience, knowledge and understanding into written evidence to support your application.

E. REFEREES

You need to provide the names of two people who will provide a reference. It is important they are able to verify and substantiate the evidence provided on your application form, therefore, one of the references should be your present or most recent employer.

F. PERSONAL DETAILS

It is important you complete this section accurately, as the information requested is needed to process your application and to allow us to communicate with you.

In order to comply with the law under Section 8 of the Asylum and Immigration Act 1996, we will need proof of your eligibility to work in the UK. The starting point of this confirmation is your passport. If you are selected for interview, you will be required to provide evidence, which can be in the form of your passport, birth certificate, etc. If you are selected for the post, you will need to provide further evidence of eligibility to work in the UK, for example a work permit. Details of evidence required will be issued to you with any provisional job offers.

Applicants for vacancies that show a preference for job share shall receive no less favourable selection consideration than applicants who show a preference for full time employment and vice versa.

DISCLOSURE OF CRIMINAL CONVICTIONS AND PENDING PROSECUTIONS

REHABILITATION OF OFFENDERS ACT 1974 (ROA)

You are required to give details of ‘unspent’ convictions and pending convictions.

A ‘spent’ conviction is when you have been convicted of an offence but not convicted again within a specified time. A conviction becomes ‘spent’ after a certain length of time, which varies according to the sentence and your age at the time of the conviction.

Below you will find information that will assist you in deciding whether your conviction(s) are spent or unspent (current).

 The ROA enables some criminal convictions to be ‘spent’ or forgotten (for the purpose of employment) after a rehabilitation period.  The length of the rehabilitation period depends on the sentence given, not the offence committed.  Sentences of more than 48 months can never be come spent and have to be declared.  Some types of employment are exempt from the ROA and applicants are required to disclose all of their convictions, spent and unspent. The employer has to state on the application form that the job applied for has excepted status under the Exemptions Order 1975. Jobs with excepted status include: work involving vulnerable groups e.g. children under 18 years of age. The rehabilitation periods that apply in England and Wales from 10 March 2014 are as follows:

End of rehabilitation period for End of rehabilitation period Sentence offenders under 18 at the date of for adult offenders conviction

A custodial sentence of more than 30 Seven years from completion 42 months from completion of the months, but not more than 48 months of the sentence sentence

A custodial sentence of more than six 48 months from completion 24 months from completion of the End of rehabilitation period for End of rehabilitation period Sentence offenders under 18 at the date of for adult offenders conviction months, but not more than 30 months of the sentence sentence

A custodial sentence1 of six months or 24 months from completion 18 months from completion of the less of the sentence sentence

12 months from the date of Removal from Her Majesty's service Six months from the date of conviction conviction

12 months from completion Six months from completion of the A sentence of service detention of the sentence sentence

12 months from the date of A fine Six months from the date of conviction conviction

The date on which the The date on which the payment is A compensation order payment is made in full made in full

In the case of an absolute discharge, there is no rehabilitation period (i.e. the conviction is spent immediately).

Where the duration of an order, for example a community or youth rehabilitation order, is not specified, the rehabilitation period is two years from the date of conviction.

Rehabilitation periods for custodial sentences run from completion of the sentence. For example, a custodial sentence of between six and 30 months has a rehabilitation period of four years from the end of the sentence. This means that an individual with a sentence of imprisonment of two years will have an additional period of four years from completion of the sentence before the conviction becomes spent.

We will not discriminate against ex-offenders. If you have previous convictions this will not automatically prevent you from getting the job. We consider how previous convictions could affect the job you are applying for. The information you provide will be kept confidential.

DISABILITY

If you have a disability as defined by the Equality Act 2010 and you meet the essential requirements of the person specification, you will be invited for an interview.

STATEMENT

If you give false or misleading information on your application form, it will be rejected.

If you gain employment with UCU by making such statements, you will be liable to action which could result in your dismissal.

EQUAL OPPORTUNITIES MONITORING FORM

UCU is committed to equality in employment. Our aim is to ensure equality for all existing and prospective employees and will not discriminate either directly or indirectly because of race, sex, sexual orientation, gender reassignment, religion or belief, marital or civil partnership status, age, disability, or pregnancy and maternity.

In order to assess how successful this policy is we have set up a system of monitoring all prospective and existing employees. We would therefore be grateful if you would complete the questions on this form. The information will be used for statistical and monitoring purposes only, and will be treated in confidence and be subject to the provisions under the current Equality Legislation and Data Protection Act.

COMPLETED FORMS

The completed Application Form and Equal Opportunities Monitoring Form should be returned to:

INSERT RETURN ADDRESS

PLEASE NOTE THAT ATTACHED CVS ARE NOT ACCEPTED

JOB CONTEXT FOR THE POST OF HEAD OF PERSONNEL

UCU – University and College Union

UCU was formed on 1 June 2006 with the merger of the AUT (Association of University Teachers) and NATFHE (the National Association of teachers in further and higher education).

UCU is the largest trade union and professional association for lecturers, learning support staff, academic related staff, trainers, researchers and managers working in further and higher education in England, Scotland, Wales and Northern Ireland. Our 120,000 members are employed mainly in universities, colleges of further education, colleges of higher education, and in adult, prison and land-based education. We also have members in the private sector, for example in private training agencies and language schools, as well as members working on a freelance basis. Students training to teach in post-school education also belong to UCU.

BACKGROUND

The post is based in the Resources Department. The Personnel team is responsible for the provision of personnel functions to UCU. JOB DESCRIPTION

Post Title: Department:

Head of Personnel Resources

Reporting Line: Salary Scale:

National Head of Resources Grade H

Purpose of Post:

To lead the Personnel team and ensure it achieves its strategic and operational aims and objectives.

Key duties and responsibilities

To manage and oversee the day to day operation of the Personnel team.

To report regularly to the General Secretary and National Head of Resources on personnel issues.

To deputise for the National Head of Resources as required.

Policy development and implementation

To advise on, and contribute to, the development of UCU’s personnel and health and safety policies and procedures in accordance with legislation and best practice.

To ensure UCU’s personnel policies and procedures are applied consistently across UCU.

In conjunction with the Head of Property and Facilities, to ensure UCU’s health and safety policies are applied consistently across UCU.

To have lead responsibility for the provision of eye tests for users of IT, including the purchase of glasses where appropriate.

Provision of personnel services

To be responsible for the provision of advice and support to departmental heads and line managers, including in relation to:  recruitment and selection  induction and probation  staff training and personal development plans  grading, pay and pension issues  the interpretation and implementation of terms and conditions of service  the operation of UCU’s disciplinary and grievance procedures  the management of sickness absence

To manage, and participate in, a range of personnel processes including:  recruitment and selection  grievance and discipline  sickness absence, capability and return to work procedures

To monitor and coordinate the training and development of staff across departments. To design and deliver training courses for departmental heads and line managers in personnel issues.

To design and deliver induction training and training for staff in key personnel policies.

To be responsible for staff queries, including in relation to the interpretation of terms and conditions of service, pay and pension matters.

To develop and maintain effective relationships with staff unions and to take part in negotiations as required.

To be responsible for UCU’s job evaluation system including:  the development and maintenance of the JE scheme  managing, and participating in, JE panels and grading appeals

Responsibility for staff

To line manage the Personnel team and own administrative staff in accordance with UCU’s personnel policies and procedures.

To contribute to, and participate in, recruitment planning and processes related to the Personnel team.

To manage the development of staff in the Personnel team.

To ensure UCU’s health and safety policies are followed.

Responsibility for financial resources

To manage the Personnel budgets, in accordance with UCU’s financial policies and procedures.

To contribute to the planning and setting of the Personnel budgets in consultation with the National Head of Resources.

To authorise expenditure within the limits of authority.

Responsibility for information resources

To be responsible, with the Head of IT Services, for the development and maintenance of personnel systems and records.

To be responsible for equality monitoring, equality audits and impact assessments.

To be responsible, with the Head of Finance, for the provision of timely and up to date payroll information.

To produce personnel management information to enable decision making.

Other responsibilities

To maintain awareness and knowledge of contemporary trends in personnel management, health and safety and office management.

To identify any personal training or development needs and report these to the National Head of Resources.

To liaise and work collaboratively with other Departments to achieve UCU’s policies and objectives.

To attend Annual Congress, the NEC and its committees as required.

To promote equality and diversity in all aspects of the team’s work. To undertake such other duties as the General Secretary and National Head of Resources may reasonably require. PERSON SPECIFICATION

Post Title: Department:

Head of Personnel Resources

Reporting Line: Salary Scale:

National Head of Resources Grade H

Purpose of Post:

Minimum essential criteria for post

Knowledge 1. MCIPD qualification

2. Knowledge and understanding of the theory of personnel management, best practice and current trends.

3. Knowledge and understanding of employment law.

4. Knowledge of anti-discrimination legislation, best practice and current trends.

5. Knowledge and understanding of analytical job evaluation.

6. Knowledge of the implications of working for a Trade Union.

Experience 7. Experience of managing a Personnel Department and/or line managing a team of staff.

8. Experience of implementing policies and procedures, including negotiating with staff trade unions.

Aptitudes & Skills 9. Ability to design and deliver staff training.

10. Good communication, interpersonal, organisation and presentation skills.

11. Ability to command trust, respect, fairness and confidence in all personnel matters. 12. Ability to influence at all levels in the organisation.

13. Ability to deal discreetly with sensitive issues and maintain confidentiality.

14. Ability to manage a team of staff.

15. Capacity to work under pressure to meet deadlines and organisational priorities.

Special Conditions 16. Ability to travel in the UK.

17. Requirement to work outside office hours from time to time.

18. Understanding of the objectives of the trade union movement.

PARTICULARS OF TERMS OF EMPLOYMENT

HOURS OF WORK

The post can be full-time (35 hours per week), but applicants who wish to work part-time (0.6 and above) will also be considered. REMUNERATION

The salary for the post of Head of Personnel is paid on UCU Grade H: £52,209 - £59,880 p.a. including London Weighting for full-time, or pro rata for part-time.

LOCATION

The post is located at UCU’s Head Office, at Carlow Street, London NW1 7LH.

TRAVEL

The post holder will be expected to travel throughout the UK. Travel expenses will be paid in accordance with UCU policy.

HOLIDAYS

Annual leave entitlement is 35 days per annum plus 8 Public (or Bank) Holidays, and 8 Closure Days, which are as follows:-

5 days at Christmas (3 days between Boxing Day and 1 January plus two others to be taken according to where Christmas falls).

Thursday before and Tuesday after Easter Tuesday after August Bank Holiday

Staff working part time will receive a pro rata entitlement to annual leave, closure days and public holidays

PENSION

As of 1 April 2014, all staff are contractually enrolled into the Universities Superannuation Scheme (USS).

UNION MEMBERSHIP

 UCU encourages all its employees to belong to a relevant recognised trade Union.

 You have the following rights in respect of trade union membership and activities:-

 the right to belong to a trade union;

 the right not to belong to a trade union;

 the right where you are a member of a trade union to take part in official activities and seek election to office and hold office in a trade union. UNIVERSITY AND COLLEGE UNION

University and College Union (UCU) was formed on 1 June 2006 when the National Association of Teachers in Further and Higher Education (NATFHE) merged with the Association of University Teachers (AUT).

UCU AIMS, OBJECTS AND STRUCTURE

UCU the University and College Union, is the largest trade union and professional association for lecturers, learning support staff, academic related staff, trainers, researchers and managers working in further and higher education in England, Scotland, Wales and Northern Ireland. Our 120,000 members are employed mainly in colleges of further education, universities, colleges of higher education, and in adult, prison and land-based education.

We also have members in the private sector, for example in private training agencies and language schools, as well as members working on a freelance basis. Students training to teach in post-school education also belong to UCU. Its Aims and Objects are as follows:

 To protect and promote the professional interests of members individually and collectively, to regulate the conditions of their employment and the relations between them and their employers and to provide and maintain such services as may be approved by UCU Congress or the Transitional National Executive Committee of UCU from time to time;

 To advance adult, further and higher education generally and professional and vocational training in particular and to promote research into educational development and the exchange of ideas concerning education;

 To promote equality for all including through: (i) collective bargaining, publicity material and campaigning, representation, union organisation and structures, education and training, organising and recruitment, the provision of all other services and benefits and all other activities; (ii) the union’s own employment practises;

 To oppose actively all forms of harassment, prejudice and unfair discrimination whether on grounds of sex, race, ethnic or national origin, religion, colour, class, caring responsibilities, marital status, sexuality, disability, age or other status or personal characteristic;

 To establish or aid or join with other societies or bodies in establishing charitable trusts of an educational nature and to subscribe to charitable trusts of such nature as are already in existence;

 To place the views of members before various education authorities and other bodies and before the general public and in particular to advance all matters of concern to the education profession;

 To affiliate to the Trades Union Congress and to co-operate, where appropriate, with it or any of its affiliated unions;

 To enable members to co-operate as a body with other organisations in the pursuit of the aims of the Union;  To pursue political objects under the provisions of the Trade Union Act 1913 (as amended) and the Trade Union Act 1984, Part III;

 To render, within the provisions of these Rules, legal advice and assistance and advice and assistance in professional matters to members, whenever possible and desirable;

 To promote and maintain standards of professional conduct;

The supreme policy-making body of the Union is the Congress, which meets annually, and the principal executive committee is the National Executive Council, which has its own Committees and Groups reporting to those Committees. The union is organized into Employment Sectors for Higher Education and Further Education. Employment Sector Conferences decide policy on claims to employers, action and the settlement of claims.

UCU is affiliated to the Trades Union Congress, Education International and the European Trade Union Committee for Education, and works with them in appropriate ways to further the interests of our members and the sectors in which they work. UCU does have a Political Fund but is not affiliated to any political party. CONFIDENTIAL

EQUAL OPPORTUNITIES MONITORING FORM

UCU is committed to equality in employment. Our aim is to ensure equality for all existing and prospective employees and will not discriminate either directly or indirectly because of race, sex, sexual orientation, gender reassignment, religion or belief, marital or civil partnership status, age, disability, or pregnancy and maternity.

In order to assess how successful this policy is we have set up a system of monitoring all prospective and existing employees. We would therefore be grateful if you would complete the questions on this form.

The information will be used for statistical and monitoring purposes only, and will be treated in confidence and be subject to the provisions under the current Equality Legislation and Data Protection Act.

Thank you for your assistance.

LAST NAME:

FIRST NAME:

DATE OF BIRTH:

Would you describe yourself as:

Female □ Male □ Prefer not to Say □

Is your gender identity the same as the one you were assigned at birth?

Yes □ No □

How would you define your sexual orientation?

Heterosexual □ Lesbian or Gay □ Bisexual □ Prefer not to Say □

What is your Marital Status? Married □ Civil Partnership □ Single □ Other □ Prefer not to Say □

Do you have responsibility for dependants? (Dependants relates to children, or elderly or other persons for whom you are the main carer.) Yes □ No □ What is your ethnic group?

(Relates to a sense of identity/belonging on the basis of race/culture). I would describe myself as (choose ONE section from A to E, and then tick the appropriate box to indicate your cultural background):

A White:

British

Any other white background (please specify)

B Mixed:

White and Black Caribbean

White and Black African

White and Asian

Any other mixed background (please specify):

C Asian or Asian British:

Indian

Pakistani

Bangladeshi

Any other Asian background (please specify):

D Black or Black British:

Caribbean

African

Any other black background (please specify):

E Chinese or other ethnic group:

Chinese

Any other (please specify):

F Prefer not to say What is your religion? (Please tick the appropriate box) None Christian Buddhist Hindu Jewish Muslim Sikh Other (please state) Prefer not to Say Do you consider yourself to have a disability or a long term health condition?

Yes □ No □

If ‘Yes’ what is the effect or impact of your disability or health condition (please state)?

Or Prefer not to say □

To make positive changes, UCU wants to address the different barriers faced by disabled people. Many people who do not consider themselves to be disabled may be covered by the Equality Act 2010 because they have a health condition that has an impact on their lives.

What do we mean when we say disability?

 Do you have a physical or mental impairment?

 Is it long term?

 Does this make it difficult for you to do the things that most people do on a fairly regular and frequent basis?

If so, you may have rights under the Equality Act 2010. This includes people who are receiving treatment or using equipment (except glasses or contact lenses) that alleviates the effects of an impairment or a condition, people with an impairment or condition that is likely to recur, people who have conditions that will get worse over time and people with severe disfigurements.

Employees with a disability or health condition are entitled in law to ‘reasonable adjustments’ to address their needs for support in the workplace. Therefore we are interested in any disability or health condition that may require a reasonable adjustment to overcome any such barriers.

Data protection: Information from this application may be processed for purposes registered by the Employer under the Data Protection Act 1998. Individuals have, on written request, and on payment of a fee, the right of access to personal data held about them. I hereby give my consent to UCU processing the data supplied in this form for the purpose of recruitment and selection. Applicant's signature: Date: