Welcome to New College A Guide for New Applicants Dear Applicant I am delighted that you are considering joining our staff at .

We are extremely proud of our college. Although the College operates in a highly competitive environment, the College has proved a very popular choice with students across . We currently have 2,300 full-time students aged 16-19 enrolled at the College.

The College has an inclusive approach and we are ambitious that each one of our students achieves at the highest level, whatever their starting point. We are looking for staff who are committed to the very best teaching and student support and who can help our students to realise their potential.

If you believe you can inspire and motivate our students to achieve their very best, whether as a teacher or a member of support staff, both of which are critical to the College’s and students’ success, we very much look forward to receiving your application and to welcoming you to our happy, caring and supportive College.

Yours sincerely

Angela Williams Principal Guidance Notes for Applicants Thank you for expressing an interest in working at the College. Please read these guidance notes before completing the application form.

• How should I complete the application form? Yes. The application form should be completed in black ink (pen) or typescript to facilitate photocopying. The decision to short-list you for interview will be based on the information you provide on the application form. To help us to make Completed applications can be returned electronically as an email effective and logical short-listing decisions, we require you to complete attachment to [email protected] or alternatively posted to: your application form to a standard and systematic format. The example below, which shows how section 6 of the application form is Human Resources set out, is intended to help you to complete your application form to Huddersfield New College the required standard. New Hey Road Huddersfield Example West If one of the criteria for the role is ‘previous experience in an HD3 4GL administrative role’, in the ‘Evidence’ column you might write something like: • Who can I contact for advice on completing the application form? ‘In my current role I undertake a wide range of administrative duties on a daily basis, including typing, filing, answering the telephone and If you have any queries about applying for a post and how the producing various documents using Microsoft Word and Excel. I am a application form should be completed, the Human Resources highly organised person and pride myself on the level of attention to department will be happy to assist you. Please contact Human detail I have, as it is important to me to produce accurate and well- Resources on 01484 652341 extension 2364 or via email to the email presented work. I am efficient and have received praise from my line address above. manager on my administrative skills. Ultimately, other people are relying on me to do a good job and I know that my role is crucial in terms of • What happens after I have returned an application form? others being able to do their jobs effectively.’ The application form must be completed and returned to the College In section 6 of the application form you will find a number of questions on or before the specified closing date and time. Only in exceptional related to the role for which you are applying. These questions relate circumstances will a late application be considered. to the criteria set out on the person specification for the role and your We will contact short-listed candidates after the closing date and suitability for the role will be assessed against these criteria. You must invite them to attend a selection event. Every effort is made to inform therefore respond to each question in section 6, providing as much applicants of the status of their application, even if they detail as possible, providing examples from your current or most have not been short-listed but in the event that you do not hear recent role and with a focus on the outcomes/impact of your actions/ from us, please assume that, on this occasion, your application responses in different situations. has not been successful. . • If I miss out one of the criteria and don’t provide evidence of how I meet it, will that go against me? We have a scoring system for short-listing applications so if you don’t acknowledge one or more of the criteria for a post (apart from those that are not being assessed at application stage – see the * in the assessment methods columns on the person specification) you will not receive any points for those. Scores are given based on the quality of explanations detailed in the ‘evidence’ column. • Can I complete my application electronically?

By Car onto the A643, which runs alongside the M62. Getting here From M1 Junction 38 • Continue until the roundabout at • Exit the M1 and join the A637 Junction 23 and take the first exit onto Huddersfield New College, New Hey Road, towards Huddersfield. the A640, New Hey Road. Huddersfield, HD3 4GL • Continue on the A637 and then join • Continue for about ¾ mile. Take the the A642 and subsequently A629 first right after passing The Spotted www.huddnewcoll.ac.uk towards Huddersfield Cow public house on the left and [email protected] // 01484 652341 • At the roundabout with the A62 take Huddersfield New College will be the first exit into Queensgate (the found at the end of this road. University of Huddersfield will be on the left). By Train • Continue on the A62 until the junction with the A640 and turn left, signposted • The nearest station is Huddersfield. for the M62 (West). • For further information on train times • Go straight ahead at two roundabouts, and fares, please telephone the pass the Merrie coffee shop National Rail Enquiry Line on on the right hand side and the entrance 08457 484950. to Huddersfield New College (and • High School) is the By Bus second turning on the left. • Take either the 370 from Westgate or the From M62 Junction 24 (Westbound) 377/538 from Huddersfield Bus Station. • Leave the M62 at Junction 24 and join Please telephone 0113 245 7676. the A629, signposted Huddersfield. • At the roundabout take the first exit Staff & Student Testimonies Huddersfield New College is a great place to work, but don’t just take our word for it...

Michael Fleary, Angela Dalgleish, Teacher of Sport Receptionist

Since joining HNC in 2009, I have been made to feel more than I thoroughly enjoy welcome in settling in to my role. I received a letter of introduction working at Huddersfield from my induction mentor in the summer and information on of New College. It is a very what my first year would consist. caring and supportive college for both students On my first day, the organisation of the induction process was and staff. I was allocated very apparent. Receiving an induction file with a calendar of a mentor right from the training dates and other events helped ease me in to the college. start; this made me feel A very simple event, which I found to be very useful, was the start very welcome. The of year staff briefing, which allowed other staff to see my face and also for me to meet other induction training was thorough and well organised. members of staff around the college. This may seem an obvious type of event to run, but Personal development is always encouraged. As isn’t something I’ve always experienced with other employers. receptionist, I am a member of the support staff but here at Huddersfield New College both support and I was a newly qualified teacher when I joined the College and although I found the start teaching staff are all one team. Staff and students of my first year challenging, I felt much supported by my team and other colleagues. are very friendly. My job as receptionist is very busy There have always been people to turn to for advice and there is a tremendous ethos in and no two days are the same, which I like. I really the department of sharing resources and other good teaching practice, which has been enjoy helping students and visitors to the college. reassuring and has prevented me from reinventing the wheel where certain subject areas It’s a happy and enjoyable place to work. have already been delivered by others in the past.

The College organises a wide range of staff wellbeing and social activities, and these help to improve the atmosphere around the campus and in-turn help improve the quality of what Dominic Phillips, we do as teachers. The sports team is very diverse but a very fun crowd to be part of, and I Former Vice President have definitely been made to feel welcome even before my first official day of work. of the Student Union

Huddersfield New College is not only for me Matt Darlington, a fantastic place to learn Exams Assistant and study, it is also a friendly workplace. In my I started working at Huddersfield New College in January 2011, time at the College I was shortly after graduating with a History degree from York University. the Vice President of the Needless to say I feel very lucky to have found such an interesting College’s Student Union, and rewarding job in these tough times. The work is always varied a Student Diversity Champion and a Governor. and enjoyable, albeit a little hectic at times! Each day brings a new In these roles I worked closely with the College challenge, but I am coping well thanks to the support offered by the management and staff but most importantly the College, and a fantastic working relationship with my line manager. outstanding student body. Here at HNC the voice of I have worked closely with members of staff from all areas of the College, both teaching and the students is a vital part of the day-to-day running support, and everyone has made me feel very welcome. and success of the College.

Scott Goodacre, Edward Broadbent, Marketing and Teacher of Business Communications Manager After completing my Business Management degree in 2003 I worked in industry for several years before I originally came enrolling in September 2007 on the Business to the college as Education PGCE at Sheffield Hallam University. On a Media Studies completion of the course in 2008 I secured a full time teacher after post as a Business Studies teacher at Huddersfield completing my New College. Although my post was as a business PGCE in the North teacher in my first year I was given plenty of East. The college opportunities to teach in other subject areas. From were incredibly accommodating and understanding September 2009 I began teaching on, AS Applied Business, BTEC National Diploma, IT Key of the effort involved in relocating to Yorkshire for Skills and coaching the girls’ football team. my fianceé and I. I was made to feel at home from the very beginning, and after a year had members From my first day at the College I found all the staff very friendly and it didn’t take me very of staff asking me questions as if I’d been here for long to settle in. I had plenty of support from my fellow colleagues and found the senior years already! management team approachable. The facilities at the College are excellent with modern and bright teaching rooms. I have been encouraged to attend external training courses The college’s induction programme is very to develop my teaching skills, and there are plenty of opportunities to acquire skills from thorough and was great in getting me used to internal training provided. a college the size of HNC. All of the staff are very friendly and helped me settle in, and the It is very encouraging as a new member of staff to work in an organisation where everyone department went out of their way to provide seems happy within their roles and are positive about the workplace. There is very little support as it was my first teaching role. negativity within the College and this makes Huddersfield New College a great place to work. Huddersfield New College is full of fantastic people which makes it a brilliant place to work. Equality, Diversity and Inclusion In many areas of the law, including the Children Act, young people of 16 and 17 are classed as children. As such, the term “child” is used to include anyone under The College has produced a number of documents in which our commitment the age of 18 or vulnerable adults up to age 25. The College will support any of its to equality, diversity and inclusion (EDI) is explained, with reference to current students at risk of abuse irrespective of their age. legislation, most notably the Equality Act 2010. These documents include: The aim of the College’s Safeguarding Policy is to raise the awareness among • Equal Opportunities Policy teaching and support staff, its governors and volunteers of the need for child • Single Equality Scheme and action plan protection, and of their responsibilities in identifying and reporting possible • Investors in Diversity action plan cases of abuse. • Teaching and Learning Handbook The College addresses this aim through the following means: We want all employees to be aware of and to share in the College’s approach to • By providing a systematic means of monitoring children thought to be at risk; equality, diversity and inclusion and the steps we are taking to advance equality for all groups and members of the College’s community. All who work at the College • By emphasising the need for good levels of communication between all staff; should appreciate that they have a responsibility and a role to play in the promotion of equality and diversity. This is particularly so in the day-to-day relationships • By developing a structured internal procedure to be followed by all members which are developed at work between employees, employees and students, and of the College staff in cases of suspected abuse; users of the College’s services. The support and cooperation of each employee for the measures being adopted by the College are essential to the preventing and • By promoting understanding and building relationships with other agencies in addressing the occurrence of discrimination in all aspects of studying, working and order to work together more effectively; being part of a wider community. • By supporting each individual child’s development in ways which will foster The College wholeheartedly supports the principles of equality of opportunity and security, confidence and independence; and, valuing diversity and opposes all forms of unlawful or unfair discrimination on any • By including child protection and safeguarding issues within the grounds and particularly in relation to any protected characteristic, as defined by the pastoral curriculum. Equality Act 2010. We believe it is in the College’s best interests, and those of all who study or work at the College, to ensure that the talents and skills available throughout The College has a designated Child Protection Officer. the College community are valued and used to best effect. To this end, within the framework of the College mission, strategic objectives and the framework of the law, The Rehabilitation of Offenders Act 1974 we are committed, wherever practicable, to achieving and maintaining best practice in equality issues. Every possible step will be taken to ensure that individuals are The Rehabilitation of Offenders Act 1974 exists to support the rehabilitation into treated appropriately and fairly, and that objective criteria are used in the recruitment, employment of reformed offenders who have stayed on the right side of the law. selection, training, promotion and career management of staff, and in admissions and students’ choice of programme of study. For most purposes the Act treats a rehabilitated person as if he or she had never committed an offence and, as such, they are not obliged to declare their caution(s) We are very proud of our equality and diversity achievements, which include or conviction(s) when applying for employment. Huddersfield New College attaining the Investors in Diversity standard at Level 2 in January 2012. provides a service for young people and vulnerable adults and is exempt from the provisions of the Rehabilitation of Offenders Act 1974. You are therefore required to declare any prosecutions, cautions and/or convictions you may have, including The Equal Opportunities Monitoring sheet that forms part of the College’s those regarded as ‘spent’ under this Act. Failure to declare details of any criminal application form should be completed and submitted as part of your application. convictions may disqualify you from employment or result in disciplinary action This sheet will be separated from the application form and held in the Human including dismissal. Resources office until short-listing and interviews have taken place. The short-listing and interview panels will not have sight of this sheet and will therefore not be aware Data Protection of the equal opportunities monitoring information of each of the applicants at any stage of the recruitment and selection process. Huddersfield New College needs to keep certain information about its employees, prospective employees, students and other users to allow it to monitor The Equality Act 2010 – Provisions for Candidates with a Disability performance, achievements, and health and safety, for example. It is also necessary to process information so that the College can comply with its legal obligations The College holds the “double tick” disability symbol, indicating our commitment and staff can be recruited and paid. To comply with the law, information must to employing disabled people. If you indicate that you are disabled on the Equal be collected and used fairly, stored safely and not disclosed to any other person Opportunities Monitoring sheet within the application form, and we judge you meet unlawfully. all the essential criteria for the post, you will be invited for interview. If any specific arrangements need to be made in respect of your application or any subsequent The College treats in confidence all personal and other information applicants interview, please let us know as soon as possible to enable you to present yourself disclose on their application form. In line with the Principles of the Data Protection fully throughout the selection process. Act 1988, the College is committed to ensuring that personal data shall: • be processed fairly and lawfully Information on disability will also be used for monitoring purposes, along with any other personal information, in order to measure the effectiveness of the College’s • be obtained for a specified and lawful purpose and shall not be processed in strategies to promote equality, diversity and inclusion. The information you provide any manner incompatible with the purpose will be treated as strictly confidential by the Human Resources department and will in no way be used to discriminate against any candidate at any stage of the • be adequate, relevant and not excessive for the purpose recruitment and selection process. • be accurate and up-to-date The Disclosure and Barring Service (DBS) • not be kept for longer than necessary for the purpose The College is a registered organisation with the Disclosure and Barring Service (DBS) and uses its Disclosure Service. The primary purpose of the Service is • be processed in accordance with the data subject’s rights to make safer, more informed recruitment decisions and to ensure the College complies with legislation regarding the individuals we employ. It is the College’s • be kept safe from unauthorised processing, and accidental loss, damage or policy that all staff appointed to a role will be asked to apply for a DBS Enhanced destruction Check, including Children’s/Adults’ Barred List Checks. The cost of the DBS Check will usually be met by the employee and successful candidates will be advised of • not be transferred to a country outside the European Economic Area, unless this in their letter confirming the offer of work/employment. We reserve the right that country has equivalent levels of protection for personal data, except in specified circumstances. to change the level of DBS Check required for certain positions within the College in line with changes to employment and other legislation and the DBS Code of Following appointment to a vacant position, the data on the successful candidate’s Practice. The College adheres to a policy and code of practice, which are those application form will be used for operational, managerial and associated purposes recommended by the DBS and published under Section 122 of the Police Act 1997. relevant to the payment of salary, pensions and the maintenance of Human The College’s Safeguarding Policy contains a section on DBS Checks for staff, Resources systems. The data will also be used to produce depersonalised statistics a copy which can be downloaded from the College’s website or is available on in connection with equality and diversity and recruitment monitoring. Some request from the Human Resources department. information may be disclosed to select third parties (e.g. Inland Revenue, pension schemes etc.). Safeguarding If your application is unsuccessful your application form and any short-listing and Section 175 of the Education Act 2002 requires local education authorities and the interview notes will be retained on file, in the Human Resources office, for a 6 month governing bodies of Further Education Colleges to make arrangements to ensure period from the date of application and/or interview. At the end of the 6 month period that their functions are carried out with a view to safeguarding and promoting the all of the short-listing and interview notes will be confidentially destroyed. During this welfare of children. period the information provided by applicants will not be released to any other internal staff or any external parties without their express consent. To provide the highest quality education, in a friendly, safe Our Mission and supportive environment, enabling all our students to be successful and to progress with confidence to higher education and employment.

The College’s Senior Management team currently consists of six members, including the Principal and Deputy Principal. The College employs approximately 230 staff, of which over 100 are teachers. Our employees Organisation are well-qualified and encouraged to participate in staff development opportunities, both internal and external. Performance management is a central feature of the College’s approach to quality assurance and individual goals are intended to relate to the College’s goals and strategic plan. New employees are supported with a comprehensive induction programme, which includes access to a dedicated mentor. All members of staff are required to participate in an annual and mid-year review of their performance with their line manager, the purposes being to celebrate achievements, establish progress made on fulfilling personal goals and to identify development needs to ensure current performance and future career aspirations are supported.

Praise from OfSTED • The College provides a safe and inclusive environment where many • Students feel that people from all different backgrounds are students thrive and develop in confidence. welcomed in college and that bullying or harassment are not tolerated. • Strong leadership has refocused staff energies on raising standards. Staff are supportive of the College’s strategies for improvement, are • Improving the quality of teaching and learning is a very high priority. aware of what actions need to be taken and are clear about their responsibilities in achieving them. • The College offers a broad and inclusive range of courses to meet the needs of students in the local area. The curriculum has evolved • The students feel very safe in the college and know that their significantly in recent years and now includes a wider range of views in relation to health and safety are taken very seriously. Their alternative vocational courses alongside a substantial number of behaviour is exemplary. AS- and A-level subjects.

• The College is a key player in developing educational opportunities • Subject staff arrange a wide range of visits and trips to enhance in the local area. It works well with an extensive range of partners learning. Several subjects have themed weeks, such as the and these links are of significant benefit to students. European week for language students and a sustainable ‘Dragons Den’- style competition in art and business. Fund-raising events • Students are supported very well. Personal support is outstanding. raise substantial sums of money for students’ chosen charities.

• Equality and diversity are promoted very well in an inclusive and • Support for students with learning difficulties and/or disabilities welcoming environment. A culture of mutual respect and valuing is outstanding and significantly improves their confidence and individuals is prevalent across the College and successes are independence and they achieve as well as their peers. celebrated well. • The Principal and senior leadership team provide strong leadership • The College has helpful, friendly and enthusiastic teachers who go and a clear strategic direction. The college’s highly inclusive mission the extra mile. underpins all aspects of its work. A culture of mutual respect and valuing individuals is prevalent. • Students come from a diverse range of backgrounds; some have low aspirations and the college improves the life chances of many of • Procedures for safeguarding students are excellent. these young people. • The College is an inclusive and welcoming community with high • Students’ behaviour in lessons and around college is exemplary. levels of respect throughout Students’ attendance is high and punctuality is good. • the organisation. They enjoy college and the progression between levels within the college is good. Progression from AS to A-level has improved • Students at the College greatly value the fact that all staff are significantly and is high. The proportion of students progressing approachable and willing to listen and act on their feedback. to positive destinations, including higher education and Students have excellent opportunities to contribute appropriately to apprenticeships, is good. decision making at all levels.