Core Tutor (Temporary Until July 2027)

Heart Of Worcestershire College; Redditch; In loco; GBP 36.000 - 38.000; Tempo pieno

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Teachers’ Pension Scheme

Descrizione del lavoro

Heart of Worcestershire College is seeking a CORE Tutor to join our team on a 37-hour week, temporary contract ending July 2027. The post requires Enhanced DBS, two references (one from current or most recent employer), qualification validation, and a minimum level 2 in English and Maths.

Staff enter TPS and undergo mandatory safeguarding training during probation. The role is based cross-campus with progression through the College pay scale.

Competenze

• Enhanced DBS check required.
• Two satisfactory references, one from current or most recent employer.
• Qualification validation check.
• Minimum level 2 English and Maths.
• All staff must complete safeguarding and mandatory training during probation.

Descrizione del lavoro

Job Description

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.

June 2026

CONDITIONS OF SERVICE

The appointment is subject to the Conditions of Service for Academic Staff.

All successful applicants will undergo the following checks:

• Enhanced DBS
• 2 x References, one of which must be your current or most recent employer
• Qualification validation check

SALARY

Salary for the CORE Tutor role will be aligned to the College Lecturing Pay Scale up to Lecturer Scale Point 30 starting at £35,610 - £38,382, dependent upon qualifications and experience. Staff appointed to the CORE Tutor role will progress through the agreed salary scale on an annual incremental basis, subject to satisfactory performance and successful completion of probationary requirements.

All appointments will be made in line with the College’s approved pay and grading arrangements.

HOURS OF WORK

The hours of work will be based on 37 hours per week, 52 weeks per annum.

This is a temporary contract and will end in July 2027.

ANNUAL LEAVE

The post carries 32 days of bookable annual leave, plus 8 public bank holidays and 6 efficiency days.

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 post is eligible for membership of the Teachers’ Pension Scheme (TPS).

PROBATIONARY PERIOD

All newly appointed staff have to serve a 9 month probationary period. During the probationary period you will have to complete the Corporate staff induction, a Teaching and Learning Induction session if you deliver learning and additional mandatory courses on: Equality & Diversity session, Keeping Children safe in Education, Safeguarding Training session, Prevent, GDPR, Cyber Security and Health & Safety training session. Failure to complete 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.

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 toobtain 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.

ONLINE CHECKS

Candidates shortlisted for interview and then subsequently become successful in the recruitment process and prior to a formal offer of employment being made will be subject to online checks being carried out by a neutral party not directly involved in the recruitment process. Consent for these checks was requested at application stage.

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:

• Cigarettes
• E-cigarettes
• Vaporisers
• Pipe smoking
• Cigars
• And all other associated smoking products