Learning Support Manager

At the College we pride ourselves on being an outstanding provider of Additional Learning Support (OFSTED Inspection December 2016). We cater for students with a broad range of needs and in 2017-18 will be funded for 65 students who qualify for Element 3 funding. All our students are on mainstream academic programmes, mostly Level 3 and all are expected to perform to the highest level.

The post is a major opportunity for an energetic and enthusiastic individual to make a significant contribution to the College’s ongoing Learning Support arrangements, working closely with other providers including the Local Authority.

The post holder will also work with adult education staff to ensure appropriate provision / support for adult students attending adult education classes.

Responsible for:

1 Learning Support Coordinator, 2 Learning Support Tutors and 10 Learning Support Assistants.

Please complete the Application Form – Support Staff which is available on the College website: www.bsfc.ac.uk and answer the questions below.

1. Aside from your stated qualifications, please outline what you believe makes you academically suited to the position applied for.

2. Positivity is a fundamental principle of the College. How have you demonstrated this quality in your professional life?

3. We are an evidence-based organisation. Can you identify an initiative that you have used in management to drive improvement and explain how you assessed its impact.

4. The College has been assessed as outstanding in all areas by OFSTED. What does this mean to you in terms of SEND provision?

5. How will you balance your role as Learning Support Manager with your responsibilities for safeguarding?

Closing Date: 12.00 pm, Thursday 31 May 2018

Please return your completed documentation including:

• Application Form
• Answers to questions

to: hrdept@bsfc.ac.uk

Assessments/interviews will take place on Tuesday 12 June 2018

General Information

Birkenhead Sixth Form College has a commitment to safeguarding and promoting the welfare of students and expects all staff and volunteers to share this commitment. If you are invited for interview, your suitability to work with children will be explored as well as your suitability for the post.

All posts are subject to Enhanced Disclosure Clearance through the Disclosure & Barring Service.

 

The College is an Equal Opportunities employer and all members of the College have a personal responsibility to implement the policy, to carry out their responsibilities in accordance with it and to maintain an equality of opportunity for all.

The Governors and staff of the College take their duties under the Equality Act 2010 very seriously. They will ensure that all reasonable adjustments are made to ensure that disabled people are treated fairly and that they are not placed at any substantial disadvantage. The College is committed to interview all applicants with a disability who meet the minimum criteria for the post and to consider them on their abilities.

Reference Checking

On the application form, you are asked to provide details of two employment referees (preferably your line manager from your current and previous or most recent employer/s), who can comment on your suitability for the post. References from relatives or individuals writing in the capacity of friends will not be accepted.

The College will seek references on short-listed applicants before interview, and will approach previous employers for information to verify suitability for the post, dates of employment, particular experience or qualifications, punctuality history and details of any disciplinary offences.

In addition, if you are currently working with children or young people, on either a paid or voluntary basis, your current employer will be asked about your suitability to work with children and any disciplinary offences relating to children or young people. This will include any offences for which the penalty is time expired (that is where a warning could no longer be taken into account in any new disciplinary hearing for example) and whether you have been the subject of any child protection concerns, and if so, the outcome of any enquiry or disciplinary procedures. If you are not currently working with children but have done so in the past, that previous employer will be asked about those issues.

Please note providing false information is an offence and could result in your application being rejected, or dismissal without notice if you have been appointed and possible referral to the police.