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All applications are considered strictly on merit. Our aim is to appoint the best person for the job, regardless of race, gender, disability, sexual orientation, age or any other ‘protected’ characteristic.
York College provides high quality education and training for school
leavers and adults, and each year works with approximately 9000
students, of all abilities, including those with special educational
needs and disabilities. We deliver outstanding outcomes for learners and
in terms of our exam results we are in the top ten percent of Further
Education Colleges in the country.
The College provides a more mature learning environment, often described as ‘a stepping stone’ between university and employment. It offers the largest choice of A Levels in the region together with a range of 80 Vocational qualifications, with results consistently well above national average. And, working with approximately 1,000 local employers, York College offers hundreds of apprenticeships.
We deliver outstanding teaching in academic and vocational subjects across a range of areas including engineering, hospitality, IT, construction and the creative arts. In 2015-16 we opened a new purpose built £6 million Construction & Skills Centre, intended to help address the country’s skills shortage in this area.
Tutors are frequently industry professionals or examiners themselves and are keen to pass on their expertise. The College also prioritises the development of the wider skills needed by employers and higher level study. At all levels and in all subjects, the main focus at York College is student success.
In recognition of excellence in the arts and cultural provision in the performing arts, music, media and art & design divisions, York College has been awarded the Artsmark Gold Award by the Arts Council. Students studying these subjects continue to secure places at top art colleges, drama schools, conservatoires and universities up and down the country.
We have a reputation in the city for successful working
relationships with key organisations such as York Theatre Royal,
working on the York Mystery Plays, and York Museum’s Trust, on the York
Residents’ Festival. Also, as a partner in Higher York, the College
benefits from joint initiatives with the city’s universities. The York
College Business Development Unit has facilitated important ESF projects
in the city, and other successful partnerships include working with Job
Centre Plus on back to work schemes with retailers such as John Lewis.
The College also delivers Higher Education programmes across a variety of subjects including art and design, computing and sport, validated by York St John University. Offering lower fees and smaller groups, it’s the ideal environment to study degree-level qualifications. International courses are also offered to students from as far afield as China. Having an international presence in the College provides local students with an inclusive educational environment.
We trust that this has given you a flavour of who we are and what we do. If you require any further information, please visit the rest of our website or contact the Human Resources team on 01904 770382, or by email to firstname.lastname@example.org
Guidance and Information for Applicants
Thank you for your interest in working for York College. Please read the following guidance, which is intended to assist you when applying for positions at York College.
It is essential you complete your application accurately, with as much relevant information as possible. Please read all the information provided to you before completing your application.
When you start your application you will receive an email with a link to go back and edit your application. When you have submitted your application you will not be able to edit it any further.
If you require further explanation about any part of this guidance or the application process, or if you need information about submitting your application in a different format, then please contact us by phone or email (details provided at the end of this guidance).
1. Safeguarding Children and Vulnerable Adults
York College is committed to equality of opportunity and safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff to share this commitment.
All successful candidates will be required to undertake an enhanced DBS Disclosure check.
2. Job Description and Person Specification
The job description which is attached to the job advert outlines the duties and responsibilities of the post. You should read this carefully to ensure you understand what the job entails.
The Person Specification describes the range of skills, experience, knowledge and personal attributes that are required of the post holder. The essential requirements indicate the minimum requirements which an individual must have in order to carry out the duties of the post effectively.
The desirable requirements indicate additional criteria that would assist the post holder in performing the duties and responsibilities of the post, but are not regarded as essential at the appointment stage.
3. Completing Your Application
Applications for posts at York College are only accepted if completed through the College’s online application process.
The application form is divided into a number of parts:-
Qualifications & Membership of Professional Bodies
Please provide the details of your qualifications, relevant to the post, listing your most recent qualifications first. If the course did not lead to a qualification you should still include this information.
If specified in the person specification, you will be required to provide proof of qualifications on appointment.
You should also give details of any formal or practical training courses you have attended that are relevant to the post you are applying for.
Please provide details of your memberships of any professional bodies.
You should provide details of each job that you have been employed in or volunteering work that you have undertaken.
Please provide details of the responsibilities you held in the role as well as dates you were employed, listing your most recent employment first and then working your way back from there.
You should also provide details of any gaps in your employment history in the box provided.
Experience, Skills and Knowledge
When completing this section you should ensure the information you provide clearly matches the criteria outlined in the person specification.
You may describe any experience (paid or unpaid), skills, knowledge, achievements etc. you believe are relevant to the post applied for. These may have been gained in previous roles, at school, college or university or from voluntary work.
You should provide reference details that will cover the last three years of your employment and / or education. We will write to all current and previous employers or educational providers where you have worked or studied in the last three years. Please ensure you have the permission of the referee before submitting your application as we may take up references prior to interview.
A minimum of two referees is required.
Referees must not be personal friends or members of your family.
Please ensure that you have the full contact details for the referees that you supply, including an email address and a contact number.
Equal Opportunities and Recruitment Monitoring
This information is only seen by the Human Resources Department.
Living and Working Overseas
Depending on the post you have applied for you may be asked to obtain an overseas police check.
4. Receipt of your Application
You will receive an email confirming your application has been submitted to us, and attached to this email will be a copy of your application form.
5. Equality and Diversity
York College is committed to promoting fairness and equality of opportunity in employment, ensuring that individuals are selected, promoted and otherwise treated on the basis of their relative merits, abilities and potential. We collect equality monitoring information to assess the effectiveness of our equality and diversity policy and to enable us to eliminate any unlawful discrimination on the grounds of age; disability; family responsibility; marital status and civil partnership; pregnancy and maternity; race; colour; ethnicity; nationality; religion or belief; gender; sexual orientation; trade union activity; unrelated criminal convictions; other irrelevant criteria.
The information you provide is confidential and is not be made available to individuals involved in the selection process.
We also use this information to analyse and report on our staff profile.
We encourage applications from people in under-represented groups who are looking for new and challenging career opportunities.
York College is committed to ensuring disabled people are not disadvantaged either during the recruitment and selection process or at work.
What is a disability?
The Equality Act 2010 defines a disabled person as a person with a disability. A person has a disability for the purposes of the Act if he or she has a physical or mental impairment and the impairment has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities.
This means, in general:
- the person must have an impairment that is either physical or mental
- the impairment must have adverse effects which are substantial i.e. not minor or trivial
- the substantial adverse effects must be long-term. Long-term means the effect has lasted or is likely to last for at least 12 months
- the long-term substantial adverse effects must be effects on normal day-to-day activities e.g. normal day to day activities must be affected by one of the following: mobility, manual dexterity, speech, hearing, vision, memory. In general, day-to-day activities are things people do on a regular or daily basis, and examples include shopping, reading and writing, having a conversation or using the telephone, watching television, getting washed and dressed, preparing and eating food, carrying out household tasks, walking and travelling by various forms of transport, and taking part in social activities.
A disability can arise from a wide range of impairments which can be:
- sensory impairments, such as those affecting sight or hearing;
- impairments with fluctuating or recurring effects such as rheumatoid arthritis, myalgic encephalitis (ME)/chronic fatigue syndrome (CFS), fibromyalgia, depression and epilepsy;
- progressive, such as motor neurone disease, muscular dystrophy, forms of dementia and lupus (SLE), rheumatoid arthritis, HIV infection or multiple sclerosis (MS) ,
- organ specific, including respiratory conditions, such as asthma, and cardiovascular diseases, including thrombosis, stroke and heart disease;
- developmental, such as autistic spectrum disorders (ASD), dyslexia and dyspraxia;
- learning difficulties;
- mental health conditions and mental illnesses, such as depression, schizophrenia, eating disorders, bipolar affective disorders, obsessive compulsive disorders, as well as personality disorders and some self-harming behaviour;
- produced by injury to the body or brain.
Certain conditions are not regarded as impairments for the purposes of the Act. These are:
- addiction to, or dependency on, alcohol, nicotine, or any other substance (other than in consequence of the substance being medically prescribed);
- the condition known as seasonal allergic rhinitis (e.g. hayfever), except where it aggravates the effect of another condition.
York College works closely with its recognised Trades Unions to promote equality. The Trades Unions endorse the integrity of York College in their approach to Equality issues and encourage all applicants to declare on their application form if they have a disability, or any specific difficulties, for which they might need support to attend the interview and to carry out the role applied for. Staff may talk discreetly and confidentially with their representatives regarding personal issues. Trade Union representatives work with the College to support staff in all positions so each individual can be, if required, supported to work effectively and be a valued team member.
Further details about the College’s recognised Trades Unions are available from the Human Resources department.
It provides employers with practical tools, resources, techniques and useful contacts to maximise positive mental health at work.
With the right support, people with mental health issues can and do stay in work. York College signed up to the Mindful Employer charter in March 2013. More information on the Mindful Employer scheme is available on the Mindful Employer website: http://www.mindfulemployer.net/
Charter For Employers Who Are Positive About Mental Health
As an employer we recognise that:
- People who have mental health issues may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment.
- While some people will acknowledge their experience of mental health issues in a frank and open way, others fear that stigma will jeopardise their chances of getting a job.
- Given appropriate support, the vast majority of people who have experienced mental ill health continue to work successfully as do many with ongoing issues.
As an employer we aim to:
- Show a positive and enabling attitude to employees and job applicants with mental health issues. This will include positive statements in local recruitment literature.
- Ensure that all staff involved in recruitment and selection are briefed on mental health issues and The Equality Act 2010, and given appropriate interview skills.
- Make it clear in any recruitment or occupational health check that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.
- Not make assumptions that a person with a mental health problem will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
- Provide non-judgemental and proactive support to individual staff who experience mental health issues.
- Ensure all line managers have information and training about managing mental health in the workplace.
If you are a disabled person and are invited for interview, please contact Human Resources in advance to let us know if you require any special arrangements to enable to you attend and participate in the interview and selection process, and we will make the necessary arrangements to accommodate the request if we can reasonably do so.
We are committed to making any necessary reasonable adjustments to our employment practices and premises, to ensure disabled people are not substantially disadvantaged.
How York College supports staff with a disability:
The Human Resources department provides support to current or prospective members of staff who have a disability or long-term health condition. This support includes:
- Adherence to the principles and commitments of the Disability Confident Scheme and Mindful Employer Charter to ensure disabled people are supported by the College and treated fairly at every stage of their selection and employment;
- The provision of application forms in alternative formats;
- Provision of BSL interpreters for job interviews and meetings;
- Occupational Health who advise and support staff who are experiencing difficulties at work.
- Free access to counselling
- Liaison with specialist organisations e.g. Access to Work to provide support for staff with a disability or long-term health condition.
What our staff say about the support provided by the College:
“I have returned to work after having a number of months off work because of an anxiety disorder. During the time I was off sick the college did all they could to reassure me that there was no pressure to return to work before I was well again. The support I received involved meeting with my line manager and HR representative, who were prepared to listen to me and understand what was causing my anxiety. Throughout my absence they were caring, compassionate and very supportive. From these discussions we were able to come up with an agreed plan of action to help me return to work. I was offered additional support through our employee assistance programme and once ready to go back to work a short phased return was put in place, a stress risk assessment was carried out and measures put in place to help me in my working day and have regular catch up meetings with my line manager who offers me as much support as I need. The support has continued past my phased return and will be ongoing throughout my employment at the college”
“At all levels, York College has been incredibly supportive of me during periods of poor mental health. At one point it was affecting my workplace performance. I am grateful the College took a supportive approach and put a support plan in place to help me. Other organisations that I have worked for have been less supportive to my health and I can honestly say that my mental health is in a good place because of the care and support shown by my manager and Human Resources. I have been given access to counselling which has helped me get through the rougher patches and the employee support helpline has helped give me and my family much needed advice and guidance”
“I am a Tutor at York College and I have experienced several periods of sickness absence because of mental health issues. When I did have a period of ill health both my line manager and HR were very supportive and understanding towards my illness and the facility to have a phased return to work was very helpful and much appreciated. York College has supported me in a number of ways: suggesting I have a designated colleague who I can access quickly if I need to talk to someone regarding how I am feeling; allowing me to see a college counsellor, and have a beauty massage in the college’s beauty salons. The counselling service was free and the massage heavily subsidised”.
“York College is the first employer I have worked for where I felt safe to mention at the interview that I was ‘prone to periods of self doubt’ avoiding other terms which people might use for depression. It wasn’t considered a ‘big deal’. When I did have a period of ill health the college was very supportive regarding this, both HR and my colleagues / Line Manager and I was able to have a gradual transition back into work. This is the first place I have worked where I have not felt that I am carrying a ‘dark secret’ “.
“My line manager has been incredibly supportive to my situation. I am a carer for a close family relative who suffers with a severe mental illness. I have been able to adjust my hours to free up time to attend appointments with them and provide general care and support. York College is a caring employer that understands about the impact of living and supporting someone with a mental health condition. Without this support I would undoubtedly have had to reduce my hours, which financially is something that I would have struggled to do. I have also accessed the free counselling service which has really helped me to cope with my responsibilities”
How equality is supported by the College’s recognised Trade Unions:
7. Relationships with Governors or College Managers
Applicants must declare if they are related to, or have a close personal relationship with, a member of staff or Governor within the College.
Canvassing directly or indirectly will automatically result in disqualification of the candidate concerned.
9. Rehabilitation of Offenders Act 1974
The Rehabilitation of Offenders Act 1974 enables criminal convictions to become ‘spent’ after a certain period of time. After this period, with certain exemptions, a person is not legally obliged to mention it when applying for a job.
Please ensure you read and correctly complete this section, as any deliberate attempt to withhold information could result in your application being withdrawn and if appointed lead to your dismissal.
10. Data Protection and Declaration
Your application will only be used to inform the recruitment process unless you are successful, in which case it will form the basis of your personal record with the College, which may be stored in manual and/or electronic files.
Information provided in the Equal Opportunities & Recruitment Monitoring section will be included in a general database for statistical and monitoring purposes enabling the College to monitor the effectiveness of its Equality Policy.
Please make sure you check your details and the information provided are correct prior to submitting your application. If you provide any false information or fail to supply details, this may result in your application not being pursued or may invalidate any offer of employment or lead to termination of employment and possible referral to the police.
11. Availability for Interview
In the Personal Details section there is space for you to provide details of any dates that you are unavailable to attend an interview. We will try to take this into account when scheduling the interviews.
Please note if the interview date is stated in the job advert, it may not be possible to offer an alternative date to suit your circumstances.
12. Offers of Employment
Once a recruitment decision has been made we will issue a conditional offer of employment. All offers of employment are subject to the following checks being satisfactorily completed prior to confirmation of the employment start date:
Satisfactory References (see guidance above)
You will be required to complete a medical questionnaire which will be screened by occupational health to assess your suitability for the post. You will also be required to complete a health declaration form which will be checked by the Human Resources team to identify any support or adjustments to the proposed role. In some cases, a medical examination may be required.
DBS Disclosure clearance:
Under the Police Act 1997 the College is authorised to gain access to criminal records information from the Disclosure Barring Service (DBS). You will be asked to complete an enhanced Disclosure Application form and for those applicants who have lived or work overseas a certificate of good conduct should also be obtained from the country of residence.
Proof of qualifications:
You will be required to provide your original certificates of relevant qualifications.
Evidence of eligibility to work in the UK:
In accordance with the requirements of the Immigration, Asylum and Nationality Act 2006 you will be required to produce evidence of your identity and eligibility to work in the UK.
Your appointment is subject to the satisfactory completion of a probation period, as follows:
Business Support / Management staff – 6 months
Academic staff – 10 months
13. What happens next?
You will receive an email confirming your application has been submitted to us, and attached to this email will be a copy of your application form.
The recruiting manager will shortlist all applicants after the advertised closing date and you will be informed via email whether or not your application has been successful.
If you have not heard from us within four weeks of the closing date please assume that your application, on this occasion, has been unsuccessful.
We regret that we are unable to provide unsuccessful applicants with feedback.
14. Further Advice
If you would like information on the progress of your application, or advice on any aspect of the selection process generally, or the terms and conditions of employment, please do not hesitate to contact us:
Telephone: 01904 770382 during the hours of 8.30am and 5pm Monday to Thursday and 8.30am to 4.30pm on Friday.
New to the teaching profession? Want to find out how we can support you to obtain a teaching qualification?
At York College we feel it is important for all teaching staff to obtain a professional teaching qualification, which is why we require all unqualified teachers to obtain a teaching qualification.
Salaried teaching staff must obtain either a Certificate in Education, PGCE or Level 5 Diploma in Education and Training (or equivalent) within two years of their appointment. The two year deadline commences from the 1st September after the date of appointment to the teaching role. In some situations, for example where you have no teaching qualification whatsoever, you may also be required to obtain a Level 3 Award in Education and Training. This must be achieved within 1 year of appointment.
Salaried staff undertaking a Certificate in Education/PGCE or equivalent are entitled to 35 hours annual teaching remission (pro rata for proportionate staff).
Part-time variable hour staff must obtain a Level 4 Certificate in Education and Training (formerly CTLLS) within two years of their appointment.
We know that qualifications are expensive which is why we will subsidise the cost of your training and if you are working in a shortage subject (Engineering, Construction, Maths, English or Science) we will pay 100% of your teacher training course fees.
To help manage the cost we allow staff to pay for their qualifications through salary sacrifice. This means you can spread the cost of the course over a period (typically 12 months). The net cost is reduced by savings in tax and NI. Alternatively, Adult Loans are available for the Level 5 Diploma (or equivalent).
Additional qualification requirements for Teachers of English and Maths up to Level 2 (Skills for Life, Functional Skills and ESOL)
In addition to the requirement to obtain a teaching qualification detailed above, the College requires Adult Literacy and Numeracy, Functional Skills and ESOL tutors teaching up to Level 2 to obtain a Level 4 Specialist Certificate in teaching Maths or English in their primary specialism. This is an “in house” qualification accredited by NCFE.
The deadline for achievement of the Level 4 Certificate is either:
(a) within one year of completing the relevant teaching qualification in (ii) or (iii) above, or
(b) within one year of appointment if the teacher already possesses the requisite general teaching qualification. The one year deadline commences from the 1st September after the start date.
Similar salary sacrifice arrangements also apply for this qualification
Staff Teaching Functional Skills whose main subject specialism is not English, Maths or ESOL
Teachers delivering Functional Skills must either possess a relevant English or Maths qualification at Level 3, or be able to demonstrate appropriate competence at that level.
Additional qualification requirements for all teaching staff
All Tutors must possess literacy and numeracy skills at Level 2. This may be demonstrated either through an appropriate qualification, or through in-house diagnostic testing.
Candidate Privacy Notice
York College (“the College”) is committed to protecting the privacy and security of your personal information. This notice describes how we collect and use personal information about you during the recruitment process, in accordance with the General Data Protection Regulations (“GDPR”) and the Data Protection Act 2018 (“DPA”).
The College is a data controller responsible for deciding how we hold and use personal information about you. Under the GDPR and DPA we are required to let you know the information contained in this privacy notice.
This notice applies to all candidates and applicants, including those to apply to work with the College as employees, workers and contractors. However, the notice does not form part of a contract of employment or contract for services.
Data protection principles
We will comply with data protection law such that the personal information we hold about you must be:
- Used lawfully, fairly and in a transparent way;
- Collected only for valid purposes that we have clearly explained to you and not used in any way that is incompatible with those purposes;
- Relevant to the purposes we have told you about and limited only to those purposes;
- Accurate and kept up to date;
- Kept only as long as necessary for the purposes we have told you about; and
- Kept securely.
The kind of information we hold about you
During the recruitment process we will collect, store and use the following categories of information about you:
- Personal contact details, such as name, title, addresses, telephone numbers and personal email addresses;
- Date of birth;
- Proposed salary, annual leave, pension and benefits information;
- Proposed start date;
- Proposed location of employment or workplace;
- Copy of driving licence if driving forms part of your role; and
- Recruitment information, including copies of right to work documentation, reference and other information contained in a CV, professional or other qualifications, regulatory approvals, criminal records checks, application form, cover letter or other part of the application process.
We may also collect, store and use the following “special categories” of personal data relevant to the recruitment process:
- Information about your health or medical condition;
- Information about criminal convictions and offences.
How do we collect personal information?
We collect personal information about you either directly from you or
from an employment agency. We may also collect additional information
from third parties including former employers, professional bodies,
regulatory authorities or other background check agencies.
How we will use information about you
We will only use your personal information when the law allows us to. Most commonly, we will use your personal information in the following circumstances:
- Where we need to prepare for, enter into or perform a contract with you;
- Where we need to comply with a legal obligation; and
- Where it is necessary for our legitimate interests (or those of a third party) and your interests and fundamental rights do not override those interests.
We may also use your personal information in the rare situations where we need to protect your vital interests (or someone else's vital interests) or where it is needed in the public interest.
We need the kind of information listed above to allow us to prepare for, enter into or perform and employment or work-related contract with you and to enable us to comply with our legal obligations. The situations in which we will process your personal information as a candidate are:
- Making a decision about your recruitment or appointment;
- Determining the terms on which you work for us;
- Checking you are legally entitled to work in the UK;
- Arranging to administer any contract we enter into with you;
- Business management and planning, including accounting and auditing;
- Assessing your qualifications and/or regulatory approvals for the job or contract you have applied for;
- Education, training and development requirements;
- Dealing with legal disputes involve you or other employees, workers or contractors; and
- Complying with health and safety obligations.
Some of the above grounds for processing may overlap and there may be
several grounds which justify our use of your personal data.
If you fail to provide personal information
If you fail to provide certain information when requested, we may not be able to enter into a contract with you or we may be prevented from complying with our legal obligations (such as ensuring the health and safety of our workers).
Change of purpose
We will only use your personal information for the purposes for which we collected it, unless we reasonably consider that we need to use it for another reason and that reason is compatible with the original purpose. If we need to use your personal information for an unrelated purpose, we will notify you and we will explain the legal basis which allows us to do so.
that we may process your personal information without your knowledge or
consent, in compliance with the above rules, where this is required or
permitted by law.
Sensitive personal information
We may process “special categories” of personal information where we have justification to do so in the recruitment process and in line with our normal data protection procedures, including:
- Where we have your explicit written consent;
- Where we need to carry out our legal obligations;
- Where it is needed in the public interest, such as for equal opportunities monitoring;
- Where it is needed to assess your working capacity on health grounds.
Less commonly, we may process this type of information where it is needed in relation to legal claims or where it is needed to protect your (or someone else’s) interests and you are not capable of giving your consent.
We will use your particularly sensitive personal information in the following ways:
- Information about your physical or mental health, or disability status, to ensure your health and safety in the workplace and to assess your fitness to work in the role you have applied for and to provide appropriate workplace adjustments;
- Information about your race or national or ethnic origin, religious, philosophical or moral beliefs, or your sexual life or sexual orientation, to ensure meaningful equal opportunity monitoring and reporting;
- Information about your criminal records to ensure that it is appropriate to engage you in particular types of work.
Circumstances in which we do not envisage using your information
We do not envisage that we will:
- Make any decisions about candidates using automated means;
- Share candidate data with any third parties or any entities within the College’s group (unless required by law); or
- Transfer candidate data outside the European Economic Area (EEA).
We have put in place appropriate security measures to prevent candidate personal information being accidentally lost, used or accessed in an unauthorised way, altered or disclosed. We also limit access to candidate personal data to those employees and other individuals who have a business need to know and who are subject to a duty of confidentiality. We have put in place procedures to deal with any suspected data security breach and will notify you and the relevant regulator of a suspected breach when we are legally required to do so.
We will only retain candidate’s personal information for as long as necessary for the recruitment purposes it was collected for. We normally retain candidate details for the following periods, following which it will be securely destroyed:
- Unsuccessful applicants for an advertised role or contract: 12 months following appointment of the successful applicant;
- Speculative applicants: 12 months from receipt of candidate details;
- Successful applicants: retention in line with our usual retention policies.
In some circumstances (such as recruitment statistics and equal
opportunities monitoring) we may anonymise your personal information so
that it can no longer be associated with you, in which case we may use
such information without further notice to you.
Your rights and duties
Please inform us if your personal information changes whilst you are a candidate for work with the College.
Under certain circumstances, by law you have the right to:
- Request access to your personal information (commonly known as a "data subject access request").
- Request correction of the personal information that we hold about you.
- Request erasure of your personal information.
- Object to processing of your personal information where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground.
- Request the restriction of processing of your personal information.
- Request the transfer of your personal information to another party.
If you want to exercise these rights, please contact the Human
Resources Manager, or their Deputy, in writing. You may be required to
provide specific information to ensure that you are entitled to access
the information but you will not normally have to pay a fee to access
your personal information.
If you have any questions about this candidate privacy notice please contact the College’s HR Manager/Deputy HR Manager on 01904 770382.
Pay and Benefits
York College is a vibrant place to work. Bustling with students, and surrounded by dedicated and hardworking staff, you can just feel the passion for learning when you walk through the front doors of this impressive building.
Staff working at the College can take advantage of the following benefits:
All members of staff are entitled to a generous annual leave entitlement.
Teaching staff: 42 days
Management: 35 days
Support staff: 30 days
In addition staff are entitled to 8 Bank and Public Holidays.
Christmas Closure Period
In addition to annual leave entitlement, you will enjoy up to 5 efficiency days at Christmas.
Occupational Sick Pay
We have a generous OSP scheme, offering up to 6 months full pay, with a further 6 months at half pay depending on how long you have been with us.
Employee Assistance Programme
Through Workplace Options our employee assistance programme you can access information, resources and counselling on any of the challenges that life may bring. The service is free, confidential and available anytime any day by email, phone or online.
Cycle to Work Scheme
Allows you to purchase a bicycle through salary sacrifice, saving on tax in the process.
The College offers two pension schemes depending on the type of role undertaken. Teaching staff are eligible to join the Teachers’ Pension Scheme while Support staff are may join the Local Government Pension Scheme. Both schemes are a defined benefit pension scheme. Upon appointment you will automatically be entered into the relevant pension scheme and your contributions will be deducted on a monthly basis directly through the payroll. York College’s contribution to the TPS is currently 16.48%, and 18.0% to the LGPS. Further details will be provided on appointment.
Loans and Salary Sacrifice Schemes
The College offers interest free loans to help staff purchase a computer. In addition you can enter into a salary sacrifice arrangement to purchase a Bicycle.
Health cash plan provided by SimplyHealth
The College has teamed up with Simplyhealth giving staff the option to pay for a cash health plan through their monthly salary. Cash plans help you to budget for your everyday healthcare costs including the cost of visiting the dentist, optician, physiotherapist and a number of other healthcare professionals. You pay a monthly premium, and then claim back the cost of those visits, up to your annual payment limits. There are 4 levels of cover, so you can choose the right cash plan for you. Cover for up to 4 children under the age of 18 is free.
Free access to Counselling
The College has teamed up with Airdale NHS Occupational Health to offer staff free counselling sessions.
The College has an onsite Gym which is open to all staff free of charge. Staff can use the Sports Therapy clinic, and Hair and Beauty facilities at heavily discounted prices. There is also an onsite Spa offering the latest in treatments Ashfield Restaurant is open to members of staff as well as the general public and offers exceptional quality food at reasonable prices. It was awarded a Certificate of Excellence by TripAdvisor in 2015. The award celebrates hospitalityexcellenceand is given only to establishments that consistently achieve outstanding traveller reviews onTripAdvisor.
The College provides on-site parking at the cost of £1 per day (plus a one-off £5 administration charge) or £75 per year for an annual permit.
York College has also teamed up with a number of partner organisations and offers discounts and membership to a range of organisations including Costco wholesale, AA Breakdown cover, GB club, and Accor Hotel Group.
You can contact us in a number of ways:
Sim Balk Lane
Telephone: 01904 770382