LECTURER 2
EXAMS DISPENSATION
Based at NorthDevonCampus–Barnstaple
Full time,3 months temporary contract
Information for Candidates
TERMS & CONDITIONS
Principal: David Dodd
Petroc is a highly successful and expanding institution, delivering education and skills training in Devon and beyond.
Petroc is a £34 million institution serving nearly 1,500 square miles of rural Devon.
At the heart of our new identity is a single idea: opening eyes. We are about instilling people with aspiration and empowering them to achieve anything and everything they set their mind to.
Opening eyes is the experience that we deliver to our stakeholders: our learners, our staff and our partners. It is the idea which supports our vision of being an outstanding college at the heart of an outstanding learning community.
We believe in bringing out the very best in people through being open and responsive, stimulating fresh thinking and building both confidence and ambition. And our personality is neatly summarised in three key words: inspiring, bright and challenging.
Petroc is central to the economic, social and cultural needs of our surrounding communities.Over 20,000 student enrolments take place each year with ages ranging from 14 to 80+ years. With a staff headcount of approximately 1,150, the College is one of the largest employers in the area. We pride ourselves on our forward thinking, enthusiastic and diverse staff who make Petroc a vibrant and friendly place that is both flexible and supportive for all.
Petroc delivers significant provision across all Skills Funding Agency programme areas (except agriculture) in a wide range of academic, vocational, work based, recreational and Higher Educational (in collaboration with the University of Plymouth) subjects.
Our students come from Devon, Cornwall, Somerset, Dorset and, through distance learning, areas far beyond South West England. Strong links are maintained with all schools and community colleges, as well as other institutions, to ensure comprehensive provision for all young people and adults in the area.
In recent years, the delivery of education and training for employers has expanded very rapidly making the college one of the largest training providers in the South West.
With the nearest University 50 miles away, Petroc’s North Devon Campus based at Barnstaple has seen a very large increase in Higher Education. Further expansion is planned through the Mid Devon Campus based at Tiverton. In total, some 600 people currently study HE at the college, with the majority on Foundation Degree programmes.
Whilst recognising the essential need to raise the skill level of the community and support people in gaining qualifications, the college remains passionate about learning for fun and pleasure and has expanded significantly recreational learning experiences.
In March 2012 The Office for Standards in Education (OFSTED) recognised the achievements of Petroc by grading the college as ‘good’ in virtually all areas with ‘several outstanding features’ including Safeguarding and Science.
Location
Petroc’s direct provision is delivered mainly from campuses in Barnstaple and Tiverton. However the college has a number of leased, off-site premises which are used for other specialist purposes in the Barnstaple, Tiverton and Holsworthy areas.
As an employer
We are committed to being an equal opportunities employer, selecting staff on the basis of ability and the requirements of the post (which are detailed in the Person Specification). As a college we recognise the benefits of having a diverse community of staff.
Benefits and facilities available for Staff include:
- Continuing Professional Development Centre
- Childcare Voucher Scheme
- Cycle to Work Scheme
- Specsavers Corporate Eyecare Scheme (for VDU users)
- Sanctuary Spa & Skin Care Centre
- College Fitness Suite
- College Theatre
- Counselling Service
- Hair & Beauty Salons
MANAGEMENT POLICY STATEMENT 2014/15 ACADEMIC / LECTURING STAFF
1.SCOPE
1.1The main purpose of this document is to indicate to salaried staff and to provide guidance for managers as to how the flexible contracts which apply to academic staff should be exercised. It is recognised, however, that the Petroc salary structure for staff involved in curriculum delivery incorporates salary scales for Assessor/Trainers for whom conditions of service with significantly lower holiday entitlements apply. The document therefore seeks to differentiate between these staff and the majority of lecturers on Lecturers 1, 2 and 3, Management Spine grades etc.
1.2Staff designated as Assessor/Trainerswill have a range of duties which include curriculum delivery and/or assessment. (In respect of such work the member of staff concerned will usually report to a line manager who will be a Lecturer Grade 2 or above). Such staff are also likely to have other duties to perform which would otherwise be carried out by non-academic staff and/or some duties which would normally be carried out outside of the academic term dates.
1.3The contract terms applying to individual members of staff will always govern and will override where relevant the terms of this statement.
2.LECTURING AND ASSOCIATED DUTIES
2.1 The annual hours’ teaching figures quoted in the 2012/13 Management Policy Statement will also apply to 2013/14. The following arrangements will apply:-
a) Subject to abatements determining in accordance with (b) and (c) below, “hours” cannot appear on staff teaching timetables unless these are planned and ultimately delivered taught hours.
b)Abatement for Senior Tutor duties depends on the workload within own individual School and following agreement with the Lead Senior Tutor and the Head of School.
c) Annual abatements will be available at a level determined by the Principal for approved essential certificated Professional Development courses. These include:
- Certificate in Education (DTTLS) (108 hours pro rata)
Please note there is no abatement for PTTLS and CTTLS
- A and V Units (5 hours per award)
d) Apart from circumstances covered within b) and c) above, abatements must be funded from specific dedicated non-mainstream funding sources e.g. ESF project funding for management time, Leonardo Project for exchange visits, etc.
2.2The figures quoted in i) and ii) below are the norm for an annual teaching timetable and Heads of School have been directed to ensure that all staff have the specified norms duly timetabled.
i)828 hours per annum for Lecturer 3 unless agreed otherwise on an annual basis by the Head of School.
ii)864 hours per annum for Lecturer 1 and 2.
iiiThe appropriate fractions (i) of (ii) above will apply for lecturers holding fractional contracts.
iv)Teaching load to be individually specified by the Principal for Heads of School, management spine post holders and Senior Tutors, or other staff with significant cross organisational responsibilities.
v) In exceptional circumstances, the norm given in ii) above for Lecturers Grades 1 and 2 will not apply. These circumstances will include those where a lecturer has a particular function and responsibility within a vocational workshop (or facility), or is timetabled to teach students on a one-to-one basis or in very small groups, e.g. 6 or less, or is substantially engaged in activities where allocated staffing hours significantly exceed student guided learning hours, e.g. double staffed activities. For such lecturers the annual teaching workload will be determined by the Director for Resources in consultation with the Head of School concerned.
vi) Staff holding Assessor/Trainers contracts - usually instructors, workshop or facility managers, work based assessors etc. will be deployed by Heads of School within the framework of the staffing hours allocated to courses. They may be timetabled for curriculum delivery activities for an annual aggregate up to their contracted annual workload.
2.3After discussions with staff, and taking into account their respective responsibilities, Heads of School will establish teaching loads for each member of staff.
2.4For the purpose of the calculations which will be made in the light of 2.2 above, hours allocated to individual course are as agreed between the Director of Quality and Performance/Deputy Principal and Heads of School. Hours appearing on staff timetables will be actual taught hours and will exclude those periods when groups of students are not attending classes at Petroc for work experience or other reasons. However, time not exceeding normal taught hours for any week may be included on a staff timetable for visiting students on work experience.
2.5Heads of School will be required in consultation with individual staff to ensure a reasonable distribution of teaching loads over the academic year, individual working weeks and days. (For example, Heads of School should not normally timetable lecturing staff for more than four consecutive hours during any working day).
Where any individual member of staff cannot agree that the contents of a proposed annual workload represents a reasonable one, then that member of staff may, in conjunction with the Head of School, refer the matter to the Director of Resources for further consideration. If any problems are not then resolved, the member of staff concerned may raise the issue with the Principal.
3.THE WORKING WEEK
A normal weekly workload will not require attendance for in excess of 10 half-day sessions. However, in exceptional circumstances and where this is the only way of ensuring that a member of the lecturing staff teaches the required teaching timetable workload, then attendance may be required
for an additional session. In these circumstances, Head of School will be required to ensure that:-
a) no more than 37 hours per week on the premises is required
or,
b)time off in lieu is given (- this can include release from SDSA time)
If the member of staff concerned wishes to do so, the issue can be
referred to the Director of Resources who will arrange for any meeting
requested with the member of staff concerned and involving union officials
should this be required.
4.WEEKEND WORKING
Previous and current contracts make provision for and can formally require the undertaking of Petroc duties on Saturdays and Sundays. No significant change is planned for salaried staff, however, in the scope of weekend work on Petroc programmes. Unless it is already normal practice for salaried staff, any weekend working that Petroc may require will largely be delivered on the basis of part-time hourly paid work or voluntary overtime.
In implementing the contract, therefore, as it affects weekend working, Petroc will:
i) not normally require staff to work on Saturdays and Sundays except where they currently do so and where it is essential to the delivery of the programme;
ii) consult, in advance, with any member of staff that might, exceptionally, be required to undertake weekend working;
iii) in any case respect the wishes of staff who prefer not to work for reasons of religious observance.
5.ABSENCE COVER
5.1Heads of School may require permanent lecturers (full-time or fractional appointees) to cover for colleagues absent due to sickness, Staff Development activities (cover costs will not be allocated from the Staff Development budget), on compassionate grounds etc., for short-term periods of five working days or less. This would be outside the context of the planned annual timetabled teaching load. In implementing this provision, Heads of School must have regard for an equitable distribution of any teaching cover work.
5.2Where absence is for more than a week, normal paid cover arrangements may apply. Paid cover will become payable immediately it is known by the Head of School that an absence will exceed five working days.
5.3It is expected that short term unpaid cover will be provided where the staff member scheduled to teach a class, is absent. Thus, classes must not be cancelled and proper arrangements for supervising classes must be made in accordance with Petroc policy.
5.4Wherever practicable, short term absentees will be expected to provide or indicate work to be issued to classes during their period of short term absence.
6.OVERTIME/ADDITIONAL DUTIES
6.1Since it is assumed that staff will be fully employed on a fair and practicable annual workload, Heads of School will be expected to timetable full-time staff without the need for systematic contracted overtime.
The maximum permissible paid overtime (taught hours) for full-time lecturing staff will be 4 hours per academic week, except where long term cover for absence is being provided.
6.2Where, exceptionally for full-time staff or fractional appointees, there is a need for systematic contracted overtime teaching, this will be determined by the Head of School subject to the terms of 6.1, as this affects full-time staff.
6.3Staff will not be eligible to receive overtime payments in respect of duties undertaken within a normal weekly work commitment of 10 half-day sessions and 37 hours per week for full-time staff (or pro-rata for fractional post holders).
6.4Overtime whether systematic or otherwise worked by salaried lecturers or Assessor/Trainers is voluntary and, hence, is not contractual. Staff will only receive payment for classes taught. Therefore, when absent, the work may be re-allocated either on a permanent or temporary basis and, where the original “overtime lecturer” is absent due to sickness, no sickness payment will be due.
7.ANNUAL LEAVE
Annual leave which will normally be taken outside the academic term dates will be as follows in respect of the holders academic/lecturers’ contracts:
i)39 days;
ii)8 statutory days;
iii)3 days that Petroc will be closed during the Christmas holiday period.
Staff will be required to designate holiday dates relating to i) above.
8.SELF-DIRECTED SCHOLARLY ACTIVITY (SDSA)
8.1Unless otherwise agreed at the time of appointment, staff on Lecturer 1, 2 or 3 grade will have 17 days outside the academic term and admin/staff development dates designated as “Out-of-Term Activity”.
The designation of these days on a member of staff’s annual “calendar” will be by agreement with the appropriate Head of School and a copy sent to Human Resources by 31 October each year.
The main purpose of these days is for self-directed scholarly activity (SDSA) for which there will not normally be a requirement to attend Petroc. However, staff will be required to make themselves available to be contacted during these days and if necessary they may be required to attend Petroc for a specific purpose. Such instances will relate to specific issues that might arise or to provide cover in departments to respond to external queries and deal with other departmental matters. Attendance at Petroc should not normally exceed 3 of these days. Furthermore, these “Out-of-Term Activity” days will not be used for the purposes of delivering an academic programme.
This policy provision is in recognition of the significant amount of work that lecturing staff normally perform at home during out-of-term periods.
8.2Management spine post holders will be eligible to designate 7 Out-Of Term Activity” days SDSA in a normal full calendar year. It is expected that these post holders will attend Petroc for 10 days within non-term periods to ensure “Acting Head” departmental cover and to provide other management/administrative cover as required. These days will be designated with the agreement of the appropriate Head of School.
Non-departmentally-based Management Spine post holders will determine their annual calendar of duties including any allocation of time for Out-of-Term Activity by agreement with the Director of Quality and Performance/Deputy Principal or other senior manager to whom they normally report.
8.3Heads of School will be required to provide out-of-term duty rosters identifying management spine, other lecturing staff and admin staff who will “cover” each departments on all out-of-term working days.
8.4 The “Out-of Term Activity” days (either Departmental Duty or SDSA days) referred to in this section would not be used for the purposes of, say, delivering an academic programme.
8.5Not less than half of designated “Out-of Term Activity” days should be taken during the period immediately following the last July admin day and up to and including the Tuesday immediately after August Bank Holiday Monday.
8.6 This section does not apply to Assessor/Trainers whose contracts include holiday entitlements which differ significantly from those of Lecturers 1, 2 and 3.
9.ADMIN/DEVELOPMENTAL DAYS/QUALITY DAYS
12 -16 administration/planning/Developmental Days/Quality days will be specifically designated within the normal working year. (These days may also be available for taster activities which will not be designated as class contact time). 8 days will be taken before the commencement of the Autumn term, 1 during the Spring term, 1 before the May Day Bank Holiday weekend and 3 at the end of the Summer term.
10.TIME OFF IN LIEU
Where appropriate, and in accordance with the above policy provisions, staff will be entitled to time off within academic term dates in lieu of timetabled duties required by the Head of School to be undertaken during out-of-term periods or on Saturdays and Sundays.
The time-off to be designated will be by agreement with the appropriate
Head of School after consultation with the Principal.
Such time off in lieu should not involve disruption to planned timetables.
11.STANDARD CALENDAR YEAR PATTERN (1 September to 31 August)
The standard calendar year pattern (1 September to 31 August) will
therefore be as follows for academic staff with the exception of
Assessor/Trainers for whom separate contractual holiday conditions apply :
Lecturers Management Spine SMT
1, 2 & 3
Teaching year 178 -182 178-182
Admin 12 12 12
College Development Days 4 4 4
*Leave 50 50 50
SDSA Days 17 7 -
(See Section 8 above.)
Other Normal
Management
Duties - 10 17
* Including contractual entitlement, bank holidays, plus 3 days efficiency closure.
12.EXCLUSIVITY OF SERVICE/POST TERMINATION RESTRICTIONS
Petroc will continue to sanction and support a reasonable level of examination assessment, moderation and other education-related activity
consistent with the roles fulfilled by members of the lecturing staff.