EDUCATION AUTHORITY BELFAST. This is a temporary post available for one year with the possibility of an extension.

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1 SC16/27/03 EDUCATION AUTHORITY BELFAST This is a temporary post available for one year with the possibility of an extension. JOB DESCRIPTION POST: LOCATION: RESPONSIBLE TO: REQUIREMENTS: Building Supervisor (with supervision) job share Currie Primary School Limestone Road BELFAST BT15 3AB The Principal through the designated line manager. Essential Applicants must at the closing date have experience of working as a caretaker and/or cleaner in a school. Desirable It is desirable that applicants at the closing date: (i) have relevant administration experience; and/or (ii) have experience of key holding duties including the opening and closing of a public building; and/or (iii) have experience in the use of industrial cleaning equipment; and/or (iv) have experience of supervising cleaning staff; and/or (v) hold relevant Health and Safety qualifications or training. The panel reserves the right to enhance these criteria. HOURS: SALARY: 12 hours per week (6 hours - Tuesday and Thursday) 20,253-22,212 per annum (pro rata) Posts involving work in educational institutions are subject to the provisions of the Safeguarding Vulnerable Groups (NI) Order The successful applicant will require an enhanced disclosure check which at present costs 33. Further details regarding the payment of this check will be issued with the contract of employment. The closing date for receipt of applications is 2PM ON FRIDAY 15 JULY 2016*. *Please note EA, Belfast Office Headquarters will be closed on Tuesday 12 July 2016 and Wednesday 13 July 2016.

2 To meet the statutory obligations under Health and Safety legislation the successful applicants will be required to undertake mandatory training provided by the Education Authority Cleaning service prior to commencing employment further details will be issued to the successful candidates. NB Notes of guidance are attached

3 EDUCATION AUTHORITY BELFAST PERSON SPECIFICATION POST: Building Supervisor (with supervision) job share Currie Primary School Qualifications Essential Desirable hold relevant Health and Safety qualifications or training Experience Knowledge Skills Personal Qualities have experience of working as a caretaker and/or cleaner in a school knowledge of the requirements of a school Building Supervisor (with supervision) knowledge of Health and Safety regulations and requirements knowledge of manual handling regulations knowledge of security systems communication skills interpersonal skills planning and organisational skills administrative skills people management skills co-operative approachable ability to work as a member of a team ability to use own initiative flexible have relevant administration experience have experience of key holding duties including the opening and closing of a public building have experience in the use of industrial cleaning equipment have experience of supervising cleaning staff knowledge of Health and Safety regulations and requirements in a school environment

4 willing to carry out instructions confidentiality Other requirements the post holder will be required to act as key holder which may result in callouts to the school in the event of a break in etc

5 EDUCATION AUTHORITY GENERIC JOB DESCRIPTION POST TITLE: Building Supervisor (with supervision) GRADE: Scale 5 Spinal Points LOCATION: RESPONSIBLE TO: RESPONSIBLE FOR: Currie Primary School Designated line manager or other authorised person The supervision of the Assistant Building Supervisor and/1 or more Cleaning staff (if appropriate) including normal administrative processes. Job Purpose To provide on site supervision, cleaning and non-cleaning services under the direction of the designated Line Manager or other Authorised Person and in accordance with the practices and procedures of the Education Authority. Main Duties and Responsibilities 1.0 Security 1.1 Security of the Premises (including school meals accommodation) and its contents. 1.2 Open and close the premises and grounds, except in circumstances where the employing Education Authority/designated Line Manager or other Authorised Person authorises another person to do so. 1.3 Ensure that all windows are closed, doors and gates, both internal and external are locked at the end of each day. 1.4 Safe custody of the keys of the premises, the allocation of keys to Cleaning staff (where appropriate) and ensuring that keys used by the Cleaning staff are returned at the end of each working day. 1.5 Operate and monitor Security Camera System including changing and storing of used tapes where appropriate. 1.6 Operate Fire Alarm, Burglar Alarm and Building Security Systems and report any faults. 1.7 Attend after-hour break in and vandalism at the premises and ensure that the premises are secure and cleaned at the earliest opportunity when clearance has been given and any unauthorised entry or damage is reported to the designated Line Manager or other Authorised Person. 1.8 During normal working hours report any suspicious activity of persons immediately to the designated Line Manager or other Authorised Person to ensure a safe working environment for building users. 1.9 Any breach of security must be reported to the designated Line Manager or other Authorised Person. A breach would include the finding of used needles, or suspicious illegal substance abuse in accordance with the Education Authority s Policy Apply grit/rock salt in times of snow and frost to ensure pathways and entrances are free from snow and ice.

6 2.0 Mechanical and Electrical Services 2.1 Efficient operation of the boiler/heating system ensuring value for money and energy conservation in accordance with the Education Authority s Policy. 2.2 Lighting and heating of the premises and the routine maintenance of plant including school meals accommodation where there are common services. 2.3 Ensure adequate fuel is requisitioned in good time. 2.4 Monitor and document the usage of fuel, water and electricity. 2.5 Replace lamps, tubes and plugs to a level of 3.35m using appropriate equipment, except where access from above can be gained. 2.6 Inspect and report any defects on fire fighting equipment to the designated Line Manager or other Authorised Person. 2.7 Chemically dose, clean and maintain water levels of any swimming/hydrotherapy pools. 3.0 Cleaning 3.1 Clean the premises except the accommodation used solely for School Meals purposes. 3.2 Plan, organise and control the work of Cleaning staff (if appropriate) to ensure that Education Authority standards are met, it being understood that the Building Supervisor personally undertakes cleaning duties. 3.3 Plan periodic work in consultation with service users and report plans to the designated Line Manager or other Authorised Person. 3.4 Recommend and implement changes in work procedures in accordance with the designated Line Manager or other Authorised Person to improve economy, standards or ease of operation. 3.5 Monitor suitability and performance of materials and light equipment and advise the designated Line Manager or other Authorised Person where these are inappropriate for the task. 3.6 Ensure that all hard surfaces and paths and ornamental grounds around the property are clean, tidy and free of litter. 3.7 Ensure that all external surface drains and gullies and kitchen grease-traps within the building complex are free flowing and clean by removing obstructions up to 3.35m. 3.8 Ensure that bins within the building complex are washed and cleaned (including school meals bins). 3.9 Empty on a daily basis litter bins within the building complex Provide an ongoing cleaning service to the entire premises to deal with such things as spillage, flooding, midday toilet cleaning, litter or any cleaning problem associated with weather conditions Replenish toilet rolls, soaps, paper towels and any other requisites required throughout the working day Daily inspection of sandpits and removal of sand from fouled areas Clean and replace contents of sandpits and paddling pools as required by the designated Line Manager or other Authorised Person Clean external signs, light covers, and notices up to 3.35 m Clean non-electrical fittings on all portable heating and ventilation equipment Ensure that adequate supplies of materials and light equipment are requisitioned and maintained at appropriate levels within the budget allocated and that equipment is kept in good condition, used and stored correctly Ensure that all defects in cleaning equipment are reported to the designated Line Manager or other Authorised Person Prepare the premises for after-school activities, clean and prepare the school for its normal use Direct and clean all internal fixed glass surfaces up to 3.35 metres using the appropriate equipment provided to ensure safe working conditions Ensure Cleaning staff wear Personal Protective Equipment and/or Workwear when provided Ensure that the cleaning standards within the premises meet the Education Authority s Standards. (Where appropriate) investigate complaints in respect of the cleaning provision, take corrective action and where appropriate advise the designated Line Manager or other Authorised Person.

7 4.0 Porterage 4.1 Receipt and transport of stores and materials and other goods including school meals and school milk materials that have been delivered to the building premises and their distribution to and from appropriate points of storage. 4.2 Despatch laundry, goods and other materials from the building. 4.3 Where part of the school premises are used dually for the consumption of food and educational purposes the Caretaker will be required to assist with the setting out and removal of tables and chairs and will be responsible for the cleaning of the room (Other staff being responsible for the removal of food debris and litter from the tables and the room). 4.4 To transport all refuse bins to and from their collection point. 4.5 Prepare rooms for examinations and other purposes. 5.0 Administration 5.1 Prepare reports on the cleaning of premises and any defects in the premises externally and internally. 5.2 Organise as authorised by the designated Line Manager or other Authorised Person the employment of outside contractors or workmen using the Education Authority s Reporting System and monitor their presence reporting any deviation from their work routine. 5.3 Complete all paperwork associated with the post and writing reports when required. 5.4 Maintain records of consumable stocks and inventory of equipment. 5.5 Ensure that defects in electrical floor equipment are reported immediately to the designated Line Manager or other Authorised Person and that a record of equipment repaired is kept and that all equipment is cleaned and stored safely. 5.6 Ensure that all records in respect of staff attendance, holidays absence are completed, authorized and returned to the Education Authority in good time. 6.0 Handyperson Duties 6.1 Within the competence of the post-holder. 7.0 General Conditions 7.1 All duties must be carried out to comply with: 8.0 Training (a) The Health and Safety at Work (NI) Order 1978; (b) Acts of Parliament, Statutory Instruments and Regulations and other legal requirements; (c) COSHH Regulations (d) Codes of Practice. 8.1 Building Supervisors will accept any training to facilitate the undertaking of duties for jobs up to and including their own grade. 8.2 Building Supervisors will accept training for jobs graded at higher levels than their own. Payment will only be made where there is a requirement by the authority for the higher level duties to be carried out. 8.3 Building Supervisors will carry out Induction and Refresher training of Cleaning staff (if appropriate), keeping a record of such training.

8 9.0 Elections 9.1 In the event of a school being used for election purposes the Building Supervisor will be required to carry out such duties relating to elections as are determined by the Joint Negotiating Committee. Copies of the precise nature of these duties will be issued when required Other Duties 10.1 Falling within the purview of the grade as required. It is acknowledged that the contents of this generic job description are not subject to appeal.

9 CONTRACT OF EMPLOYMENT Belfast Region SCHOOL-BASED STAFF Statement of Main Particulars of Terms and Conditions of Service issued in compliance with the Employment Rights (Northern Ireland) Order 1996 (as amended) and the Employment (NI) Order 2003 Part 2 1. Introduction In compliance with the Employment Rights (Northern Ireland) Order 1996 and the Employment (Northern Ireland) Order 2003, this statement sets out the main terms and conditions of your contract of employment with the Education Authority as the Employing Authority and the Board of Governors of the school as the Employer, that are relevant at the date of issue. 2. Place of Work You will serve in the post and at the location specified in Part 1 of this document, or in any post appropriate to your grade at such other place of employment in the service of the Education Authority as may be reasonably required. You will not be required to work outside of the United Kingdom for more than one month. 3. Recognition of Period of Continuous Employment Your period of continuous service is stated in Part 1 of this document. Details relating to recognised employers are contained in the Redundancy Payments (Continuity of Employment in Local Government etc.) (Modification) Order (NI) Conditions of Service/Collective Agreements Your terms and conditions of employment, including certain provisions relating to your working conditions are covered by collective agreements negotiated and agreed with Trade Unions and Staff Associations (see paragraph 12 below), which are recognised by the Education Authority for collective bargaining purposes in respect of the employment group to which you belong. These conditions are embodied in the Scheme of Conditions of Service relating to your employment group, and in other documents, all of which are available to you through the Education Authority Human Resources Section. From time to time variations in your terms and conditions of employment will result from negotiations and agreement with the Trade Unions and Staff Associations and these changes will be incorporated in the documents to which you have access. The Education Authority undertakes to ensure that all future changes in the terms and conditions of service will be entered into these documents within 28 days of the change being agreed. All agreed changes will be detailed on the Education Authority website. Each Education Authority policy/procedure, that is current at any given time, is available on the Education Authority intranet or through the Education Authority Human Resources Section. 5. Probationary Service Your first 26 weeks of service will be probationary, at the end of which, subject to a satisfactory report by your Principal/Line Manager, your appointment will be confirmed. If you do not maintain the required standard of performance, conduct or regular punctual attendance during this probationary period (or any period of extension agreed by your Principal/Line manager), the Education Authority reserves the right to terminate your employment during, or at the end of, the probationary period.

10 6. Remuneration Details relating to your current salary and hours of work are specified in Part 1 of this document, and are in accordance with the agreement relating to your grade. Your hours of work exclude meal breaks. Operational arrangements for breaks will be in accordance with the practice at your location of work, and will take account of the working time regulations. Your working hours/pattern are as agreed for your place of work or grade of employment and are subject to amendment, at the Education Authority s discretion and in consultation with Trade Unions, to meet the exigencies of the service. Overtime, if applicable, for work in excess of 36 hours per week is payable in accordance with the Scheme of Conditions of Service referred to in paragraph 4 above. You will be paid either four-weekly or monthly, as specified in Part 1 of this document, by Bankers Automatic Clearing Service (B.A.C.S.) to your Bank or Building Society Account. The Education Authority reserves the right to recover any overpayment of your salary from deduction of such overpayments from salary/monies due to you. This contract of employment may be amended at any time by virtue of collective agreements, referred to in paragraph 4 above. 7. Annual Leave, Public Holidays and Extra-Statutory Holidays In accordance with the Working Time Regulations (Northern Ireland) 1998 (as amended), all employees have a statutory entitlement to a minimum of 5.6 weeks paid holiday. Those employees working less than a 5 day/36 hour week and/or fewer than 52 weeks per annum are entitled to the same level of paid holiday on a pro rata basis. Your contractual annual leave entitlement, as specified on Part 1, plus your entitlement to public and extra-statutory holidays, exceeds the minimum legal entitlement of 5.6 weeks. The basic full-time annual leave entitlement [exclusive of public and extra-statutory holidays] is detailed in the table below: Grade or Equivalent Minimum Entitlement After 5 years service NJC Pts 4 17 Scales 1(a), 1(b), 1(c),/Clerk Typist/Clerical Officer/ Senior Clerical Officer/Technician1/Technician 2 NJC Pts Executive Officer Technician 3 NJC Pts Senior Executive Officer/Administrative Officer/ Technician 4 NJC Pts Senior Administrative Officer/ Assistant Principal Officer/ Principal Officer NJC Pts 49 and over Senior Principal Officer/ Education Officer/Assistant Senior Education Officer/ Head of Department 21 days 28 days 21 days 29 days 23 days 30 days 25 days 31 days 27 days 33 days

11 The leave year extends from 1 April in one year to 31 March the following year. As a new entrant, you will be entitled to leave proportionate to the completed months of service during your first year of entry. Your annual leave entitlement is to be taken at a time that is mutually agreed between you and your Principal/Line Manager. Staff employed in schools or in posts where the duties are linked to the operation of schools are normally required to take annual leave during periods of schools closure. In the event that the location, at which you are based, closes over a holiday period, you will be required to take annual leave accordingly; providing you have been given notice of the planned closure. Alternatively, where it is possible to work from another location, you may request to do so; though any such arrangement must be approved, in advance, by your Principal/Line Manager. Your entitlement to leave is as defined in the documents referred to in 4 above. Your basic entitlement to annual leave is specified in Part 1 of this document. Where your employment commences on any date other than the first day of April, your revised annual leave entitlement for the current leave year (pro rata to your full entitlement, as your service will be for less than a full leave year) is specified in Part 1 of this document. This basic entitlement is increased after 5 years service in accordance with existing agreements. In addition, there are normally 12 public and extra-statutory holidays in any leave year. If you work less than a 5 day/36 hour week, and/or fewer than 52 weeks per annum, you will have an entitlement to leave that is pro rata to the hours, days and weeks that you work. Where more public and extra-statutory holidays occur on your working days than can be covered by your pro rata entitlement, the remaining days will need to be covered by annual leave or unpaid leave. For example Grade Senior Administrative Officer Working hours 21.6 hours/week (i.e. 3 5 of 36 hours) Working pattern Monday Tuesday and Wednesday (7.2 hours each day) Basic Annual Leave entitlement 15 days (25 days pro rata) Public and extra-statutory holidays entitlement Full leave entitlement 7 ½ days (12 days pro rata) 22 ½ days If you work irregular hours, your leave entitlement may be calculated, approved and recorded in hours rather than days. For example Grade Senior Administrative Officer Working hours 21.6 hours/week on average (i.e. 3 5 of 36 hours) Working pattern Irregular Basic Annual Leave entitlement 108 hours (180 hours pro rata)

12 Public and extra-statutory holidays entitlement Full leave entitlement 52 hours (86.5 hours pro rata) 160 hours In the event that you leave employment, your annual leave entitlement will be calculated on the basis of completed months served in the current leave year and the Education Authority will adjust your final salary/wage payment to take account of annual leave entitlement over or under taken. In cases where the final salary payment is insufficient to meet this cost, you will be required to reimburse the Education Authority accordingly. 8. Occupational Sick Pay The Education Authority supports the principle of providing for sickness absence and payment of such absence. However, within the provisions for sickness leave and payment, the Education Authority will reserve the right to monitor absence and take all action considered reasonable to assist employees and control absence levels. This may include requesting medical examinations, interviewing absentees and, where appropriate, terminating employment in accordance with the relevant Education Authority procedures which are available from the Education Authority Human Resources Section. If you are absent from work as a result of an injury attributable to the negligence of a third party, you must notify the Education Authority about the accident. Where a claim for damages is to be made, you must include in any such claim a specific amount for loss of earnings, and on payment of the claim, you must refund to the Education Authority the sick pay advanced to you if recovery of these monies is successful. You are required to accurately detail your state of health on the pre-employment Health Declaration Form. Failure to do so may be considered a disciplinary offence and/or could result in the offer of employment being withdrawn and/or could result in dismissal. Your entitlement to Occupational Sick Pay, which comprises statutory payments and payments under the Occupational Sick Pay Scheme, less any deduction under the NJC Pay and Conditions of Service as appropriate, is as follows: Length of Service Entitlement During 1st year of service 1 month s full pay and, after completing 4 months service, 2 months half pay During 2 nd year of service During 3 rd year of service During 4 th and 5 th years service After 5 years service 2 months full pay and 2 months half pay 4 months full pay and 4 months half pay 5 months full pay and 5 months half pay 6 months full pay and 6 months half pay NB: full pay is the full normal amount payable to that employee. If you work less than a 5 day/36 hours week and/or fewer than 52 weeks per annum, your entitlement will be pro rated accordingly. Entitlement is calculated on the basis of absence in the 12 month period immediately before your period of sickness absence. Reduction to half pay will be implemented on completion of payment of full pay entitlement. If you are absent due to illness, you are required to notify your Principal/Line Manager immediately and submit appropriate documentation to cover the absence in accordance with the

13 Managing Attendance Procedure. The Education Authority reserves the right to withhold payments where absence is not correctly notified, or where relevant documentation has not been received by the Education Authority. Abuse of the sick pay scheme will be dealt with under the Disciplinary Procedure. The Education Authority Occupational Sick Pay Scheme and the Disciplinary Procedures are available on the Education Authority intranet or through the Education Authority Human Resources Section. 9. Notice The minimum period of notice to which you are entitled under the Employment Rights (NI) Order 1996 is as follows: Period of Continuous Employment Minimum Notice 1 month or more but less than 2 years 1 week 2 years or more but less than 12 years 1 week for each year of continuous employment 12 years or more not less than 12 weeks notice Where the Education Authority is required to give you notice, the Education Authority will provide notice in accordance with the statutory entitlement outlined above, unless employment is terminated on the grounds of summary dismissal for gross misconduct. The minimum period of notice of termination of your employment, which you are required to give, is not less than 1 calendar month/4 weeks. Employees on salary NJC Pt. 42 and above (or equivalent) are required to give 3 calendar months notice. You may not be required to work your notice period, and the Education Authority reserves the right to pay salary to you in lieu of part or all of your notice period. 10. Retirement If you contribute to the Local Government Pension Scheme, you can retire and receive your benefits in full once you have reached retirement age. You must advise your Principal/Line Manager in writing at least 4 months prior to your intended date of retirement in order to meet NILGOSC deadlines for pension release. Further information is available from the Education Authority Human Resources Section. 11. Superannuation Membership of the Local Government Pension Scheme for Northern Ireland is available. The Education Authority will enrol you in the Scheme on a contractual basis provided your contract lasts for more than 3 months and contributions towards the scheme will be deducted from your pay. In addition, the Education Authority has a statutory obligation to automatically enrol you in the Scheme provided you meet the eligibility criteria at any time during your employment. Information and assistance on automatic enrolment is available from the Education Authority Human Resources Section. 12. Trade Union Membership The Education Authority supports the established system of collective bargaining and believes in the principles of solving industrial relations problems by discussion and agreement. For practical

14 purposes, it is considered this can only be conducted through negotiations by representatives of the employer and employees. You have the right, and are encouraged by the Education Authority, to join a recognised independent Trade Union/Staff Association and to take part in its activities. Details of the independent Trade Unions and Staff Associations, that are recognised by the Education Authority and represented on the appropriate negotiating body, are available to you through the Education Authority Human Resources Section. 13. Grievance Procedure If you have a grievance relating to your employment, please refer to the Education Authority procedure. A hard copy of the procedure is attached, and is current on the date of issue. In accordance with paragraph 4 above, the Education Authority may negotiate and agree variations to terms and conditions; and the Grievance Procedure that is current at any given time is available through the Education Authority Human Resources Section. 14. Disciplinary Procedure The Procedure that the Education Authority is required to follow, in the event of having to take disciplinary action against you, is set out in the document attached to this Statement. The copy of the procedure attached is current on the date of issue, and includes the disciplinary rules. In accordance with paragraph 4 above, the Education Authority may negotiate and agree variations to terms and conditions, and the Disciplinary Procedure that is current at any given time is available through the Education Authority Human Resources Section. 15. Harassment in the Workplace The Education Authority is committed to providing a safe and harmonious working environment and recognises that employees have the right to be treated with dignity and respect. You are required to undertake your duties in a professional manner, to comply with all reasonable instructions and to co-operate in the promotion of harmonious working relationships. A Policy Statement and Code of Practice on measures to combat harassment in the workplace is available on the Education Authority s Intranet, or through the Education Authority Human Resources Section. 16. Maternity/Paternity/Adoption/Parental Leave Provisions There are Schemes in operation for the provision of Maternity, Adoption, Paternity and Parental leave. You are advised that there are time limits for notification, and further details of these Schemes are available on the Education Authority Intranet, or through the Education Authority Human Resources Section. 17. Job Evaluation The Education Authority operates a Job Evaluation Scheme, which is covered by a collective agreement negotiated and agreed by the Trade Unions. While in the employment of the Education Authority, if your post is upgraded as a result of job evaluation, you will receive the increased wage/salary and any backdating agreed in accordance with the scheme. 18. Undertaking Work in Addition to This Post If you are intending to undertake any other paid employment or work you should, prior to undertaking the other work, notify the Education Authority of your intention to do so. This other work can only be undertaken where the Education Authority has granted written approval. Such work will not normally be of concern provided that it does not, in the view of the Education Authority, conflict with the interests of the Education Authority, or detrimentally affect the interests of the Education Authority, or in any way weaken public confidence in the conduct of the

15 business of the Education Authority, or breach current employment legislation including the Working Time Regulations (Northern Ireland) If, on commencing this post, you are already undertaking other paid employment that you intend to continue, you should notify the Education Authority as outlined above. 19. Whistleblowing The Education Authority is committed to the highest standards of openness, probity and accountability in the delivery of its services. Whilst the Education Authority has put in place a wide range of rules, regulations, procedures and codes of practice to deliver its commitments, malpractice, abuse and/or wrongdoing may unfortunately still occur. The Education Authority does not tolerate any such malpractice, abuse or wrongdoing, and encourages anyone who has any knowledge of such to raise their concerns. If you have any such concerns, details of how to report such matters are contained in the Whistleblowing Policy, copies of which are available through the Education Authority Human Resources Section. 20. Child Protection The Safeguarding Vulnerable Groups (Northern Ireland) Order 2007 defines working directly with children or young people or in specified places as regulated activity. It is a criminal offence for any individual on any barred list or who is the subject of a disqualification order from the courts; to apply for, offer to do, accept or do any work in a post involving regulated activity, paid or unpaid. Appointment to a post defined as regulated activity is subject to a satisfactory outcome of the vetting procedure, including receipt of a satisfactory Enhanced Disclosure Certificate from AccessNI. If your post involves any regulated activity, you are required to inform your Principal/Line Manager if, during your employment, you become the subject of an investigation into an allegation that involves matters of child protection; or if you are subject to police caution, bind over or conviction for any offence that could impact upon your suitability to work in regulated activity. Failure to do so will be considered a most serious breach of discipline. 21. Full List of Terms and Conditions of Service This is not a complete list of your terms and conditions of employment. Further information on terms and conditions is available, on request, from the Education Authority Human Resources Section. Revised 1 April 2015