Technician- (Workshop) Joinery. Support Staff Job Information for Applicants

Transcription

1 Technician- (Workshop) Joinery Support Staff Job Information for Applicants Learning Support Officer August 2017

2 POST TITLE: TECHNICIAN - (WORKSHOP) JOINERY REF: 01790/17 LOCATION: SALARY SCALE: Springtown Centre Band 4-17,891-22,434 per annum CRITERIA Applicants must have at least: Essential 1 a Level 3 qualification in the area of Joinery; Desirable 2 one year s employment experience working as a Joiner; 3 a Level 4 qualification in the area of Joinery. FOR INFORMATION ON THE LEVEL OF QUALIFICATIONS YOU CAN ACCESS THE QUALIFICATIONS AND CREDIT FRAMEWORK WEBSITE If, as a direct result of a disability you can not fully meet the essential experience requirement of the criteria for this post the College will waive this requirement. Applicants should note that the above criteria are the minimum requirements only and may be enhanced at the discretion of the short-listing panel. Under the provision of the Safeguarding Vulnerable Groups (NI) Order 2007 this post is deemed to be a regulated position. The College is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. COMPLETED APPLICATION FORMS TO BE RETURNED NOT LATER THAN NOON ON FRIDAY 5 JANUARY The College is committed to equal opportunities and to selection on merit. It therefore welcomes applications from all sections of society in particular applicants from the Protestant Community. Applicants with a disability are encouraged to visit the college website at and select the link DisabledGo which provides accessibility information on College facilities.

3 Contents 1. Introduction 2. About Us 3. Why we are an Employer of Choice 4. Job Description 5. Personnel Specification 6. Competency Framework 7. Contact Information

4 1. Introduction Thank you for showing an interest in this position with the North West Regional College. It is essential that you read all documents carefully and complete the application form in conjunction with the Guidance Notes. Applicants should include on their application form all the information they wish to have considered, as information not on the application form cannot be taken into account. Attached CV s will not be considered. On behalf of the College we wish you Good Luck with your application. 2. About Us Enriching lives, building careers and supporting communities. North West Regional College (NWRC) has been at the heart of life in the North West of Northern Ireland for more than 100 years. Across the passing of time it has stood as an important institution renowned for delivering an extensive range of learning and career opportunities to thousands of learners. As an employer, North West Regional College has provided hundreds of jobs across its teaching, support and technical areas. As a supporter of the local economy, it has nurtured local enterprise through expert training and skills development. As a community partner, it has crossed the divide to offer an integrated civic resource for the benefit of the entire region. Now, NWRC is delivering an invigorated brand of education and training aimed at attracting new learners, while advancing the growth and prosperity of the local economy. NWRC received an accreditation from Investors in People due to their commitment to good business and people management excellence.

5 3. Why we are an Employer of Choice Our Staff are entitled to some of the best Employee Benefits and support an employer could give making it a prime choice to further your career. Our extensive Employee Benefits scheme led to the College winning the Family Friendly Benefits Award at the UK wide VIB Business Awards. A number of these benefits include Childcare Vouchers, a Staff Counselling Service and Flexible Working options. The College is also host to our own award winning Health & Well-being Programme which runs various events throughout the year including Exercise classes, Fitness Boot camps as well as organising various routine health checks for staff. All Staff have the option of joining a workplace pension scheme where the College will make an additional contribution to your pension each month on top of your individual contribution. We recognise that sometimes life can bring unexpected changes both fortunate and unfortunate, which is why we offer staff occupational sick leave and pay, maternity and paternity leave and pay and even special leave for other life events such as the birth of a grandchild or your wedding day. We believe in making sure the skills of our staff continue to grow and thrive during their time with the College and as such we have developed the NWRC Academy of Excellence. The Academy offers staff the opportunity to undertake accredited staff development. Staff will also receive a discount should they wish to enrol on relevant College courses. Other benefits include:- State of the Art Gym - Salary Sacrifice Scheme - Benenden Healthcare - Bank at Work - Cycle to Work Scheme - Insurance Discount

6 Job Description 4. Job Description POST TITLE: RESPONSIBLE TO: REPORTING TO: LOCATION: Technician (Workshop) Joinery Principal & Chief Executive Head of Department through Curriculum Manager The successful applicant may be required to work in any of the College s buildings, as necessary. The initial location will be Springtown Centre. PURPOSE OF THE JOB: To provide a comprehensive technical support service to staff and students; To provide support to ensure the efficient and effective delivery of service; To assist in the provision of a high quality service. MAIN DUTIES AND RESPONSIBILITIES The Postholder will: 1 Health and Safety 1.1 carry out monthly health & safety audits of the workshop and risk assessments as appropriate and as required by Health & Safety Officer; 1.2 keeping up-to-date with Health & Safety regulations, making sure they are implemented and that best practice in the safe use of operation of equipment is observed at all times; 1.3 support staff and students in operating relevant hardware/equipment/tools; 1.4 ensure all work areas are clean and tidy; 1.5 receive and safely store students work for assessment. 2 Recording and Ordering 2.1 assist with the ordering of materials, the receipt, safe and secure storage of such items and the maintenance of a stock control system to ensure the availability of materials for all lecturers and classes; 2.2 liaise with staff, suppliers and maintenance providers as required; 2.3 establish and maintain an inventory of equipment and materials and provide standard reports on resources when required; 2.4 prepare and arrange materials for students, issue materials/equipment/tools to students and record returns; 2.5 maintain a record of monies raised, its safekeeping and transfer; 2.6 undertake maintenance as required to ensure the correct function of the College s equipment and software including maintenance of tools and equipment in any of the vocational areas as appropriate; 2.7 ensure the proper use of hardware and software 2.8 to assist in the installation and refurbishment of all vocational workshop areas as required.

7 Job Description 3 comply with and actively promote College policies and procedures on all aspects of equality; 4 ensure full compliance with Health and Safety requirements and legislation in accordance with College policies and procedures; 5 ensure full compliance with the College s quality assurance systems and procedures in accordance with College policies and procedures; 6 undertake any other duties as required by the College s Principal and Chief Executive or persons carrying his delegated authority. The list of duties is not exhaustive. The postholder will be expected to undertake other relevant duties in order to meet any changing operational requirements.

8 Job Description TERMS AND CONDITIONS Terms and conditions of employment are those as laid down by the Non-Teaching Negotiating Committee for Further Education in Northern Ireland and will include locally agreed terms and conditions. Salary Scale Band 4, Scale Column Point 18, 17,891 to Point 25 22,434 per annum. Hours of Work The hours of work will not normally be less than 36 per week. The hours of duty which may be on any of the College sites will be such as laid down to meet the needs of the College and may include periods of duty after, as well as before 5.00 pm on any Monday to Friday. Annual Leave Entitlement Entitlement to annual leave is 21 days, per annum in a full holiday year in addition to 12 public and extra statutory holidays. Entitlement to leave in the first year of employment is pro-rata to the number of months completed. Pension Scheme There is an Occupational Pension Scheme relating to employment with the College. Further details will be provided on appointment. Other Employment No other employment should be entered into during the period of employment with the North West Regional College. No employment by or in the service of another person or body should be undertaken except with express approval of the Principal and Chief Executive. POLICIES All staff have an obligation to comply with the statutory duties relating to Section 75 of the Northern Ireland Act 1998 and will be required to contribute to the implementation of the College s Equality Scheme drawn up in accordance with this legislation. The North West Regional College as a public authority is committed to the promotion of Equality of Opportunity in accordance with the Northern Ireland Act 1998 Section 75. Under the provision of the Safeguarding Vulnerable Groups (NI) Order 2007 this post is deemed to be a regulated position. The College is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. The College operates a Childcare Voucher Scheme for staff as part of its family friendly initiatives which are aimed at promoting a healthy work/life balance. The College operates a smokefree workplace policy for all locations. This policy prohibits smoking in all areas of all. This document can be made available in a range of formats, please contact HR Services with your requirements.

9 Personnel Specification 5. Personnel Specification Each aspect of the criteria indicated below should be addressed in full on your application form at Part A. Your application will be shortlisted solely on the basis of the information provided by you in this section of the form. Knowledge and competencies will be assessed at interview. CRITERIA Essential Applicants must have at least: 1 a Level 3 qualification in the area of Joinery; Desirable 2 one year s employment experience working as a Joiner; 3 a Level 4 qualification in the area of Joinery. If, as a direct result of a disability, you can not fully meet the essential experience requirement of the criteria for this post the College will waive this requirement. KNOWLEDGE Essential: Organisation and maintenance of stores Competencies Essential: Changing and Improving Collaborating and Partnering Delivering at Pace In addition to assessing the applicant s ability to perform the duties of the post the interview will explore issues relating to safeguarding and promoting the welfare of children and young people. Applicants should note that the above criteria are the minimum requirements only and may be enhanced at the discretion of the short-listing panel.

10 Competency Framework 6. Competency Framework The interview will assess the competencies which are listed in the Personnel Specification. This Competency Framework should be read in conjunction with the Personnel Specification for this post. Details of these competencies are provided overleaf. Setting Direction Delivering Results College Values College Values Engaging People

11 Competency Framework CHANGING AND IMPROVING People who are effective in this area take initiative, are innovative and seek out opportunities to create effective change. For staff, it s about learning from what has worked as well as what has not, being open to change and improvement and worker in smarter, more focused ways. For leaders this is about creating and encouraging a culture of innovation and allowing people to consider and take informed decisions. Doing this well means continuously seeking out ways to improve policy implementation and build a leaner, more flexible and responsive College. Effective Behaviour People who are effective are likely to Ineffective Behaviour People who are less effective are likely to Understand and apply technology to achieve efficient and effective business and personal results. Avoid use of technology and stick to tried and tested means of delivering business objectives. Take initiative to suggest ideas for improvements, sharing this feedback with others in a constructive manner. Be reluctant to consider ways to improve services in own area, even when improvements are urgently required. Conduct regular reviews of what and who is required to make a project/activity successful and make on-going improvements. Stick rigidly to the original brief, not adapting support/input to changing needs. Put aside preconceptions and consider new ideas on their own merits. Avoid considering different approaches, accepting the established way of doing things. Help colleagues and customers to understand changes and why they have been introduced. Dismiss colleagues concerns about change and miss opportunities to discuss with them what is behind their concerns. Identify, resolve or escalate the positive and negative effects that change may have on own role/team. Implement change in a thoughtless and unstructured way, having not considered the possible effects it may have on others.

12 Competency Framework COLLABORATING AND PARTNERING People skilled in this area are team players. At all levels, it requires working collaboratively, sharing information appropriately and building supportive, trusting and professional relationships with colleagues and a wide range of people inside and outside the College, whilst having the confidence to challenge assumptions. For leaders, it s about being approachable, delivering department objectives through creating an inclusive environment, welcoming challenge however uncomfortable. Effective Behaviour People who are effective are likely to Ineffective Behaviour People who are less effective are likely to Demonstrate interest in others and develop a range of contacts outside own team to help get the job done Ignore the knowledge and expertise that a wider network of colleagues and partners can bring to the work of the team Actively encourage team working, changing ways of working to facilitate collaboration for the benefit of the team s work Continue to work in set ways that make it difficult for colleagues to contribute to or benefit from the team s work Proactively seek information, resources and support from others outside own immediate team in order to help achieve results Take a narrow approach to resolving resourcing issues in own area and fail to explore other resourcing opportunities and possibilities Readily identify opportunities to share knowledge, information and learning and make progress by working with colleagues Rarely share information, or restrict it to immediate colleagues only Listen attentively to others and check their understanding by asking questions Show a lack of interest or skill in interacting with others Take responsibility for creating a working environment that encourages equality, diversity and inclusion Adopt a biased, exclusive or disrespectful manner in their dealings with others

13 Competency Framework DELIVERING AT PACE Effectiveness in this area means focusing on delivering timely performance with energy and taking responsibility and accountability for quality outcomes. For all staff, it s about working to agreed goals and activities and dealing with challenges in a responsive and constructive way. For leaders, it is about building a performance culture where staff are given space, authority and support to deliver outcomes. It s also about keeping a firm focus on priorities and addressing performance issues resolutely, fairly and promptly. Effective Behaviour People who are effective are likely to Ineffective Behaviour People who are less effective are likely to Create regular reviews of what and who is required to make a project/activity successful and make ongoing improvements. Fail to maintain pace and progress. Be interested and positive about what they and the team are trying to achieve. Display limited interest or positivity for their role or purpose. Take ownership of problems in their own area of responsibility. Avoid responsibility for dealing with problems. Remain positive and focused on achieving outcomes despite setbacks. Over control delivery so that teams don t have sufficient space or authority to meet their objectives. Check own and team performance against outcomes, make improvement suggestions or take corrective action when problems are identified. Neglect performance reviews and so be unable to give timely and constructive feedback. Set and achieve challenging goals and monitor quality. Blame others for poor quality work.

14 7. Need some help or guidance? Contact HR Services By Telephone: (028) By By Textphone: (028) The College welcomes calls via Text Relay Making a call from a textphone: Dial number Dial for emergency calls Making a call from a telephone: Dial number Our opening hours are: Monday - Thursday 8:30am to 5:00pm Friday 9:00am to 4:00pm