You will be eligible to participate in the occupational pension scheme offered by the college – the Teachers’ Superannuation Scheme for teaching staff and the Local Government Pension Scheme for support staff.
The college will make a contribution into the fund every month on your behalf. We will give you full details of the relevant pension scheme and benefits at your induction if you are appointed. If you do not wish to participate in the scheme you may elect to opt out.
Staff can apply for an interest-free loan from the college up to the value of £1,500. Repayments will usually be made over 12 monthly instalments directly from your salary.
These are available to staff on an annual basis, interest-free.
The college is part of a scheme which enables employees to purchase a new bike tax free. The cost of the bike is deducted via monthly payments from the employee’s pre-tax salary.
The college offers childcare vouchers via Computershare Voucher Services. These vouchers are a flexible way to meet the costs of your childcare and can be exchanged in whole or in part for the childcare services you use. Within specified limits, vouchers are non-taxable and exempt from National Insurance contributions. If you're already a member, find out about changes to the Voucher Scheme.
The college contributes a maximum of £20 for staff to have an eye test where this has been discussed and agreed with the line manager. If the optician recommends that you require glasses for VDU work, the college will contribute £45 towards the cost (in addition to the cost of the eye test).
Where appropriate, the college is able to offer staff a completely confidential counselling service of six free sessions.
Should you have any health-related issues or difficulties that affect you or your ability to work, we may refer you to see our occupational health specialist. Staff may also request a referral.
There is an opportunity for staff to join a private health care scheme with different types of cover. The premiums for this can be deducted from your monthly salary.
We offer a generous annual leave entitlement to our staff. Your entitlement to leave will be highlighted on your job description. This will vary depending on your contract, your grade and whether you are in a teaching or business support staff role. The leave year runs from 1 September to 31 August.
The college closes on bank holidays and between Christmas and the New Year period for efficiency reasons. Support staff are awarded up to 3 days additional leave between the Christmas and New Year period, but are expected to take any remaining closure days from their leave entitlement.
Term time only staff are required to take their leave during college vacation periods and receive payment for annual leave as part of their annual salary.
Our occupational sickness scheme offers full pay and half pay (incorporating statutory sick pay) for specified periods. The maximum entitlement is six months’ full pay followed by six months’ half pay for employees with more than four years’ service. Staff can be referred to our occupational health physician.
Some support areas in the college offer flexible working hours. This is dependent on service delivery needs and is agreed on an individual basis with your manager.
In addition to statutory maternity and paternity pay and leave, we offer occupational materity and paternity leave schemes.
Adoption leave and pay are available in accordance with statutory and occupational regulations.
Our policy enables you to apply for paid or unpaid leave for a wide range of domestic or civil responsibilities.
Trade Union membership
You have the right to join a trade union – the college recognises UCU for teaching staff, Unison for support staff, and ACM for college managers.
“I initially worked in Admissions at the Skills Centre, but always had an interest in teaching. Thanks to the teacher training scheme at the college, I studied for a PGCE and am now a full time numeracy lecturer. It’s an exciting time in my career and I’m enjoying every minute of it.”