Terms and Conditions of Employment


All offers of appointment are dependent on receiving 3 references that are satisfactory to the College. Therefore you must give 3 referees one of whom must be the HR Manager of your current or most recent employer, or in the absence of an HR Department, someone who has had managerial or supervisory responsibility over you.

If you have not been in employment for some time, give the name of someone who can comment on your ability to do the job. This should not be a family member or friend.

If you are applying for a teaching role we will expect that one of your referees should be from your most recent teaching appointment and we will request information including details on your recent teaching observations.

The College will not request any references from current employers prior to an offer of employment without first obtaining your agreement.

Medical Procedure

Appointment is also subject to a satisfactory medical report. Following an offer of employment, you will be asked to complete a pre-employment health questionnaire which will be reviewed by the College's Occupational Health Adviser. The information you give is confidential.

The College views the health check as beneficial to both the organisation and the potential employee, and having a health condition will not necessarily preclude you from being considered for appointment, but we may ask you to have a meeting with our Occupational Health Adviser to make sure that you are fit to undertake the duties of the job; ensure that the work and working environment is appropriate for you and any recommended adjustments are considered.

Criminal Record Check (DBS check)

As the College provides education and training to many students under the age of 18 and to vulnerable adults, all positions are exempt from the provisions of the Rehabilitation of Offenders Act 1974. The only exception to this requirement is that you do not need to disclose any ‘protected’ cautions or convictions as defined by The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2013. If offered employment, you will be required to apply to the Disclosure and Barring Service [DBS] for an enhanced Disclosure Certificate, the cost of which will be borne by the College.

If your DBS certificate shows cautions, convictions or reprimands (which are not ‘protected’ as defined by the amended 2013 Exceptions Order), which you have not declared to the College before being appointed, you may be subject to formal College processes.

For more details of the DBS Disclosure Service Guidelines, the DBS Code of Practice and the College’s Storage Policy please contact the HR Department.


If you are offered employment in a lecturing position or in some management or service positions, you will be asked to show us original certificates so that your qualifications can be verified.

Teaching staff should possess a Certificate in Education, PGCE or equivalent on appointment or achieve this qualification within a specified time.

Right to work in the UK

To comply with the provisions of the Immigration, Asylum and Nationality Act, 2006 and the Immigration (Restrictions on Employment) Order, 2004, if offered employment, you will be asked to provide proof of your eligibility to work in the UK prior to you starting work or on your first day of employment. This will usually been requested at interview and such proof includes your passport or original EU birth certificate. In addition, we require sight of original documentation showing your National Insurance number, e.g. P45, correspondence from the Inland Revenue or pay slip as well as approved photo ID (e.g. driving licence) if you have not produced your passport as evidence. You will not be able to start work until we have confirmed your right to work.

Probation Period

Every new employee of the College is subject to a probation period during which induction and any necessary training/coaching will be provided.

For Academic staff the first 9 months of your employment will be on a probationary basis, for Support staff it is the first 6 months. There will be regular reviews at 4 and 9 months for academic staff and 3 and 6 months for support staff. Subject to a satisfactory report at the 6 or 9 month review, the new employee will be confirmed in post.

Probation periods may be extended on an exceptional basis.

Data Protection

Appointment is subject to your express agreement to the College collecting, storing and processing personal data, including sensitive personal data such as health records, for the proper administration of the employment relationship. All data will be kept in accordance with the provisions of the Data Protection Act, 1998 and the associated Codes of practice, and employees will be given the opportunity to verify its accuracy on a regular basis.

Skills for Life

As part of application form, we ask whether you have GCE O Level, CSE grade 1 or GCSE grade A – C English Language and Maths. This is to support the government initiative to improve literacy and numeracy skills in the general population. It will not affect your application if you do not possess these qualifications but we may be able to offer you training to improve your skills in these areas if you are successful in your application and you wish to take advantage of such an opportunity.

You will be asked to supply evidence of your qualifications if you are offered a position and may also be required to undertake a literacy and numeracy assessment as a part of the interview process to assess your current levels.

Equal Opportunities

Education and training is a right for all and Northbrook College regards all of its existing and potential students, staff and customers as being of equal value. The College staff and governors aim to provide a secure and safe atmosphere and to remove barriers to achievement, to ensure equal access and equal opportunities for all, irrespective of disability, gender, ethnicity, religion, language, social class, learning ability/disability or difficulty, sexual orientation or age. In this respect, no one should receive less favourable treatment in relation to the curriculum, services, employment or any other aspect of College life.

Northbrook College aims to present a positive image which is welcoming to all and to keep both the College and the community informed of its policy and ethos.

In order to monitor that this policy is working and that we are not discriminating against any group, we ask you for details of your gender, ethnic origin and age, and whether you have a disability as part of your application. This is processed separately and securely and not included with the application information which is used for shortlisting and interview. If you have a disability, please do not hesitate to tell us if there are any facilities or equipment you need to help you at the interview or enable you carry out the job, if appointed. This will help us to assess you equally with other applicants.

Applicants with Disabilities

Northbrook College recognises that people with disabilities can contribute significantly to the success of an organisation, have significant skills, qualifications and experience to offer and yet often face unnecessary barriers to employment. We guarantee to interview anyone with a disability whose application can demonstrate that they meet the essential criteria for the post, as detailed in the job profile.

What do we mean by Disability?

The protected characteristic of disability in the Equality Act 2010 applies to a person who has a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities.

Recruitment and Employment of Ex-Offenders

Northbrook College is a ‘designated place’. All posts involve contact with children and vulnerable young adults and are therefore exempt from the Rehabilitation of Offenders Act, 1974. Applicants for positions at the College are required to provide details of all relevant convictions, spent or unspent, or cautions, and if there are any court actions pending. The only exception to this requirement is that you do not need to disclose any ‘protected’ cautions or convictions as defined by The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2013. Existing staff are required to inform the Principal of any criminal charges, cautions or convictions during the period of their employment.

The College is also subject to the provisions of the Protection of Children Act, 1999 and the Criminal Justice and Court Services Act, 2000, which require that the names of potential employees are checked against the Department of Health’s Protection of Children List and the Department for Education and Employment’s List 99, now superseded by the Disclosure and Barring Service, and that they not be appointed if their names appear on either of the lists.

Disclosure is an integral part of the recruitment process and for every position (unless otherwise stated), an applicant will be required to make an application to the Disclosure and Barring Service (DBS). Existing staff taking up different positions within the College may also be required to make an application for Disclosure. The cost of Disclosure applications will be borne by the College.