Should you wish to submit your CV for consideration in relation to future opportunities, please contact the HR Officer.
Academic Staff Pension Scheme: From January 2022 qualified teaching staff have access to the Aviva Pension Trust for Independent Schools (APTIS) with the additional benefit of Group Life Assurance and Group Income Protection.
Support Staff Pension Scheme: Access to our workplace contributory pension with Royal London. Employees contribute 3% towards their pension monthly and the College contributes 5%.
Annual Leave: The teaching year is 34 weeks and one day (April INSET). Support Staff receive 25 days of annual leave plus Bank Holidays. This is pro rata for part-time staff.
Discretionary Annual Bonus Award: Based on an employee's annual salary. Eligibility criteria apply.
Personal Accident Scheme: Coverage for accidental injuries incorporating dental.
Counselling Service: Access to a confidential counselling service for all employees and any members of their immediate family who permanently live with them.
Professional Development: INSET days and financial support for external courses of study that are of benefit to the College and the member of staff.
Personalised Induction.
College fee remission of 25%. This is pro rata for part-time staff.
£500 refer a friend scheme (payable on successful completion of an employee's probation).
Free hot lunches and refreshments including vegetarian options and salad bar during term time when on duty. Including breakfast and evening meal for duty staff.
On-site car parking.
Use by staff of our on-site swimming pool, small gym, Multi-Use Games Area and grounds at designated times.
A range of termly social activities for staff including an annual Staff Christmas Party and End of Year BBQ.
Cycle to Work scheme.
Staff Survey Comments 2024:
"Slindon College is a place like no other. The staff appear happy and that they truly care about the wellbeing of the pupils. I feel good coming to work, and I actually believe I am making a difference."
"I am proud to work here and feel that the ethos of the school promotes positive outcomes for all pupils."
"The calm, polite atmosphere and welcoming attitude of those who work and attend the College."
Staff Survey Comments 2023:
"A supportive and nurturing environment, you actually feel like what you do makes an impact. The people here are all here for the children and are invested in their education and wellbeing. It is a great place to work."
"...opportunity to teach and put children first and be part of a small team that makes a big difference."
"Somebody I respected worked at Slindon and suggested I apply. Once here I was attracted by the lovely site, the well behaved pupils and great staff. As time has gone by the attraction has grown as I feel the school is on an upward trajectory and everyone is working hard to achieve group goals."
Data Protection Privacy Notice (Recruitment)
This notice explains what personal data (information) we will hold about you, how we collect it, and how we will use and may share information about you during the application process. It applies to all individuals enquiring about or applying for a position at the School, including positions as a member of staff (full time or part time), contractors, workers, governors, volunteers and peripatetic staff. It also applies to individuals we will contact in order to find out more about our job applicants, including referees, or those that are provided by job applicants as an emergency contact.
You are being sent a copy of this privacy notice because you are enquiring about a position at the School, or applying to work with us (whether as an employee, worker, or contractor). We are required to notify you of this information under data protection legislation. Please ensure that you read this notice (sometimes referred to as a ‘privacy notice’) and any other similar notice we may provide to you from time to time when we collect or process personal information about you.
Who collects the information
Slindon College (‘School’) is a ‘controller’ in relation to personal data and gathers and uses certain information about you. This means that we are responsible for deciding how we hold and use your personal information.
The School’s contact details are as follows:
Slindon College, Slindon House, Top Road, Slindon, Nr Arundel, BN18 0RH
01243 814320
schooladmin@slindoncollege.co.uk
Data protection principles
We will comply with the data protection law and principles when gathering and using personal information, as set out in our Data Protection Policy. This means that your data will be:
About the information we collect and hold
The table in Part 1 of the Schedule below summarises the information we collect and hold, up to and including the shortlisting stage of the recruitment process, how and why we do so, how we use it and with whom it may be shared.
The table in Part 2 of the Schedule below summarises the additional information we collect before making a final decision to recruit, i.e. before making an offer of employment unconditional, how and why we do so, how we use it and with whom it may be shared.
We seek to ensure that our information collection and processing is always proportionate and necessary for specific legitimate purposes. We will notify you of any changes to information we collect or to the purposes for which we collect and process it.
Where information may be held
Information may be held on the School’s premises in our filing systems and on our servers. It may also be held on our behalf by third party agencies, service providers and representatives.
How long we keep your information
We keep the personal information that we obtain about you during the recruitment process for no longer than is necessary for the purposes for which it is processed. How long we keep your information will depend on whether your application, or the application you are supporting (e.g. as a referee) is successful and you (the job applicant) become employed by us, the nature of the information concerned and the purposes for which it is processed.
We will keep recruitment information (including interview notes) for no longer than is reasonable, taking into account the limitation periods for potential claims such as race or sex discrimination (as extended to take account of early conciliation), after which they will be destroyed. This is likely to be for six months from the communication of the outcome of the recruitment exercise which takes account of both the time limit to bring claims and for claims to be received by the School. If there is a lawful reason for keeping recruitment records for longer than the recruitment period, we may do so but will first consider whether the records can be pseudonymised, and the longer period for which they will be kept.
If you are an applicant and your application is successful and you join the School, and once the six month period set out above comes to an end, we will keep only the recruitment information that is necessary in relation to your employment. For further information, see the Privacy Notice-Workforce.
If we wish to retain your personal information on file, on the basis that a further opportunity may arise in future and we may wish to consider you for that, we will write to you separately, seeking your explicit consent to retain your personal information for a fixed period on that basis.
Your DATA rights to correct and access your information and to ask for it to be erased.
Please contact our Data Protection Officer, Mr R Draper, who can be contacted by email draperr@slindoncollege.co.uk if you would like to correct or request access to information that we hold relating to you or if you have any questions about this notice. You also have other rights including the right to ask for information we hold and process to be erased (‘the right to be forgotten’) or not used in certain circumstances. Our Data Protection Officer, Mr R Draper will provide you with further information about your data rights, if you ask for it. You may also want to read the Privacy Notice - Workforce which provides more detail on this.
Keeping your personal information secure
We have appropriate security measures in place to prevent personal information from being accidentally lost, used or accessed in an unauthorised way, altered or disclosed. This includes personal information being locked away, password protected or encrypted. We limit access to your personal information to those who have a genuine need to know it. Those processing your information will do so only in an authorised manner and are subject to a duty of confidentiality.
We also have procedures in place to deal with any suspected personal data breach. We will notify you and any applicable regulator of a suspected data security breach where we are legally required to do so.
How to complain
Our Data Protection Officer oversees compliance with this privacy notice. We hope that our Data Protection Officer can resolve any query or concern you raise about our use of your information. If not, you can contact the Information Commissioner’s Office at https://ico.org.uk/concerns/ or telephone 0303 123 1113 for further information about your rights and how to make a formal complaint.
SCHEDULE About the information we collect and hold
Up to and including the shortlisting stage
|
The information we collect |
How we collect the information |
Why we collect the information |
How we use and may share the information |
|
Your current and any former names, title, date of birth, gender, national insurance number, and contact details (i.e. current address, home and mobile phone numbers, email address) |
From you |
Legitimate interest: to carry out a fair recruitment process Legitimate interest: to progress your application, arrange interviews and inform you of the outcome at all stages |
To enable HR personnel to contact you to progress your application, arrange interviews and inform you of the outcome To inform the relevant manager or department of your application |
|
Details of your qualifications, experience, employment history (including job titles, salary and working hours) and interests |
From you, in the completed application form and interview notes (if relevant) |
Legitimate interest: to carry out a fair recruitment process Legitimate interest: to make an informed decision to shortlist for interview and (if relevant) to recruit |
To make an informed recruitment decision Both the person making the shortlisting decision and, if you are invited for interview, the interviewer will receive these details. |
|
Your name, contact details and details of your qualifications, experience, employment history and interests |
From you, in the completed application form and interview notes (if relevant) |
Legitimate interest: to carry out a fair recruitment process Consent (if given): if you are unsuccessful in your application, your details may be passed on to an associated School to see if they have any suitable vacancies |
To see whether an associated School has any suitable vacancies |
|
Information about you that is publicly available online through online searches |
From standard online searches using a web browser, website, or social media platform. |
Legitimate interest: to form part of the School’s wider safeguarding due diligence. Legitimate interest: to make an informed decision to shortlist for interview and (if relevant) to recruit. To comply with our legal obligations including those contained in the statutory guidance for schools: Keeping Children Safe in Education (KCSIE).
|
To make an informed recruitment decision. The member of staff carrying out the search, if not involved in the decision-making process, may share any relevant information related to suitability with the individuals who will be interviewing. This way the decision makers will only have the relevant information that may need to be addressed at interview and will not be exposed to other information). Search results will be reviewed and, if appropriate, explored with the applicant at interview. To comply with legal/regulatory obligations. For further information, see * below |
|
Your racial or ethnic origin, sex and sexual orientation, religious or similar beliefs |
From you, in a completed anonymised equal opportunities monitoring form |
To comply with our legal obligations and for reasons of substantial public interest (equality of opportunity or treatment) |
To comply with our equal opportunities monitoring obligations and to follow our equality and other policies For further information, see * below |
|
Details of your referees |
From your completed application form |
Legitimate interest: to carry out a fair recruitment process To comply with our legal obligations to request references |
To carry out a fair recruitment process To comply with legal/regulatory obligations Information shared with [relevant managers, HR personnel and the referee] |
|
Criminal Record Information or information that would make you unsuitable to work with children |
From your self-declaration form
|
Legitimate interests: to carry out a fair recruitment process including giving candidates the opportunity to discuss their disclosure with the School before a DBS check is obtained. To comply with our legal obligations including those contained in the statutory guidance for schools: Keeping Children Safe in Education (KCSIE). For reasons of substantial public interest (preventing or detecting unlawful acts, and protecting the public against dishonesty) |
To make an informed recruitment decision and given candidates the opportunity to discuss their disclosure with the School. To comply with legal/regulatory obligations For further information, see * below
|
Before making a final decision to recruit
|
The information we collect |
How we collect the information |
Why we collect the information |
How we use and may share the information |
|
Information about your previous academic and/or employment history, including details of any conduct, grievance or performance issues, appraisals, time keeping and attendance, the reason you left your current or most recent post, and facts of any substantiated safeguarding concerns/allegations that meet the harm threshold under the statutory guidance "Keeping Children Safe in Education” (KCSIE), from references obtained about you from previous employers and/or education providers ☐ |
From your referees (details of whom you will have provided)
|
Legitimate interest: to make an informed decision to recruit To comply with our legal obligations including those contained in the statutory guidance for schools: Keeping Children Safe in Education (KCSIE). Legitimate interests: to maintain employment records and to comply with legal, regulatory and governance obligations and good employment practice |
To obtain the required reference about you To comply with legal/regulatory obligations Information shared with relevant managers and HR personnel The reference is confidential and will not be shared with you unless we are required or able to do so. |
|
In respect of applicants for teaching positions who have lived or worked outside the UK, information about any sanctions or restrictions and/or any circumstances impacting your suitability to teach ☐ |
From a letter from the professional regulating authority in the country (or countries) in which you have worked |
Legitimate interest: to make an informed decision to recruit To comply with our legal obligations including those contained in the statutory guidance for schools: Keeping Children Safe in Education (KCSIE). Legitimate interests: to maintain employment records and to comply with legal, regulatory and governance obligations and good employment practice |
To comply with legal/regulatory obligations Information shared with relevant managers and HR personnel Information shared with DBS and other regulatory authorities as required
|
|
Information regarding your academic and professional qualifications ☐ |
From you, from your education provider, from the relevant professional body |
Legitimate interest: to verify the qualifications information provided by you To comply with our legal obligations |
To make an informed recruitment decision |
|
Information regarding your criminal record, in criminal records certificates (CRCs) and enhanced criminal records certificates (ECRCs) in accordance with the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended) and, where appropriate, overseas criminal records checks ☐ |
From the original check and any updated status checks from the Disclosure and Barring Service (DBS) From overseas jurisdictions in accordance with Home Office guidance In respect of agency and third-party staff (supply staff), from any agency or third party organisation In respect of fee-funded trainee teachers, from the initial teacher training provider |
To perform the employment contract To comply with our legal obligations Legitimate interest: For reasons of substantial public interest (preventing or detecting unlawful acts, and protecting the public against dishonesty) |
To make an informed recruitment decision To carry out statutory checks Information shared with DBS and other regulatory authorities as required For further information, see * below |
|
Your nationality and immigration status and information from related documents, such as your passport or other identification and immigration information ☐ |
From you and, where necessary, the Home Office |
To enter into/perform the employment contract To comply with our legal obligations Legitimate interest: to maintain employment records |
To carry out right to work checks Information may be shared with the Home Office |
|
Information regarding your health, including your medical history, present health status and any workplace adjustments required ☐ |
From you, including via a health questionnaire and medical examination |
To comply with our legal obligations including those contained in the Equality Act 2010 and statutory guidance for schools: Keeping Children Safe in Education (KCSIE)
|
To make an informed recruitment decision To comply with legal/regulatory obligations including considering adjustments necessary to enable you to perform the role for which you have applied Information shared with the School’s medical advisers including the School doctor and occupational health adviser Information shared with medical adviser carrying out your medical examination |
|
A copy of your driving licence ☐ |
From you |
To enter into/perform the employment contract To comply with our legal obligations To comply with the terms of our insurance |
To make an informed recruitment decision To ensure that you have a clean driving licence Information may be shared with our insurer |
You are required (by law or in order to enter into your contract of employment) to provide the categories of information marked ‘☐’ above to us to enable us to verify your right to work and suitability for the position.
* Further details on how we handle sensitive personal information and information relating to criminal convictions and offences are set out in our Recruitment, Selection and Disclosures Policy available from the HR Officer.
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