Working for us
- Working for us
- Meet the HR team
- Equality & Diversity and Other Policies
- Guidance Notes for Applicants
- Apply here
Richard Huish College employs over 300 staff and we have a real commitment to employing well qualified and forward looking staff at all levels across the organisation. Our current vacancies are listed on the left hand menu and are regularly posted on our social media platforms:
Facebook: @richuish Twitter: @richuish.
If you would like to be part of one of the best Sixth Form colleges in the country and join our vibrant community of teaching and support staff then we can’t wait to hear from you. The College is committed to the health and wellbeing of staff and offers the following range of benefits; an Employee Assistance Programme, Cycle Scheme, free eyesight tests, discounted Gym membership, free flu jabs, in-house fitness gym and discounted shopping and leisure vouchers.
We believe that everyone deserves to be fairly treated and have opportunities to go as far as their abilities and talents will take them. We have an environment that is respectful, safe and fair which means everyone can learn and work here without fear of bullying, prejudice or discrimination.
The way in which we recruit staff to the College is important to us. It is a powerful advertising tool that sends a very clear message to potential applicants; the message being that if you want to work with us you must not only be able to demonstrate the required high level of performance but also be willing and capable of adopting our ethos and culture.
Our aim is to eliminate discriminatory practices and any employment decision we make is based on objective, bias free criteria and is not related, in any way, to an employee’s age, disability, race, gender, ethnicity, marital status, sexual origin, religion or belief. We have been awarded the ‘Positive about Disabled People’ Kitemark in recognition of the way in which we support existing staff to fulfill their roles, and for our approach in supporting potential new staff in making an application to us. We have a named Equality Manager who heads up the Advisory Committee for Equality.
See what some of our staff say about working for us:
“I couldn’t have asked for more support and understanding from the College, it is great to feel valued and it only motivates me to try harder to overcome the illness as quickly as possible and to give back the faith that people have had in me.”
“When my daughter was struggling with mental health issues the College supported me as I supported her. Without their level of understanding and compassion that period of my life would have been much more difficult.”
Visit our policies page to view our most recent Gender Pay Gap report and Recruitment of Ex-Offenders policy.
GUIDANCE NOTES AND SUMMARY OF MAIN TERMS AND CONDITIONS FOR APPLICANTS
Statement of commitment to safeguarding children and young people
We are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment.
Disclosure and Barring Service (DBS) Criminal Records Disclosure
The post you are applying for is exempt from the provision of Section 4(2) of the Rehabilitation of Offenders Act 1974 (Exceptions) (Amendment) Orders 1975 and 2001 and therefore all convictions, cautions and bind-overs, including those regarded as ‘spent’, must be declared. We therefore ask you to complete the Criminal Records Declaration Form as fully as possible and return it with your application form. Any self-disclosed information will be considered until short-listing has taken place. At interview, or in a separate discussion, we will ensure that an open and measure discussion takes place about any offences or other matter that might be relevant to the position.
The amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are ‘protected’ and are not subject to disclosure to employers, and cannot be taken into account. All guidance and criteria on the filtering of these cautions and convictions can be found in the DBS filtering collection.
Having a criminal record will not necessarily bar you from working with us. This will depend on the offence and the relevance of the offence in relation to the position applied for. The factors taken into account will include the responsibilities of the position, the vulnerability of the customer group, the nature of the offence[s], the number and pattern of the offences [if there is more than one], how long ago the offence[s] occurred and the age of the offender when the offence[s] occurred. We ensure that anyone making appointment decisions has the necessary information and support to assess the relevance and circumstances of any offences. We comply with:
- the Disclosure & Barring Service’s Code of Practice, which is available on their website at https://www.gov.uk/government/publications/dbs-code-of-practice
- our policy on the recruitment of ex-offenders
If we offer you the job, you will be asked to complete a disclosure application online at college. On completion of the check the DBS will issue you with a certificate. This certificate will, in line with current Government guidelines, contain any details of any convictions as well as details of any cautions, reprimands or final warnings. It will also indicate whether information is held on government department lists held by the Department for Education and Skills and the Department of Health, of those individuals who are barred from working with children.
Further information about Disclosure can be found at https://www.gov.uk/disclosure-barring-service-check/overview