Information on College Background
Glasgow Kelvin College is Glasgow’s newest College, created through the merger of John Wheatley, North Glasgow and Stow Colleges on 01 November 2013. The College will continue to be rooted in the communities it serves and is committed to delivering positive outcomes for all its learners and stakeholders.
Glasgow Kelvin College’s ethos derives from its commitment to Excellence, Progression and Enterprise. It seeks to provide learning opportunities of the highest quality, which engage learners from the widest range of backgrounds, and supports their progression to employment or to further study. It seeks to develop enterprise in individuals – as a core skill for learning, life and work; and to support enterprise in both organisations and communities – by developing the capacity of both employers and employees and of community representatives.
Already the College has a reputation for the friendliness and approachability of its staff. All staff strive to support and encourage the learners to achieve the goals they have set for themselves. The service which the College provides is supported by teams of committed and well-qualified professionals who help to provide a high quality service delivering the best learning and teaching.
The ethos is an inclusive one, and is developed through a series of commitments, a commitment to:
the priority of the needs of the service user;
quality and innovation;
ethical curriculum design;
improving access and equality of opportunity;
learner engagement and customer care;
de-centralisation and outreach;
sustainable development; and
high standards of governance.
Glasgow Kelvin College
Glasgow Kelvin College intends to provide comprehensive and high quality further education, lifelong learning and vocational training opportunities for the communities and businesses which it serves. This includes providing opportunities for local residents to progress to study, on both a full and a part-time basis, for qualifications in Higher Education (both in the College and elsewhere in the City and wider Metropolitan Glasgow area).
The College also intends to provide specific customised training for industry and commerce on a commercial basis.
The College will seek to contribute to the development of Glasgow’s Regional Outcome Agreement. It will also, through its own annual planning, respond to the Region Outcome Agreement, the priorities established by the Scottish
Funding Council (SFC) and the most recent strategic guidance received in respect of Lifelong Learning and Further Education from the Scottish Government. It will also seek to respond to the Scottish Government’s Economic Strategy (and its associated Skills Strategy) as well as its strategy for the development of Community Learning and Development (CLD) planning.
The College has five campuses in addition to an extensive range of community venues and employers’ premises where the College delivers its teaching provision.
The addresses of the campuses are as follows:
Main Building – Springburn Campus 123 Flemington Street, Glasgow G21 4TD
East End Campus 2 Haghill Road, Glasgow G31 3SR
Easterhouse Campus 1200 Westerhouse Road, Easterhouse, Glasgow G34 9HZ
City Campus 43 Shamrock Street, Glasgow G4 9LD
West End Campus 75 Hotspur Street, Glasgow G20 8LJ
All of the College’s buildings are fully accessible by physically and sensory disabled learners and staff. Information about the College’s buildings and facilities, at Easterhouse, East End, City and West, is available on the DisabledGo website at http://www.disabledgo.info. The College’s main campus, Springburn is currently being audited and information will be available in due course.
The DiasabledGo website provides free detailed access information for disabled people across the UK. The information empowers disabled people to judge the disabled access to venues for themselves. DisabledGo Access Guides to goods and services have been specially designed to answer the everyday questions of disabled people, their assistants, carers, family and friends. DisabledGo’s aim is to use access information to empower people to enjoy their communities and make their contribution and Glasgow Kelvin College is fully committed to this approach.
Principal - Alan Sherry
Vice Principal Learning and Teaching - Alan Inglis
Vice Principal Finance and Corporate
Services - James Gow
Vice Principal Human Resources and
Organisational Development - Audrey Miller
Vice Principal – Strategy, Planning and
Quality - Christine Stronach
Operational Management Structure
Head of Faculty:
Creative and Digital Industries - Iain Abercrombie
Business and Service Industries - Eddie Docherty
Care, Humanities and Sport - Raymond McDonald
Construction and Building Services
Engineering - Stephen Smith
Science and Engineering - Carlyn McNab
Head of Centre Trade Union Education - Brian Corrigan
Head of Community and Information
Services - Craig Green
Director of Human Resources - Doreen M Sneddon
Director of Business Development - Alastair McGhee
Director of Curriculum - Robin Ashton
Head of Finance - Stuart Doubble
Organisational Development Manager - John Gallagher
Communications and Planning Manager - Lesley Lang
Quality Enhancement Manager - Vacant
Advice and Guidance Manager - Andrew Macdougall
Marketing Manager - David Robertson
ICT Technical Manager - Andy Laszlo
Health and Safety Manager - John McPhail (Acting)
Estates Manager - Cathie McGrory
MIS Manager - Mae Smillie
Equalities Manager - Helen Dunlop
Admin and Secretariat Manager - Lisa Clark
Equality and Diversity
Glasgow Kelvin College recognises the strength of a multi-cultural and diverse society and is committed to promoting equality of opportunity for all. The College values the diversity of its workforce and student population. Its equality and diversity policy and associated procedures, Equality Outcomes and associated Action Plan apply to all staff, learners, partnership organisations, contractors and service providers who shall be required to comply with their requirements.
Glasgow Kelvin College is committed to equality of opportunity for all and strives to ensure that there are no barriers to the progress of staff or learners.
Staff and learners deserve equal and mutual respect at all levels. Mutual respect, cooperation and understanding are expected of all staff, learners, partnership organisations, contractors and service providers. Staff and learners should neither condone nor tolerate behaviour that discriminates against or undermines the dignity or self-esteem of any individual or creates an intimidating, hostile or offensive environment.
The College recognises that the provision of equality of opportunity in the workplace is not only good management practice but ensures the delivery of a high quality service to learners and the communities it serves. The College’s continuing commitment to equality and diversity will help all employees to develop their full potential and talents, and ensure resources are fully utilised to maximise the efficiency of the service the College provides.
The College is committed to ensuring that all learners receive appropriate impartial guidance. Learners will be treated fairly and provided with guidance to help them select programmes which assist them to meet their educational and other aspirations. All applicants will be viewed impartially and will not normally be denied access to a programme of study without an educationally justifiable or legal reason. The College seeks to provide all learners with support to assist them progress within their agreed programme of study. In addition learning opportunities are provided which promote equality and recognise the value of diversity in society.
This statement is supported by a number of College policies, procedures and equality schemes and associated action plans.
It is the Board’s policy to provide equality of employment to all and ensure that the
College does not discriminate against learners, applicants, staff or service users on the basis of protected characteristics The Equality Act 2010*.
There shall be no discrimination on grounds of:
race, colour, ethnic origin, nationality*;
sexual orientation, real, perceived or by association*;
religion or belief, real, perceived or by association*;
gender reassignment or gender identity*;
disabilities, mental health, sensory impairments, learning difficulties or underlying health condition*;
marriage and civil partnership*;
pregnancy or maternity*;
willingness to challenge harassment, leading to victimisation*;
language or social origin;
political convictions, real, perceived or by association;
membership, or non-membership, of a trades union;
a real or suspected medical condition or infection, such as AIDS/HIV*;
social background; or
status as ex-offenders, as defined by the Rehabilitation of Offenders Act 1974.
The Board is opposed to all forms of unlawful and unfair discrimination. All full-time and part-time employees and job applicants (actual or potential) will be treated fairly and selection for employment, promotion, training or any other benefit will be on the basis of aptitude and merit. We recognise that equality is getting the right person for the job.
The College holds the Employment Services Agency’s Positive About Disabled People Award and has a supportive approach to the employment of employees with a disability. The College have a commitment to interview all applicants with a disability who meet the minimum criteria for positions which become vacant and consider them on their abilities.
An employee who develops any disability whilst in the employment of the College and is as a result absent frequently or long term will be offered every assistance and support to enable them to fulfil the duties of their post.
Employees are expected to assist by making the College aware of a disability, which may contribute to or be responsible for their difficulty in attending work, at the earliest opportunity. This will enable the College to ensure that the employee is provided with the assistance and support which they require and that their rights under the Equality Act 2010 are fully considered.
The College has in place a number of systems to gather information which is used to monitor the effect that policies, procedures, functions and working practices may have on staff. The College monitors and reports on its workforce profile in its Mainstreaming Report which is available on the College website.
Further Education Colleges are establishments under the Protection of Vulnerable Groups (PVG) (Scotland) Act 2007 (Schedule 2 – regulated work with children) therefore those who have the opportunity to have unsupervised contact with children or protected adults are eligible to join the PVG Scheme when doing anything permitted or required in connection with the position. Children are defined by the Act as those under the age of 18.
In addition Section 94 of the Act defines a protected adult as an individual aged 16 or over who is provided with (and thus receives) a type of care, support or welfare service.
The PVG Scheme has two lists one for those who will undertake regulated work with children and one for those who will undertake regulated work with protected adults.
Successful applicants will be invited to become a member of one or both Schemes depending on the role. Membership of the Scheme is a condition of employment.
When a successful applicant signs the form to apply to join the PVG Scheme, they are confirming that:
They are not barred from the type(s) of regulated work to which your application relates (it is a criminal offence to seek to do regulated work while barred); and
They are applying to join the PVG Scheme for lawful purposes, usually that you are seeking to do the type(s) of regulated work to which the application relates.
The College operates a Policy and Procedure for Protection of Vulnerable Groups (PVG) and Criminal Record Checks, a copy is available on the College’s website, with the aim of making safer recruitment and placement decisions and assess the suitability of applicants, staff, students and members of the Board of Management, for positions of trust.
The College is committed to the promotion of equality of opportunity and will endeavour to treat all staff, applicants for positions (staff and Board) and students for placements who have a criminal record fairly. It will not discriminate unfairly against an individual on the basis of conviction or other information revealed. Glasgow Kelvin College is committed to providing equality of opportunity to all its employees and Board members and will ensure fair and appropriate use of information disclosed through a Criminal History check. It is therefore the Policy of the College to undertake a Criminal History check on all staff, successful applicants for positions (staff and Board) and students for placements.
The College complies with the Disclosure Scotland Code of Practice. Further information on the Code can be accessed on the Disclosure Scotland at www.disclosurescotland.co.uk
Trade Union Membership
Glasgow Kelvin College supports the system of collective bargaining and believes in the principle of solving industrial relations problems by discussion and agreement. Trade Union Membership is not compulsory but staff, are encouraged to join the Trade Union representing them on the negotiating body. The College recognise the following Trade Unions - Educational Institute for Scotland/Further Education Lecturers’ Association (EIS/FELA) and UNISON.
Glasgow Kelvin College, in conjunction with recognised Trade Unions, EIS/FELA and UNISON would encourage staff to make provisions for their pension.
All staff are automatically entered into the Scottish Public Pension Agency Fund (teaching) and Strathclyde Pension Fund (support). Membership is not compulsory and staff have the right to opt out.
All staff on support terms and conditions are automatically entered into the. Membership is not compulsory and staff have the right to opt out.
The annual leave year for staff on support terms and conditions runs from 1 January to 31 December each year.
The annual leave entitlement for academic and support management staff ranges from 32 to 36 days annual leave and staff are entitled to 12 days public holiday entitlement, a total of 44 to 48 days but excluding Saturdays and Sundays.
The annual leave entitlement for support staff is currently under review but it is anticipated that it may range from 32 to 36.
The annual leave year for academic staff runs from 1 September to 31 August. The annual leave entitlement for academic (Teaching) staff is 53 days annual leave and staff are entitled to 11 days public holiday entitlement, a total of 64 days leave but excluding Saturdays and Sundays.
Sickness Allowance & Statutory Sick Pay
Sick Allowances shall be paid to eligible staff and Statutory Sick Pay shall be paid in accordance with eligibility criteria and pay rates under the legislation at the current time. The College operates a tiered Occupational Sick Pay Scheme ranging from 5 weeks full pay and 5 week half pay to 26 weeks full pay to 26 weeks half pay dependent on length of service.
General information on Glasgow Kelvin College is available at: www.glasgowkelvin.ac.uk
The Board of Management of Glasgow Kelvin College is a Scottish Registered Charity, Registration no. SC021207
This document is purely for information purposes and does not form any part of a contract of employment.