I'm not available for the whole duration of the summer, can I still apply?
How long do contracts last?
Will I have to move centres?
I am newly qualified; can I still apply for a teaching position?
Do I need to complete an application form?
Who can I put down as referees?
What happens once you have received my application?
What happens if I am successful?
What happens on Induction Day?
Are there any benefits for returning staff?
How/when will I be paid ?
I don't have a UK bank account. What can I do?
I live abroad. What tax forms do I need to complete?
What are the rates of pay?
How much holiday pay are we entitled to?
What is included in residential positions?
Is parking available?
What documents do I need to bring?
What course materials are available?
What is a DBS check and how do I get one?
What is a Certificate of Good Conduct? (COGC)
What is the dress code?
Do I need to be a good sports player and know all the rules of the game?
Do I need a work permit to work in the UK?
In 2008 the Government introduced new visa rules and The UK now operates a points based entry system. Unfortunately Stafford House is not a visa sponsor and as such we are no longer able to accept applications from non-EU citizens who do not hold exemption from the points based entry system.
We are also unable to obtain work permits for Bulgarian and Romanian nationals who are not exempt from the accession worker card scheme.
Visit the UK Border Agency website for more information.
I am not available for the whole duration of the summer, can I still apply?
We welcome applications from applicants who are not available
for the whole summer. Our contract lengths vary from 2 weeks to 6 weeks.
Most of the short contracts are available
in July. Unfortunately we are unable to
offer contracts to those only available in August.
How long do contracts last?
The
majority of contracts are 2-6 weeks long. This can vary
according to the centre and there is a possibility for contracts
to be extended during the summer.
Will I have to move centres?
Stafford House Study Holidays endeavours to keep staff at their original centre. However, due to circumstances beyond our control, we may require staff to move to another centre. Travel costs for any last minute changes to centres would be covered.
I am newly qualified; can I still apply for a teaching position?
Yes, we welcome applications from teachers with little or no experience. SHSH offers a strong support system for teachers. Each centre has an experienced Director of Studies and at least one senior teacher to help and advise on all aspects of teaching, including lesson planning. Furthermore, they will hold teacher development sessions which will reflect the needs of all of the teachers.
You would also do what is called 'pair teaching' where you would be partnered with a more experienced teacher who can give advice and support. There are two teaching periods in every session and you would swap classes in the second period.
Finally, we have a tried and tested syllabus which you would follow. This means that you would not need to think up or create any lessons; rather you would be spending time on making the lesson relevant to your students and this reduces the need for lengthy lesson planning. For an example of the syllabus, click here.
Do I need to complete an application form?
Yes. All sections must be completed in full (including a full employment history, with gaps in employment accounted for e.g. unemployment) . CVs can be sent in addition to an application form, but are not acceptable on their own.
For a full run-down of the application process click here
Who can I put down as referees?
We will need the details of at least two professional referees, preferably those who can be contacted with regard to your suitability to work with children. One of them should be your current or most recent employer or college tutor. We are unable to accept character references, or references from friends or family.
We will need their full contact details - first name and surname, organisation, address, telephone number, and email address (professional wherever possible).
It is possible that we will contact referees prior to your interview; please make sure they are aware we have their details. For a full run-down of the application process click here
What happens once you have received my application?
If you are successful we will contact you either by phone or email, within fourteen days of receiving your application. Interviews are usually conducted by telephone and last approximately 20-30 mins. They normally take place from February - June. If you do not hear from us within this time, please assume that on this occasion your application has been unsuccessful. We will also arrange some interviews in London for management positions - dates to be announced. For a full run-down of the application process click here
What happens if I am successful?
You will be sent a pack containing a contract and joining information. All employment offers are subject to the receipt of satisfactory references however, and a contract is issued subject to this. When you return your signed contract, please include copies of all certificates (e.g. lifesaving, first aid, evidence of right to work in the UK , teaching, degree, CRB/DBS, COGC).
The first date on your contract will be an induction day at the centre. You are expected to arrive by 10:00am on your start date. Contact details and directions to the centre will be posted on our website in May.
For a full run-down of the application process click hereWhat happens on Induction Day?
For non-management staff: The induction day will start at 10:00am, and will be divided into several sections. Each member of staff will be given a general induction, which will provide an overview of the proceedings, cover health and safety issues and financial matters.
After this, staff will be briefed on their specific roles, duties and requirements in a job-specific induction. Lastly, a site tour will be provided, and you will have an opportunity to familiarise yourself with locations.
For management staff
Management staff will be required to attend the Management Training Weekend, set for the 22nd and 23rd of June in 2013, where full training will be given. We will assist with travel costs and details of the maximum amount we will cover will be stated on the invitation.
Full board and accommodation will be provided.
For further information about induction day, see our page on starting work for Stafford House
Are there any benefits for returning staff?
Staff who return to Stafford House Study Holidays for their second or subsequent summer are eligible for a loyalty bonus, as we anticipate that returning members of staff will share their knowledge with new colleagues. Staff who worked for us in the previous year complete a brief, fast track application form and there is no formal interview needed.
How/when will I be paid?
All
SHSH employees are
paid either into a UK bank account (this can be your
own account or you can nominate someone else's UK bank account)
or by named cheque only. We can pay by international bank transfer
if you pay the cost yourself. We do not pay in cash.
Our payroll is two weekly and holiday pay is paid in your
final payroll of the summer.
Information on which tax form you should complete will be provided in your contract pack.
I don't have a UK bank account. What can I do?
It is possible to open a bank account if you aren't a UK resident, but not all banks will do it - it's worth approaching several banks to find out what they will do. If they will let you open an account, you will need your passport/ID card and a proof of UK address, for which we can supply a letter. Once you've opened a bank account, you will probably be able to leave it open when you leave the country, so that if you come back you already have an account available.
If you don't have an account, please refer to 'How/when will I be paid?'
I live abroad. What tax forms do I need to complete?
If you normally live abroad the correct tax form for you would be the P46, however as this forms part of your payroll information sheet (included with your contract pack), you don't need to complete a separate form. When you have finished your work with us you should complete a P85 and send it to Her Majesty's Revenue and Customs (HMRC) along with parts 2 and 3 of your p45, which you will be issued with at the end of your employment. These allow HMRC to work out your tax properly, and the p85 will start the process of claiming back any tax refunds due to you.
The P46 information just tells the tax office if you have a National Insurance number and provides a tax code. If you haven't got an NI number please don't worry.
Any tax forms you need can be downloaded from the HMRC website at: http://www.hmrc.gov.uk.
What are the rates of pay?
For non-management rates of pay click here. For management salaries, please read the relevant job description.
How much holiday pay are we entitled to?
All staff accrue pro rata paid holiday during their period of employment. Unless there are special circumstances agreed during the interview/appointment (e.g. Graduation Days, Family Weddings, Interviews etc.), this holiday can only be taken at the end of the contract and staff will be paid for unspent holiday at the end of their contract. Holiday entitlement is set at 28 days per annum pro-rata.
What is included in residential positions?
Single rooms are provided for residential staff at the majority of our centres. Full board (breakfast, lunch and dinner) is provided. Bed linen is provided at each centre but you will need to bring your own towels.
Is parking available?
Parking is available at most sites but please check with Recruitment before bringing your car.
What documents do I need to bring?
Teachers need to bring their original teaching certificates and degree certificates with them to the centre, and all staff need to bring any other relevant certificates (e.g. first aid). All staff must have their passports (showing valid work permit, if applicable). If no passport is available, alternative proof of right to work in the UK must be provided, as well as alternative photo ID. All staff with valid DBS/CRB checks and/or COGC (with notarised translation) must bring the original copies of these to the centre.
What course materials are available?
We have our own in-house workbooks for each level which focus on speaking, listening,
vocabulary and British culture. This is supplemented by activities from published
materials, as well as project work. We expect the syllabus to be followed, but there
is also the opportunity for you to personalise the lessons according to the students’
needs.
Teachers are welcome to bring their own materials to supplement the
existing syllabus, however this isn't necessary as each centre has its own extensive library of published resource books which you
may use.
A wide range of teaching materials is also provided at each centre, ranging from pens, markers and paper to CD players.
What is a DBS check and how do I get one?
A DBS (Disclosure and Barring Service) check (formerly a CRB check) is a document that allows employers to identify candidates who may be unsuitable for certain work, especially work that involves children or vulnerable adults. A DBS enhanced check will be sought for every member of the management team, and Welfare team, as well as every staff member who works at a centre where we run our Arsenal Soccer Schools programme. Non-management staff will be notified if they have been selected for Enhanced Disclosure. We will pay the costs for this.
For staff working in our Scottish centres, it is a mandatory requirement that you become a member of the PVG (Protection of Vulnerable Groups) scheme. This is very similar to a DBS check, but will assess you against the Scottish police register.
Because of the sensitive nature of the duties that successful applicants will be expected to undertake, all successful applicants will be required to complete a confidential declaration to include details of any criminal convictions, cautions, reprimands, final warnings and any other information that may have a bearing on their suitability for the post.
What is a Certificate of Good Conduct? (COGC)
If we ask you to complete a DBS check or become a member of the Scottish PVG scheme, but you have been living outside of the UK for the past six months, you must also obtain a Certificate of Good Conduct to supplement your check or membership record. A clear COGC will demonstate that you have not had any criminal convictions in your locality.
A COGC can be obtained from your local municipal authority (i.e. Town Hall, Embassy or Police) where you are registered in the Municipal Personal Records Database. We would also require a certified translation into English.
A COGC from your local authority may be known by another name, such as a Certificate of Clearance or Certificate of No Criminal Conviction.
Should you require further information click here
Are travel costs to the centre covered?
We are unable to cover initial travel costs for any members of staff. If we have to move someone to another centre during their contract, then these costs will of course be covered. However, if we offer any contract extensions at alternative centres, the cost of travelling would not be reimbursed.
Is there a dress code?
As you are in a position of responsibility for the care and education of minors we expect you to use your common sense in your choice of attire. Torn jeans, shorts or revealing clothing are unacceptable. Company T-Shirts must be worn on all transfers and excursions. For further information please see the staff handbook.
Do I need to be a good sports player and know all the rules of the game?
No, many of our students are more interested in participating in games, arts and crafts, quizzes and drama, than football or tennis. We are looking for staff who show a willingness to learn, participate enthusiastically and lead responsibly (we supply a manual for the set up and rules of most games) rather than proficient sports players, though we welcome applicants with a recognised coaching certificate, for which an increment is payable.