Terms of Service
Start date
The College is looking to make an appointment to start on 1 September 2021.
Hours of Work
The number of pupils to be taught each instrument inevitably fluctuates over time, and no guarantee can be given regarding the number of pupils from year to year, but the College will endeavour to give reasonable notice if no teaching will be available in a given year.
Visiting Music Teachers are responsible for deciding their own hours of work, within the parameters given above, and in consultation with the Master of Music or his deputies.
Salary
Competitive. Salary levels are reviewed annually on 1 September and this salary will next be reviewed in September 2022.
Holidays
The College leave year runs from 1 September to 31 August. This position will be entitled to the statutory holiday requirements. These are presently 28 days. Any Public Bank Holiday occurring during term time is deemed to be a normal working day. All leave must be taken outside of the school’s term times.
Probation and Notice Periods
The first four months of employment will be a probationary period. During this time, conduct and performance will be reviewed. The College may extend the probationary period if it is deemed to be required. During the probationary period the notice required to terminate employment will be one week (by either the employee or employer). The notice will increase upon the successful completion of the probationary period.
Pension and Life Cover
The College is an accepted school for the purposes of the Teachers' Pension Scheme (TPS Scheme) administered by Teachers' Pensions and governed by the Teachers' Pensions Regulations 2010 as amended from time to time.
The College also offers a defined contribution pension scheme for its visiting music tutors with “My Money” from Aviva (the DC Scheme). Should you opt out of the TPS Scheme you will be enrolled in the DC Scheme (unless you opt out). The College shall contribute an amount equal to 9% of your salary into the DC Scheme, and you shall contribute 5% of your salary, to the DC Scheme.
Enhanced Disclosure and other Pre-employment checks
Winchester College is committed to safeguarding the welfare of children at the school. Therefore, this appointment will be subject to a successful Enhanced Disclosure and Barring check. This will provide details of convictions, reprimands, warnings, cautions and bind overs as per the DBS filtering guidance. A policy on the recruitment of ex-offenders, and information about DBS filtering, is available upon request from the HR Department if required. The college may approach previous employers to seek relevant experience or qualifications, in addition to obtaining references provided by the candidate.
Data Protection Statement
Winchester College collects and processes relevant personal data as part of its everyday operations and is obliged to process it in accordance with the Data Protection Act 2018.
The school is the Data Controller of this data under the Act and is registered with the Information Commissioner's Office; its registration number is Z5751669.Any queries about this policy or how personal data is processed by the school should be referred to the Data Protection Liaison Officer.