The Department of Economics
Economics is a popular sixth form subject at Winchester College, with over 100 pupils studying Economics across the two years. The department has three teachers, who teach both macro and microeconomics. Being a small department, we aim to work collaboratively and supportively. Economics enjoys an excellent academic record at Winchester College: in summer 2019, almost 75% of Pre-U Economics candidates obtained Distinction grades. Each year pupils from Winchester go on to study PPE, Economics and related subjects at Oxbridge and other top universities. From September 2020, we are teaching Edexel Economics A-level to Year 12.
The department occupies rooms in Flint Court, at the centre of the school, all of which are equipped with WiFi and first class AV technology. Because the boys choose Economics in combination with a wide range of other Pre-U subjects, the Department enjoys strong links with many other departments, particularly Maths.
We have a flourishing Economics Society, where speakers address the boys; recent invitees have included the Economist Vicky Pryce. Boys also take part in external competitions such as the Royal Economics Society Essay Competition.
Role and Responsibilities
The successful candidate will be accountable to the Head of Economics for the quality, success and development of his/her teaching, all routine activities throughout the working week and providing feedback on any pupil, staff or organisational issues; and for external examination results.
He/she will have an enthusiasm for the subject and for teaching. Upon joining the department, he/she will take responsibility for a number of classes across the age and ability range of the pupils in the school. He/she will be expected to:
Teaching Timetable
- teach a set timetable per week
- set and mark work in accordance with school and department policies
- maintain accurate records of pupils’ attainment and academic progress
- be available to provide extra teaching outside the timetable where appropriate and as reasonably required by the school
Communication
- write reports on pupils as required
- monitor the progress of all pupils, giving constructive feedback from oral, written or examinable tasks
- attend meetings, including (but not limited to) staff meetings, chapel services, Professional Development days, and parents’ evenings
- communicate with parents over pupil progress both at planned school events and on an ‘as-needs-be’ basis (either by email or face-to-face)
Professional Development
The successful candidate will:
- show evidence of, and a continuing interest in, professional and personal development
- participate in the school’s Professional Review system
- produce, share and encourage the generation of outstanding and innovative digital resources in our VLE, Firefly
- share best practice with the rest of the department
Additional Responsibilities
- be available to cover for absences both inside and outside the department as reasonably required by the Head of Department and/or the Director of Studies
- assist the Head of Department with the marking of scholarship and entrance examinations as required
- act as a tutor to a group of pupils in a boarding house
- invigilate exams (internal and external) as reasonably requested by the Examinations Officer and in accordance with the regulations of the Examining Boards
Person Specification
The successful candidate will possess a strong track record of achievement in:
- demonstrating and sharing knowledge of Economics, with an intuitive awareness of classroom management skills and an appropriate rapport with pupils
- being able to understand and demonstrate outstanding teaching ability
- communicating concepts in Economics in an articulate, positive and sensitive way to pupils across the age and ability range, developing with them a working relationship of mutual trust and respect- the ability to use an appropriate range of resources and strategies in teaching, to facilitate good learning
- being able to design every lesson individually, to a high standard, conforming to the scheme of work laid out in the department’s working document- the ability to organise and manage time effectively to meet the demands of the teaching week - nurturing and supporting pupils’ wellbeing with well-developed pastoral instincts
Essential
- an excellent Honours degree relevant to the teaching aspects of the role
Benefits and Terms of Service
Salary
Winchester has its own generous salary scale, which is above the national scale. In addition to salary, the school allocates a Special Responsibility Allowance (SRA) to those with additional roles, ranging from running a sport to Head of Department or House.
Accommodation
Nearly all our full-time teaching staff live on site. The school owns a wide variety of high quality staff accommodation all within a very short walking distance of the campus, Winchester cathedral and the city centre.
Induction and Continuous Training
The school is fully committed to the induction and training of all staff. All staff are well supported when they arrive, with help and advice available from Heads of Department, Housemasters, and the Director of Studies, who has specific responsibility for overseeing the induction process.
All members of the Common Room are encouraged to subscribe to external CPD courses. In addition, we deliver a range of training, run by both our own staff and external providers, ranging from highly practical First Aid courses to seminars and learning lunches on many aspects of teaching and learning.
There is an annual cycle of appraisal offering the opportunity to reflect on professional practice and development opportunities.
For those new to teaching there is the opportunity to work towards a PGCE whilst working with us.
Private Health Care and Pension
The successful applicant will be enrolled in the school’s Corporate Health Scheme in accordance with the current rules of the Scheme. Membership of the Scheme does not extend to family members and is a taxable benefit in kind.
All academic members of staff will be included in the Government Teachers’ Pension Scheme (unless a valid opt out form is completed). Particulars of the scheme are provided by the Teachers’ Pension Scheme.
Probation, Notice Periods
The first twenty-four months of employment will be a probationary period. Regular reviews with line managers take place over the probation period with the opportunity to discuss progress, identify any areas for action and ensure there is appropriate guidance and support in place to enable successful completion of the probationary period.
During the probationary period, the notice required by either party to terminate employment will be four weeks. Once employment is confirmed, the notice period will increase to one full term.
Disclosure Check
As Winchester College is an educational establishment, a condition of employment will be that the successful candidate must consent to the school obtaining an Enhanced Level Disclosure check through the Disclosure and Barring Service. This will reveal all spent and unspent convictions, warnings, cautions and bind-overs. A policy on the recruitment of ex-offenders is available on the school’s website.
The jobholder’s responsibility for promoting and safeguarding the welfare of children and young persons for whom they are responsible, or with whom they come into contact with, will be to adhere to and ensure compliance with the school’s Child Protection and Safeguarding Policy at all times. If, in the course of carrying out the duties of the post, the teacher becomes aware of any actual or potential risks to the safety or welfare of children in the school, they must report any concerns to the school’s Designated Safeguarding Lead or in his/her absence the Deputy Designated Safeguarding Lead.
References and Other Pre-employment Checks
The appointment will be dependent on the receipt of a successful medical check and satisfactory references. The College will usually seek references from short listed candidates before interview and may approach previous employers for information to verify particular experience or qualifications. At least one referee must be the current or most recent employer. Where applicants are not currently working with children but have done so in the past, one referee must be the person by whom they were most recently employed when working with children.