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Yesterday evening, Gavin Williamson, the UK’s Secretary of State for Education, announced the government’s plans and guidance for the Education sector to reopen in September. The news, although very positive for the sector as a whole, does still raise concerns about children’s and staff’s safety.Nurseries, early years providers and childminders have been welcoming back children since the beginning of June. From the beginning of September, schools and Further Education College will be expected to do the same, with attendance being mandatory from the start of the new academic year.As expected, guidelines are still in place to minimise contact where possible. For nurseries and other early years providers, the limit on bubble sizes has been lifted, but classes are still expected to be separated to minimise the risk of spreading cases, should they occur. Schools and Colleges are advised to do the same, especially between year groups, by separating classes and limiting the movement of classes through corridors at the same time.Schools may also consider staggering their teaching hours and class times to minimise the number of students and teachers in the school at any one time. Teachers are also expected to distance themselves from each other and older students as much as possible.Special guidance for SEN schools and other providers have also been outlined by the government. What does this mean for the sector?The full reopening of schools is a positive move for the sector which has been hugely disrupted since the lockdown began in March. The closure of our schools and colleges meant that a huge proportion of staff were placed on furlough or had contracts ended and many will have also been made redundant. But now that preparations for September will be underway, we expect to see more jobs in the Education sector across the board.The UK economy has been hit severely by the pandemic, which has raised concerns about recession, the effects of which are already being seen through high unemployment. Jobs in all sectors are less widely available than this time last year.As a result, we expect that both young and adult learners will focus on their education, developing existing skills, upskilling to meet the demand for certain jobs and in some instances retraining for career moves. For Further Education colleges, this should have a positive effect on enrolment numbers which in turn increases the need for teachers to meet the demand.An increase in College course attendees should also increase the need for support staff and cleaners in the school to ensure that the highest standard of safety is maintained for staff and pupils. How great is the risk?The greatest concern is of course the risk to the wellbeing of staff and pupils. The pandemic is not yet over and schools, colleges, parents and pupils will be understandably concerned about the risk of contracting the virus caused by increased contact to others.According to the government, the risk of contracting the virus in schools and colleges is low and they are confident the measures outlined in their plan will help minimise that risk as much as possible. For example, regular cleaning and handwashing should be practiced. Schools will also be provided with a limited number of home test kits for those who would normally not have access. This, they hope, will help identify new cases early on so that the spread can be controlled. However, this doesn’t take into consideration the potentially higher quantity of pupils and teachers that will be present in the next academic year, as well as the risk of a second wave.The government outlined that in the case of contraction, the person affected and small groups of young people and staff will be asked to self-isolate for up to 14 days. A mobile testing unit may also be sent to test others who have been in contact with the person who has tested positive. Testing will focus on the immediate class, then the year group, followed by the whole school if necessary.The true risk to the everyone’s health and wellbeing will be unclear until schools do open again in September. Education organisations now need to focus on planning their return, how distancing can be maintained and the measures that need to be taken to keep their staff and pupils safe whilst ensuring the highest level of education.Luckily, the experiences of the last few months have shown that the Education sector is resilient and able to deal with challenges despite adversity. A blended-learning model has already been put into effect. Anecdotal evidence from many of our clients within the sector has labelled the model as a success, meaning this model could continue to be used from September to ensure everyone’s safety without interrupting the vital education of learners.
More than just a fun way to get fitWhether you love it or hate it, football at school is a great way to get kids outside and doing some exercise yet football can offer wider benefits.We are all familiar with the traditional skills that are promoted in football such as team building, resilience, determination and respect. However, there is now a growing realisation that football can also be used to develop maths and English skills and even open up other career paths.Understanding the angle of the corner kickThere are many opportunities to promote maths actively during matches, this can be as simple as working out how much time is left of the game or as complex as working out angles of corner kicks and pitch marking distances. Outside of the match environment the opportunities to embed maths become even more numerous if you excuse the pun. Take for instance player and club stats; by getting pupils to study player stats they can calculate a huge number of interesting facts such as the most consistent goal scorer in a league or number of saves made by a specific goal keeper. This kind of maths is much more fun than when most of us were taught at school. Football commentators and writersInitially it appears harder to promote English skills in to schools’ football, however this is only true if you simply view football as a physical activity. Alan Shearer, Gary Lineker, Clarence Seedorf all need a good command of English to write and comment on football matches.When looking to embed English it is important to consider the entire sport and the opportunities that this presents. For instance, getting pupils to watch a game and then write a match report is an easy and enjoyable way to get pupils engaged with English outside of the traditional classroom environment.What is footballIs it a game or an entire industry? Is it a sport or a career, a TV show or a university degree course, a way of keeping fit or a way to relax in an armchair? Football is all these things and more. In the wider context it can be used to engage pupils with maths, English and other key curriculum areas, in history, geography, business studies even technology.Students learn better when they are engaged in a subject and apply thinking and enquiry. Lessons are more interesting and learning more effective. The student can experience greater achievement and be spurred on to further improvement. So football can be more than just a fun way to get outside, with a little intervention and creativity it can have a big impact on functional skills with possibly even having a greater impact than the traditional maths and English course delivery models. Career OpportunitiesSo we have looked at football as a way of embedding maths and English but what about potential career opportunities? Ask many school aged pupils what careers football opens up and the majority will undoubtedly talk to you about becoming a professional footballer. However, there are many other career paths open to pupils interested in football, not just those on the pitch. More than the sum of the partsA football coach/teacher can make a significant contribution to their overall grades, even lead the way towards a high performing school. Exceptional schools are characterised with having cross school strategies linked to student achievement with a strong motivation to learning. The football coach or teacher is ideally placed to nurture these attitudes and behaviours in their pupils but it takes great commitment and creativity to put together lessons that will inspire. And a strong obligation to their pupils, that they deserve a whole learning environment when it comes to football, not just the head and footwork drills. Play your part!The English Schools’ Football Association (ESFA) is the National Governing Body for Schools’ Football in England and now runs over 40 National Schools’ and Colleges’ Cup competitions for both boys and girls. With such a wide reach, the ESFA realises the importance of supporting its members in the improvement of wider skills and actively encourages schools to make a football match a school-wide event.For more information about the ESFA please got to: http://www.esfa.co.uk/
We ask, is this war time code for a post 16 education funding crisis?Fragile in this context is what a business would call cash flow. In other words the finances are in a fragile state.To get this ‘fragile’ situation sorted the Government wants all colleges to take part in area-based reviews. Post 16 reviews will be taking place throughout the country with the overall aim to get them into better shape or ‘more robust’, less ‘fragile’.What that shape will look like is yet to be decided but what is clear is that the government sees this as a money saving exercise and not as a funding crisis; any further money will not, at this stage, be coming from Government coffers.To be fair the Government is not looking to cut current funding, although there have been cuts already; what is clear is that they want funding better managed with better education outcomes; they want cake.What has been acknowledged so far is that post 16 colleges, in general, are in a pickle and the ‘fragile’ talks and area reviews give an indication to the strategic mind-set behind recent activities.On the table as an outcome of the reviews is curriculum rationalisation; restructuring is not ruled out and bubbling in policy background is talk of a specific strategy for technology, more local control and an education emphasis that leads to employment. All good you say, but, here’s the big one, there will no doubt be compromises.Outcomes may lead to Government intervention and that could be significant for some colleges.Furthermore the ‘fragile’ focus is in truth about money and Government is not envisaging any more, this is not the purpose of the exercise but they do want support from businesses through local partnerships.An overall assumption from the area reviews is that colleges will be saving money and thus any change will be funded from future surplus from the savings, local business partnerships and local authorities.Local authorities will be expected to provide money too from their skills budgets so colleges can make the changes. What could this mean for post 16 collegesThe overwhelming message taken from recent talks and announcements is ‘change’. That change will depend on the catchment area that the college is in, their combined curriculum and their student population.If it involves curriculum rationalisation then compromise will have to be made here.Some courses cost more than others and the combined effect of a rise in total cost can dramatically change the marginal cost of a student and college finances so the cost accountants will no doubt move in to look at the marginal cost of all student courses and how economies can be made.Whole area strategies will be under discussion looking at how collective colleges can achieve synergies. The emphasis on technology will see technology specific institutions set up where economies of scale can be gained thus saving other colleges the huge investment in IT.Examples are already being made across the country; in North East Norfolk and North Suffolk five colleges are collaborating following a review earlier this summer. Between them they were facing a deficit of over £1.3m. The financial challenge was clear but when this was combined with a falling college age population in the area it became a ‘no brainer’ decision to merge.The same with three colleges in east London that were facing £3m in cuts and accumulated annual losses of £4m they too decided to join forces.Change is always unsettling; for staff, for students, for parents and for the local community who rely on their college. Often decisions are taken within a vacuum without taking into account the impact on travel, access, accommodation and recruitment. The latter as Morgan Hunt knows only too well, being a major consideration for any college.As all reviews need to be in by March 2017 there is much to think about and debate on how the ‘fragile’ nature of colleges can be resolved and the compromises to be made. Collaboration is what is being sought and a vision on what the area needs as a whole, and as a review can be triggered by a proactive proposal it’s worth getting involved.
It’s official – apprenticeships are on the rise. The number of young people applying for apprenticeship schemes is at a record high in the UK, according to recently released figures from the National Apprenticeship Service.Apprenticeships provide an alternative route to employment and career development through paid on-the-job training. With unemployment amongst 16-17 and 18-24 year olds at 36.4% and 18.6% respectively – coupled with rising university fees, it’s hardly surprising that this route has become increasingly popular. You can’t ignore an increase of 32% in online apprenticeship applications year-on-year. The government continue to invest heavily to ensure that employers - especially small to medium sized businesses - are encouraged and incentivised to provide apprenticeships with the aim of helping to get NEET young people into employment. On your marks for new ‘pre-apprenticeship’ programmeIn August 2013 the government will be launching a traineeship (or pre-apprenticeship) programme, initially for 16-19 year olds (and young people with learning disability assessments up to academic age 25) to help prepare young people for apprenticeships and other employment.With more and more young people choosing the apprenticeship path, and with plans to extend the traineeship programme to be delivered to young people up to the age of 24 in due course, demand for enrolment on the programme is expected to be high.The new scheme will include three key elements: a work placement with a minimum duration of six weeks educational support to improve English and Maths skills work skills training with flexible training available dependent on the individual's needs.With the relatively short implementation period for the traineeship programme, further education colleges set to deliver the programme will need to be prepared for the impact.Morgan Hunt recruitment agency has been the recruitment partner of choice for much of the further education and employability and skills sector since 2005.We have an established education division with dedicated teams across the UK that specialise in the recruitment of qualified functional skills and employability tutors and PSD mentors across the further education and employability and skills sectors.Get in touch to find out more about how our expert teams are equipped to help clients prepare to deliver the new traineeship programme by email [email protected] or contact your relevant Morgan Hunt office.For further information on the traineeship programme visit http://www.education.gov.uk/.For more statistics on the increase in online apprenticeship applications, visit http://www.apprenticeships.org.uk/.* Unemployment stats provided by Parliament Youth unemployment statistics, 12 June 2013
And keep the wage bill downExecutive pay has come under criticism in social housing. In the largest 100 housing associations, pay in the top job has risen by 5.5 percent. It stands out because this is not matched in the lesser ranks and also because Government legislation is sucking out the surplus for many.The ‘pro’ view for increasingly higher pay has been around the lack of skills and expertise within the sector; that salaries are benchmarked, that this is the going rate, and that ‘their’ particular organisation has twice the housing stock and consequently demands a premium rate - the latter metric having a curious and anomalistic alignment with worth.The senior appointments team at Morgan Hunt has been placing top execs in the public and not for profit sectors for the past decade and there is some growing concern around the concept of ‘closed shop’ creeping under the boundaries of housing top level jobs; that a precondition of employment for the Chief Executive role is experience within the sector.“It’s true, that the learning curve at the start of a job might be steeper if the person who is hired is not sector experienced, but there is no evidence to suggest that someone from outside the sector cannot do the job as effectively” says Frazer Thouard, Director, Senior Appointments Division, Morgan Hunt.Economists always view long run investment curves with a dip to start with and then with increasing returns later on. An example of outside sector recruitment is Carolyn McCall, appointed Chief Executive of Easy Jet in 2010 after 25 years in the newspaper business. Aviation, media? Not a lot in common apart from both being high fixed cost businesses, but it has not mattered judging from her performance.Are boards too close; do they lack objectivity when it comes to making decisions on pay and candidate selection, should there be more independence, more vision, a wider scope?Both recruitment and Ftse 100 companies have been lambasted for being too narrow in their search and selection of candidates, including the appointment of non-executive directors.We should not condone top pay for top skills. Skills of this kind often command three times higher in commerce and industry. Also there is an increasingly larger enterprise remit entering into social housing; and, given their social purpose, the shifting balance will be a higher and more challenging wire to walk for any CEO.Yet talent in social housing does not solely exist within a homogenous housing group and the laws of economics will drive up price where supply is restricted. “Looking beyond the immediate social housing community can bring in much needed new talent and innovative thinking.” says Thouard. “If social housing is to evolve, it should look outside for fresh ideas. If the sector is doing all right then it’s ok to recruit from within, but it isn’t, and swapping around directors is not the best solution. This would be a mind-set change for the industry”.This viewpoint is clearly not held by all. And there are issues in attracting good quality candidates from outside the sector due to its image, yet there is still enough within the remuneration package for recruiters to market with confidence.For example the vast majority of Chief Executives (80%) are on defined contribution pension schemes; this is rare in commerce and industry. With employer contributions of up to 30 percent, recruiters need to wise up on the lure of these increasingly scarce additions.For more information on Morgan Hunt Senior Appointments email us.
Morgan Hunt explores the issues for skills with Procurement for Housing (PfH) Procurement for Housing (PfH) is a national procurement organisation dedicated to the needs of the social housing sector. It is a member organisation that collectively manages over 75% of the UK’s social housing stock. Morgan Hunt works with housing associations to help them recruit social housing talent. Part of this collaboration involves working in partnership with them to plan and resource their skills requirements. Welfare reform has been one of the biggest social shakeups in Britain since the war and deserves some time analysing the impact this will have on the workforce. Follow for thefull article in PfH. Whichever side of the welfare reform fence you’re on, one thing that most will agree with is that it’s going to get hotter, tougher and messier and looks set to consume a lot more airtime and media coverage. Iain Duncan Smith took on a big challenge, without any strong background in social welfare. To his credit he has stuck with it even if at times he appears to be carrying an increasingly furrowed brow of late. Few could argue with the logic; one payment which combines six working-age benefits and credits for many different life needs that was expected to make efficiencies across a whole spectrum of separate departments and functions. The reform has been batted around parliament, incessantly debated, and while the top level logic makes sense, the devil is in the detail. Housing is an integral element in the welfare mix. For a start there is a housing shortage and the rent is the most expensive component of the welfare payment, messing with the payment system, messes with the family budget too. Most people in tight situations will struggle with competing priorities, and PfH members will be juggling with a range of challenges, including rent payment, that they will need to support tenants in. The job of housing association just doesn’t stop there. They provide a whole range of services for vulnerable people who live in their homes. These are often people who have a range of social issues, who need direction and support from their housing association that includes not just the rent payment, but for other budget areas too. Empowering people in the management of their own household budget lies at the heart of Government reform. This is a thread that runs through all reform programmes. Under the new system the general rule implies that payment goes directly to the tenant and no longer the landlord. Other complications in housing reform include ‘under occupancy’ and ‘personal independence’ and when the overall payment is squeezed to the barest minimum there is likely to be a consequence. How does this impact skillsThe change is radical. Some say that it has to be in order to make a difference. But as with all change programmes the detail is not certain. Certainty only comes with experience; having done it before, practical contact with observation and fact, knowledge and skills acquired in the process. In light of the whole welfare system changing, technically speaking no one is an expert. New skills are required to deal with the fallout. Worth noting is the independent review of the Universal Credit that is due in April. A rubber stamp on this will be the final calling card for housing associations to re-assess their strategies, services, workforce requirements, and associated skill base. Find out more information on the new skills requirements.Morgan Hunt offer a consultative service to help you and your organisation find the kind of social housing skills that will ensure the continuity of your mission. For more information contact the housing team or call 0207 419 8900. The real point about diversityWhy quota and targets will consistently fail organisationsMany companies place diversity statements on their websites, issue statements in their HR packs, in annual reports and have processes and procedures in place to help them achieve their pledges. But a large number fail to meet diversity targets despite their well-meaning efforts. The numbers simply don’t stack up in many organisations.There are many brands of diversityRegardless of scale or dominant ethnic group in organisations the challenge on the diversity mix is the same. Even our own public sector has been accused of favouring those with previous public sector experience, reminiscent of ‘closed-shops’ and private sector the same.Public services need representation across all diversity groups and the Metropolitan Police has just announced that they missed their targets with the proportion of new ethnic minority recruits failing to achieve quotas despite a concerted drive to improve on the percentages.So what is the point about Diversity and why do targets fail?There was a chart topping song released in the 60’s, Melting Pot by Blue Mink - the Lyrics of which had a vision of a beautiful dream but although well intended for its time missed the diversity point and that point continues to be missed today.Diversity has nothing to do with quota, or blending people but everything to do with embracing all perspectives and Myers Briggs’s description of ‘celebrating differences’ is an excellent way of articulating all difference into the work place. Difference in cognitive functions creates misunderstandings in perceptions, attitude, behaviour, preference and decisions, and hairline cracks in any of these can result in huge chasms if people don’t understand each other.In the commercial setting, logically, why would enterprise not want to create services or products that appeal to all types, and in public service, why would they not want to deliver with unfettered communication and ease.Diversity has to be seen as a positive thing, that helps the business and not just seen as a target. It’s a core value that says ‘we need the opinions and inputs every type of person before we can make any progress’. As a recruiter Morgan Hunt is often restricted by tight job briefs where a requirement for specific industry experience can override aptitude and diversity.The problem with targets is that they are numeric without attachment or accountability for the products or services delivered and this is why they will always fail. Diversity should be sponsored by HR but owned by innovators, investors, front line workers and executive teams, the very people who are accountable for converting raw resources into deliverables and wealth, which is not often the case.HR cannot manage diversity; it’s not something that you manage, it’s a living, breathing, thinking, feeling part of what wealth creation is all about.The point about diversity is for positive outcomes taking into account a full and rounded dimension of all perspective and companies will not be able to thrive without it.Morgan Hunt works with public sector organisations and understands the diversity issue. For more information on Morgan Hunt jobs and our diversity workshops email.
A look at the range of jobs in social housing may give some insight into exactly the type of services now provided by social housing.Non-core activity is fundamental to how housing associations serve their communities. This may not come with full support from all quarters as debates continue around limiting what is provided with affordable housing such as; housing with care and support, community investment, student and key worker housing. The country is in the grip of a housing shortage and the lack of affordable homes is affecting many families on low income a situation for some that is long term and will never change. Many housing associations are concerned that any limiting of what they can offer as part of their housing provision could affect their ability to meet government demands and also demands of a whole community of people.Diversification from non-core activity in the housing association sector is not new, it has been the raison d’etre for some Registered Providers from their inception; working as charitable trusts to house the homeless alongside providing other services that complement their missions, but the question being raised is where do you draw the line.Setting aside the affordable housing debate and what might or might not be provided within that bundle for one moment; a core part of running a housing association is that of managing very large portfolios of housing stock, for want of another word, property assets. As with all asset classes these carry risk, the values go up and they go down; there are many ways to structure finance which carries a fair degree of risk especially if they’re derivatives based, maintenance, and disposal of assets for asset swapping are all part of the rich commercial picture core to being a social housing provider. A reason for mentioning risk is that the government and regulators want a risk free affordable housing solution to protect the most vulnerable in society. Not possible, life itself carries risk.Alongside this core activity comes job creation in finance; asset management, property management, care, business improvement, income recovery, project management, in fact a full administration of core and allied functions; not entirely publicly funded or directly funded by the tax payer. Typically for every pound of public subsidy housing associations are raising six pounds of private finance. This is wealth creation in itself but reinvested in a social cause.Low cost rent or ‘affordable rent’ is rent that is offered at below market rate for those whose needs cannot be met adequately in the private rented sector. This group of people are more likely to have other social needs like care, or key worker support and any other commercial activity engaged in by the housing association helps to fund the core housing service to meet those needs. Also rents are not entirely covered by income support. How much diversification to meet such needs is at the heart of the debate but one cannot argue that many other families’ incomes are also dependent on housing associations through the myriad of jobs created which provide to these groups of workers far more job satisfaction than their commercial equivalents.Let’s hope the regulators come to some sensible conclusion and don’t throw the baby out with the bathwater.For more information on social housing jobs email
Social housing win themes for 2016Social Housing was attacked on all fronts in 2015 through government pledges that were set to rock the sector and change it forever.A combination of strikes made social housing the favourite political punch bag.But as Star Wars Battlefront was getting ready for its big launch later in the year, social housing gameplay, showed that it does have resilience, making its political manoeuvre, coming out fighting. Despite inevitable change that will take place across the sector, there is still plenty to get excited about. So how will the force awaken in 2016? Here is Morgan Hunt’s compendium of 8 social housing win themes for 2016:Extension of Right-to-buyA watershed moment for the social housing sector but what the politicians didn’t dwell on is that RTB isn’t a new initiative, a vote winner maybe, but not a new innovation. RTB was introduced in the 1980’s yet turned out to be one of the biggest housing debates of 2015.Last year the Government made homeownership its priority, shifting all government, affordable housing, capital funding, into products such as Starter Homes and shared ownership, yet many thought this not the slam dunk expected. Concerns still prevail around market distortion and of allowing the poorest to buy.The heroes of the day, the National Housing Federation (NHF), helped broker an agreement that made RTB look a bit more manageable than originally perceived, to give housing associations more leeway to manage their stock and their responsibilities. We accept that not everyone sees NHF as knights in shining armour, but if the deal allows housing associations to be in more control of their futures, protect jobs and housing for the vulnerable, which it does, then this has to be seen as a good thing. This is why we’ve flipped RTB into a win theme for 2016.Rebuilding the sectorIn the midst of the political firepower, social housing base command was getting on with the job and last year, despite a fall in their housing association grants, they managed to increase the level of completions which rose by 53% in 2015 over the previous year.New housing stock gives the chance for housing association’s to own and manage more cost efficient homes, to generate their own money, which they did by investing 84 pence in every pound from their own finances.Breaking news just one week into the New Year the Government announced that 100 of the country’s most run-down, sink housing estates will be replaced with government and private sector money.Old housing stock is costly to maintain but new development, funded from RTB, at housing association discretion has to be a win theme for the sector longer term.Welfare reformRemoval of housing support for 18-21 year olds and lowering of the benefit cap is no doubt a tricky business for all housing associations.The National Living Wage also impacts the cost of delivering care contracts on behalf of local authorities and contracts will need to be renegotiated. Welfare Reform represents an uncomfortable set of hard choices for social institutions to make.The burning platform for change forces going back to basics, re writing the rule book and thinking outside the box in terms products delivered. Housing associations are in the unenviable position of determining who gets and who doesn’t and Welform Reform has exacerbated the decision criteria. None-the-less there is much misconception about social housing tenants and people on housing benefit, and the impact of reform is felt more keenly with housing associations than with any other social care agency.But in the end we believe that social housing will garner its creativity for this to be a win theme long term, albeit that it will need to think hard about delivering services under different models.Rent cutsHousing associations will have to cut social housing rents by 1 per cent each year for the next four years from April 2016 to help reduce the country’s housing benefit bill. The reversal of the rental formula, which currently allows housing associations to raise rents in line with the consumer prices index (CPI) plus 1 per cent, forms a significant part of the investment profile. This impacts long term loans which may need review and overhaul.Rent cuts a win theme, are we serious?Yes we are. Interest rates are still at an all-time low and investors are still keen to invest. More affordable rents will mean less arrears and more certainty on income and are thus more prudent. Also under different housing provision models, the rent will be only part of the income generated. EfficiencyEfficiency is about getting more out of using less resource and we see this win theme from more than one perspective: DevolutionDevolution as we’ve seen in Greater Manchester is giving local control of housing investment to get home building kick started from additional money. Although this could be a double edged sword as borrowing caps may need to be removed, efficiencies can be made from pooled local housing funds. Local control of knowing where and how to invest makes the Treasury a tad nervous but a total of 34 bids from England regions have already been submitted. Building innovationEfficiencies can also be gained through innovation in house building factories or from modular building schemes to churn out hundreds of homes. The Government through InnovateUK is currently investing in supply chain research to see how this could come to fruition.Delivery modelsThis is our favourite win theme; there is more than one kind of housing provision model.The deregulation package announced by Brandon Lewis which includes removing the constitutional consents regime could be the springboard that enables housing associations to be more flexible in their delivery models. Under this proposal housing associations will no longer need permission from the regulator before they make certain kinds of changes including mergers, restructuring, winding up and dissolution.The idea is to give more flexibility to housing associations to manage their own funds in order to build more affordable homes and help more people into ownership while ensuring that the historical grant is reinvested in housing.Hybrid housing delivery, working with the private sector could bridge the housing gap. Private sector landlords have also been the brunt of political attack – housing associations could be a lifeline for them too. Global Institutional investors have promised and are being courted for millions in UK social housing equity funding – an exciting time for housing.Asset managementMore efficiently run DLO could make big contributions in managing and preserving stock. To insource or outsource can transform the cost of social housing's biggest expense. But like all decisions, it needs to be made in context of all other inputs yet this has great potential under our win themes.Talent managementLast, but not least of our win themes - managing talent.Talent is a construct that Morgan Hunt is passionate about. There is no single definition, it means different things to different organisations and is made up of skills, knowledge and ability. Since this amalgam is unique to each organisation there are many approaches to talent management and many contexts for the definition but managing your talent and ensuring that you recruit the best does matter.It matters that housing associations can define what talents they are missing in order to reach their full potential, and it matters that they have a plan of how and where they might find and accommodate for the range of skills and knowledge required in a changing housing landscape. In this article, ‘Social Housing, gameplay battlefront 2015’, Morgan Hunt has taken the ‘cup half full approach’ in its chosen win themes because change needs fresh thinking, doing things differently with helicopter insight, courage to do the right things and the talent to carry it out.For more information on managing your social housing talent email us.
Morgan Hunt looks at the need for change and regeneration Housing Association mega mergers have been gathering pace for a while now.Since the merger talks of social housing landlords L&Q, Hyde Group & East Thames to create the fourth largest house builder, questions have been raised as to whether mega mergers will mean the loss of social purpose in housing.The L&Q, Hyde Group & East Thames merger will have a turnover of £1.1bn, a book value of more than £30bn and own 135,000 homes, more than 5% of the English housing association sector’s stock. And they’ve pledged to build 100,000 new homes, 35,000 more than they could have achieved alone.We’ve also just witnessed a breakdown in talks between Sanctuary and Housing and Care 21. When it was all looking so good their differences in the end could not be resolved, causing the withdrawal of one party, and culture was the reason reported.Social purpose and culture; two strong drivers, difficult to negotiate and hard to compromise on. The ratio of input to outputBut is bigger better? The impetus for such mergers comes from new Government legislation around, welfare reform, extended Right-to-Buy, rent cuts and a requirement to build more homes. To fund this housing associations need efficiency savings that can be gained from their back office, IT and procurement functions. Mergers of this scale can deliver savings in millions. But as with all enterprise it needs to regenerate and this has not really happened since the move away from council housing in the 80’s.Being larger is not about being better but being able to be more productive with greater output, and larger organisations believe they can increase their capacity. Being larger can improve borrowing capacity too and large scale build-to-rent projects need access to funds.Housing Associations are increasingly dependent on profits from mixed housing sales; shared ownership, housing fixed assets, right to buy (RTB) or right to acquire, and open market sales. This enterprise based income represents more than a third of their surplus.If newly merged organisations are focused on house building and income maximisation, then it’s easy to see how social mission and culture could get lost?Without doubt social housing has been left high and dry by Government policy and it must find and fund its own way through, not just to survive, but also to thrive, remembering that surplus in the non-profit organisation goes on to fund more homes for more people. Resource, people and moneyIn the L&Q, Hyde Group & East Thames merger they will set aside £250m for community investment projects and £5m a year to create an academy scheme which will offer training and career development for staff and residents, no lacking of social mission here.To regenerate the new organisation will need skilled labour and new talent to deliver the promised output.Change is both challenging and uncomfortable and is resisted because it can hurt. It is also very difficult to do solely with the existing workforce, a diverse mix of skills and experience is required who on the one hand can challenge the status quo and on the other can understand the context of change within the organisation, and this is where culture can be a stumbling block.Experience from outside of the industry can add impetus to new ways of doing things but it needs a strong leader with a vision to navigate a way through the road blocks. A growing organisation is a great attraction for talent and if organisations continue to do what they’ve always done, in the way that they’ve always done it they will move no further forwards.Last year L&Q, the largest of the three newly merged associations, had a surplus of circa £200m yet they invested £217m in new build for lettings, £184m in new build for sales and £57m in improving existing stock. Clearly a strong social mission here. Who holds the powerThe biggest challenge facing housing associations is cultural change in accepting that tweaking around the edges is unlikely to deliver what the government wants, the economy needs and communities rely upon. Their power lies within themselves, better to be in than out and better together even if the ‘cultural fit’ isn’t at the start a smooth cog in the gears of the newly formed organisation…this can be worked on over time but it’s not a reason to pull the plug.
The College awarded its exclusive recruitment contract for the provision of temporary and permanent staff to Morgan Hunt, a specialist recruiter to the public sector.The contract was awarded through a tendering process with the Crescent Purchasing Consortium (CPC). The CPC is a purchasing group designed to ensure organisations, including Further Education Colleges, can engage with suppliers who have already proven themselves to offer best value for money, provide efficiencies and demonstrate sector expertise. Morgan Hunt has a long track record in attracting and finding professionals for Further Education institutions. From operational roles to academic and senior positions. This heritage and deep understanding of hiring for staff across all grades and functions was important for its appointment on this occasion. The College has an enviable reputation as one of London’s most successful colleges and in its most recent Oftsed inspection, the College was judged to be ‘Good’ in all that they do. It was important therefore to continue to access the best staff to uphold their great status and continue its journey to ‘Outstanding’.Luke O’Neill, Education Director at Morgan Hunt, said; “Our recruiting and sourcing teams are not only working to ensure we attract those with the required skills but we are also mindful that we meet the important requirement of ensuring the institution remains as an ‘inclusive college’. We work to attract candidates from neighbourhoods in the proximity of the College to reflect the diverse nature of the local community”. Lynne Griffin, HR Executive at Waltham Forest College adds “Employees are central to our organisation and having the right people in place, underpins our success. Our mission is to deliver outstanding technical and professional learning, which raises aspirations, develops skills and creates futures. Partnering with a specialist recruiter empowers us to efficiently and proactively attract talented people to our organisation”. Lynne further comments; “As a centre of learning and being amongst the top 3 biggest employers within the borough we have an active role to play by offering our students and employees access to opportunities that are both inspiring and beneficial. The College is a great place to work with benefits that appeal to people with different motivations and life circumstances. We work to enhance our employees’ personal development, health, wellbeing and finances. After all, we are located in the London Borough of Waltham Forest who has been awarded the first ever London Borough of Culture, from the Mayor of London”.
From stress to success for Further Education CollegesAt Morgan Hunt, on the last day of January, we invited a group of Financial Directors from the Further Education (FE) College sector to join us and a great speaker to get a better insight from the Education and Skills Funding Agency (ESFA) into what they think the benchmark is for a financially successful college as well as the likely impact of the insolvency regime on the FE sector . Matthew AtkinsonDirector of Provider Market OversightEducation & Skills Funding Agency The speaker was Matthew Atkinson, Director of Provider Market Oversight, leading the Transactions Unit in the Education and Skills Funding Agency at the Department for Education. He spoke passionately on the subject and gave robust but clear advice to the group. His teams deliver and support (via investment) implementations of restructuring options developed in the Local Area Review process. The team also oversee the provision of Exceptional Financial Support and carry out reviews on Sixth Form Colleges wishing to become Academies.Post the Local Area Review and in light of the Special Insolvency Regime, he acknowledged that the Further Education sector is going through a challenging financial transition and the lack of a comprehensive review for this area of education has hampered its evolution. It is complicated with over 12,000 courses and 2,000 awarding bodies across the UK. Margins can be low, as colleges are capital intensive organisations with their regional markets having differing impacts on employer and student availability. This is especially the case in rural areas.Please read on to pick up the key points here: We’re not the bad guysThe EFSA is monitoring all FE colleges, but of course the level of scrutiny for colleges varies according to the level of financial risk in which a college finds itself. The body provides intervention with the best possible outcome in mind for the learners and the college. Many organisations have been in denial about their cash position and their ability to find a positive cashflow solution. This can vary due to colleges’ liabilities and the effect of the local employment area.The team will look to reverse the set of conditions which put the college in a stressed financial position. So, the guidance is to seek advice early even if senior leadership prefer not to raise the alarm. Focus on selling jobs not coursesThe main thrust of the discussion was that Further Education colleges would find a better way to financial success by preparing their annual financial forecast with their key audiences in mind: their learners and local employers who both benefit from a student’s academic success. A key takeaway was that colleges are not selling courses, they are selling jobs! And therefore, it is extremely important to keep in touch with organisations in the local employment market to ensure there is demand for the skills the students will learn. The difference between colleges’ utilisation of assets such as real estate also provide different opportunities. The whole balance sheet needs to be considered as well as the profit and loss forecast. Forecast, Forecast and ForecastTypically, the sector has made reference to historical data to determine future spend and demand. This has to change to forecasting that commences in October, which focuses on the education of 16 to 19 year olds as the core source of income. This allows for better commercial planning and market insight for the following academic year. As with all forecasting there are pitfalls: the optimism bias of the Governors, the challenge of managing real estate to reduce costs or provide an income, and finally, acknowledging when the forecast highlights loss or a high need for cash. If a loss is forecasted, this is the time to approach the EFSA, not wait until the college has run out of money. Own your Business StrategyFE appears to be complicated but at the centre of its success, just as for any other independent organisation, is a business strategy. The simple formula to organise planning begins with good leadership. The leaders assess the demand both from Learners and Employers for the product which in the end is a job, create a compelling offer in the form of the curriculum and finally communicate the plan. Clearly communicating the organisation’s purpose, teaching aims and outcomes, to the key audiences of employees, learners and employers is vital.Matthew advocated considering employing senior members of staff with commercial experience. Just as a Sales Director would consider building networks with local buying groups or influencing bodies, a college ought to map those routes to market. For instance, the local Chamber of Commerce, employers and schools will provide a great business barometer and promote the opportunities at the college.Often missed is a consistent and clear communications plan. Once the financial and business planning is complete, the leadership must engage with its audiences to win hearts and minds for the plan and include teams to become ambassadors for the positive changes and opportunities at your college. The Golden ThreadThis phrase is used to highlight that business strategy runs from the business goals to the measures of success. For FE Colleges this relates to some key plans: Market engagement plan Curriculum plan Teaching plan Real Estate planAnd the communications plan will enable the message stemming from these building block plans to define who you are, what you are good at and what you will become as an organisation.Insolvency sounds bad – is it?Members of Matthew’s team, including himself, have been Insolvency Practitioners. Insolvency sounds like failure to most people’s ears but at the heart of administration in this sector is the preservation of provision for existing learners. Often for FE institutions the rescue plan has been pre-packaged by the EFSA and is delivered by the administrators after consultation with the college on the final deal. Re-brokerage is an option and common in this sector as unlike other institutions in the education sector, colleges have independent status. So although it is administrators working with a college team, they are carrying out the due diligence, not defining the outcome.Mergers and acquisitions are becoming common for FE institutions but this too can be positive. Many can consolidate teaching staff, reallocate building use and ultimately create a much more compelling offer for employers and learners.Whichever the proposed solution, closure is the last resort. Final reviewThere are lots of income opportunities in this sector; the introduction of T-levels will offer a true alternative to the traditional routes to University, for example. But like all products, you need to have the operational strength and investment planned before rolling out the offer. Some courses such as those with digital or computing content may require capital expenditure for IT equipment and infrastructure – how could this be funded?Colleges have lots of real estate; these are assets. Consider how else space can be reconfigured or an income derived from third parties. In the end, the EFSA exist to aid the sector manage its finances to give good value to the UK tax payer. They look forward to working with colleges, they are clever and keen teams – get in touch! .embed-container { position: relative; padding-bottom: 56.25%; height: 0; overflow: hidden; max-width: 100%; } .embed-container iframe, .embed-container object, .embed-container embed { position: absolute; top: 0; left: 0; width: 100%; height: 100%; }
The Great Resignation is a phrase usually associated with office workers, but recent stats indicate that the next Great Resignation could be among teaching staff. A survey conducted by the National Education Union (NEU) found that a fifth of teachers (22%) said they would leave within two years. An estimated 44% of teachers in England are planning to quit by 2027. Why are teachers leaving the profession?Statistics published by the DfE reveal that of teachers who qualified in 2014, just 67% were still in service after five years in 2019. Teacher WorkloadThe high drop-out rates suggest that attempts to tackle teacher workload - seen as a main obstacle to teacher retention - is failing.Teachers’ mental health is being damaged by working excessive and long hours, causing stress and burnout. Research by the NASUWT-The Teachers’ Union revealed that, nine out of ten teachers (91%) reported that their workload has increased in the last year, according to the Union’s Big Question Survey 2022. Flexible WorkingIn the private sector, The Great Resignation has come about partly due to employees wanting the flexibility of remote working and flexible hours. In the private sector, companies are trialling four-day weeks with no reduction in pay and are offering flexible hybrid-working.And, while the world around us has changed considerably, the fundamentals of education have not shifted in the same way. Professionals, including teachers, are looking at flexible working as a key priority in their career decisions and job search. Teaching is generally a sector where these new types of working cannot be offered. Career Progression and SalariesSchool teachers are currently paid over £9,000 more than college teachers on average, despite many college lecturers being more specialist and having industry experience. FE salaries are also often lower than those in industries.Jade Blackburn, Director of Human Resources at Waltham Forest College, reveals:"We know that teachers have concerns about an ever increasing workload and that salaries in the FE sector are being outstripped by salaries on offer back in ‘industry’ – this is a particular challenge in the construction trades and IT & Digital."Staff that leave the profession often report that their college or school had limited career development and training options. And when it is there for the taking, a lack of time and a heavy workload can prevent FE tutors from taking-up continuing professional development (CPD) opportunities. The perception of teachingAlthough teachers in the UK battled on as key workers during the COVID-19 pandemic and lockdowns, there is an issue with perception, which is common in countries including the UK and US.Teaching and marking are what most people think of when they think of a career in education, but there are a whole host of other parts of the role that many outside the sector do not appreciate, which can often be surprising and very challenging to new teachers coming into the profession. This includes admin, lesson preparation, assessments, record keeping, exams, and pastoral care. They also often don’t consider the more personal skill element of teaching, such as managing the emotional charge of a room of 30 (often young) minds or the emotional intelligence of what it takes to drive and motivate each member of a class.In the 2018 Global Teacher Status Index, the countries that most respect their teachers are China, Taiwan and Malaysia. In these countries, the teaching profession is seen as on par with doctors. What is the sector doing about it?When it comes to The Great Teacher Resignation, how we can attract and retain the next generation of FE staff is a key question. Improving salaries, benefits & career developmentThe Association of Colleges (AOC) is pushing for the government to work with the FE sector so that colleges can pay their staff better and support them with their development. Some colleges have introduced a salary overhaul in certain subject areas. Waltham Forest College, is one example of an FE institution looking at the issue of salary and career development. As Jade Blackburn explains:“Our turnover of teaching staff is lower than the sector average, but we’re not complacent – we have introduced recruitment and retention payments for new joiners in hard to fill roles, we’re reviewing our overall benefits package and ensuring staff have access to good quality CPD so that our first and foremost succession planning tool is to grow and develop our own staff into future teachers, managers and leaders.”Those working outside of the education sector are not aware of the generous annual leave entitlement that comes with FE. Although this is dependent on the type of role, most are entitled to around 38 days holiday per year, plus bank holidays. This is significantly higher than the basic 20-to-25-day standard allowance. FE providers could be more transparent about this benefit, as well as other benefits such as pensions. College staff have access to the Teacher Pension Scheme, which compares favourably to almost all private sector schemes. Reviewing teacher workloadWaltham Forest College is looking into the issue of workload. As Jade Blackburn explains,“We’ve heard the concerns about workload and are continuing to work together to create workable, long term solutions to reduce workload - particularly administrative burdens on teachers.”Supporting the mental health and wellbeing of teachers is also key to retaining staff and is an area that is being developed. MentoringThe use of mentoring and coaching for teachers is widespread. Mentors and coaches may offer support to new teachers as part of an induction process or to existing teachers to enhance the quality of teaching and learning. Promoting flexible opportunitiesAlthough FE workloads are demanding, teachers and assessors can often choose between working full-time, part-time, compressed hours, evenings or even on a casual, hourly basis. This leaves significant scope for flexibility in working hours. Nowadays, there is an opportunity for FE colleges to promote flexible working and home working options where possible. Attracting new staff to the sectorThere is an opportunity for FE institutions to adopt some of the tactics that the private sector uses in their candidate attraction and one such example is reviewing their employer brand.FE colleges are diversifying where posts are advertised to reach a wider talent pool. They are also broadening their use of social media, working in partnership with industry to offer specialist delivery and engaging with specialist recruitment agencies to headhunt teachers and trainees. Other key areas for teacher attraction can include growing a pipeline by promoting vacancies to existing staff and students completing their studies and alumni, as well as promoting FE jobs to parents at student open evenings. Ongoing commitmentFinally, inconsistency in management styles between different schools and colleges is a real challenge. Good onboarding and ensuring a consistent and robust induction process for all staff can go some way to address this.So, while there might be a Great Teacher Resignation about to happen, teaching remains an attractive and fulfilling profession. As schools and colleges continue to take action to improve teacher workload and staff wellbeing, real progress can be made.If colleges work proactively with the sector to understand the drivers behind current issues and improve their policies and interventions, attracting teachers and retaining them will no longer be the issue they are today.
Many people working within the Further Education sector speak about the decline in Black, Asian and minority ethnic (BAME) college leaders. The number of black and ethnic minority principals leading FE colleges in England has dropped from 13% in 2017 to around 5% or 6% in 2020. On the flip side, the number of BAME students has increased to represent 30% of FE students.With 239 FE colleges in England, it is estimated that between 12 and 14 are currently led by BAME principals, although the Association of Colleges has no official data. And, for those already working in FE, black staff in the sector are not only under-represented, but less likely to be promoted or get a permanent contract. #AntiRacismInAction The Black Further Education Leadership Group (BFELG) is demanding urgent action to address racism in FE which is undermining “the sector’s ability to engage with all its constituent communities”. They have introduced a ‘10 Point Plan’ laying out possible solutions to the current situation. Anti-racist Board and Executive Search Recruitment PracticesThe recent webinar ‘Anti-racist Board and Executive Search Recruitment Practices’ was a panel discussion focused on anti-racist board and executive search recruitment practices. The session was a solid starting point to address these challenges. Collaborative Learning Anti-racist and diverse recruitment practices in the FE sector rely on collaboration. It’s about FE Institutions coming together with commercial companies, such as specialist recruitment businesses, to provide solutions and promote best practices. So much starts with recruitment and selection. And, recruitment agencies are in a position of influence. If we don’t address it with our clients we are adding to the problem.The webinar featured three of the FE sector’s leading recruitment companies: AoC Services, Peridot Partners and Morgan Hunt, who along with FE Associates and Protocol have come together in this way for the first time, demonstrates the importance we all place on anti-racism, and our commitment to change.Hilary Clifford, Director, AoC Services and Drew Richardson-Walsh, Director, Education Practice, Peridot Partners, along with myself all agree that we want people who are working in, and applying for positions in the FE sector to have the confidence that they are being judged on their ability, competence and potential - not their ethnicity.There is a real opportunity for FE recruitment companies to work with their clients to: Ensure best practice is being followed Break down barriers Challenge each other Hold people accountable.The Joint Commitment companies are an example of collaborative system leadership for change. This is a remarkable collaboration considering that under normal circumstances these companies operate as competitors in the FE market. Anti-racist recruitment in the FE sector When it comes to recruitment for leadership roles, recruitment in the FE sector is a mixed bag, with institutions hiring directly and through recruitment agencies. Boards, HR departments and recruitment companies all have a part to play in increasing representation from black communities. They also have a major role in challenging and reversing the status quo. What can FE providers do to help?When it comes to recruitment for institutions, FE colleges need to ensure that they can clearly articulate their value proposition, culture and beliefs. For the process to be successful, these establishments must ensure they are living and breathing these, and that what they promote is a reality when candidates join.It takes more than just a diversity and inclusion policy. For it to be effective, each area needs to be addressed: anti racism, gender, sexual orientation, age and disability - and not address everything together as one. Recruitment mattersMorgan Hunt is the first private sector organisation to become an affiliate of the BFLEG and support their BFELG 10 Point process. We are pleased to support the objectives, and specifically item six of the plan: “College recruitment processes, including the deployment of recruitment companies, to proactively address imbalances in the diversity of leadership at all levels.”As recruitment professionals, we recognise the need for a shift in approaches to the development, attraction and recruitment of leaders and governors. Here at Morgan Hunt, we are seeking to proactively address imbalances in the diversity of leadership at all levels, particularly through the development of anti-racist practices and approaches in recruitment.For us it's about growing awareness, listening to colleagues and candidates talk about their own experiences and focussing on the key challenges and the work that needs to be done to improve the situation, and crucially taking action.At Morgan Hunt, we have a big focus on diversity and inclusion. Anti-racism has been a big part of that, as has our relationship with BFLEG and the training delivered by them. One of the positive actions agreed from it is to break down the standard recruitment process both internally and externally.We’ve also: Implemented an inclusive recruitment guide to support our clients Built a webinar series, with key speakers, for our clients around diversity with a focus on anti-racism Promoted the value of an anti-racist and inclusive recruitment approach at relevant networking events Promoted the value of inclusive recruitment within our digital marketing Worked with our FE client base to proactively support them develop anti-racist and inclusive recruitment practices in the appointment of senior leaders. BFELG 10-point plan training programme We would encourage anyone who hasn't been through this training to do so. A number of our clients have gone through the same training and its been useful to share what stage of the journey we are at with them and collaborate. The course has been both challenging and eye opening. It’s not right to recommend appropriate solutions to our customers if we don’t go through this process ourselves. Still work to be doneWe’ve still got a long way to go. It's not finished and it's not fixed and there is still a lot to do. Despite having an ethnically diverse workforce our Senior Leadership team isn’t as diverse as we’d like it so we’re going through a process to improve that. Making progress #AntiRacismInAction Anti-racism needs to be at the heart of selection and recruitment within FE. As a group of search and recruitment firms dedicated to supporting the leadership of the sector, we all agree that when recruitment is done well it should enable opportunities for a broad range of people.Whatever your involvement within FE is, we all want to see a shift in data when it comes to the number of black leaders progressing through the management ranks and into senior leadership posts in the FE sector.Without systematic monitoring, training or positive action to address the issue, it isn’t surprising that the FE sector has reversed in terms of BAME leadership. But, it all starts at the beginning. Recruitment.By Luke O’Neill, Education Strategy Director at Morgan Hunt .embed-container { position: relative; padding-bottom: 56.25%; height: 0; overflow: hidden; max-width: 100%; } .embed-container iframe, .embed-container object, .embed-container embed { position: absolute; top: 0; left: 0; width: 100%; height: 100%; }
As we approach the start of the academic year, FE Colleges recruit staff at pace, to cover permanent gaps, sickness and respond to student enrolment. To help the community we’re releasing a two part series on temporary work in FE and how to find the right jobs and talent, the first in our series explores finding work. FE Colleges have a huge range of courses and learners available, so there are often plenty of part time and temporary positions available. Temporary work is a great opportunity for those looking for flexibility, who may have their own business, have child care responsibilities or are semi-retired and want to continue to work part time in their industry area.There are some do's and don'ts to finding temporary work in FE and some benefits you might not have realised. Read on to find more information on temporary work and some tips to improve your chances of landing the job you want and getting the most out of it. Finding the right temporary job for you Make the most out of agenciesRegistering with recruitment agencies may seem daunting at first and you may think it will require lots of work. However agencies will prioritise candidates they are working with on a more exclusive basis, and thus increasing your chances of finding the perfect role.At first you may think registering at every agency you can find would increase your chances of finding a job, however it can be tricky keeping tabs on different contacts at multiple agencies, providing vetting information to multiple companies and having your referees contacted by multiple people. We recommend you choose one or two agencies; enabling you to build a good relationship with the agency and the agency’s staff, so that they can fully understand your requirements and match you with the College that’s right for you.Be flexibleTry to be flexible in your requirements, your recruiter will try and find you the most suitable job based on what you are looking for, however the ‘perfect’ job doesn’t always exist. It may be you need to travel a bit further than you ideally wanted to, teach a broader range of levels, pick up an extra day's work or look at shorter term contracts.You will likely miss out on opportunities if you aren’t receptive to needs, as temporary staff recruitment moves very quickly, as colleges do everything they can to accommodate their learners.Be availableThis one may seem obvious, but being available is crucial when it comes to temporary work, as Colleges will recruit new staff quickly to cover sickness and student enrolment, you may miss out on job opportunities if you are not keeping on top of your correspondence. So make sure to keep your phone on you, keep on top of your personal emails and keep in touch with your chosen agencies.Nail the basicsWith so many people competing for the same jobs it’s important to stand out from the crowd. So make sure you’ve got the basics covered, your CV needs to be kept up-to-date and it’s a good idea to brush up on your interview skills, so that when you’re applying for jobs, you’re confident and prepared. You can find extensive guides available here: morganhunt.com/career-advice Now you’ve found temporary work Express your availabilityJust because you start a position on a part time basis, due to the size of some colleges provisions, you may find you are offered more hours after you start work, either in the same or different departments. So if you’re looking for more hours, make your manager aware you would be interested in picking up more work and they can try to accommodate you and introduce you to other managers who can utilise your skills.Keep in contact with your agencyIf there’s no additional work available in the College you are initially placed in, make sure to ask your agency to keep you posted about work at other organisations that fit around your timetable. It's often hard for agencies to find someone who can work for 1-2 days per week, so knowing a candidate who is already working for them and looking for additional hours can work well for both parties. Unsure about temporary work? If you are newly qualified or have recently finished a permanent job and are ideally looking for a new permanent opportunity, make sure to keep an open mind about temporary work as this can often lead to longer term opportunities. Misconceptions in FE Temporary workTemporary teaching work in the FE sector is generally not the same as day to day supply teaching, most synonymous with schools. Generally, unless there is a very short gap to be covered, there is an expectation that temporary Lecturing staff in Colleges will complete and undertake lesson preparation and marking for their classes, which is usually included in the hourly or daily rate. A temporary lecture job in FE isn’t just about managing the class.Benefits of FE Temporary workYou will be an integral part of the team when approaching a temporary contract in FE. You will be included in team meetings and often gain access to CPD opportunities, and will play an important role in the success of your department and the learners.Possibility of permanentIf you’re ultimately looking for permanent work, make sure to find out from your agency about why there is a vacancy. If it is because someone has left a permanent role or they have been unsuccessful in recruiting for the permanent equivalent, then this creates a great opportunity for you to go in and demonstrate your skills and aptitude for the job to the College, putting yourself in a great position to be offered a permanent role. Find your next job By applying the tips in this article, you’re sure to find the right job for you in no time. If you are looking for a new role in FE why not reach out to our Education Recruitment Team, they have over 100 years combined experience and are proud to be a key supplier of staff to FE. You can email our team at [email protected] or why not explore the vacancies we’re currently recruiting for.
As we approach the start of the academic year, FE Colleges recruit staff at pace, to cover permanent gaps, sickness and respond to student enrolment. To help the community we’re releasing a two part series on temporary work in FE and how to find the right jobs and talent, the second in our series explores finding talent. Understandably the start of the academic year is a busy period when it comes to hiring staff within Colleges, who need to recruit quickly. Similar roles and candidates are often needed simultaneously and now with job seekers being in higher demand they have more choices than in previous years, so you need to act fast if you want to hire the right talent for your College.In this article, we’ll be looking at some of the ways you can help improve your chances of recruiting the right talent for your College. Whether that’s by getting the most out of your recruitment consultant or by implementing some tips for you and your staff. Hiring Manager Hints Hire at paceFor those managers who are hiring temporary staff in FE, both new and old, the best advice we could give to you for hiring staff from recruitment agencies is to move at pace.Not managing to hire or hiring poor quality staff can have an incredibly negative impact on the outcomes of learners and morale amongst existing staff; and it's no secret that the FE and education sectors in general are facing huge challenges in recruiting and retaining staff, particularly at Lecturing, Support Assistant and Management level. So your College's recruitment process and strategy needs to be as efficient as possible if it is to be successful.Sell the opportunityIt’s important to assess the candidate’s suitability for your vacancy, however it's also crucial that as a hiring manager you ‘sell’ the vacancy to the candidate and highlight the amazing opportunity to work in your team and at your College. Promoting the College's vision and values and providing first hand feedback on what it's like to work there will enable candidates to picture what life is like at your College.The interview experience is an incredibly important factor for job seekers when considering offers; those who have had a positive experience and can see the passion and enthusiasm their potential new manager has, are more likely to be excited about the prospect of working there.Act fastWe all know that a strong candidate will always have multiple job offers on the table and that they will be evaluating each opportunity on its own merits, so if you like the candidate and want to make them an offer, then act fast. Being responsive and proactive can often be the difference in successfully appointing a member of staff and not. Making the most out your recruitment consultant The more detail is betterMake time to talk to your recruitment consultant, they are there to act as an extension of your HR recruitment team; it's crucial that they are able to fully articulate the opportunity within your team and in order to do that, a brief phone or video call (usually 10-15 minutes) can be the difference to successfully fulfilling your requirements and not.Given the demand for good candidates in the education sector currently, job seekers are looking to establish as much information about the job and employer they are applying to in order to aid their decision making process. If you haven’t come away from a briefing call with your recruiter feeling slightly interrogated, then they probably haven’t done their job properly.Set aside time for adminTo make sure your consultant can support you to the best of their ability, it’s best if you set aside some time to discuss appropriate timescales on how soon they can provide candidates for you to review, a time to discuss feedback and pre-booked diary slots for interviews. This will make the recruiting process go smoother, faster and your consultant will be able to advise how quickly they can confidently supply options. Find your future staffBy applying the tips in this article, you’re sure to find the right staff for your College in no time. If you are looking to recruit new staff why not reach out to our Education Recruitment Team, they have over 100 years combined experience and are proud to be a key supplier of staff to FE. You can email our team at [email protected]
Back-to-school should need not be reserved for September, nor should it be reserved for children. The number of people considering a career in teaching is on the increase, with over a third of people (36%) considering getting into teaching. In the UK, the teaching profession is not limited to a degree choice or a single entry route. And it's never too late to train to be a teacher. But how and where do you start? Teaching can be a challenging profession, but there are numerous benefits to this exciting and rewarding career. VarietyA Respected CareerTeaching is now considered one of the most respected careers in the UK. According to a Teach First poll, 42% of those surveyed voted this way – with around half (47%) agreeing that people underestimate how much impact a teacher can have on a child. As a teacher you have the opportunity to become an integral part of the community, getting to know parents and other staff. If moving to a new area, teaching is a good way to meet new people. Lots of ChoicesThere is a range of options too, from primary and secondary schools to independent, boarding schools and international schools to teaching roles within Further Education (FE) and Higher Education (HE). There are full-time roles, part-time teaching jobs, as well as supply teaching options. Every Day Is DifferentYou’ll work through a new syllabus and a changing curriculum, teach new topics, and work with new pupils each year. You’ll be able to make decisions about what’s best for your students and lay out your own lesson plans. Although you’ll need to follow certain standards in your curriculum, you have the opportunity to inject your own personality into your job. Job FulfilmentMaking a DifferenceThink about your career, dreams, interests, and ambitions. You might be able to trace it back to a special teacher who inspired, challenged, or helped shape what you do today. Improving the lives of children and young people is the main motivator behind those who choose to become teachers.Teaching is one of the most rewarding professions and there are many reasons why teachers love their job. When our team speaks to teachers here at Morgan Hunt, teachers often say that seeing students finally understand something they’ve been struggling with is rewarding. Teachers get to feel the direct impact of their work on a daily basis. There are many different reasons why people teach. While some have a calling to impact the lives of students, others are drawn to the profession for its ability to make a difference in the education system. The Little MomentsAt the end of the day, teaching offers more than just a salary, pension, and holidays. Teaching is full of little joys you can’t quantify and don’t come along in other vocations. There are student birthdays, school events and trips, charity fundraisers, and comradery with other teachers. When teaching reception and primary, there are the funny things kids say without intending to be funny, their genius ideas and their sense of curiosity. These are what energise schooldays and make teachers excited about work. SalarySalaries for TeachersThere isn't a straightforward answer when it comes to teaching salaries. There are different teaching positions within schools. These include teaching assistants, early years teachers, supply teachers, special education needs (SEN) specialists, and teachers with Science, Technology, Engineering, and Maths (STEM) backgrounds, to name a few. All these have varying salaries. The location also plays a part. Teachers in London earn up to £5,000 per year more than their peers across the rest of the UK. Recent Teacher Salary IncreasesTeachers across the country benefited from pay increases of between 5% and 8.9% this September. Pay for experienced teachers who have been in the profession for more than five years will rise by 5% in the next academic year – an increase on the Government’s initial proposal of 3%, in recognition of the broader economic context and the School Teachers' Review Body (STRB’s) recommendations. The rise is equivalent to an increase of almost £2,100 on the average salary of £42,400 this year. Government Backing The recent pay increase – alongside the free-to-access training courses available to teachers – is part of the government’s drive to make sure there is an excellent teacher in every classroom. Starting SalariesThe government is making good progress towards meeting its manifesto commitment for new teacher pay to rise to £30,000. The starting salary for teachers outside London rose by 8.9%, with salaries reaching £28,000 in the 2022/23 academic year. From September 2022, a new teacher will now receive over £2,000 more this year than last. The competitive new starting salary will help attract top-quality talent. Those in the early stages of their careers have also benefited from increases, ranging from 5% to 8% depending on experience. Additional Salary BenefitsOn top of their basic salary, teachers may receive additional payments. Qualified teachers of SEN pupils may get an additional (SEN) allowance of £2,270 to £4,479 per year. There are payments for those taking on more responsibilities within the role. These teaching and learning responsibility (TLR) payments range from £2,873 to £14,030 per annum. BenefitsBeyond the SalaryOther benefits of a teaching career include automatic entry into the Teacher's Pension Scheme and extensive holiday periods. Job SecurityWhile other jobs are being replaced by technology or robotics, there will always be a need for teachers. A career in teaching offers job security and is one of the most recession-proof jobs, according to CNBC News. Job growth is expected to see a steady increase. The DfE forecasts that secondary schools will need 15,000 more teachers before 2025 to meet a 15 per cent rise in student numbers. The DfE forecasts that primary schools will need to maintain teacher numbers over the next decade, by ensuring the numbers entering keep up with those leaving. Holidays and Flexibility Despite teachers enjoying a 195-day working year, there is still work to be done during the holidays. However, the summer, winter, and Easter breaks alongside half-term holidays allow teachers time to recharge. And while there might be some work to be done, this paid time off outside of the academic year is a bonus for teachers.For parents, teaching provides convenient scheduling. If you have children, you will be on a similar schedule. Teachers may need to do marking and lesson planning after school, but this can often be done from home.The holidays are not only a break from the classroom, but they enable teachers to spend more time with their children or families. Personal ProgressionLife-Long LearningTeachers not only get to share their existing knowledge, but they research new topics and learn along the way. Teachers need to keep on top of new technologies and trends. Transferable skills There’s a high degree of mobility within the education field. Former teachers can go on to a variety of careers both inside and outside of education. A Global CareerIf you’re a qualified teacher, you’ll be able to work around the world. Whether it’s teaching English as a foreign language or a specialised subject, you can live and work abroad. International schools often look favourably upon teachers who have trained and qualified in England. Becoming a TeacherTeachers are the fabric of the school system, and it is their dedication and skill that ensure young people can leave school with the knowledge and opportunities they need to get on in life.Many teachers find great satisfaction in their work. Despite the everyday challenges teachers face, a number of surveys conducted among teachers indicate that the vast majority of them are satisfied with their role. If you are interested in embarking on a career in teaching there are different paths to qualification and training. You can also reach out to our Education Recruitment Team - they have over 100 years of combined experience.
Is the repeal of the 2017 and 2021 reforms to the off-payroll working rules as part of last month’s ’Mini Budget’ statement the good news our contractors, employers and agencies wanted? What do you think? Are you ready for a change and do we actually know what the new legislation will mean?Dave Hedges is a tax partner at Azets and says there is “an absence of fine detail” around how HMRC will manage the transition over the coming months. “While the changes are welcome and have been lobbied for, we are advising clients throughout the engagement chain to tread carefully pending clarification,” he said.Some questions remain following the chancellor’s announcement that the Off-Payroll Working (OPW) rules are to be repealed from April 6th 2023. There are three main reasons for this: Is it really going to happen? Nothing has changed yet and we have a Budget coming up in November, preceded by a government already doing a U-turn on its 45p tax rate plan. The possibility of further U-turns therefore seems significant. Fingers crossed that this promised repeal of the OPW rules goes ahead. But it’s not certain. End-clients (both public and private sectors), agencies, umbrella companies, accountants and IR35/OPW advisers are all taking stock and wondering how this could affect their business. And yes, that goes for me too! Contractors are realising that unless they have always been outside IR35 and working for ‘small’ companies (not affected by the OPW rules), that their own circumstances are complicated. Notably where the contractor is: currently with an umbrella, or holding an SDS where the client has stated ‘inside IR35’, or; regularly jumping between their PSC and an umbrella company depending on the IR35/OPW assessment. At this stage (Q4 2022), nobody knows how the repeal of the OPW rules will work. That’s the unpopular, hard truth. Many commentators are reaching for their crystal balls, with some suggesting that there will be new rules for contractors added onto the IR35 rules of old (2000), such as requiring contractors to complete Status Determination Statements. There’s even the odd whisper that end-clients will continue to determine IR35 status; that blanket bans on using PSCs will continue indefinitely, and that HMRC will declare some sort of ‘amnesty’ on prior SDSs with ‘inside’ results. As interesting as they are, these really are only opinions at this stage and should be taken as nothing more.So what can we do now? Every part of the contracting chain needs to use this time to analyse the effects on their own businesses and it is vital that all get up to speed with IR35 version one (2000). Keep watching the contractor press for developments (the contractor ‘press’ that doesn’t just stick a press release up!). Decide what you want to do -- if you could. Collect and keep all evidence including SDS outcomes, online IR35 status tool outputs, end-client correspondence, contract review results, and working practices changes/opinions. Find out about your personal situation now, to see what the options and (above all else) the risks are, and if a change in your status is feasible. Speak to your client and find out what their position may be come April 6th 2023, especially if you are contracting with an organisation that has banned PSCs. Take advice from only those that, as impartial as possible, understand all the rules (from 2000 onwards), and ideally those with hands-on experience of successfully defending IR35 HMRC investigations. This could be great news for professional interim and self employed workers, it could be great news for large private companies and the public sector to attract and retain key skills to help them deliver growth and it could be great news for those involved in the supply of these people. For now, keep up to date, get planning and be ready, April will soon be here…
Morgan Hunt recently conducted a research project, where we reached out to our network of over 50,000 Further Education and Skills professionals, both hiring organisations and job seekers, to gain insight on staffing struggles and job satisfaction.The survey covered a wide range of topics, including recruitment and retention, job satisfaction, and the challenges faced by professionals in the industry. The results of the survey provide valuable insights into the state of the job market in the Further Education sector.Key findings from the survey include: Over 60% of respondents said they were proud to work in the education sector Respondents said job security was the main reason they’re staying in their current job in 2023 25% of hiring managers said lack of applications was the reason for their recruitment challenges Nearly 40% of those who changed jobs in 2022 rated their onboarding process poorlyThese findings highlight the need for FE Colleges to adopt a strategic approach to recruitment and retention. Employers need to understand the needs of their staff and provide an attractive package of salary, benefits, and career development opportunities.To download the full results of the survey and learn more about how we can help you address your recruitment and retention needs, click here.At Morgan Hunt, we understand the challenges and opportunities facing the Further Education sector, and are committed to providing effective solutions that meet the needs of our clients. To discuss how Morgan Hunt can help you with recruitment and retention email us at [email protected]
We have a current opportunity for a Digital Lecturer on a temporary basis. The position will be based in Manchester. For further information about this position please apply.
Associate Tutor- Digital and Computing
Temporary
6 weeks
To start 17th April
For a HE provider based in Manchester
16 hours delivery and 16 hours marking paid
The Role:
The client are seeking to appoint highly skilled Lecturer in Digital and Computing to provide academic and professional insight in order to contribute to educational delivery, including course design (as required) across our range of pioneering programmes at the client. You will have a strong commitment to excellence in teaching and an innovative approach to delivering the curriculum.
You will join a growing, agile and forward-looking academic team and will work collegiately across the institution, and with employer partners to embed the principles, philosophy and values of The client Our students are at the heart of all we do, and so you will always think about how everything you do relates back to the success and development of your students. You will work with other academics to ensure ambitious performance and growth targets are met in your areas of responsibility and deliver an outstanding student experience.
Desired Experience:
We are looking for highly motivated individuals with proven sector experience and with a track record of success and a passion for inspiring the next generation. We are particularly looking for candidates with subject specific expertise in some of the following areas:
The desired applicant will be a highly effective educator or industry professional with exceptional interpersonal skills and the ability to communicate effectively with people from diverse backgrounds. You will be competent and confident using Microsoft Office tools for communication, time management and delivery of high quality and interactive learning. You will also have a passion for providing accessible, high-quality, university level education, be an innovator in your own practice, be a strong team player and collaborator and be committed to The client values and behaviours.
This represents an exciting opportunity to join and shape the future of The client and play a key role in driving forward our plans for development and to also be part of a rapidly growing organisation that is proud to deliberately different.
To find out more or to register your interest in this fantastic opportunity please call Alex Guy at Morgan Hunt on 0161 83 83 636 or please apply today!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Unqualified Nursery Assistant
Work Location: South Ealing
Salary: £9.50 per hour
Hours: Monday to Friday, Between 8 am-6 pm
Are you a Nursery Assistant looking for a new role to start immediately?
An excellent opportunity has arisen for a Nursery Assistant-Unqualified. This is a permanent role based in South Ealing.
About the role:
Duties and Responsibilities
Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual's skills, qualifications and abilities to perform the relevant duties required in a particular role.
Morgan Hunt is delighted to be working with a prestigious further educational college in South Hampshire to help employ an experienced bricklaying professional for their full-time Bricklaying lecturer/assessor role. If you're looking for a temporary position, don't hesitate to get in touch.
The roles are open to professionals with teaching experience but also those wishing to get into education to help develop and nurture the next generation of bricklaying professionals.
The Bricklaying lecturer/assessor will be responsible for:
The Bricklaying lecturer/assessor will need to have:
If you feel you'd be great for this Bricklaying lecturer/assessor in South Hampshire, apply and send over a CV today.
If you know someone who would be perfect for this role you can win £150 in vouchers if your referral is successful.
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
We are welcoming applications for a Lecturer in Health and Social Care (Sciences).The City of Liverpool College is the only general FE college in the city and the largest FE college in Liverpool City Region.It offers the widest, most diverse vocational curriculum in the region and ranges from entry up to degree and post-graduate levels and currently serves more than a third of all the 16-18 year olds in Liverpool and educates almost 12,000 learners each year, with all courses being delivered to the highest standard of learning.Staff at The City of Liverpool College are fundamental to help ensure the students at the college enjoy an experience like no other through gaining skills and being taught a diversity-rich curriculum which leaves students equipped with all they need to be successful, both in their chosen career and beyond.To ensure that the colleges high standards of teaching, learning and assessment are ensured, we are looking for high quality applicant for the following role:
The Role
Lecturer in Health and Social Care (Science)
Full Time - Permanent
£30,347 - £37,631
To teach within the School of Health and Care to teach on T-level and transition programmes in science based subjects. You may be required to teach on health and social care units up to level 4.We have roles available for sui candidates to teach biology, chemistry and physics for health courses, with potential to teach across a range of health and social care courses.You will create effective and stimulating opportunities for all students through high quality teaching, learning and assessment that enables progression and development for all learners.
Responsible to:
Head of School
Don't meet every single requirement?
We know that sometimes people can be put off applying for a job if they think they can't tick every box but we realise the 'perfect candidate' doesn't exist. So, if you can do most of what we're looking for, go ahead and apply. You may be just the right candidate for this or other roles!Please note this role may close earlier if sufficient applications are submitted. You may also be contacted for interview during the advert duration. We are an equal opportunities employer and welcome applications from all sui qualified persons regardless of their race, sex, gender, gender reassignments, disability, religion/belief, sexual orientation or age adhering to the requirements of Quality Act 2010.The college also follow a blind shortlisting process.The City of Liverpool College Group serves 12,000 learners each year from a diverse variety of backgrounds. With state-of-the-art facilities, TEF Silver status for Higher Education provision, the College is home to ground breaking innovation and involved in a wide variety of exciting new developments across the city.The College is committed to safeguarding children and safer recruitment practices and will undertake all required DFE pre-employment checks on the successful candidate including Enhanced DBS Disclosure including a Barred List Check
https://applybe.com/the-college/search/vacancy/all/1/5275194/lecturer%20in%20health%20_%20social%20care%20(science)%20%20liverpool%20england.html
ATTENDANCE OFFICERS - WE NEED YOU
Are you interested in Attendance officer roles in the East London area? Morgan Hunt are pleased to announce that we are working with a fantastic college in East London. Together we are seeking to appoint an Attendance officer - apply today!
Job Title: Attendance officer
Job Type: Temporary
Location: East London
Hours: 35 hours per week
Payrate: £15 - £17
Job Summary
Work as an integral part of the Student Support Services team to contribute to the College's overall achievement of excellent student punctuality and attendance and Safeguarding of all students and apprentices.
Main Activities
JOB TITLE: ATTENDANCE OFFICER
Criteria - MUST HAVE AN ENHANCED DBS ISSUED IN THE LAST 12 MONTHS OR ON THE UPDATE SERVICE |
QUALIFICATIONS: |
Qualified to minimum level 3 (A levels or equivalent) First Aid Certificate or willingness to obtain One of the following qualifications: (desirable) IT Level 2 qualification Good English and Maths skills equivalent to NVQ level 2 or GCSE grade C in English and Maths Practical experience of working with children |
EXPERIENCE OF: |
Working with secondary or post-16 students |
Working with outside/external agencies |
KNOWLEDGE OF: |
Sound equal opportunities practice and how to apply it in the relevant area of work
|
Commitment to maximising the opportunities for students with Special Educational Needs |
The requirements of students with Special Educational Needs
|
SKILLS: |
Excellent communication skills, both verbal and written |
Good IT skills |
ABILITY TO: |
Work with and liaise with course tutors, support staff and outside medical/paramedical/specialists
|
Plan and organise effectively |
PERSONAL QUALITIES: |
Sensitivity to the needs of young people with learning difficulties and/or disabilities
|
Commitment to continuous personal development |
If you are interested in working as an Attendance officer in the East London area, please apply to this advert with a CV today and a consultant will contact you!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Are you interested in Public services lecturer jobs in Bedford? Morgan Hunt are pleased to announce that we are working with a fantastic college in Bedford. Together we are seeking to appoint an Public services lecturer - apply today!
Job Title: Public services lecturer
Job Type: Temporary to Permanent
Location: Bedford
Industry: Education
Pay: £24 - £32 p/h
Contract: Ongoing (long term) - with the view to Permanent
Key responsibilities
In this Public services lecturer job, your responsibilities will include:
Skills & experience
If you are interested in working in the Public services lecturer Field in the Bedford area, please apply to this advert with a CV today and a consultant will contact you!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Morgan Hunt is delighted to be working with a prestigious further educational college in Hertfordshire to help employ an experienced automotive professional for their full-time Motor Vehicle lecturer role. If you're looking for a temporary position, don't hesitate to get in touch.
The roles are open to professionals with teaching experience but also those wishing to get into education to help develop and nurture the next generation of automotive professionals.
The Motor Vehicle lecturer will be responsible for:
The Motor Vehicle lecturer will need to have:
If you feel you'd be great for this Motor Vehicle lecturer in Hertfordshire, apply and send over a CV today.
If you know someone who would be perfect for this role you can win £150 in vouchers if your referral is successful.
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Morgan Hunt is delighted to be working with a prestigious further educational college in Hertfordshire to help employ an experienced engineering professional for their full-time or permanent Engineering lecturer role. If you're looking for a temporary or permanenty position, don't hesitate to get in touch.
The roles are open to professionals with teaching experience but also those wishing to get into education to help develop and nurture the next generation of mechanical engineering professionals.
The Mechanical Engineering lecturer will be responsible for:
The Mechanical Engineering lecturer will need to have:
If you feel you'd be great for this Engineering lecturer in Hertfordshire, apply and send over a CV today.
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Morgan Hunt is delighted to be working with a prestigious further educational college in East Sussex to help employ an experienced chef for their full-time Chef Instructor role. If you're looking for a permanent position, don't hesitate to get in touch.
The Chef Instructor will be responsible for:
If you feel you'd be great for this Chef Instructor in East Sussex, apply and send over a CV today.
If you know someone who would be perfect for this role you can win £150 in vouchers if your referral is successful.
Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual's skills, qualifications and abilities to perform the relevant duties required in a particular role.
Are you interested in Business Lecturer jobs in the East London area? Morgan Hunt are pleased to announce that we are working with a fantastic college in East London. Together we are seeking to appoint a Business Lecturer - apply today!
Job Title: Business Lecturer
Job Type: Temporary
Location: East London
Industry: Education
Length of contract: Temporary - Ongoing
Payrate: £25 - £32/hr
Roles and Responsibilities:
Skills & experience
If you are interested in working in the Business lecturing field in the East London area, please apply to this advert with a CV today and a consultant will contact you!
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
Morgan Hunt is delighted to be working with a prestigious further educational college in East Sussex to help employ an experienced electrical professional for their full-time Electrical Installation Assessor role. If you're looking for a permanent position, don't hesitate to get in touch.
The roles are open to professionals with teaching experience but also those wishing to get into education to help develop and nurture the next generation of electrical professionals.
The Electrical Installation Assessor will be responsible for:
The Electrical Installation Assessor will need to have:
If you feel you'd be great for this Electrical Installation Assessor in East Sussex, apply and send over a CV today.
If you know someone who would be perfect for this role you can win £150 in vouchers if your referral is successful.
Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual's skills, qualifications and abilities to perform the relevant duties required in a particular role.
Morgan Hunt is delighted to be working with a prestigious further educational college in East Sussex to help employ an experienced electrical professional for their full-time Electrical Installation Assessor role. If you're looking for a permanent position, don't hesitate to get in touch.
The roles are open to professionals with teaching experience but also those wishing to get into education to help develop and nurture the next generation of electrical professionals.
The Electrical Installation Assessor will be responsible for:
The Electrical Installation Assessor will need to have:
If you feel you'd be great for this Electrical Installation Assessor in East Sussex, apply and send over a CV today.
If you know someone who would be perfect for this role you can win £150 in vouchers if your referral is successful.
Morgan Hunt is a multi-award-winning recruitment Business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to temporary vacancies. Morgan Hunt is an equal opportunities employer, job suitability are assessed on merit in accordance with their skills, qualifications and abilities to perform the relevant duties required in a particular role.
