Glasgow Kelvin College – Make a real difference
Glasgow’s newest and most dynamic place of learning is committed to promoting Excellence in learning, supporting Progression opportunities and developing an Enterprising spirit in its students.
Applications are invited from candidates who can demonstrate a commitment to the ethos and vision of the College and help shape and develop a Learning Organisation which best serves the communities of north east Glasgow and beyond.
Current vacancies at Glasgow Kelvin College can be viewed by following the below link.
Please read the below Privacy Statement before progressing
Being transparent and providing accessible information to individuals about how personal data is used is a key element of the Data Protection Act and the EU General Data Protection Regulation (GDPR). In line with the legislation and associated Codes of Practice, the College, as Data Controller, is required to advise you about the use of your personal data or information, including sensitive personal information (also known as special data), which you are asked to provide.
GDPR define Personal Data as data that relates to a living individual who can be identified:
a) from those data; or
b) from those data and other information which is in the possession of, or likely to come into the possession of, the data controller,
and includes any expression of opinion about the individual, and any indication of the intentions of the data controller or any other person in respect of the individual.
Find out more:
We collect details such as your name, address, telephone number, date of birth, qualifications, employment history and contact details of referees. You will be asked to provide consent on your application form for us to contact the referees for whom you have provided details.
Certain data we collect are classified under the GDPR as sensitive personal data or special data. This data includes:
- race or ethnic origin
- religion or other beliefs of a similar nature
- disability - physical or mental health or condition
- sexual orientation
- gender identity
- marriage and civil partnership
When used this data is anonymised and solely for reporting purposes, for further information refer to the section on ‘How we will use the information about you?’
The College will process, that means collect, store and use the information provided in a manner that is compatible with the General Data Protection Regulations.
Your information in relation to your application will be used for corresponding with you in relation to the recruitment process and for assessing your suitability for the position for which you have applied for and for employment.
The College acknowledges the right of individuals to withhold personal sensitive information and respects their right to privacy. The sensitive personal data provided by you will be used solely for monitoring purposes. We are committed to equality and diversity in employment. In order to monitor the operation of our equality policies and practices relating to recruitment and selection and in employment it is necessary for us to collect certain key information. This will be used exclusively for the purposes of monitoring and to assist us to continually improve our recruitment and selection strategy and employment policies, procedures and practices to advance equality and diversity.
The College is legally obliged to keep data secure and use them only for the purposes indicated above.
The information provided by you in relation to your application will only be accessible to members of the HR Team and those on the selection panel. Personal sensitive data will only be accessible by authorised members of the HR Team to eliminate the risk of unauthorised access or disclosure.
If you are successful in your application and are offered a positon with the College your personal data will be transferred electronically to the HR and Payroll System. The College will process your personal data as necessary for the performance of the contract or for the purposes of the College’s legitimate interests. As an employee you have access to this information through our self-service portal. Only authorised HR and Payroll staff have access to this system.
Your data is held on the Recruitment system for a period of 6 months after which it is removed. Your equalities data will be extracted after the closing date for the post and stored against the post title. The information is anonymised when stored and cannot be linked back to you personally. The data is solely required and used for reporting purposes. See the section on ‘how we will use the information about you’.
Personal data, or personal information, means any information about an individual from which that person can be identified. It does not include data where the identity has been removed (anonymous data). Your information is amalgamated to produce anonymous data and published in our equality reports. We are required to publish a Mainstreaming Report in accordance with the Equality Act 2010, Public Sector Equality Duty. A copy of our equality documents are available on our website.
You may request that your application, and therefore your data, is held on the Recruitment system for as long as you wish, if for example you wish to be notified of similar vacancies that may arise in which you may be interested. You may also remove your information at any time using the ‘Delete my Account’ button on the Online Recruitment System.
The information we hold about you is solely the information you have provided in your application form and you can access this through your account using you log-in-name and password.
Staff Benefits & Well-being
The 'two ticks' positive about disability symbol is awarded by Jobcentre Plus to employers who have made commitments to employ, keep and develop the abilities of disabled staff.
The five commitments
Glasgow Kelvin College as a user of the disability symbol is committed to employing disabled people and will:
- interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities;
- ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees, what can be done to make sure they can develop and use their abilities;
- make every effort when employees become disabled to make sure they stay in employment;
- take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work; and
- each year, review the five commitments and what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.