We work hard to attract and develop creative and committed staff who take a real pride in their work and who understand the impact that support in learning or in getting a job will have on the majority of people. It can be hard work. Much of our funding is largely based on the results we achieve, therefore we want to recruit exceptional people capable of meeting challenging performance targets.
This is why we try to support our staff as individuals and as a team – in their jobs and in their professional development. The people we recruit also genuinely care about what they do. Our staff believe in the potential of each of our clients, and strongly believe that finding a job or improving their skills can help to change their lives.
Your contribution will be valued. We are a highly professional team: whatever your job, your contribution will be vital.
Supporting you
We will expect you to excel in your role. Managers and colleagues are there to support you from the moment you join Red Kite Learning.
When you join your induction will give you an in-depth understanding of our aims, objective and how we measure success. It will introduce you to colleagues, partner staff and support you to hit the ground running in your new job.
After induction, you will have regular supervision and team meetings to discuss operational issues. Your participation in shaping strategy is also important at these meeting as well as at regular Company Meetings through the staff newsletter or other ad hoc groups.
As you settle in we will work with you to plan your development at supervision meetings and more formally in your appraisal meetings. We will expect you to demonstrate a high level of commitment to ensure your success is our success.Benefits package –
We offer a competitive package that includes:
We also offer free employment related checks, a flexible working policy, professional training and development, a supportive management and open communication.
Employing people with a criminal conviction
Red Kite Learning recognises the contribution ex-offenders can make as employees and welcomes applications from them. All applications from ex-offenders will be treated on their own merits and any special criteria relating to the post or contract will be applied. For example, through our work funded by London Probation, we cannot employ people who have certain convictions or where there has not been a set time since the date of their sentence to the date of their application. For vacancies within Red Kite Learning in partnership with London Probation Services please see guidance notes below on criminal convictions.
At the interview stage, we tell all applicants that due to the nature of our work and the clients we work with, any successful applicant will be required to complete Disclosure forms from the Criminal Records Bureau (CRB). An Enhanced disclosure will be required. This will highlight any previous spent or unspent convictions. We therefore ask all applicants to disclose any convictions to us. An applicant may wish to disclose this information to us in writing, prior to interview. Again all applicants will be treated on their merits. Not their past.
From October 2009 under new legislation, the CRB will forward information on applicants to the Independent Safeguarding Authority (ISA) who will check on individuals and decide if they pose a risk to children or vulnerable adults. The ISA can then decide whether or not an applicant is suitable for the type of employment they have applied for.
An applicant’s criminal record, in itself, will not debar that person from being appointed to a post within Red Kite Learning. Discretion may need to be exercised where it is felt that a recent and/or serious conviction might mean that a person might re-offend or cause harm. Each case will be considered on its merits and in consultation with the applicant concerned.
Finally any disclosure by an applicant of their criminal record is strictly confidential. The only people within the organisation who will know about a conviction is your Line Manager, our HR Manager and the organisation’s senior management team.
See a list of our current job vacancies.
See Guidance notes below prior to applying.
1. Notes for Guidance when submitting application.
2. Notes for Guidance on criminal offences.
To view our full policy please download the .pdf version below.
Recruitment of people with a criminal record policy
