Full Time Guide

View our Full-time course guide 2017


Part-time Prospectus Jan - July 2017

View part-time courses from Jan 2017



View our 2016/17 Courses


Equal Opportunities and Safeguarding

At Barnfield College we will support the recruitment, development and retention of a diverse workforce, actively engaging with our local communities to build our reputation as an employer which recognises and values difference.  Our Employment related policies and procedures reflect the College’s commitment to its Equal Opportunities policy and other legislation, adhering to safe employment procedures which place the safety of children and young people at the heart of all our practices.

The Barnfield College is committed to eliminating unlawful discrimination and to promoting equality of opportunity by fostering an atmosphere of mutual harmony and respect among all its potential and existing students and staff regardless of their gender, marital status, disability, colour, race, nationality or ethnic origin, learning difficulty, religion or belief, sexual orientation or age.

Our aim is to ensure that all recruitment decisions are based on competency, ability and performance, regardless of age, disability, gender, race, nationality or ethnic origin, marital status, pregnancy or maternity, learning difficulty, religion or belief, sexual orientation or gender reassignment.  We are working towards achieving the Investors in Diversity standard.

Disability – Two Ticks Employer

In May 2015 Barnfield was awarded the Two Ticks accreditation. This is a recognition awarded by Jobcentre Plus to employers who have agreed to make certain positive commitments regarding the employment, retention, training and career development.

If you have a disability, you only need to state your disability in the equal opportunities section of the application so that any changes or reasonable adjustments to the job, conditions, hours or environment that you may find beneficial, can be made.

Information for Applicants with Disabilities

We welcome applications from people with disabilities and aim to make our processes as inclusive as possible.  Therefore if you have any special requirement to assist you with the application or selection process, please let us know.

Pre-employment checks


Any offer of employment is subject to the receipt of two satisfactory references, one of which must be your most recent employer.  We may take up references prior to interview, unless you state otherwise.  Satisfactory references must be received prior to commencement of employment.


At interview you are required to provide original qualifications that are relevant to the post.  A copy of the qualifications will be taken.

The Right to Work in the UK

The Asylum and Immigration Act 1996 makes it a criminal offence for an employer to employ anyone who does not have permission to live or work in the UK. At interview, you will be required to provide proof of your identity and at least one original document from the following list, which verifies your eligibility to work in the United Kingdom:

  • A document issued by a previous employer, the Inland Revenue, the Benefits Agency, the Employment Service, stating the individual’s national insurance number.
  • A passport or national identity card identifying the individual as a British or European Economic Area (EEA) citizen, or having the right of abode in the UK.
  • A birth certificate issued in the UK, the Irish Republic, the Channel Islands or the Isle of Man.
  • A letter from the Home Office indicating that the individual has permission to work in the UK.
  • A work permit or other approval for employment issued by Work Permits UK.

Disclosure of Criminal Convictions Rehabilitation of Offenders Act 1974

Applicants/employees are required to declare any pending criminal prosecutions they may have as well as any spent criminal convictions, cautions, reprimands and final warning as defined under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. The only exception to this requirement is that applicants/employees do not need to disclose any ‘protected’ cautions or convictions as defined by The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2013.

Disclosure Barring Service

Barnfield is committed to Safer Recruitment and to Safeguarding the well-being of children and vulnerable adults.  Prior to interview candidates will be required to complete a DBS disclosure for all appropriate posts which will be taken forward for the selected candidate.  Prior to confirmation of employment satisfactory DBS clearance including List 99 check must be received for appropriate posts.

Prohibition Order Checks

All new teachers/lecturers to the College must undergo a prohibition order check. This check forms parts of the pre-employment checking process and a record must be kept on the College‘s single central register.

A prohibition order check ensures the teacher/lecturer is not prohibited from teaching. This

requirement has been statutory since 3 April 2014.

Institute for Learning (IFL) Registration

Under 2007 regulations, newly qualified teachers will need to register with the Institute for Learning to become a Registered Teacher. If successful in starting a teaching position with Barnfield College, we can assist you in the application process and any further training that is required. Further information is available www.ifl.ac.uk


For more information please contact Student Services on 01582 569569

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