Abingdon School

The following outlines what might be seen as the ‘normal’ expectations of a member of the teaching staff at Abingdon as well as listing some of the benefits available as a member of the Common Room. Job specifications for those holding posts of specific responsibility are held separately.

Routines and Responsibilities

Further and more detailed guidance is given in the Staff Handbook but the following may be taken as standard elements of a teacher’s role at Abingdon:

• Teaching a subject or subjects as agreed at appointment throughout the range at the school (i.e. from 1st year to U6th). A normal teaching load would usually approximate to around 70-75% of the academic timetable, leaving time free for marking and preparation. Reductions in teaching load are given to some posts that carry an additional administrative responsibility (e.g. Head of Department, Housemaster) but should not necessarily be seen as being automatic. Many teachers also contribute to the General Studies programme at 6th form level, either by offering an option course, an additional GCSE (such as PE or Italian) or participating in the delivery of the compulsory core of topics that we offer. Some teachers also contribute to the PSHE programme in years 9 and 10 which is currently delivered within the curriculum.
• Contributing as appropriate to departmental activities and developments, such as trips, additional classes, lectures and other events that contribute to the life of a busy and dynamic department.
• Commitment to the regular setting and marking of homework and the maintenance of an up-to-date mark book. Contributing to exam marking as required by the Head of Department, including the marking and supervision, as appropriate, of Abingdon’s entrance exams. Writing formal reports on pupils and tutees five times a year.
• Acting as a tutor to a group of around 18 boys, as directed by the Second Master, with primary responsibility for their pastoral care and for some of the delivery of the school’s PSHE programme.
• Contributing, as agreed with the Second Master and Master i/c Other Half, to the School’s Other Half programme.
• Contributing to cover for absent colleagues and invigilation of internal and external examinations, as directed by the Master i/c cover.
• Being available, as requested by the Second Master from time to time, to support School events that fall outside of the normal school timetable, including on Saturdays, for example Open Days and Entrance Exam Days.
• Contributing to Private Study supervision of Sixth Formers, as required by the Upper Master.
• Acting as duty master on two or three days a term, to work with a partner to oversee elements of the daily supervision of the boys outside of the classroom, as directed by the Deputy Head (Pastoral).
• Staff members who are attached to one of the School’s Boarding Houses have additional duties in the evenings and at weekends.

Benefits of working at Abingdon

• Abingdon has its own 15-point salary scale, above the national scale. In 2011/2012 the basic salary range is from £24,269 to £49,105. In addition to this, the School allocates Special Responsibility Allowances for a number of additional responsibilities, ranging from the running of a minor sport up to major responsibilities, such as Heading a Department or House. In 2011/12, the maximum salary available to a non-SLT member of the Common Room will be £54,955.
• The School is fully committed to the induction and continued training of NQTs to give them QTS. Also, if teachers arrive on staff without a formal teaching qualification, the School will usually offer to fund a PGCE in their second year with us.
• Whether NQT or not, all new staff are well supported when they arrive, with help and advice available not just from Heads of Department, Housemasters and Senior Staff but also from the School’s Professional Tutor who has a specific responsibility to oversee the induction process.
• The School offers excellent administrative support, with two dedicated Common Room secretaries, and a range of other Bursarial services. Staff are loaned a school laptop or they have access to desktop computers to assist with their teaching and administration. There is a biennial cycle of appraisal as well as myriad opportunities to reflect on professional practice and development opportunities.
• The School is committed to high quality ICT facilities and now has four bookable IT suites, Interactive White Boards in a large number of classrooms (and plans to fit them in all), data projectors in all rooms and a dedicated ICT teacher who is available to support and develop the provision of ICT across the whole curriculum.
• The School commits to a generous INSET budget every year, controlled by the Deputy Head (Pastoral), and encourages all members of the Common Room to subscribe to external CPD courses and further qualifications. In addition to this, the School operates up to five INSET days itself, offering a range of further training, from highly practical First Aid qualifications to seminars on aspects of Teaching and Learning.
• The school is highly stable, currently enjoying high demand for places and is backed by strong financial planning that enables all departments to be very well resourced. With a recent major building project completed only three years ago (the Sports Centre) we are already planning our next projects.

Additional Benefits

• Relocation allowance up to £2,500, by agreement with the Bursar.
• 50% discount on school fees for sons who satisfy Abingdon’s admissions criteria.
• BUPA membership (taxable as a benefit in kind).
• Access to the childcare voucher scheme.
• Membership of the School’s Sports Centre, with access to squash courts, gym and swimming pool at agreed times.
• Lunch and other refreshments during the school day.

Accommodation

The school has limited accommodation available, but will always endeavour to help where it can. When offered, accommodation is usually rent-free in the first year and thereafter there is a rising scale of charge until the staff contribution reaches the rentable market value of the property, usually after three years. Rental subsidy is subject to benefit in kind tax.

Members of staff who are attached to boarding houses and undertake supervisory duties in evenings and weekends, but live in school accommodation on- or off-site, usually live rent-free and are not subject to benefit in kind. Members of staff who live within boarding houses as residential boarding staff usually live rent-free and in addition do not pay council tax or for utilities.