Work for New City College
We believe our staff are key to the work we carry out at New City College and their contribution is essential and highly valued.
Our staff benefit from some of the best Terms and Conditions within the sector and we offer competitive salaries and generous benefits
On this page, you will also find access to more information to help you with your application. We look forward to hearing from you.
We have undergone an exciting period of expansion, resulting in increased learning and progression opportunities for the communities of east London and south Essex.
New City College was created by the merger of Tower Hamlets College and Hackney Community College in August 2016, and then with Redbridge College in April 2017.
Epping Forest College, based in Loughton, merged with the group in August 2018, and in August 2019, the group merged with Havering College of Further & Higher Education and Havering Sixth Form College.
We are London’s second-largest college with over 20,000 students and campuses based in four east London boroughs and in south Essex. Read more about our story.
Safer recruitment and due diligence checks
As the College supports a number of children and vulnerable adults, all staff are exempt from Section 4(2) of the Rehabilitation of Offenders Act 1974. Accordingly, all staff will be subject to an ‘Enhanced’ DBS (formerly CRB) check, along with a Children’s Barred List to check if in regulated activity.
Any offers of appointment may be withdrawn if these checks prove to be unsatisfactory to the College. Self-disclosure will be required as part of the recruitment process. If you fail to make a full disclosure or provide sight of your DBS certificate then your offer of employment is likely to be withdrawn.
The College’s DBS policy covers the recruitment of ex-offenders which is available upon request.
Applicants are advised that, as part of the statutory guidance on Keeping Children Safe in Education, for Safer Recruitment, colleges/training providers are advised to make arrangements for an online search as part of due diligence on shortlisted candidates. The searches are aimed to assist in identifying things said or done that may harm the organisation’s reputation or make the candidate unsuitable to work with children, young people and vulnerable adults. Where there is a cause of concern from the online search, a risk assessment will determine whether the concern is of such a nature that it is appropriate to exclude a candidate from the process or whether a clarification discussion, before or during an interview, is needed.