About Truro and Penwith College

What is it like to work for Truro and Penwith College

Personal Growth

76% of staff agreed:

This job is good for my own personal growth

Truro and Penwith College is committed to supporting the professional development of all staff. Such development is essential to the wellbeing of students and to the morale of the College as a community, particularly in times of change. All members of the College academic and support staff have access to training which is needed to fulfil their roles effectively. The College has a CDI (College Development Initiative) Scheme linked to staff development whereby if members of staff undertake a course which is relevant to their job role and will enhance their skills; this effort is rewarded with an additional payment.

76% of staff agreed:

This job is good for my own personal growth

My Team

80% of staff agreed:

My team is fun to work with

The College has continued to support an annual Christmas party at a local hotel since opening in 1993. For previous landmark occasions (anniversary's, outstanding achievements) they have held celebratory parties, some of which have been held at the Eden Project. However, the Christmas Party last year in Falmouth was a great success.

80% of staff agreed:

My team is fun to work with

My Company

86% of staff agreed:

I believe I can make a valuable contribution to the success of this organisation

The College has a Staff Appraisal Policy for all staff, whether full or part time. This ensures members of staff are given an opportunity to talk with their line manager about their work; where they see their career progressing as well as staff development opportunities. However, the culture of the College means that staff can talk with their line managers at any opportunity. New staff are assigned a mentor (as part of the Induction Checklist) and also have set review meetings after one, two and four months for support staff and two, four and six months for academic staff. Academic staff also have lesson observations as part of their probation review. This gives new staff not only the opportunity to discuss any aspect of their role with their mentor but also ensures time is set aside for the line manager to appraise their progress and to address any concerns (should there be any) at the earliest opportunity.

86% of staff agreed:

I believe I can make a valuable contribution to the success of this organisation

Learn more about the 8 factors of workplace engagement here