Equal Opportunities Policy Statement:
Notting Hill College believes that equal opportunities are important in order to:-
- Encourage the development of individuals’ abilities, talents and potential to the full
- Attract potential students from the widest possible pool of talent.
- Meet its moral and legal obligations.
- Provide a working environment free from unlawful discrimination, harassment or victimisation.
Notting Hill College (NHC) has adopted the following Equal Opportunities Policy Statement: Notting Hill College will seek to ensure that all students & staff are treated equally in all aspects of course provision, regardless of age, race, colour, nationality, ethnic or national origin, disability, gender, marital status, sexual orientation, political belief, religion, or irrelevant criminal conviction or other irrelevant characteristics. This policy will be widely promoted and copies will be freely available and displayed in the affiliate centre’s offices.
1. STUDENT MISCONDUCT
Notting Hill College will explain its behavioural standards upon your arrival. Any damages to the college property must be paid for. Notting Hill College reserves the right to cancel a student’s course in the case of serious misconduct. Refunds will be at the discretion of the school. If there is any form of misconduct taking place the following steps will be taken:
Stage 1 Verbal warning from your teacher and/or Director of Studies.
Stage 2 Written warning from the Director of Studies.
Stage 3 Expulsion from the course.
Below are some examples of serious misconduct which would resolve in expulsion. This list is intended as a guide and is not exhaustive.
- deliberate damage to the college property, fittings or equipment;
- improper use of school facilities (e.g. accessing pornography on the Internet);
- breaching health and safety rules (e.g. tampering with fire extinguishers);
- the use of threatening or abusive language;
- physical violence or bullying;
- harassment or discrimination against staff or other students on the grounds of sex, marital status, race, disability, religion, age, sexual orientation or any other factor.
If you have any questions about this policy, please ask your teacher or see the Director of Studies.
We recognise that many disabled people face barriers to access and achievement in vocational training and we are committed to eliminating discrimination and harassment on grounds of disability and promoting equality of opportunity between disabled people and other people.
In order to meet the general duties of the Disability Discrimination Act 2005, we must;
- Promote equality of opportunity between disabled people and other people;
- Eliminate direct or indirect discrimination;
- Eliminate harassment of disabled people that that is related to their disabilities;
- Promote positive attitudes towards disabled people;
- Encourage participation by disabled persons in public life; and
- Take steps to take account of disabled persons’ disabilities, even where that involves treating disabled people more favourably than other people.
Disaster Recovery & Business Continuity Policy
This policy sets out the College’s policy for planning and responding to major incidents which affect the continuity of Notting Hill College’s business, and the safety of its staff, students and others.
1.2. It is not possible to write a plan for every possible disruption. No matter what the cause of the incident, the effect can generally be summarised as one or more of the following:
- An inability to carry out daily and/or critical activities
- Loss of life or serious injury to college staff and students/pupils or members of the public
- Loss of building(s), or part of building(s) or access to the building(s)
- Loss of ICT facilities
- Loss/shortage of staff
- Loss of critical supplier(s) or partner(s)
- Adverse publicity and/or reputational impact
1.3 Procedures for administering and recording of First Aid and medical treatment are contained in Notting Hill College’s First Aid and Medical Policy. The policy and procedures for assessing Health and Safety risks are contained in NHC Health and Safety Policy.
1.4 This policy also recognises that individuals (adults and young people) may be affected by critical incidents which occur in or outside of school.
For example: In-College:
- the death of a pupil or member of staff through natural causes, such as illness;
- a traffic accident involving a pupil or staff member;
- a deliberate act of violence, such as weapons;
- a building fire or flood affecting it;
- allegations or actual incidents of abuse against students by staff and staff against students;
- a terrorist attack on the school.
- deaths or injuries on college trips or residential trips;
- tragedies involving children from many institutions at public events such as football matches;
- civil disturbances;
- refugee children joining the college, uprooted from their countries and perhaps shocked by wars or atrocities;
- abductions / disappearances;
- Incidents involving the murder of young learners that attract the attention of national and international media over prolonged periods;
- a civil disturbance or terrorism;
- a disaster in the community;
- a transport accident involving college members.
1.5 The emotional effects of disasters on students are not always immediately obvious to school staff. Indeed, at times, students find it difficult to confide their distress to teachers as they know that it will upset them. For some students, the distress can last for months, even years, and may additionally affect their academic attainment.
1.6 Some young people may not feel comfortable enough, or be able to, share their feelings and thoughts in public or with staff, either because they are unable to do so or because they fear their confidence may be abused. Similarly, because many adults are not able to talk about death, bereavement and tragedy, they may unwittingly stop students talking about similar emotional experiences.
1.7 At Notting Hill College, we take our student’s needs seriously, including emotional and psychological needs, and are committed to ensuring all students receive the help they require to explore such matters as death and significant harm or injury in an environment of trust, care and safety. We also recognise the impact such incidents can have on the well-being of staff and will do our utmost to support any recovery needed and to work with any agencies.
1.8 Whilst no amount of planning can totally prevent accidents and problems occurring, it is hoped that some can be prevented and the effects of others minimised by taking sensible precautionary measures. The College expects that:
- Staff and students will be familiar with college routine for fire, and the evacuation of the school building upon hearing the fire alarm;
- Staff will be familiar with the routines and procedures for dealing with emergencies (as detailed in this policy);
- Staff and students will be familiar with the school’s security procedures: they should be especially aware that all visitors not wearing a visitor’s badge should be questioned and escorted to the college entrance area;
- Staff organising trips and visits follow the guidelines and write a risk assessment to be signed off by the Director-of-Studies;
- Staff and visitors will sign in and out of the premises;
- Staff are aware of students with medical needs or health problems;
- Staff are aware of college policy in dealing with violence at work;
- Staff are aware that they should assess associated risks to students before carrying out an excursion, trip or other activity;
- Staff are aware that they are responsible for assessing risks to themselves before undertaking an activity.
1.9 Additionally, in the event of a critical incident the priorities of those adults in charge of the school or trip will be to:
- Save life
- Minimise personal injury
- Safeguard the interests of all students, staff, and visitors
- Minimise loss and to return to normal working as quickly as possible.
- Planning for and Managing Emergencies or Critical Incidents
2.1 Notting Hill College will carry out an Assessment of Critical Activities to identify key risks to its operation and the safety of its students, staff and others. This assessment will be led by the Director of Studies and will inform the local emergency and business continuity planning. This will be in the form of a risk assessment, completed prior to every appropriate activity or task undertaken.
2.2 Notting Hill College will maintain its own Emergency Management Instructions; including emergency contact details and an associated action plan.
2.3 This plan will be activated in the event of a critical incident or an emergency i.e. when an incident occurs that impacts on the delivery of our critical activities or the safety and wellbeing of our students, staff and others; and when normal responses, procedures and coping strategies are deemed insufficient to deal with the effects.
- ICT Disaster Recovery
3.1 The Director of Studies and the Operation Manager at Notting Hill College will be responsible for establishing an ICT Disaster Recovery Plan in line with Notting Hill College Assessment of Critical Activities.
3.2 This plan will identify actions to take in the event of loss of ICT hardware, software, infrastructure or connectivity; or the loss of key ICT related staff.
PERFORMANCE APPRAISAL POLICY
Notting Hill College are committed to supporting every employee to reach their potential and achieve their personal goals, which in turn will assist the organisation to achieve its objectives.
The performance appraisal policy supports the performance appraisal procedure. The procedure is a formal process centred on the annual meeting of each employee and their line manager to discuss his/her work. The purpose of the meeting is to review the previous year’s achievements and to set objectives for the following year. These should align individual employees’ goals and objectives with organisational goals and objectives.
CORE PRINCIPALS OF THE APPRAISAL POLICY
- The appraisal process aims to improve the effectiveness of the organisation by contributing to achieving a well-motivated and competent workforce.
- Appraisal is an ongoing process with an annual formal meeting to review progress.
- The appraisal discussion is a two-way communication exercise to ensure that both the needs of the individual, and of the organisation are being met, and will be met in the next year.
- The appraisal discussion will review the previous year’s achievement, and will set an agreed Personal Development Plan for the coming year for each member of staff.
- All directly employed employees who have completed their probationary period are required to participate in the appraisal process.
- The appraisal process will be used to identify the individual’s development needs and support the objectives of the Training and Development Policy.
- All staff will receive appraisal training as an appraisee, and where appropriate as an appraiser.
- The appraisal process will provide management with valuable data to assist succession planning.
- The appraisal process will be a fair and equitable process in line with our Equality Policy.
PERFORMANCE APPRAISAL IMPLEMENTATION
Performance appraisal discussions will be held over a designated 4-week period on an annual basis. They will be arranged by the appraisee’s line manager. Line managers are encouraged to provide the opportunity for an additional 6-month verbal appraisal review, mid-year and other informal reviews as necessary throughout the year.
The discussion will be held in private. Information shared during the appraisal will be shared only with senior management. The exception is training needs, that will be provided to the HR/administration for action. Confidentiality of appraisals will be respected.
The appraiser (usually the employee’s line manager) will be expected to have successfully completed appraiser training, and to be familiar with the appraisee’s work.
All appraisal documents should be issued to both parties prior to the discussion, in order to allow time for both parties to reflect and prepare. These will provide a framework and focus for the discussion.
A time and venue for the discussion will be advised at least one week before the meeting takes place.
THE APPRAISAL DISCUSSION
The appraisal discussion will allow an opportunity for both the appraisee, and the appraiser to reflect and comment on the previous year’s achievements. It will praise achievement and encourage the appraisee in his/her role.
The appraiser is accountable for giving the employee constructive, timely and honest appraisals of their performance, which should take into account both the goals of the organisation and of the individual.
The discussion should be positive dialogue, and will focus on assisting the appraisee to acquire the relevant knowledge, skills and competencies to perform his/her current role to the best of his/her abilities.
The appropriate forms will be completed and signed by both parties. The appraisee will be given the opportunity to note any comments that he/she does not agree with and complete a self-assessment.
The appraisee and line manager should agree on a Personal Development Plan for the appraisee for the following year. This will reflect the appraisee’s aspirations and the organisation’s requirements, and should align personal and organisational goals. The organisation and the line manager will support the individual to achieve these goals during the forthcoming year.
Any training needs, future training requirements, planned qualifications, development opportunities and career planning should be discussed in the light of the Personal Development Plan.
TRAINING AND MONITORING
Senior Management are responsible for the appraisal process, and he/she shall ensure that appraisers and appraisees are adequately equipped and trained to undertake the performance appraisal.
Notting Hill College (NHC) will take measures including staff development and training to combat inequality, discrimination or prejudice based on any of the personal characteristics mentioned above, and to eliminate barriers which may prevent people joining as employees or as students. It is the responsibility of the Affiliate Centre’s Manager to monitor effectiveness and to review and develop the policy where necessary. Monitoring and review will take place annually. Students or employees who feel they have been discriminated against should raise the matter with the Center’s Manager. Initially the student/employee and Center’s Manager should aim to resolve the matter informally. It may be that discriminatory action is unwitting and easily resolved once the problem is clear. If students or employees are dissatisfied with the outcome, the complaint is very serious, or the Centres Manager(s) is/are the cause of the complaint, the student/employee should raise the matter, in writing.
If for any reason you are not satisfied with the service provided by Notting Hill College, then please email us at email@example.com. Please outline the nature of your grievance and we promise to acknowledge your complaint within 24 hours. The Quality Assurance Manager will try to reach a satisfactory conclusion for all sides within 4 working days. If you are not satisfied with your distance learning grade, please contact your online tutor for detailed feedback. If you are still not satisfied then please contact the Quality Assurance Manager at the above address. If you have to drop-out please contact the Quality Assurance Manager to state your reasons. Once accepted, you will be charged £50 for re-enrolment fees. If you have do not pass your course, you have the right appeal. You will be notified of your grade and the reasons behind the attained grade, to appeal against such a decision please contact the Quality Assurance Manager at the above address outlining the justification for your appeal.
*Distance Learning Courses
Distance learning enrollment becomes effective instantaneously. As soon as a student has paid for a course, the student has access to the programme. As such, Notting Hill College does not refund tuition for distance learning courses once a student is enrolled.
Course fees are non-refundable once a student’s account is activated and download is permitted.
No refund is given after registration is received. Cancellations are not permitted (with the exception of severe illness or injury to the attending student). Rescheduling within the first seven days will incur a £100 penalty.
- Course fees are totally refundable 15 working days before the start of the course.
- If a refund is requested a week or less before the course start date, we will deduct 15% to cover administrative fees.
- Course fees are non-refundable once the course starts.
- Course fees cannot be transferred to another course or system.
- Course fees cannot be transferred to another student.
You cannot get a refund on online courses outside the 14-calendar day cooling off period. By starting your online course and submitting the learner agreement you are deemed to have begun your course and to have acknowledged that your right to cancel your course and receive a refund will be lost. You have from one to six months to complete the course from date of purchase, depending on which course you have bought.
Cooling Off Period
If for any reason you are not satisfied with the course you have purchased you are entitled to a full refund within 14 calendar days from the date you made the purchase of the course, unless this is within 14 days of the start date of a classroom course. If you have purchased an online or combined course and have started the course and submitted the learner agreement, you are not entitled to a refund, as per the legislation on digital content. (Please see section 11). In this case, no refund is possible. After 14 calendar days, you are outside the ‘cooling off’ period and you are not entitled to a refund if you wish to cancel. If you have purchased a classroom or combined course by initially paying a deposit, we are only able to refund the balance payment, as deposits are non-refundable
- The health and safety of students during the course is one of our highest priorities. The School of Teacher Training at Notting Hill College works hard to carry out straight forward measures for health & safety at our premises.
The School of Teacher Training at Notting Hill College provides the necessary tools and resource including strong communication with staff to make sure there is effective management of health and safety.
While attending classes at The School of Teacher Training at Notting Hill College you must be aware of health and safety issues for yourself & others. At all times, please follow the following;
- Take steps to ensure your own health & safety and the health and safety of others.
- Cooperate with both the staff & venue management with regards to fire exits and evacuation.
- Report any accident so to the nearest staff member.
- Behave sensibly to ensure the health and safety of yourself and others.
Notting Hill College Limited (hereafter referred to as “Notting Hill College”, “us”, “we” or “our”) is committed to respecting your privacy and to complying with applicable data protection and privacy laws. You can visit our website without disclosing any personally identifiable information about yourself. If you do submit personal information by ordering products or services, for example, you can be assured that we will use your personal information only to support your continuing relationship with Notting Hill College.
Personal Information Collection
We endeavour to collect and use your personal information only with your knowledge and consent and typically when you order and subsequently use services, make customer enquiries, register for information or other services, request product information, submit a job application, or when you respond to communications from us (such as questionnaires or surveys). We collect information about you for 2 reasons: firstly, to process your order, and secondly, to provide you with the best possible service.
The type of personal information we may collect could include, for example, your name and postal address, date of birth, gender, telephone and fax numbers, email address, credit/debit card information, as well as other information collected on registration or through surveys. If you choose to provide us with personal information, it will be used in support of the intended purposes stated at the time at which it was collected, and subject to any preferences indicated by you.
How will we use your information?
We may use your information for a number of purposes which include: processing your orders; managing, administering and delivering any services or information requested by you; responding to complaints or enquiries.
please send an email to: firstname.lastname@example.org
This Malpractice Procedure should be followed to ensure that:
- Possible malpractices are reported
- Possible malpractices are investigated
- Possible malpractices will not reoccur
The Malpractice Procedure is split into four stages:
REPORT > INVESTIGATE > INTERVIEW > OUTCOME
Staff members should submit a report of malpractice in writing to their supervisor, unless this report is concerning their supervisor. In this case, the report should be submitted to the Chief Executive Officer. The report should be submitted within one working day of the incident/potential incident occurring.
The supervisor will seek advice from management regarding how to immediately proceed in order to curb any additional malpractice.
The Awarding Organisation must be notified of the malpractice/potential malpractice within one working day of its occurrence. The notification should include the following:
REPORT INVESTIGATE INTERVIEW OUTCOME
Detail of malpractice, name(s) of involved parties, investigation structure, Name of person responsible for leading the investigation, actions that have already been taken, how additional malpractice has been stopped.
The Investigating Officer should be a third party, completely uninvolved with the reported malpractice. As this may not always be possible, an appropriate member of management should conduct the investigation, so long as they are not the immediate supervisor of the staff member(s) being investigated. Assurances should be made at each stage of this process to ensure the Investigating Officer’s impartiality.
The Investigating Officer will conduct an investigation which should last no longer than 5 working days. This is an average time to complete an investigation but sometimes, extensions may be required. If an extension is needed, written notification must be provided to all parties involved.
As part of the investigation, the Investigating Officer should interview all involved parties so that they have an opportunity to express their view of the incident. Interviews must be carried out in an impartial manner and the interview must be documented in full for future reference. The person being interviewed has the right to elect a representative to attend the interview with them. This could be a member of staff or an individual, external to the organisation.
When an interview has been conducted, the Investigating Officer and Interviewee should sign the interview transcript to recognise its authenticity and accuracy.
The Investigating Officer should complete a final report and submit a copy of the report to the Awarding Organisation. This will include a breakdown of all of the stages completed during the investigation, the outcome and the reasoning behind the decision. The Investigating Officer will attach copies of interview transcripts to the final report. This may result in further investigation being carried out by the Awarding Organisation if they deem it to be necessary.
Follow up interviews should be carried out with all involved parties to inform them of the outcome and any actions that will be carried out. The accused will reserve the right to appeal the final decision. Any disciplinary action must be carried out confidentially.
The results of the investigation should be used by management to determine any methods to improve this process in order to eliminate the possible reoccurrence of malpractice.
During all stages of this procedure, confidentiality must be ensured to minimise the possibility of inaccurate evidence. All interviewed staff members must be reminded of this confidentiality policy and that they will be subject to disciplinary action if they
are found to have been attempting to influence any party involved with the investigation.
.Fair Assessment, Reasonable Adjustments and Special Considerations
Policy & Procedure
At Notting Hill College, we are always committed to the fair treatment of all students, in correspondence with the Equality Act 2010 (see below). We believe that everybody should have the same opportunities. We actively support the removal of barriers to assessment that could disadvantage learners who have special needs or experience extenuating circumstances.
A student wishing to apply for reasonable adjustments or special considerations should submit their request in writing to their Course Leader.
Equality Act 2010
The primary purpose of the Act is to catalogue the complicated and numerous array of Acts and Regulations, which formed the basis of anti-discrimination law in Great Britain. This was, primarily, the Equal Pay Act 1970, the Sex Discrimination Act
1975, the Race Relations Act 1976, the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination on grounds of religion or belief, sexual orientation and age. It requires equal treatment, regardless of the protected
characteristics of age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation. In the case of gender, there are special protections for pregnant women. In the case of disability, service providers are under a duty to make reasonable adjustments to overcome barriers experienced by disabled people.
Examples of reasonable adjustments are:
- the changing of assessment time frames, allowing students extra time to complete the assessment
- adapting assessment materials
- providing different forms of assessment, for example audio files for the blind
Notting Hill College will consider any application for reasonable adjustments. The Course Leader may request evidence to support the claim of the student, for example, a medical report. The decision on whether or not to make reasonable adjustments lies with the Academic Manager. The student reserves the right to appeal the decision of the Academic Manager, in which case, the request will be
submitted to the Chief Executive Officer for a decision.
The student will be informed of the final outcome and of the reasonable adjustments that Notting Hill College are willing to provide.
Examples of situations that might be eligible for special considerations are:
- serious illness of the student or immediate family
- accident and injury
- domestic crisis
Notting Hill College will consider any application for special considerations. The Course Leader may request evidence to support the claim of the student, for example, a doctor’s note. The decision on whether or not to make special considerations lies with the Academic Manager. The student reserves the right to appeal the decision of the Academic Manager, in which case, the request will be submitted to the Chief Executive Officer for a decision.
The student will be informed of the final outcome and of the special considerations that Notting Hill College are willing to provide.
Notting Hill College commits itself to promoting the highest marketing standard for students, potential students & partners. Norms are established standards of conduct that are expected and maintained by society and/or professional organisations. Values represent the collective conception of what communities find desirable, important and morally proper. Values also serve as the criteria for evaluating our own personal actions and the actions of others. As marketers, we recognise that we not only serve our organisation but also act as stewards of society in creating, facilitating and executing the transactions that are part of the greater economy. In this role, marketers are expected to embrace the highest professional ethical norms and the ethical values implied by our responsibility toward multiple stakeholders (e.g., customers, employees, investors, peers, channel members, regulators and the host community).
As Marketers, we:
- Do no harm. This means consciously avoiding harmful actions or omissions by embodying high ethical standards and adhering to all applicable laws and regulations in the choices we make.
- Foster trust in the marketing system. This means striving for good faith and fair dealing so as to contribute toward the efficacy of the exchange process as well as avoiding deception in product design, pricing, communication, and delivery of distribution.
- Embrace ethical values. This means building relationships and enhancing consumer confidence in the integrity of marketing by affirming these core values: honesty, responsibility, fairness, respect, transparency and citizenship.
Honesty – to be forthright in dealings with customers and stakeholders. To this end, we will:
- Strive to be truthful in all situations and at all times.
- Offer products of value that do what we claim in our communications.
- Stand behind our products if they fail to deliver their claimed benefits.
- Honor our explicit and implicit commitments and promises.
Responsibility – to accept the consequences of our marketing decisions and strategies. To this end, we will:
- Strive to serve the needs of customers.
- Avoid using coercion with all stakeholders.
- Acknowledge the social obligations to stakeholders that come with increased marketing and economic power.
- Recognise our special commitments to vulnerable market segments such as children, seniors, the economically impoverished, market illiterates and others who may be substantially disadvantaged.
- Consider environmental stewardship in our decision-making.
Fairness – to balance justly the needs of the buyer with the interests of the seller. To this end, we will:
- Represent products in a clear way in selling, advertising and other forms of communication; this includes the avoidance of false, misleading and deceptive promotion.
- Reject manipulations and sales tactics that harm customer trust.
- Refuse to engage in price fixing, predatory pricing, and price gouging or “bait-and-switch” tactics.
- Avoid knowing participation in conflicts of interest.
- Seek to protect the private information of customers, employees and partners.
Respect – to acknowledge the basic human dignity of all stakeholders. To this end, we will:
- Value individual differences and avoid stereotyping customers or depicting demographic groups (e.g., gender, race, sexual orientation) in a negative or dehumanising way.
- Listen to the needs of customers and make all reasonable efforts to monitor and improve their satisfaction on an ongoing basis.
- Make every effort to understand and respectfully treat buyers, suppliers, intermediaries and distributors from all cultures.
- Acknowledge the contributions of others such as consultants, employees and co-workers to marketing endeavours.
- Treat everyone, including our competitors, as we would wish to be treated.
Transparency – to create a spirit of openness in marketing operations. To this end, we will:
- Strive to communicate clearly with all constituencies.
- Accept constructive criticism from customers and other stakeholders.
- Explain and take appropriate action regarding significant product or service risks, component substitutions or other foreseeable eventualities that could affect customers or their perception of the purchase decision.
- Disclose list prices and terms of financing as well as available price deals and adjustments.
Citizenship – to fulfil the economic, legal, philanthropic and societal responsibilities that serve stakeholders. To this end, we will:
- Strive to protect the ecological environment in the execution of marketing campaigns.
- Give back to the community through volunteerism and charitable donations.
- Contribute to the overall betterment of marketing and its reputation.
- Urge supply chain members to ensure that trade is fair for all participants, including producers in developing countries.
The Freedom of Information Act 2000 provides a right of access to information held by public authorities and sets out exemptions to that right of access. Any person or body who makes a request in writing to a public authority for access to recorded information must be informed whether the public authority holds that information and be supplied with it, subject to the application of various exemptions specified within the Act. The public authority must normally respond within 20 working days of the receipt of the request.
The College proactively publishes a wide range of information, the majority of which is available on its website. Information is published in accordance with the College’s publication scheme and covers the governance and operation of the College.
If the information is not already available on the website it will facilitate the response process if requests could be submitted on the Request for Information Application below and sent to the College at email@example.com
Requests for personal data
The Data Protection Act 1998 governs the processing of personal data (information relating to living individuals). This legislation makes it possible for you to request access to personal data that the College may hold about you. A request for disclosure of such information is called a subject access request. Any such requests should be addressed to the Data Protection Administrator, at the same address as above.
Should you wish to know more about your rights under the Data Protection Act 1998 you should consult the Office of the Information Commissioner.
Limits of Disclosure
The College will disclose information wherever possible. However, in certain limited circumstances, it will be necessary to employ one of the exemptions to the general requirement to release information. In any case where information is refused, the College will specify which exemption is being claimed and why. All requests for information will be carefully considered on their own merits and with close regard to the public interest.
Anyone not satisfied with the response to their request may seek review by writing to: Registrar@nottinghillcollege.co.uk stating when and to whom the original request was made.
The target for a substantive response to a complaint is twenty working days. Complainants will be kept informed if any delays appear likely.
If, after the investigation of your complaint, you are still dissatisfied you may refer your complaint to the Information Commissioner.
- Information Commissioner
- Wycliffe House
- Water Lane
- SK9 5AF
The fees chargeable under the Fees Regulations will be operated according to those regulations. Given the limits set out in those regulations it is expected that many requests for information will be met without charge; however a charge may be made for costs of photocopying, tapes, disks or computer runs.