Director’s Message and Vision and Mission · Director’s Message and Vision and Mission 3 ......

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Director’s Message and Vision and Mission 3

About British Council 4

About CIPD 5

Prerequisites and Entry Requirements 7

Registration 8

Withdrawal and Refund Policy 9

Transfers and Deferrals 10

Overview of Modules 11

Student Duties and Obligations 21

General Policies and Procedures 22

Attendance Policy 23

Equality, Diversity and Inclusion 24

Complaints and Feedback 25

Data Protection 26

Additional Policies 28

About Singapore 29

Location and Key Contacts 31

CONTENTS

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DIRECTOR’S MESSAGE Welcome to the British Council!

We provide our students with easy access to a variety of excellent

English language, corporate training and qualifications resources

delivered using experienced teachers, quality learning materials

and state-of-the-art learning facilities.

We look forward to welcoming you.

Roland Davies Director British Council Singapore Limited

VISION AND MISSION In Singapore, the work of the British Council includes teaching English; providing the latest information about studying in the United Kingdom; promoting British education and training; and demonstrating the innovation, creativity and excellence of British science, arts, literature and design.

Our mission is to build mutually beneficial relationships between people in the United Kingdom and Singapore, and to increase Singaporeans’ appreciation of the United Kingdom’s creative ideas and achievements.

This work is driven by our strong belief in internationalism, valuing people, a commitment to professionalism and an enthusiasm for creativity. We hold ourselves to the highest possible stand-ards of integrity. We believe that cultural relations can help individuals and the world community to thrive.

As the United Kingdom’s principal cultural relations organisation we are strongly committed to Equal Opportunity and Diversity, which means that we want all kinds of people to participate in our programmes independent of race, gender or ability. As we develop relationships with people from a wide range of backgrounds through our work, engaging positively with diversity is central to what we do and in line with our core values.

http://www.britishcouncil.org/singapore-english-courses.htm?mtklink=singapore-english-courses

http://www.britishcouncil.org/singapore-educationuk.htm

http://www.britishcouncil.org/singapore-uk-education.htm?mtklink=singapore-uk-education

http://www.britishcouncil.org/new/science/

http://www.britishcouncil.org/new/arts/

http://www.britishcouncil.org/singapore-about-us-equal-opportunity-and-diversity.htm

http://www.britishcouncil.org/singapore-about-us-equal-opportunity-and-diversity.htm

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ABOUT BRITISH COUNCIL

Private Education In Singapore

Established under the Private Education Act, the Council for Private Education (CPE) is a statutory

board sanctioned with the legislative power to regulate the private education sector. In addition to

its role as the sectoral regulator of private education institutions, the CPE facilitates capability de-

velopment efforts to uplift standards in the local private education industry. https://

www.cpe.gov.sg/

EduTrust

The British Council (Singapore) Limited was awarded the coveted 4-year EduTrust accreditation in April 2011. We were re-awarded for another four years in May 2015. Awarded by the Council for Private Education, the EduTrust mark is only awarded to Private Education Institutes who have distinguished themselves in having higher standards in management and provision of educational services.

TrustSG

The British Council (Singapore) Limited has been a TrustSG, BusinessTrust and ConsumerTrust accredited organisation since 4 February 2005. We are compliant with the Business Trust code of practice.

BusinessTrust

We have been on the BusinessTrust Global Reliability Programme since 4 February 2005. The programme serves to provide assurance for buyers and sellers engaging in B2B transactions.

ConsumerTrust

We were accredited as a ConsumerTrust business on 4 February 2005. Consumer-Trust aims to encourage best business practices by merchants and to assist consum-ers in identifying merchants they can trust.

http://www.cpe.gov.sg/

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ABOUT CIPD

CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT

The CIPD is the professional body for HR and people development. The CIPD champions better

work and working lives and has been setting the benchmark for excellence in people and

organisation development for over 100 years.

The CIPD has more than 140,000 members across the world, provides thought leadership through

independent research on the world of work, and offers professional training and accreditation for

those working in HR and learning and development.

CIPD’s internationally recognised professional qualifications are a great way to acquire the essen-

tial underpinning knowledge and skills needed to become an effective HR or L&D practitioner.

Resources to support you

Whether you are just starting out, or looking to advance your career, the CIPD is there to support

you every step of the way as well as to inspire you to achieve your full career potential.

Visit the CIPD Knowledge Hub (https://www.cipd.co.uk/knowledge) to download the latest re-

sources to support your studies, including HR factsheets, research reports, practical tools and

guides.

Other key resources available to CIPD members include:

My CPD map (https://www.cipd.co.uk/learn/cpd/map) – online self-assessments against

the CIPD Profession Map, showing you what you need to know and do as a HR practitioner

at every stage of your career

CIPD Community (http://www2.cipd.co.uk/community)– a place to network and engage

with other HR professionals online and gain advice, ideas and opinions

Careers Hub (https://www.cipd.co.uk/learn/career/cipd-hub) – CIPD’s dedicated member

only career development site, full of interactive resources to help you reach your full potential.

How to join as a Student member

When your study centre has registered you onto a CIPD programme, you will receive an email from

CIPD asking you to log in at www.cipd.co.uk/studentregistration and confirm your qualification

and membership details.

You can pay for your membership by annual Direct Debit via debit/credit card, or you can choose to

pay in quarterly instalments. If your company will be paying for your membership fees, you can re-

quest an invoice by contacting us on +44 208 612 6208 or [email protected].

For details of current CIPD membership fees please visit cipd.co.uk/membership/become-

member/fees

If you are already a member of CIPD, you will still need to register online to confirm your enrol-

ment on a qualification and ensure membership recognition upon completion. However, you will not

have to pay any additional fees.

After you have completed the registration process you will receive you CIPD membership pack and

card within ten working days. For further information about membership please contact CIPD

customer services on +44 208 612 6208.

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Progressing to Professional membership

Once you have successfully completed a Certificate or Diploma qualification, you will automatically gain

Associate professional membership of the CIPD, providing you are in active student membership.

As an Associate member of the CIPD you’ll be entitled to use the designation Assoc CIPD after your

name, which shows employers:

you have met rigorous criteria and international standards for best-practice HR

you have the ability to make a real impact in the workplace

you are committed to continuing professional development as a practitioner.

You can find out more about the different levels of CIPD professional membership at cipd.co.uk/

membership

Upgrading to Chartered membership

Upon completion of our Advanced Level Diploma, or recognised university Postgraduate Diploma/

Masters qualification, you will have met the knowledge requirement needed to upgrade to either Char-

tered Member of Charted Fellow of the CIPD. During the upgrade application, you will also be asked to

demonstrate that you can evidence the skills and behaviours in accordance with the membership crite-

ria for these levels.

For more information about the upgrading process, and to download the relevant application forms,

please visit cipd.co.uk/membership/my-membership/progress

Build your professional network

CIPD branches are local networks of volunteers who work to provide you with networking and learning

opportunities. Get in touch with your local branch now to find out what's happening in your area

cipd.co.uk/learn/branches

Finally, don’t forget to follow CIPD online for more information on upcoming webinars, events and other

useful resources!

facebook.com/cipduk

twitter.com/cipdstudents

linkedin.com/company/cipd

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QUALIFCATION PREREQUISITES

Due to the HR content and assessment of this programme and the professional nature of the course be-ing intended for those practicing Human Resources in their work role, the following criteria will be used for enrolment onto this programme:

• you should be able to demonstrate that you work within a Human Resource role or a role with re-sponsibility for HR functions and activities, or are aspiring to have a career in HR.

• you should have access to a company or organisation to conduct research and apply your learning.

• you should be able to demonstrate that you have the capacity and time to attend the programme and to undertake the required self study hours.

• you will be required to join the CIPD as a student member at an additional fee.

ENTRY REQUIREMENTS

English proficiency level – IELTS minimum level 6.5, 6.0 in written paper, gained within 6 months of interview date, for non-native speakers.

CEFR assessed B2 minimum.

Minimum 4 O-levels/GCSE – including English and Mathematics pass C or above – or equivalent.

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Registration Upon signing a contract all students agree to all of the Terms and Conditions outlined in the British Council (Singapore) Limited’s Student handbook. There is a cooling-off period of seven (7) days af-ter signing the contract to read and agree with the Terms and Conditions set out in this document.

Payment

We accept payment in cash or by cheque, NETS, inter-bank transfer, VISA, MasterCard or by interest-free instalments with POSB/DBS, UOB and Citibank credit cards. Credit card instalments are valid for course fees of $500 and above. Payment should be completed before course commencement or a penalty for late payment of fees will be applied. British Council (Singapore) Limited considers a late payment to be a fee paid 14 days after course commencement and a penalty of $100 will be applied to any such late payment.

Discounts

You may be eligible for a course discount. Contact the TDC Course Administrator for details regard-ing our current discounts. Discounts may change at our discretion. Some discounts are time-bound and will only be honoured during special promotional periods.

Fee Protection Scheme

British Council (Singapore) Limited has put in place an insurance arrangement with Lonpac Insur-ance Bhd to provide our Full-time students with a Fee Protection Scheme (FPS). This FPS is compul-sory for all Full-time CELTA students. The fee required for the FPS will depend on the overall course cost. The FPS protects students’ fees in the event that British Council (Singapore) Limited is unable to continue operations due to insolvency and/or regulatory closure. It also protects the student if British Council (Singapore) Limited fails to pay penalties or to return fees to students arising from judgments in the Singapore courts.

Medical Insurance

British Council (Singapore) Limited has put in place medical insurance under which all Full-time stu-dents will be insured by our appointed legal insurance provider. This medical insurance scheme has an annual coverage limit of S$20,000 per student. It covers hospitalisation in B2 wards in govern-ment and restructured hospitals, as well as 24-hour medical care in Singapore and overseas for the duration of the course.

Student contracts

All students are required to sign a student contract. You can find sample copies of our contracts at http://bit.ly/studentcontracts

Attendance

100% attendance is required to pass the CIPD Diploma in HR Practice.

Student’s pass application

Full-time students who are coming in from other countries to study in Singapore need to apply for a Student’s Pass from the Singapore Immigration and Checkpoints Authority (ICA). For more infor-mation, please contact the TDC Course Administrator Siti Ibrahim ([email protected])

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Withdrawal and Refund Policy

All requests for refunds must be submitted in writing, together with the required documentation, where appli-cable. All refund requests should be accompanied by a copy of the student’s latest bank statement header (not more than 3 months old) showing the name of the bank, bank account name, account number and bank/branch codes. Refunds cannot be processed without this information.

Course fee refunds will be considered in the following circumstances:

Withdrawal due to non-delivery of course

We will give full refund of course and miscellaneous fees (except course application fee) on the following con-ditions:

1. British Council (Singapore) does not commence the course on the course commencement date 2. It terminates the course before the course commencement date 3. It does not complete the course before the course completion date 4. It terminates the course before the course completion date 5. It has not ensured that the student meets the course entry or matriculation requirements as set by Brit-

ish Council (Singapore) 6. The Student Pass application is rejected by the Immigration & Checkpoints Authority (ICA) 7. The refund request is made more than 60 days before the start of the course

Withdrawal due to other reasons

The refund approval process will take no more than seven (7) working days, provided we have received all re-quired documentation and information. Once approved, the refund will be made by direct bank transfer or cheque. The cheque should be banked within six (6) months of the issuance date. We do not issue replacement cheques. In some instances British Council (Singapore) Limited may remove a student from courses for aca-demic reasons or due to behavioural issues/special educational needs. In these instances, 100% of uncon-sumed fees will be returned to the student.

Conditions Refund Amount COOLING-OFF PERIOD

Request is made within 7 working days

from the date of signing the student

75% Refund of Unconsumed Course

Fee

BEFORE COURSE COMMENCEMENT

DATE

Request is made less than 60 days

before the start of the course

AFTER COURSE COMMENCEMENT

DATE

Request is made with supporting doc-

umentation for the following reasons:

1. Extended medical leave 2. Severe

illness or death of a close family mem-

Request is made without supporting

documentation or supporting docu-

ments are not submitted within 7

working days from the date of re-

0% Refund

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Transfers and Deferrals

The British Council (Singapore) Limited will assess and respond to all requests for transfers/deferrals within 28 days.

Transfer out of British Council (Singapore) Limited to another Private Education Institution Policy

If a Full-time student at British Council (Singapore) Limited wishes to transfer to another school before or after the commencement of the course, their request shall be deemed to be a withdrawal case and subjected to the

Transfer requests must be made in writing and submitted before the student’s registered course commence-ment date and will be subject to the terms and conditions stipulated in the British Council (Singapore) Limited’s

International students who receive withdrawal approval are required to cancel their Student’s Pass according to ICA regulations. Our Student Welfare Officer will assist you with the cancellation of the Student’s Pass.

A student from another institution who would like to be transferred to British Council (Singapore) Limited will be

Based on the ICA policy, all students with a student’s pass will need to attend at least 90% of their lessons.

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CIPD Level 3 Diploma in HR Practice

Overview of Modules

Module Module title Credits Classroom

Hours

Self Study Hours

Module 1 Developing Yourself as an effective HR practitioner (4DEP) 4 20 20

Module 2 Understanding Organisations and the role of HR (3HRC) 4 20 20

Module 3 Recording, Analysing and Using HR information (3RAI) 2 10 10

Module 4 Contributing to the process of Job Analysis (3CJA) 3 15 15

Module 5 Identifying Learning and Development Needs 3 15 15

Module 6 Delivering Learning and Development activities (3DEL) 6 30 30

Module 7 Resourcing Talent (3RTO) 6 30 30

Module 8

Supporting Good Practice in Performance and Rewards Management (3PRM) 6 30 30

Module 9

Supporting Good Practice in Managing Employment Relations (3MER) 3 15 15

Totals 37 185 185

All modules regardless of assignment/group work will be assessed individually

Please Note

When starting each module your trainer will inform you of the

assessment criteria and recommended study schedule.

Graded assessments will encompass a range of modes include

written assignments, presentations and group work.

All modules regardless of assignment/group work will be assessed

individually

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Module 1: Developing Yourself as an Effective Human Resources or

Learning and Development

Practitioner

Purpose and aim of unit

The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge, skills and behaviours required by

human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner to devel-

op a sound understanding of the knowledge, skills and behaviour required of a professional practitioner, whether their role is

generalist in nature or specialist, for example L&D. It will enable learners to develop a personal development plan, following a

self-assessment of learning and development needs that meets their personal and professional requirements.

This unit is suitable for persons who:

are aspiring to, or embarking on, a career in HR/L&D

are working in the field of HR/L&D in a support role and wish to develop their knowledge and skills

have responsibility for HR/L&D activities and decisions within an organisation without a specialist function

are employees or independent consultants within the field of HR/L&D

engage in CPD to enhance and maintain their professional practice and membership.

Learning outcomes

Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner.

Know how to deliver timely and effective HR services to meet users’ needs.

Be able to reflect on own practice and development needs and maintain a plan for personal development.

Unit title Developing Yourself as an Effective Human Resources or Learning and Development

Practitioner

Level 4

Credit value 4

Unit code 4DEP

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Module 2: Understanding

Organisations and the Role of

Human Resources


This core unit provides an introduction to the role of human resources and learning and development (HR/L&D) within an or-

ganisation and the environmental context. By the end of this unit the learner will have developed their understanding of how

HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped

by internal and external factors.





are employees or independent consultants within the field of HR/L&D

wish to understand the role of HR/L&D in the wider, organisational and environmental context.

Learning outcomes

Understand the purpose of an organisation and its operating environment.

Understand the structure, culture and functions of an organisation.

Understand how HR activities support an organisation.

Unit title Understanding Organisations and the Role of Human Resources

Level 3

Credit value 4

Unit code 3HRC

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Module 3: Recording, Analysing and

Using Human Resources Information


This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or

electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to

span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, perfor-

mance and reward management, absence management, disciplinary and grievance procedures and electronic record manage-

ment for L&D. It covers the legal implications of collecting, storing and using personnel data and will enable the learner to rec-

ord data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in

support of decision-making to meet organisation-wide objectives and support L&D solutions for individuals and groups within

the organisation.





are involved in maintaining the integrity and security of data and information systems

access and interpret data in support of business decision-making.

Learning outcomes

On completion of this unit, learners will:

Understand what data needs to be collected to support HR practices.

Know how HR data should be recorded, managed and stored.

Be able to analyse HR information and present findings to inform decision-making.

Unit title Recording, Analysing and Using Human Resources Information

Level 3

Credit value 2

Unit code 3RAI

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Module 4: Contributing to the Process

of Job Analysis


The overall focus of this unit is to develop the learner’s understanding of the principles and practice of job analysis and job

design. The unit content is designed as an introduction to the knowledge and skills required in the use of a number of methods

of conducting job analysis. Specifically, the unit will enable the learner to articulate the purpose of disaggregating jobs into

component parts, that is, job analysis, to provide the foundation for a number of broader human resources (HR) practices. In

particular, the unit focuses on the principles of job design and the use of job analysis data in the practice of job design. It is

also designed to cover additional ways job analysis is used, including but not limited to recruitment and selection, job evalua-

tion and equal pay. Learners will develop a better understanding of how job analysis and design fits within the broader profes-

sional area of organisation design.





are involved in activities related to job analysis, for example recruitment and selection, job evaluation, work/

organisation design.

Learning outcomes


Be able to explain the principles, purposes and practice of job analysis.

Be able to contribute to the process of job analysis.

Unit title Contributing to the Process of Job Analysis

Level 3

Credit value 3

Unit code 3CJA

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Module 5: Identifying Learning and

Development Needs


For individuals and their organisations to respond to changing environments and exploit emerging opportunities they need to

ensure the quality and currency of their skills, knowledge and capabilities. Taking a pro-active approach to identifying learning

needs is a key part of this, and often the responsibility of the L&D practitioner. This unit supports the development of the skills

required to undertake an effective identification of others’ learning needs. It begins with a consideration of why individual and

group learning needs arise and why it is important for both organisations and individuals to be aware of them. The unit goes

on to explore the types of information required for identifying L&D needs and different methods for collecting and analysing

this information. Learners are required to apply their knowledge to the practical identification and prioritisation of individual

or group needs, and to specify their findings in an appropriate format, along with any other identified factors which might im-

pact on the learning solution.


are aspiring to, or embarking on, a career in L&D

are already working in the field of L&D and aim to develop their knowledge and skills in relation to identifying L&D

needs.

Learning outcomes

On successful completion of this unit, learners will:

Understand how learning and development needs arise and why it is important to be aware of them.

Be able to identify, prioritise and specify learning and development needs.

Unit title Identifying Learning and Development Needs

Level 3

Credit value 3

Unit code 3LDN

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Module 6: Delivering Learning and

Development Activities


Being able to deliver learning activities in a way that gains learner confidence and engages learners is a crucial skill-set for all

trainers. This unit takes learners through the essential stages of preparing for and delivering an inclusive and effective L&D

activity for a group of learners. It begins with consideration of the practical preparations required to be credible as a trainer,

including ensuring own readiness to deliver the activity and the availability of all resources and materials. The unit moves on

to explore the concept of a positive learning climate and the range of steps that can be taken by a trainer towards creating and

maintaining this. After reviewing a range of different training techniques, methods and resources, the unit requires learners to

make effective use of a selection of these within the delivery of a group based L&D activity, ensuring it is both inclusive and

addresses identified learning objectives.


are aspiring to, or embarking on, a career in L&D

are already working in the field of L&D and aim to develop their knowledge and skills in relation to delivering

L&D activities.

Learning outcomes

On successful completion of this unit, learners will:

Be able to prepare for delivery of a learning and development activity.

Be able to create a positive learning environment.

Be able to use a range of training techniques, methods and resources to deliver an inclusive learning and development

activity, for a group of learners, which meets identified objectives.

Unit title Delivering Learning and Development Activities

Level 3

Credit value 6

Unit code 3EDL

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Module 7: Resourcing Talent


Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent

planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing

and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key

stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce

will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing

their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting,

conducting face–to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining

to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and

retention and the importance of collaborative working with other stakeholders.





are involved in resourcing talent and recruitment and selection activities in an organisation or as a recruitment

consultant.

Learning outcomes


Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy.

Be able to identify appropriate recruitment and selection methods.

Be able to contribute to the recruitment and selection interviewing process for a job role.

Understand the importance of effective induction.

Unit title Resourcing Talent

Level 3

Credit value 6

Unit code 3RTO

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Module 8: Supporting Good Practice in

Performance and Reward Management


This unit provides an introduction to the purpose and processes of performance and reward management and the role of hu-

man resources (HR) in promoting and supporting good practice. Studying this unit will enable learners to develop their under-

standing of how motivational theories and associated tools can be used within the context of performance and reward man-

agement and how these can have a positive impact on an organisation’s business objectives. It also provides an overview of

appropriate skills and good practice associated with performance management reviews and follow-up and the data manage-

ment aspects. Additionally learners will understand the role of financial and non-financial benefits and important determi-

nants of reward decisions. On completion, learners should feel more confident in providing first-line support to managers and

employees on the subject of performance and reward management.





are wishing to develop knowledge, skills and capabilities in performance and reward management.

Learning outcomes


Be able to explain the link between organisational success, performance management and motivation.

Be able to explain the relationship between performance management and reward.

Be able to contribute to effective performance and reward management in the workplace.

Be able to conduct and reflect upon a performance review.

Unit title Supporting Good Practice in Performance and Reward Management

Level 3

Credit value 6

Unit code 3PRM

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Module 9: Supporting Good Practice in

Managing Employment Relations


Managing the employment relationship effectively is a key part of the role of the human resources (HR) practi-

tioner. This unit aims to introduce a number of aspects of this task and to provide an introduction to employ-

ment law within the context of employee relations. It starts with an explanation of the employment relationship

and the key parties that are involved within it. It then focuses on different aspects of HR activity, looking at

good practice and legal requirements within each activity. It is recognised that learners need to have a basic

understanding of employment law to enable them to operate effectively, but given this is a broad and complex

area, it is acknowledged that this unit only aims to provide learners with the basic knowledge and assumes no

prior understanding of employment law.




have responsibility for HR/L&D activities and decisions within an organisation without a specialist func-

tion

are wishing to develop the knowledge, skills and capabilities required to meet good practice and legal

obligations relating to people at work.

Learning outcomes


Understand the impact of employment law at the start of the employment relationship.

Understand the main individual rights that the employee has during the employment relationship.

Understand the issues to address at the termination of the employment relationship.

Unit title Supporting Good Practice in Managing Employment Relations

Level 3

Credit value 6

Unit code 3MER

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STUDENT DUTIES AND OBLIGATIONS

As an enrolled student of the British Council, you have certain duties and obligations.

General conduct

You have an individual and collective responsibility for maintaining a healthy working and learning environment by observing proper conduct at all times within the British Council premises.

Appropriate conduct

The British Council asks all students to behave appropriately, responsibly and respectfully while studying with us on campus and in class.

This includes:

behaving politely and respectfully towards other students, British Council staff, teachers and

visitors

adhering to ICA requirements ( breaching ICA regulations may lead to cancellation of Student

Pass)

switching off mobile phones, tablet computers etc. during lessons

asking permission of the teacher before leaving the classroom to answer or make phone calls

following the lesson schedule and being punctual for classes

using polite, non-offensive language on campus

respecting school property and equipment.

throwing all rubbish in the bin and leaving the classroom tidy after lessons

following British Council policies on computer usage e.g. not downloading illegal software or

visiting inappropriate websites.

Appropriate dress code

You should wear proper attire when you attend courses in the Centre.

Disciplinary actions for breach of regulations

You are liable to be disciplined for any serious misconduct and/or breach of the school’s rules and regulations. If you persistently violate the school’s rules and regulations you will be issued a written warning. You will face serious disciplinary action, including expulsion, if you continue to violate the Centre rules after receiving a written warning.

Consumption of food and drinks

All food and drinks should be consumed in the café.

Smoking

Smoking is NOT ALLOWED within British Council centre premises.

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Access to Fair Assessment

British Council is committed to unbiased and fair assessment. We have a strict moderation process in place and an Internal Verifier who continually checks that all assessments and marking are carried out to industry standards.

Academic Misconduct

Plagiarism and cheating on any assignment could result in dismissal from part or all the qualification with no refund of the fee. Incidents of misconduct are dealt with on a case by case basis and British Council reserves the right to take any action necessary to protect the integrity of the qualification or reputation of the organisation.

Failures and referrals

If any assignment is a fail, students are allowed to submit a second time. If the student does not achieve a passing grade on the second submission, they will have to re take the entire module.

Appeals

There is no right of appeal on academic grounds, only if you suspect misconduct by British Council or British Council staff.

Disciplinary action and dismissal

If you persistently breach school rules and regulations or ICA rules and regulations, you will be liable for disciplinary action. At first, you will be given a verbal warning; if the situation/behaviour persists you will receive an official Warning Letter; if again there is no improvement you will receive a Second and Final Warning Letter. You may have to appear before a disciplinary committee. If you are expelled on disciplinary grounds, your Student’s Pass will be cancelled 9if applicable) immediately, all your fees forfeited, and you will be required to leave Singapore within 5 days (if applicable).

Other policies

A range of other policies on corruption, fraud, health and safety and others can be found here:

https://www.britishcouncil.org/organisation/transparency/policies

GENERAL POLICIES AND PROCEDURES

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ATTENDANCE POLICY

To be awarded any CIPD qualification

All classes must be attended and absence will mean you will be required to retake the module.

Student pass holders

If you are holding a Student’s Pass, you must attend all classes at the designated times.

Punctuality is necessary and you must be in class five minutes before the start time.

If you are late by 0-60 minutes, this will be counted as a 1 hour absence, 61-120 minutes as 2 hours, 121-180 minutes as 3 hours, 181-240 as a full absence.

You must not leave the country during class times without the approval of the British Council. The British Council will consider the following situations as reasons for non-attendance;

sickness supported by a medical certificate

family emergency, such as illness or death of a relative

You are not allowed to engage in any form of employment, or in any business, profession or occupation during the validity of your Student’s Pass in Singapore. For more information on work-related matters, please refer to MOM website at http://www.mom.gov.sg for more information.

If your attendance falls below 90% (ICA requirements), the British Council may take steps to cancel your Student’s Pass. Please see details over the page: Student Duties and Obligations, no.7. Disciplinary Action.

If you feel that you have been treated unfairly, you can make a written appeal to the Academic Board at [email protected] within two days of being notified of your expulsion.

Please put ‘Expulsion Appeal’ in the subject line and write your full name and British Council ID number.

The Academic Board will reply within two working days and their decision is final.

Unplanned leave

Students who wish to defer their course for ‘emergency’ reasons are required to submit a written request for leave. These requests are considered by management on a case-by-case basis, and should include evidence to support the student’s case.

Students should continue to attend class while the request is under consideration.

mailto:[email protected]

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Our Equality Policy commits us to ensuring that there is no unjustified discrimination in the recruitment, retention, training and development of staff on the basis of age, disability, gender including transgender, HIV/AIDS status, marital status including civil partnerships, pregnancy and maternity, political opinion, race/ethnicity, religion and belief, sexual orientation, socio-economic background, spent convictions, trade union activity or membership, work pattern, on the basis of having or not having dependants, or on any other grounds which are irrelevant to decision-making.

Our Equality Policy takes account of relevant legal standards. We aim to abide by and promote equality

legislation by following both the letter and the spirit of it in this area. We try to avoid unjustified discrimi-

nation which we recognise is a barrier to equality, diversity, inclusion and human rights.

The British Council is committed to:

understanding, valuing and working constructively with diversity to enable fair and full participation in our work and activities;

ensuring that there is no unjustified discrimination in our recruitment, selection, performance man-agement and other processes;

ensuring action that promotes equality; this includes conducting equality screening and impact assess-ments of policies and functions and progressing diversity action plans;

treating individuals with whom we work with fairness, dignity and respect;

playing our part in removing barriers and redressing imbalances caused by inequality and unjustified dis-crimination.

All staff are required to ensure their behaviour is consistent with this policy. We also require that clients,

customers, partners and suppliers be made aware of this policy and operate within it.

More detailed information on our policy can be found here:

https://www.britishcouncil.org/organisation/how-we-work/equality-diversity-inclusion/about

Reasonable Adjustments Policy

Inclusion and Diversity Policy British Council (Singapore) Limited is an inclusive organisation that attempts

to offer classes to students of all backgrounds. However, we acknowledge that at times it is impossible to

effectively support some students with specific needs in their studies. In these instances we are unable to

offer classes.

The following terms and conditions will apply: Students should meet the entry requirements of this

course. To best meet and support the student’s needs whilst on the course, we will need close dialogue

between them and the trainer so that we can support their learning in the best possible way. Participation

is monitored to determine if we are able to provide the appropriate level of support.

Sometimes it is not possible to offer the student a place because they do not meet the entry require-

ments . It may not be possible to offer the student a place because the student and the SEN Coordinator

in consultation with the trainer and other management colleagues agree that the Professional Develop-

ment Centre cannot accommodate the student’s requirements as identified. This conclusion is not formed

lightly and final decisions rest with the Head of PDC.

EQUALITY, DIVERSITY AND INCLUSION

25

Feedback

British Council (Singapore) Limited offers a global complaints resolution policy. The policy is a three-tiered system.

We always welcome your feedback. If you would like to make a suggestion or have a compliment, please send your feedback to us using the online enquiry form on our website: www.britishcouncil.sg/about/contact/message We will get back to you within three (3) working days.

We ask for formal feedback from students through our customer satisfaction surveys and focus groups.

If you have a concern about a specific aspect of our service, normally the first person to talk to is your trainer. If you prefer to talk to the Head of the Teacher Development Centre, please let one of our Customer Service staff know or write to us. Some problems are very quick to resolve while others take a little longer, but we will reach a final decision within 21 working days. You can also refer to the Council for Private Education (CPE) if you feel you need additional help with mediation. https:

COMPLAINTS AND FEEDBACK

Details Level 1 Level 2 Level 3 (Final stage)

Handled and Resolved

by

CM Managers / Exams

Manager / Project Man-

ager / relevant depart-

ments that provide the

services

Country Director/

Regional Director/

Global Product/

Programme Heads

Global Complaints Man-

ager, Andrew Edmond-

son

(andrew.edmondson@b

ritish council.org).

Standards To acknowledge within

3 working days or im-

mediately for verbal

complaints received

To resolve within 10

working days

Within 21 working days Within 30 working days

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Privacy, Personal Data Protection Policy and Fair Collection Notice

British Council (Singapore) Limited is committed to preserving the confidentiality of students’ person-al information and undertakes not to divulge any of the students’ personal information to any third party without the prior consent of the student. Our privacy policy can be found on our website.

The following statement outlines British Council (Singapore) Limited’s compliance with Singapore’s Personal Data Protection Act 2012 (PDPA) and the Do Not Call (DNC) provisions under the PDPA.

Your Personal Data

We will safeguard the privacy of your personal data, whether you interact with us personally, by tele-phone, mail, over the Internet or via other electronic media. We hold personal data in secure comput-er storage facilities as well as paper based files and other records and take steps to protect the per-sonal data we hold from misuse, loss, unauthorised access, modification or disclosure. Where we hold personal data or have particulars or information which may identify individuals we will destroy that information when no longer required. We are required by law to manage any personal data securely and only for specified purposes.

A full copy of our Data Protection Policy is available on request.

Protecting your data

Under the terms of the United Kingdom’s Data Protection Act 1998 and Singapore’s Personal Data Protection Act (PDPA) 2012, British Council (Singapore) Limited is required by law to manage any per-sonal data given to us securely and only for the purposes we have specified.

protect the safety and well- comply with any legal or regulatory requirements Communication

Do not Call (DNC) Registry Provisions

The DNC Provisions, which became effective on 2 January 2014, introduce certain changes to the way in which we may send you promotional and marketing messages and call you via your Singapore telephone number(s). Marketing messages are those sent to individuals with the intention of advertis-ing, promoting or offering to provide goods or services. These changes will not affect sending other types of messages via your Singapore telephone number(s), such as informational and service related messages, messages that are for business to business marketing, market survey or research or which promote charitable or religious causes, and personal messages sent by individuals.

Contacting you

British Council (Singapore) Limited aims to comply with the requirements of the Personal Data Protec-

If you have registered your telephone number with the Do Not Call (DNC) Registry, we will not send you promotional and marketing messages. However, if you have previously given consent allowing us to send you such messages via your telephone number, we will continue to do so until you withdraw your consent.

DATA PROTECTION

27

Also, if you currently have an existing, ongoing relationship with us, depending on the nature of that relationship, we may continue to send you promotional or marketing messages via SMS or fax about products and services which are related to that ongoing relationship (exempt messag-es) notwithstanding your registration with the DNC Registry, unless you opt-out of receiving

British Council (Singapore) Limited will use the information that you are providing for the admin-istration of your course in Singapore. We may want to use your information to send you details of our activities, services and events (including social events) which you might find of interest and for feedback on our services and market analysis. If you do not wish us to contact you re-garding these services please contact +65 6473 1111 or speak to a member of the Customer Service team.

DATA PROTECTION

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Child Protection Policy

British Council (Singapore) Limited takes child protection seriously and we aim to provide a safe envi-ronment for children to study in. A child is defined by the United Nations Charter on the Rights of the Child as anyone below 18 years of age.

reserves the right to call parents to provide information in instances where we have concerns about a

reserves the right to contact the Ministry of Social and Family Development or other appropriate

reserves the right to remove students from classes where we have concerns about the child’s wel-fare, behavioural issues, emotional issues and/or study issues or where the child demonstrates be-

requests that tablets, computers and other technology are to be used by the child for educational purposes only. Social media, gaming and other inappropriate uses are deemed unacceptable.

Mobile Phone, Audio Recording, Photography and Videography Policy British Council (Singapore) Lim-

mobile phones may only be used in class for educational reasons and with the consent of the trainer.

For Child Protection purposes, students are expressly requested to not take photographs/publish photographs to social media without first completing a consent form which can be obtained from the Centre Manager.

Special Educational Needs Policy

British Council (Singapore) Limited is an inclusive organisation that welcomes students with learning difficulties or medical conditions. We aim to integrate students with special educational needs into our mainstream classes so that they can follow the curriculum and achieve the course learning objec-tives.

Voluntary medical / learning needs disclosure To help us choose teaching methods that will better suit you, you may wish to provide us information on your learning needs. The information will only be shared with staff who will be working directly with you. Please ask the Customer Service staff for a dis-closure form and more information. In some cases we may not accept a student onto our courses be-cause we are not able to provide consistent and sustainable support. The decision to not allow a stu-dent to register or continue is not made lightly and is based upon consideration of all factors relating to the individual case. Decisions relating to students with special educational needs will not be made in isolation and will be made in consultation with multiple parties (i.e. managers, trainers and the Brit-ish Council SEN Coordinator).

ADDITIONAL POLICIES

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ABOUT SINGAPORE

Weather

Temperatures in Singapore: 24°C to 31°C (75°F to 88°F)

Humid throughout the day and night

Occasional showers/storms during monsoon seasons

Laws

Smoking

Smoking is not permitted in many places, e.g. buses, taxis, museums, libraries and lifts. Theatres, cinemas, air-conditioned restaurants, hair salons, supermarkets, retail stores and government offices. Offenders could be fined up to S$1,000. Some busi-nesses (e.g. pubs, bars) have designated smoking areas in their premises.

Drug abuse

Drug abuse is a very serious crime in Singapore. Illegal possession or use of narcotic drugs and psychotropic substances not prescribed by a doctor for medical reasons is strictly prohibited, and is a crime that could easily carry a death penalty.

Other laws in Singapore

Please refer to the link below

http://www.police.gov.sg/links.html?_ga=1.68278036.403154884.1439443114

Emergency Contacts

Useful telephone numbers (24-hour)

Ambulance / Fire 995

Police 999

IDD 100

Taxi +65 6452 2222

Tourist 1800 736 2000

Cost of Living

The standard of living in Singapore is amongst the highest in Asia. Compared to western countries, the cost of living here is relatively low, and basic items like food and clothing are very reasonably priced.

An international student in Singapore spends an average of about S$750 to S$2,000 a month on living expenses. This amount will vary depending on your individual life-style and course of study.

30

ABOUT SINGAPORE

Accommodation

Websites for sourcing accommodation, e.g. hostels, or serviced apartments:

http://www.hostels.com/singapore/singapore

http://www.servicedapartments.org.sg/

https://www.homestay.com/singapore

Healthcare ( Nearest Hospitals )

Transportation

Mass Rapid Transit (MRT)

A central ticketing system called EZLink offers commuters a stored-value card for travelling on the MRT.

For more information on the MRT:

http://www.lta.gov.sg/content/ltaweb/en/public-transport/mrt-and-lrt-trains.html

Public Buses

Two main bus providers — SBS Transit and SMRT. EZLink stored-value card can also be used here.

For more information on the public buses:

https://www.sbstransit.com.sg/

http://www.smrt.com.sg/Journey-with-Us/Buses/

Taxi

You may queue for a taxi at any designated taxi stand, make a booking or flag one down. Taxis carry a maximum of four passengers and seat belts are compulsory by law for all passengers.

For more information on taxis:

http://www.taxisingapore.com/

Gleneagles Hospital Mount Elizabeth Hospital Alexandra Hospital

6A Napier Road 3 Mount Elizabeth 378 Alexandra Road

Singapore 258500 Singapore 228510 Singapore 159964

Tel: +65 6473 7222 Tel: +65 67312828 Tel: +65 64722000

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TOA PAYOH Location and Key Contacts

ADDRESS 480 Lorong 6 Toa Payoh #09-01 HDB Hub East Wing Singapore 310480

PUBLIC BUS SERVICES SBS Transit - 7, 105, 111, 123, 132, 174, 174M, 502 SMRT - 75, 77, 106, NR8

NEAREST MRT STATION Napier Road Centre is just a 5-minute bus ride from the Orchard (NS22) station. You can take SBS Transit 7, 111, 123, 174 or SMRT 75, 77 or 106 to our centre from the Orchard Boulevard bus stop.

CAR PARK There is no parking available at the Napier Centre. The nearest parking space is in the basement of Tanglin Mall, diagonally across from the Napier Road Centre. Entrance to the Tanglin Mall basement parking is at Tanglin Road.

CONTACT US Telephone +65 6473 1111

Fax +65 6472 1010 Email [email protected] www.britishcouncil.sg

CIPD Project Manager : Alan Wilson CIPD Internal Verifier: Karen Dyas

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