The equal pay act 1970

The equal pay act 1970 requires employers to pay the same rate to men and women if they are doing the same job. This means that if WHS recruits a male and female head of department they should pay them the same rate because they are doing the same job. Another legal requirement is the sex discrimination act 1975 which sates that employers like WHS can not discriminate on grounds of gender.

This makes it illegal for WHS to discriminate against a particular sex when advertising to fill vacant places, appointing employees for the job, promoting staff, determining the terms and conditions of the job and when offering employees training & development opportunities. The race relations act 1976 applies to WHS when recruiting new staff it states that employers can not discriminate on grounds of race however since WHS is a specialist language collage it can advertise for a French or Spanish teacher. However if WHS made any discriminations it could face legal prosecution.

Recruitment and selection contributes to the competitiveness of WHS through a number of factors, employing the right qualified staff for the job is vital as under qualified staff will not be able to teach the subject to the best of their ability and deliver the same quality of material to the students. This will lead to students getting unclear information and not getting the right data for their subject, leading to poor grades. Poor grades lead to some students choosing not to come back to WHS and new applicants choosing to work in other school it also damages the reputation of WHS. Training and development

Training is 'the acquisition of a body of knowledge and skills which can be applied to a particular job'. Training is very important to WHS as it motivates their staffs, which leads to good exam results. Training at WHS depends on the type of job and status within the school. New staff are give induction training which introduces them to the job and the school and the way thing work. They are shown round the school and where to report. Also support is given to beginning teachers from their line managers and also the school runs a training program scheme once a week for beginning teachers.

The head of department acts as a mentor for new staff. There are also inset days were teachers get training. The school has been awarded an investor in peoples a ward, for training non-teaching staff. Good training in WHS will always motivate staff as they feel they have a worth in the school and enjoy their job, this means they are more likely to staff at WHS for a long time, which again means students don't have to change teachers all the time. It is important that WHS has well trained staff who can deal with all the difficulties the job has to offer them.

Training staff also motivates them which leads to increase performance. Good quality trained staff will deliver the best knowledge and material to the students in a clear and understandable manner, which leads to the students passing the exams. This attracts new staff and students. Performance management Performance management is an assessment of the employee's performance to ensure that they are fulfilling their potential. At WHS every member of staff is allocated a colleague to talk about performance, between them they will set up targets relating to;

-Pupil progress -Work in school -Professional development During the year the team leader monitors the teachers' progress towards achieving the above targets. This is done through lesson observation and one on one discussion. If the teachers meet the above then pay rises are awarded, this motivates them. Performance management leads to the skills of the teachers being improved and it raises teaching standards in the school, which may lead to improved results and school performance.

It also increases the schools competitiveness with others in the borough for students and teachers. Performance management leads to better communication between senior management and staff for example through appraisals deputy heads recognise the teachers achievements, which gives recognition and increases motivation resulting in better exam results and teachers working harder all leading to WHS becoming more competitive and adopting a good reputation.

Also by carrying out appraisals problems in WHS can be found and sorted out quickly, this can be seen by potential employees as very efficient and safe and an appealing place to work. Performance management contributes to the effectiveness of WHS as if employees meet targets, this increases efficiency of WHS as every one is achieving their potential. This improves the competitiveness of the school.