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Textual Features Definitions and Examples

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Snow Day English word challenge (English)

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Snow Day English word challenge (English)

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Week 4 English - English language features

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Week 4 English - English language features

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Week 2 English Session (Level 1 Reading Paper)

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Week 2 English Session (Level 1 Reading Paper)

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Week 1 English Session (Grammar & Speech)

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Week 1 English Session (Grammar & Speech)

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Week 1 Maths Session (Number & Place Value)

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Week 1 Maths Session (Number & Place Value)

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CV Writing

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Why you need a CV

A CV is your first chance to promote yourself. A good CV might get you a job interview.

You usually need a CV to apply for a job or to give to an employer you'd like to work for.

Tips for writing your CV

Employers get lots of CVs to look at and have to decide quickly who they're going to interview.

When you write your CV, remember to:

use a clear font like Arial, Times New Roman or Calibri in size 11 or bigger

always use the same style throughout

use headings and bullet points to make it easier to read

be clear and to the point

get someone else to read it to double check your spelling and grammar

Information you need for your CV

Start with the job advert for the role you're applying for so you can look at the job description, essential criteria and the company details.

If the job you're applying for does not have a job description, you can look at our job profiles to see what skills you'll need and the typical things you'll do in that job.

You should write your CV to match the job and company you're applying for to improve your chances of getting an interview.

Sections for your CV

Your CV should include a section for your contact details, an introduction, your education history, your work history and references.

Contact details

You need to let employers know how to contact you if they want to offer you an interview.

You should include your name, phone number, email address and a link to your work network profile, if you have one, such as LinkedIn.

You should not include your age, your date of birth, whether you're married or your nationality.

Introduction

This is a few short lines that sum up who you are and what you hope to do. It should go just under your name and contact details.

Make your introduction sound like you're the right person for the job.

Education history

You can add this after the introduction if you're early in your career or do not have much work experience.

If you have a lot of work experience, you might want to change the order and show off your work history and experience first.

Whatever order you choose, you'll need to include the:

names of your qualifications

name of the school, college or university where you studied

dates you attended

Work history

You should include details of any work placements, volunteering and paid jobs you've had. List the most recent experience first.

You should include:

the employer name

the job title

the dates you worked there

what you did, usually 2 to 3 lines using the STAR method

Gaps in your work history

It's normal to have some gaps between jobs and work experience when life events happen.

You can read our advice on how to explain gaps in your work history.

Short work history

If you're applying for your first job, you can focus on skills you've learned through projects, work experience or volunteering.

You can also include your interests and hobbies that show some of the skills you have. For example, if you're a captain of a sports team, this demonstrates leadership and organisation skills.

References

You might want to include a section about references if there is someone who has agreed to give you one. This could be your current or previous employer, a teacher or someone respected in your community.

However you should not put someone else's contact details on your CV. Instead, you can say that 'references are available on request'.

Speak to an adviser if you need help

It's ok to feel overwhelmed or confused about how to write a CV, especially if you do not have a lot of work experience.

A careers adviser can help you work out what your CV should say and get you on the path to your dream career.
Speak to a careers adviser

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A CV is your first chance to promote yourself. A good CV might get you a job interview. You usually need a CV to apply for a job or to give to an employer you'd like to work for. Employers get lots of CVs to look at and have to decide quickly who they're going to interview.

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-To able to demonstrate understanding of time intervals
-Developing students will be able to tell the time
-Secure students will be able to calculate time intervals
-Excelling students will be able to solve problems involving time

Starter
On the board, students copy into their book. Can they use the number line to help

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Maths Home Work - Click the page below and look for the resources on the web site? 

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Maths Home Work - Click the page below and look for the resources on the web site? 

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Math Worksheets | Dynamically Created Math Worksheets

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Dynamically Created Math Worksheets for Addition, Subtraction, Multiplication, Division, Time, Fractions, Kindergarten and more Math Topics.

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English and Maths Recap and catch up lessons 

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English and Maths Recap and catch up lessons 

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greater than and less than integers positive and negative

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This is a must watch for all who are thinking of sharing pictures on-line

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You Need to Watch, Listen and explore this site ???

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#ListenToYourSelfie | The Game | Childline

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I AM DYSLEXIC - Short Animated Student Film

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For Further Information click the image 

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For Further Information click the image 

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April COVID19 Advice for parents poster 6.0

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Learn how to calculate the area of common shapes for real life situations. We provide plain English explanations and working examples to help you learn.

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If you are interested talk to your tutor

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Raspberry Pi is the name of a series of single-board computers made by the Raspberry Pi Foundation, a UK charity that aims to educate people in computing and create easier access to computing education.

The Raspberry Pi launched in 2012, and there have been several iterations and variations released since then. The original Pi had a single-core 700MHz CPU and just 256MB RAM, and the latest model has a quad-core 1.4GHz CPU with 1GB RAM. The main price point for Raspberry Pi has always been $35 and all models have been $35 or less, including the Pi Zero, which costs just $5.

All over the world, people use Raspberry Pis to learn programming skills, build hardware projects, do home automation, and even use them in industrial applications.

The Raspberry Pi is a very cheap computer that runs Linux, but it also provides a set of GPIO (general purpose input/output) pins that allow you to control electronic components for physical computing and explore the Internet of Things (IoT).

See Getting started with Raspberry Pi and download the Raspberry Pi cheat sheet.

What Raspberry Pi models have been released?

There have been three generations of Raspberry Pis: Pi 1, Pi 2, and Pi 3, and there has generally been a Model A and a Model B of most generations. Model A is a cheaper variant and tends to have reduced RAM and ports like USB and Ethernet. The Pi Zero is a spinoff of the original (Pi 1) generation, made even smaller and cheaper.

If you want to know which Pi is right for you, see Which Raspberry Pi should you use for your project?

What's the Raspberry Pi Foundation?

The Raspberry Pi Foundation works to put the power of computing and digital making into the hands of people all over the world. It does this by providing low-cost, high-performance computers that people use to learn, solve problems, and have fun. It provides outreach and education to help more people access computing and digital making-it develops free resources to help people learn about computing and making things with computers and also trains educators who can guide other people to learn.

Code Club and CoderDojo are part of the Raspberry Pi Foundation, although these programs are platform-agnostic (not tied to Raspberry Pi hardware). Raspberry Pi promotes these clubs and helps grow the network around the world in order to ensure every child has access to learning about computing. Similarly, Raspberry Jams are Raspberry Pi-focused events for people of all ages to come together to learn about Raspberry Pi and share ideas and projects.

Is the Raspberry Pi open source?

The Raspberry Pi operates in the open source ecosystem: it runs Linux (a variety of distributions), and its main supported operating system, Raspbian, is open source and runs a suite of open source software. The Raspberry Pi Foundation contributes to the Linux kernel and various other open source projects as well as releasing much of its own software as open source.

The Raspberry Pi's schematics are released, but the board itself is not open hardware. The Raspberry Pi Foundation relies on income from the sale of Raspberry Pis to do its charitable work.

What can you do with a Raspberry Pi?

Some people buy a Raspberry Pi to learn to code, and people who can already code use the Pi to learn to code electronics for physical projects. The Raspberry Pi can open opportunities for you to create your own home automation projects, which is popular among people in the open source community because it puts you in control, rather than using a proprietary closed system.

Here are some of the projects you can tackle with Raspberry Pi:

Also, see these 5 projects for Raspberry Pi at home and 5 great Raspberry Pi projects for the classroom.

Want to read more Raspberry Pi articles?

And finally, don't miss the Top 10 Raspberry Pi stories of 2018.

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Raspberry Pi is the name of a series of single-board computers made by the Raspberry Pi Foundation, a UK charity that aims to educate people in computing and create easier access to computing education. The Raspberry Pi launched in 2012, and there have been several iterations and variations released since then.

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An excellent resource - for those who are looking to join the construction industry - the site includes pay structure - description of work experience and hours of work - qualifications required - methods of entry and training schemes

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Find out more about Construction and trades careers.

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Geometric Constructions ... Animated!

"Construction" in Geometry means to draw shapes, angles or lines accurately.

These constructions use only compass, straightedge (a ruler, but not using the numbers) and a pencil.

This is the "pure" form of geometric construction: no numbers involved!

Basics

Learn these two first, they are used a lot:

Points and Lines

Angles

And it is useful to know how to do 30°, 45° and 60° angles. We can use the angle bisector method (above) to create other angles such as 15°, etc.

Triangle Basics

Triangle Centers

Circle Basics

Circles and Tangents

Polygons

And for the "Master Class":

(Note: You can also see how to Use the Drafting Triangle and Ruler, Use the Protractor, and How to construct a Triangle With 3 Known Sides, but they are not "pure" geometric constructions.)

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Math explained in easy language, plus puzzles, games, quizzes, worksheets and a forum. For K-12 kids, teachers and parents.

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Here are just a few of the roles you can explore with a hospitality and catering career, from waiting on tables to inventing new ingredients. Find out more about their pay, perks, training opportunities and how to get into them!

Counter Service Assistant

You can add Perks of the job: customer service skills and cash handling to your CV in a job you can find anywhere you live in the UK. Employers see this on your CV and know you're proactive and ready to learn and grow.

Pay: Around £12-19,000 a year depending on experience, employer and location. Hospitality and catering apprenticeships are available to take your career to the next level and help you enter management more quickly.

In a nutshell: You could be a coffee shop barista or serving delicatessen food in a large supermarket. It's your role to get behind the counter and serve food and drink to customers - and you'll often handle money and offer advice on the produce available, too. It can fit into your studies if you work part-time - and could lead to promotions like becoming a team leader.

Waiting Staff

Perks of the job: As well as adding customer service to your CV, you get an insider's view of what it takes to build the brand and vibe of a restaurant, from customer types to menu choices and prices. Plus there's all the networking with potential contacts. Everyone needs to eat, so you'll find waiting service jobs available across the UK. One final tip: you might also get tips.

Pay: Around £12-27,000 a year depending on experience, employer and location. Hospitality and catering apprenticeships are available to take your career to the next level and help you enter management more quickly.

In a nutshell: You could be working in a restaurant, gastropub or hotel to serve food and drink to seated customers. You'll answer customer queries, explain menu choices and ensure the eating areas are clean and tidy - all while looking presentable and giving the best possible customer service.

Restaurant Manager

Perks of the job: You get to shape a restaurant according to your vision, and use a huge range of skills - from gastronomy knowledge to people skills and business savvy - to build the restaurant brand. In a restaurant chain you could progress to become a regional manager.

Pay: Around £18-45,000 a year depending on experience and location. Hospitality and catering management apprenticeships are available to help you soak up what you need to know about the business side of things - and get management experience more quickly.

In a nutshell: Once you're managing a restaurant you can expect every day to be packed with activity and decision-making. From planning menus and meeting food and drink suppliers to hiring and training staff and organising their rotas, your life is a busy one - but you get to look around the restaurant and enjoy the fruits of your success, right in front of you.

Catering Manager

Perks of the job: Love socialising and getting hands-on with events? Your little black book of contacts will be full of names and there's a good chance your phone will never stop buzzing! Your clients will all want different once-in-a-lifetime events, from conferences to weddings. As a result, your working days will be packed with variety, and you'll meet all kinds of people on the job.

Pay: Around £19-40,000 a year depending on experience and location. If you have A-levels or the equivalent, many big restaurant and hotel chains offer management training schemes straight from school to help you learn the ropes.

In a nutshell: Your job is to offer catering services, and you could do this in just one location - like a restaurant, school or hospital - or in many venues, especially if you work in a contract-based catering organisation. Your job is to manage the budget and staff to plan menus, source supplies, consider things like set and decorations and so much more. Whatever it takes to get the food and drink just right - you're up for the challenge.

Food Manufacturing Inspector

Perks of the job: Health and safety is big business, with more companies and organisations everywhere appreciating its importance. Health and safety in the world of food and drink is obviously a must-have, so your skills are both important and in-demand! You can get started as a school leaver with GCSEs or their equivalent, and there are lots of opportunities to train up and get deeper into the world of food, safety and science.

Pay: Around £15-30,000 a year depending on experience and location. If you specialise further in either health and safety or food science, you can open a wide range of career doors and command higher salaries.

In a nutshell: The food industry is getting increasingly hi-tech in its bid to feed more people tastier and healthier food for less. But is that food still safe? It's your job to make sure all the companies producing food are doing it in a safe and hygienic way. You need to make sure their food is safe to eat and as good as it looks. The job itself is varied and depends on your experience and employer. However, you could be doing anything from checking food labels for accuracy to using your IT skills to analyse food samples and data.

Food Technologist

Perks of the job: If someone asks you what you do at a party you can tell them you invent new flavours as your job. They'll think you're Willy Wonka. You have an important role in food production with a healthy salary to match. The everyberry-flavour icing on the cake is that there's lots of training available to help you develop your skills. For example, you could do a food technology apprenticeship or apply for a foundation degree or HND in food technology or food science to get started.

Pay: Around £20-45,000 a year depending on experience and location. If you specialise in food science, you can take on bigger projects, more responsibilities and command higher salaries.

In a nutshell: When crisp companies hold competitions asking you to design your own flavour, what flavour would YOU design to excite the taste buds and sell to as many people as possible? As a food technologist you'll tweak and invent new recipes, flavours and even ingredients. You could be working for supermarkets, research hubs (like universities and government) or food manufacturers. You can expect to carry out experiments and work with IT to log data and analyse it.

There are so many roles available, with hospitality and catering apprenticeships (and degrees) to help you on your way.

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Discover more tasty job ideas and career advice in the Hospitality and Catering careers hub. Are You Aged 14-24?
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What types of jobs are there in the Hospitality and Catering industry? - Youth Employment UK

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Here are just a few of the roles you can explore with a hospitality and catering career , from waiting on tables to inventing new ingredients. Find out more about their pay, perks, training opportunities and how to get into them!

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If you start working for yourself, you're classed as a sole trader. This means you're self-employed - even if you have not yet told HM Revenue and Customs ( HMRC).

Running a business

You're probably self-employed if you:

run your business for yourself and take responsibility for its success or failure

have several customers at the same time

can decide how, where and when you do your work

can hire other people at your own expense to help you or to do the work for you

provide the main items of equipment to do your work

are responsible for finishing any unsatisfactory work in your own time

charge an agreed fixed price for your work

sell goods or services to make a profit

Many of these also apply if you own a limited company but you're not classed as self-employed by HMRC. Instead you're both an owner and employee of your company.

You can be both employed and self-employed at the same time, for example if you work for an employer during the day and run your own business in the evenings.

You can check whether you're self-employed:

Selling goods or services

You could be classed as a trader if you sell goods or services. If you're trading, you're self-employed.

You're likely to be trading if you:

sell regularly to make a profit

make items to sell for profit

sell items on a regular basis, either online, at car boot sales or through classified adverts

earn commission from selling goods for other people

are paid for a service you provide

If you only occasionally sell items or rent out property (for example through auction websites or short-term rental apps), check if you need to tell HMRC about this income.

Contact HMRC for advice if you're not sure whether you're trading.

Registering as self-employed

If you're self-employed, you may need to set up as a sole trader.

Other ways to work for yourself

There are other business structures apart from being a sole trader. For example, you can:

Get help with your business

You can get help with setting up or growing your business, for example with funding your idea.

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What makes you self-employed, what counts as trading and what to do, including registering for Self Assessment.

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What is the Health and Safety at Work Act 1974?

The Health and Safety at Work etc. Act 1974, sometimes referred to as HSW, HSWA, HASAW 1974 or HASAWA, is an Act of Parliament that sets out the framework for managing workplace health and safety in the UK.

The act defines the general duties of everyone from employers (section 2) and employees (section 7,8) to owners, managers and maintainers of work premises (etc) for maintaining health and safety within most workplaces.

There is, however, further specific legislation for business sectors that operate within a higher risk environment, such as the construction industry, chemical manufacturing, etc.

The act itself is a primary piece of legislation set out by the government. Other regulations which complement the HASAWA 1974 are known as statutory instruments (essentially secondary pieces of legislation that may also be referred to as delegated legislation).

Statutory instruments serve to make small changes, updates or additions to existing legislation without having to create an entirely new Bill.

Who enforces Health and Safety Legislation?

The Health and Safety Executive (HSE) is the governmental appointed body that is responsible for enforcing workplace health and safety legislation in the UK. However, when it comes to enacting enforcement, this responsibility is generally divided between the HSE and relevant local authorities.

What are the main workplace health and safety regulations?

As previously mentioned, the Health and Safety at Work Act 1974 is the principal piece of legislation for occupational health and safety in Great Britain, however, there are other regulations to implement which are designed to keep your workplace compliant and safe.

Below is a summary of the key points of health and safety regulation that most workplaces will need to comply with, although further or more specific regulations may also be relevant dependent on specific business areas or industries:

The Health and Safety at Work Act 1974

As a brief overview, the HASAWA 1974 requires that workplaces provide:

Adequate training of staff to ensure health and safety procedures are understood and adhered to

Adequate welfare provisions for staff at work

A safe working environment that is properly maintained and where operations within it are conducted safely

Suitable provision of relevant information, instruction and supervision

For workplaces with five or more employees, employers must keep a written record of their health and safety policy, as well as consult with employees (or employee representatives) on relevant policies and associated health and safety arrangements.

Workplace (Health, Safety and Welfare) Regulations 1992

The health, safety and welfare (HSW) regulations apply to all aspects of the working environment and require employers to provide a workplace that is not only safe but also suitable for the duties that are being carried out within it.

This ranges from provisions for the comfort and sanitation of employees (e.g. break areas, washing facilities, drinking water etc.) to provisions for appropriate working environments (e.g. room dimensions, lighting and ventilation etc.) and provisions for safety in the workplace (e.g. appropriate maintenance of equipment, properly maintained walking routes and floor spaces, protection from falling objects etc.).

For a full breakdown of the duties and requirements, refer to the Workplace (Health, Safety and Welfare) Regulation itself. The HSE also has a downloadable Code of Practice for further guidance.

Display Screen Equipment Regulations (DSE) 1992 (amended 2002)

The DSE Regulations require that, as well as providing a suitable workstation for their DSE users (which the HSE defines as 'workers who use DSE daily, for an hour or more at a time') employers must also take steps to 'protect workers from the health risks of working with display screen equipment (DSE), such as PCs, laptops, tablets and smartphones'.

According to government guidance, to remain compliant with DSE regulations, and to protect the health of DSE users, employers must:

Carry out a suitable DSE workstation assessment

Reduce associated risks, including making sure workers take regular breaks from DSE work and provide ancillary equipment if required

Provide an eye and eyesight test (free of charge) upon request from a DSE user

Provide relevant training and information for DSE users

We offer a short, online Display Screen Equipment course to teach your employees how to correctly set up and use their workstations. The course also includes a DSE self-assessment to help employers remain compliant with regulation.

Personal Protective Equipment Regulations (PPE) 2018

Some working environments present significant risks to employee health and safety (e.g. from falling materials, contact with hazardous substances, contaminated air, extremes of temperature etc.).

In such environments, there is a duty on the employer to provide their workers with personal protective equipment (PPE) to reduce the potential risk of harm when it cannot be reduced or mitigated by any other means ("last resort" principle).

A suitable and sufficient risk assessment must be carried out, prior to providing PPE, to determine that potential risk cannot be mitigated through other control measures.

PPE includes, but is not limited to, high-visibility clothing, protective footwear, safety helmets, eye protection, safety harnesses and even respiratory protective equipment (RPE).

The Key factors of PPE regulation are:

Suitable provision - where it has been assessed that PPE is required, the provision of PPE must be suitable and appropriate to the work-task and its associated risk i.e. the equipment must fit the user properly and be of a proportionate size and weight for them to use it. ' The equipment must also be CE marked in accordance with the Personal Protective Equipment Regulations 2002.'

Compatibility and effectiveness - where more than one item of equipment must be worn for any given task, the PPE items must still be effective when worn together. The wearing of one item (e.g. protective eyewear) must not cause the other item to be ill-fitting, and therefore ineffective (e.g. a respirator) and vice versa.

Maintenance and storage - PPE must be properly looked after, maintained and stored. Reusable items must be properly cleaned and kept in good condition. If items have disposable parts (e.g. respirator filters) replacements parts must be properly compatible with the original piece of equipment.

Considerations such as having replacement PPE available (in the event of damage or malfunction) and appointing someone to oversee how and when items are maintained are important too.

Use and training - It's the duty of the employer to ensure that employees have correct training on the use of PPE, what level of responsibility that the employee has towards the maintenance of PPE and that they are properly informed about the risks that the PPE is protecting them from. It is also the responsibility of the employer to ensure that any PPE provided is being used correctly.

Employee responsibility - The duty of the employee is to use PPE in accordance with instruction and training. Employees also have a responsibility to report any damage, defects or loss of equipment that they are aware of.

It should be noted that wherever PPE has been identified as being required as part of the control measure provision, then this must be provided at no cost to the employee (this includes replacement of such equipment).

Management of Health and Safety at Work Regulations 1999

The Management of Health and Safety at Work Regulations require that an employer must suitably assess work-based activities and implement any appropriate controls to manage potential risks to the health, safety and welfare of employees (and others).

What are the responsibilities of the employer?

Employers have a duty to:

Provide adequate and proportional health and safety training for employees

Ensure that there are suitable procedures in place in the event of an emergency event

In workplaces where employees may be exposed to noise, vibration, substances hazardous to health, etc, there may be a requirement for provision of relevant health surveillances too

Carry out a suitable and sufficient assessment of risks presented to the health, safety and welfare of employees (and others) through operational activities

Carry out specific such risk assessments presented to the vulnerable person(s)

Appoint competent person(s) to manage workplace health and safety

What are the responsibilities of the employee?

It is the employee's responsibility to ensure that they are working in accordance with the health and safety training that they have been provided. They must also utilise any controls and/or equipment provided in the interest of health and safety.

If an employee identifies an unsafe condition, hazard or risk within the workplace, then they must notify whoever is responsible for health and safety in that working environment.

Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR)

Whilst it's paramount to take reasonable measures to prevent death, injury or illness in the workplace, if any of these incidents do arise from work-related activity, it's also a requirement, under RIDDOR regulation, that they are reported formally.

The HSE's RIDDOR page has detailed guidance on what is defined as a reportable incident, who should report it, how and when to report it and guidance on how to keep a record of it too.

Manual Handling Operations Regulations 1992 (amended 2002) (MHOR)

According to the HSE definition, 'manual handling relates to the moving of items either by lifting, lowering, carrying, pushing or pulling'. Each of these movements (or indeed a combination of them) involves a potential risk of injury.

Accordingly, an employer must:

Avoid hazardous manual handling operations, so far as is reasonably practicable, by redesigning the task to avoid moving the load or by automating or mechanising the process.

Make a suitable and sufficient assessment of the risk of injury from any hazardous manual handling operations that cannot be avoided.

Reduce the risk of injury from those operations so far as is reasonably practicable. Where possible, provide mechanical assistance, for example, a sack trolley or hoist. Where this is not reasonably practicable then explore changes to the task, the load and the working environment

We offer a Level 2 Award in Manual Handling Risk Assessment. The qualification is aimed at individuals who have the responsibility to carry out a risk assessment for manual handling in the workplace and provides them with the knowledge and skills necessary to carry out that risk assessment.

Which workplaces do these health and safety regulations apply to?

Health and safety legislation applies to all business sectors, and it is therefore the responsibility of the employer to ensure that health and safety is effectively managed within the workplace.

However, the approach taken should be proportionate to the nature and size of the business, as well as the risk level of the business activity. For the majority of small businesses with a low-risk environment, managing health and safety in the workplace should be a relatively straightforward matter.

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Health and Safety Legislation: What You Need to Know | British Safety Council

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Need a simple and effective guide to workplace health and safety legislation? We cover the main health and safety regs and procedures that you need to know keep your work safe, healthy and compliant.

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Whether you're deciding what to study, taking your exams, planning a career, or just curious, we're here to explain the world of work, with advice from people who've found the right path for them.

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Use BBC Bitesize to help with your homework, revision and learning from KS1 to GCSE. Find free videos, step-by-step guides, activities and quizzes.

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Education

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EduCare for Sport ® provides safeguarding and duty of care training suitable for all staff, coaches and members working in Sports Clubs, Leisure Centres, and NGBs. For those who volunteer in sport, there is a cost-effective package of essential courses.

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EduCare's services for Health and Social Care provide every member of staff with the required duty of care training. This including courses on Safeguarding Adults, Person-Centred Care, Mental Capacity, Fluids and Nutrition, and Manual Handling. There is also a service specifically designed for Dental Practices.

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Our EduCare Essentialspackage is designed to offer the same great cost savings as our sector-specific duty of care and safeguarding training solutions, but with content suitable for the needs of a variety of different industries.

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A Sussex Early Intervention Youth Programme, called Reboot, has supported 861 vulnerable young people since April last year and has no intention of stopping the support it offers during the Covid-19 "lockdown", Sussex Police have said.

It was established with the aim of engaging with under-18s at risk of committing serious violence, and those who have committed anti-social behaviour and low-level crime.

Sussex Police said it was now more important than ever that young people "receive structured guidance" through the coronavirus crisis.

As a result, Sussex Police and Crime Commissioner Katy Bourne has "digitally adapted" the programme as face-to-face support has been temporarily suspended.

Reboot has continued to take on new referrals, while funds have been made available to provide items such as skipping ropes and swingballs to encourage fitness in gardens.

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A Sussex Early Intervention Youth Programme, called Reboot, has supported 861 vulnerable young people since April last year and has no intention of stopping the support it offers during the Covid-19 "lockdown", Sussex Police have said. It was established with the aim of engaging with under-18s at risk of committing serious violence, and those who have committed anti-social behaviour and low-level crime.

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A look around the "local history" section of Nottingham Central Library resulted in finding a gem of a book entitled "Mining in the East Midlands 1500-1947" by A R Griffin (pub : Frank Cass & Co Ltd, 1971).

A great read, the book describes how the coal industry has developed up to the point of nationalisation in 1947.

In terms of education, there was a general move towards children attending Sunday schools in the early 19th century. The and, after the Coal Mines Act of 1842 made it illegal for a child under 10 to be employed underground, so many children then went to school. Thus a survey of 676 adults in the Butterley area showed that some 216 could not read. This number reduced further after the 1872 Mines Act which made part time school attendance compulsory for pit boys.

Griffin points out that trade unions tend to flourish when trade is good, as the wish to make a profit whilst conditions are good encouraged employers to reach an agreement. This in turn results in more members joining the union, bringing with them resources in terms of subscriptions.
Unfortunately, these increases in efficiency did not match those being seen on the continent (although NSB wonders whether that might have something to do with the fact that Ruhr coals was often surface mined).

The new larger collieries, often some distance from population centres, resulted in dedicated housing being built for the miners. Welbeck Colliery built some 877 houses between 1912 and 1926, while New Ollerton colliery built around 800 houses for it's miners in the 1920's. These latter houses were recorded as being of a very high quality being in small detached groups, each with a front lawn and rear garden and supplied with hot water and electricity.

One important development was the Welfare Levy of 1d per ton that was imposed by the 1920 Mining Industry Act. The funds were administered by the various Miners Welfare Committees, each of which had equal representation from colliery owners and workers, and were used to fund construction of pit head baths, canteens, medical centres, welfare institutes, sports grounds, swimming baths, scholarships and so on.

The 1930s saw the introduction of the Coal Mines National Industrial Board, which set up what was effectively a national cartel. This had a number of adverse effects, not least of which was that it discouraged investment that would result in higher output - as this output could not be sold.

Save Clipstone Colliery Headstocks
The Clipstone Colliery, , produced coal from 1927 until 1993, and then again from 1994 to 2003. The imposing headstocks were amongst the tallest in Europe when built during upgrades in the 1950s and were given Grade II listed status by English Heritage in 2000 as being 'special architectural or historic interest'.

The site is currently owned by Welbeck Estate, who would like to demolish the headstocks - although others are campaigning for the site to become an adventure park including a mile long zip line! (see also www.clipstoneheadstocks.co.uk)

There is an e-petition to save the headstocks. BFTF has signed it, and hopes you will too.

A history of Clipstone colliery here and some images of the colliery here and here.

Related Posts
This is one of a three part series of posts on Nottinghams Coal Mining History:
Coal Mining in Nottingham
Mining Memories
History of Coal Mining in the East Midlands
Image Sources:
St Marys Church

In contrast, when economic times are hard, unions are generally unable to resist the wagecuts and redundancies imposed by mine owners, union membership decreases and union funds are depleted by payments to members during lockouts etc. The first Miners Union in the East Midlands was the local branch of the Miners Association, which formed in 1841 and reached the East Midlands in 1844. Few of the mine owners would tolerate organisation amongst the men and a meeting of Derbyshire and Nottinghamshire pit owners resolved to refuse employment to union members - and a clause forbidding workers from joining a union was a feature of a many dispute agreements thereafter.

One aspect of 19th century mining that seems incredible now is that there was no agreement on what actually constituted a "ton" of coal. It could range from 25cwt to 28cwt at many pits, whilst some miners argued that it should be 20-21cwt. The arguments were only really solved when the Coal Mines Act of 1872 standardised a ton as being 2240lbs or 20cwt.

Another aspect that may be a surprise to some is that coal mines are far from static, long lived enterprises. Many coal mines closed during the 19th century, either due to being uneconomic or due to becoming unworkable after extended stoppages due to a poor market, strike action or lockouts.

Pit technology underwent a transformation during the mid 19th century, with the introduction of furnace or fan ventilation, guided cage lifts, decent roadways and underground haulages.

One problem that the Nottinghamshire coalfields had historically faced was that they could only supply local markets, the poor roads made it impossible to compete with shipborne Newcastle coal in the lucrative London market. This all changed with the arrival in the late 1840's of the railways. The railways provoked much of the transformation in the Nottinghamshire coal mining industry from a large number of small pits to a smaller number of relatively large collieries.

The increase in output can be seen in the chart below. Note the dips in production during strikes in 1893, 1921 and 1926.

Records show that the Trent valley collieries produced some 12 thousand tons of coal in the mid-16th century, which rose to around 40thousand tons by the early 17th century, when some 150-300 men were working in the mines. And by the early 18th century output had reached around 125thousand tons, with some 500-1000men working in the mines. Between the 16th to 18th cent the most important colliery owners were Willoughbys from Wollaton.

During the 18th century management of collieries moved from being from the "big butty" system where one "butty" was placed in charge of the whole mine - to a "little butty" system where a butty (or pair of butties) would manage 8-10men who worked a part of the coal face. During this time safety legislation became stricter and mines became more complicated.

A measure of how long the working hours were can be gauged from the fact that, in 1841, boys working at Lord Middletons pits worked from 7am to 8.30pm and that this was a short working day compared to most other pits where, for example, six year old Samuel Davis left home at 4am to get to Brinsley pit and did not return home until 9pm, describing himself as "quite knocked up" by that point.

Many miners were paid at least partly in "truck" ( tokens that could only be redeemed at company stores or pubs). The District Mines Inspector noted in 1851 a probably explanations for this was that "Butties are often directly or indirectly connected with taverns or shops, where the miners earnings are spent in the purchase of bad and dear ale and provisions".

Unsurprisingly, the truck system was a major source of grievance for miners of the period. However, legislation and bad publicity resulted in the system virtually disappearing by the 1860's.

The Methodist revival of the mid 19th century improved the standards of the mining communities. Methodists drank lightly, did not gamble and kept their houses clean and tidy. Money that would have been spent on beer or gambling was instead used to buy soap, curtains and so on.

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History of Coal Mining in the East Midlands

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A look around the "local history" section of Nottingham Central Library resulted in finding a gem of a book entitled "Mining in the East Midlands 1500-1947" by A R Griffin (pub : Frank Cass & Co Ltd, 1971). A great read, the book describes how the coal industry has developed up to the point of nationalisation in 1947.