The school is at a particularly exciting stage. The school joined the successful Samuel Ward Academy Trust on 1st April 2018 and we have an outstanding new Headteacher, marking an important transition for the school. The school achieved a positive Progress 8 score for 2017 and GCSE results across the school are above the national average. This post provides a unique opportunity to be part of the transformational journey of the school.
We seek an outstanding Head of History to lead our successful History department. We are looking for people with dynamism, innovation and commitment, who have the ability to join us in turning our ambitions into a reality. You will need to have an excellent understanding of the curriculum.
As part of the Samuel Ward Academy Trust, we offer:
- A wide range of CPD opportunities (in school, through the Suffolk Borders Teaching Alliance)
- Opportunities for career progression (including the opportunity to participate in the Trust’s Leadership Development Programme
- A supportive working environment
We can offer you excellent career development in a supportive environment. We are situated in Romford within easy travel and road links to both London and Essex.
If you would like an informal discussion about the post, or you would like to visit the school, please contact the Head’s PA, Maria Driscoll.
More information and application forms are available from email@example.com or by post from the school.
We look forward to receiving your application.
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expect all staff and volunteers to share this commitment. DBS checks required for relevant posts.
Samuel Ward Academy Trust – welcoming diversity.
Closing Date: 10.00am on Tuesday 19th June 2018
Interviews: Week beginning Monday 25th June 2018
Safe Recruitment Policy Statement
The safe recruitment of staff in schools is the first step to safeguarding and promoting the welfare of children in education. The school is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. It is recognised that this can only be achieved through sound procedures, good inter-agency co-operation and the recruitment and retention of competent, motivated employees who are suited to, and fulfilled in the roles they undertake.
This school recognises the value of, and seeks to achieve a diverse workforce which includes people from different backgrounds, with different skills and abilities. The school is committed to ensuring that the recruitment and selection of all who work within the school is conducted in a manner that is systematic, efficient, effective and promotes equality of opportunity. The school will uphold its obligations under law and national collective agreements to not discriminate against applicants for employment on the grounds of age, sex, sexual orientation, marital status, disability, race, colour, nationality, ethnic origin, religion or creed.
This document provides a good practice framework to comply with the principles set down in the schools Equal Opportunities Policy. The practices described in this document are designed to ensure a fair and objective process.
All posts within the school are exempt from the Rehabilitation of Offenders Act 1974 and therefore all applicants will be required to declare spent and unspent convictions, cautions and bind-overs, including those regarded as spent and have an Enhanced Criminal Records Disclosure. A previously issued Criminal Records Disclosure Certificate will only be accepted in certain restricted circumstances.
The School is committed to ensuring that people who have been convicted are treated fairly and given every opportunity to establish their suitability for positions. Having a criminal record will not necessarily be a bar to obtaining a position. This will depend on the background, nature and circumstances of the offence(s). The School’s Recruitment Procedure outlines the considerations that will be taken into account when determining the relevance of a criminal record to the post.
The Disclosure & Barring Service has published a Code of Practice and accompanying explanatory guide. This School is committed to ensuring that it meets the requirements of the Disclosure & Barring Service in relation to the processing, handling and security of Disclosure information.
The school will:
- Implement robust recruitment procedures and checks for appointing staff and volunteers to ensure that reasonable steps are taken not to appoint a person who is unsuitable to work with children, or who is disqualified from working with children, or does not have the suitable skills and experience for the intended role.
The following pre-employment checks will be undertaken:
- receipt of at least two satisfactory references
- verification of the candidate’s identity
- a Barred List
- a satisfactory DBS disclosure.
- verification of the candidate’s medical fitness
- verification of qualifications
- verification of professional status
- the production of evidence of the right to work in the UK
- (for teaching posts) verification of successful completion of statutory induction period (applies to those who obtained QTS after 7 May 1999.)
2. Keep and maintain a single central record of recruitment and vetting checks, in line with the DfE requirements.
3. Ensure that the terms of any contract with a contractor or agency requires them to adopt and implement measures described in this procedure. The school will monitor the compliance with these measures.
4. Require staff who are convicted or cautioned for any offence during their employment with the School to notify the School, in writing of the offence and penalty.
All processes are in line with the DFE ‘Keeping Children Safe’ 2016 regulations.
St Edward's Church of England Academy
Tel. 01708 730462
Headteacher: Jodie Hassan