Science Teacher at Durrington High School
Durrington High School
West Sussex
- £28,282 - £44,121 per year
- Expired
- Salary:
- DMAT M1-UPR3, depending on experience and impact
- Job type:
- Full Time, Permanent
- Start date:
- September 2023
- Apply by:
- 5 June 2023
Job overview
We are looking for an enthusiastic, committed and forward-thinking teacher of science who will set themselves, and our students’ high expectations. The successful candidate will be dedicated to delivering high quality lessons and have a keen commitment to the continued growth of an already outstanding science team.
Durrington High School has a thriving Science department with a range of passionate teachers sharing the vision to become one of the best departments in the country. Delivering the best possible learning experiences and outcomes for our students is at the heart of everything we do and for that you would be joining a collaborative, and driven department committed to evidence informed teaching. Science is central to our school curriculum. We want to continue to develop this further and as a fully engaged STEM school, we want to continue to lead a range of STEM related initiatives and work collaboratively with local universities and businesses.
If you are an ambitious, enthusiastic, hardworking, conscientious and energetic teacher who not only values young people but can motivate and inspire all students and staff to go ‘beyond their best’ then we would like to hear from you.
Applicants must complete the application form and return it, alongside a supporting statement (max. 2 pages A4) to agemel@durring.com or via post to Aggie Gemel, Durrington High School, The Boulevard, Worthing, West Sussex, BN13 1JX.
If you have any questions about the role, please email Aggie Gemel, Executive Assistant, in the first instance – agemel@durring.com
Closing date for applications is 9am, Monday 5th June.
Durrington High School is committed to the safeguarding and wellbeing of all our students. It is a core expectation of every member of staff to safeguard the wellbeing of every child and young person within the school. Staff are supported through regular training and are expected to adhere to the school’s Safeguarding and Child Protection Policy at all times.
In addition to the statutory pre-employment checks, this appointment will be subject to an enhanced DBS check, a safeguarding background check and interview.
Durrington Multi Academy Trust is an equal opportunity employer and we welcome the unique contributions that everyone can bring to Durrington Multi Academy Trust in terms of education, opinions, culture, ethnicity, race, sex, gender identity and expressions, nation of origin, age, languages spoken, colour, religion, disability, sexual orientation and beliefs.
Attached documents
About Durrington High School
Working at Durrington
At Durrington we have worked hard to develop a culture in our school where teachers and leaders are looked after, supported and professionally enriched. We would love to hear from you if you think that you might want to play a part in the exciting Durrington journey! In an ever-changing educational landscape, we focus on clear priorities:
- Ensuring all staff are able to have a sensible work/life balance - this means that we constantly review what we do, so teachers and leaders are able to focus on their core purpose.
- An evidence informed approach to teaching and CPD - we don’t want our teachers wasting their time on low-impact, gimmicky approaches to teaching. We want them to shape their teaching around what research evidence says is most likely to work. As one of only 39 Research Schools in the country, we are at the forefront of ensuring everything we do is informed by research evidence.
- Developing and growing our own excellent leaders, who in turn are able to nurture their own high-performing teams.
- Appointing external candidates with shared values, who will thrive in our school.
Looking After Our Staff
At Durrington we know that our staff are our most valuable resource. As a result, we have put in place a number of strategies to alleviate the pressures on staff. These include:
- We have moved away from a ‘tick-box’ approach to teaching and have embraced a ‘tight but loose’ approach. We want teaching to be tight, in terms of focusing on sound, evidence-informed pedagogical principles, but loose in terms of how this is interpreted in classrooms by subject specialists.
- Each department has developed their own streamlined feedback and homework policies, aimed at reducing workload whilst optimising impact.
- Teachers are not expected to write lengthy reports for students, but to record a current and projected grade for students and a judgement grade for effort and homework. •
- Enhanced pay scales and rapid progression opportunities.
- Teacher non-contact time above the national average.
- We have just three data collection points for each year group in a year, informed by ongoing assessment of student progress.
- We do not grade lesson observations.
- Fortnightly joint planning CPD within curriculum teams saves a significant amount of time for individual teachers.
- INSET days are used for collaborative planning in curriculum teams.
- Teachers are not expected to keep lengthy ‘evidence files’ for appraisal.
- All staff are registered with Healthshield for a range of wellbeing and practical support services with benefits including a variety of treatments for musculoskeletal issues, 24/7 GP and Employee Assistance Programme.
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