Teacher of PSHE with additional subject specialism

St Edward's Church of England Academy 

Teacher of PSHE with additional subject specialism

Contract: Full Time, Permanent 

Salary: MPR (£34,514 to £46,001)

Start date: 1st September 2024 or July 2024 for ECT Year 1

St Edward’s Academy is an established and inspiring school. Our mission: To ensure that every student leaves St Edward’s as the best that they can be. Our students will be confident, articulate and culturally aware. We will make sure that we know every child, have the highest expectations of them and are there to support and guide them to success in each sphere of their lives. Our vision is driven by our ethos - that all of our community should live Life in all its fullness. This is our very core, at the centre of all we do. Our mission is achieved through our HOPE values.

Our outstanding Headteacher and leadership team have created a safe and transformative environment for students to learn, develop and thrive. We invite candidates to find out more about the school by visiting our website and joining us for a tour.

The school is a member of the successful Unity Schools Partnership. This post provides a unique opportunity for an outstanding candidate to be part of the successful team at St Edward’s Academy.

We seek to appoint an energetic and enthusiastic teacher to join our successful school. We are looking for:

• An inspiring teacher with a passion for teaching PSHE and ideally Social Sciences, Business and Economics or Computing up to KS4/KS5 level 
• A teacher with high expectations for curriculum delivery and teaching and learning
• A teacher who deliver high quality lessons that engage and challenge pupils 
• A teacher who is highly motivated
• Applicants would need to be able to teach across the Key Stages in PSHE and ideally Social Sciences, Business and Economics or Computing up to KS4/KS5 level.

We strongly welcome applications from Early Career Teachers.

As part of the Unity Schools Partnership, we offer:

• A wide range of CPD opportunities (both in school and beyond) 
• 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 Maria Driscoll (Headteachers PA) on info@steds.org.uk. We look forward to receiving your application.

Closing date: 9:00am, 29th April 2024

Interview date: 1st to 3rd May 2024

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.

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:

1. 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.

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. 

Unity Schools Partnership – welcoming diversity.