Havering Schools Jobs

This vacancy has now closed and is listed for reference only.

Teacher of Science

Vacancy Summary
Employer:
St Edward’s Church of England Academy
Salary:
Mainscale (Includes Outer London Weighting)
Location:
St Edward's Church of England School & Sixth Form
Contract:
Permanent
Working Pattern:
Full Time
Hours:
32.5 hours per week.
DBS Check:
Enhanced
Closing Date:
17/05/2018 at 10:00 AM
Reference:
SCH/18/61582
Vacancy Description

St Edward's Church of England Academy

London Road, Romford, Essex RM7 9NX

Tel. 01708 730462    

Email. info@steds.org.uk

www.stedwardsacademy.co.uk

Headteacher: Jodie Hassan

 

Post:                   Teacher of Science

Start date:         September 2018

Salary:                 MPS (includes Outer London Weighting)

Roll:                     926

Location:            Romford, London Borough of Havering

Contract type:    Full Time

Contract term:   Permanent

 

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 to appoint an energetic and enthusiastic teacher to join our successful school. Applicants would need to be able to teach across the Key Stages in Science.

We also welcome applications from NQTs.

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 mdriscoll@steds.org.uk or by post from the school.

 

Closing Date: Thursday 17th May 2018 at 10.00am

Interviews:    Week beginning Monday 21st May 2018

We look forward to receiving your application.

 

Samuel Ward Academy Trust – welcoming diversity.

 

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.)
  1. Keep and maintain a single central record of recruitment and vetting checks, in line with the DfE requirements.
  2. 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. 
  3. 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.



Equal Opportunities
We aim to promote and ensure equality of opportunity and equal treatment for all.

Havering Schools are committed to safeguarding and promoting the welfare of children and young people and as such expects all staff and volunteers to share this commitment.

The protection of our students from abuse is the responsibility of all staff within our school, superseding any other considerations.

Havering Schools comply with the Department for Education ‘Keeping Children Safe in Education’ (July 2015) guidance and all potential employees will undergo vigorous vetting checks to ensure their suitability.

Rehabilitation of Offenders Act 1974

This post is exempt from the Rehabilitation of Offenders Act 1974; the successful applicant will be expected to undertake a satisfactory disclosure. Having a criminal record will not necessarily debar you from obtaining a position with the Council
How to apply
Application forms are available from mdriscoll@steds.org.uk or by post from the school.