About the role
Class Teacher (0.4 FTE)
* Start date – April 2025
* Contract term – Permanent
* Working hours – Part-time – 0.4 FTE
* Pay scale – Teachers Main Pay Scale
* Salary range (per annum) – £31,650 to £43,607 (FTE), £12,660 to £17,443 (pro rata)
* Location – Christchurch Infant School
* Key Stages – Key Stage 1
* Reports to – Year Leader
* Suitable for Early Career Teachers (ECTs)? – No
About the Post
Are you an exceptional, inspirational, dynamic Class Teacher? We are looking to appoint a highly motivated Class Teacher at Christchurch Infant School.
Our vision is to foster a lifelong love for learning by creating a dynamic and engaging curriculum that encourages curiosity, independence and a joy in discovery. We have recently joined Twynham Learning and this is an exciting opportunity to be part of a friendly and dedicated team on the journey of improvement. We are looking to employ an individual with passion for providing a world class education for all of our children and a drive to be the best that they can be!
Who we are looking for
We are looking for a capable individual who will relish the opportunity to:
* Provide a magical experience for our Infant children
* Drive our passion for ensuring all children develop a love for reading
* Offer refreshing, research informed practices
* Forward think, share ideas and provide excellence in early education
* Promote and safeguard the welfare of children and young people in accordance with our Safeguarding and Child Protection policies.
What we can offer you
* The opportunity to work with the best team of staff and the most wonderful community
* An exceptional CPD offer from ECT through to preparation for senior leadership
* A personalised approach to appraisal where we support you to challenge yourself to be the very best
* The opportunity to work within Twynham Learning; a progressive multi-academy trust
* The opportunity to work in one of the most beautiful areas of the South Coast
* Automatic membership of the Teachers Pension Scheme
* Free on-site parking
We warmly welcome you to visit our school; please call the school office to arrange a tour with the Headteacher.
The Twynham Learning employee values below underpin our practice:
* Aim high
* Keep improving
* Don’t leave anyone behind
* See the bigger picture
Any questions?
To discuss the post or your application, please contact Laura Tobin on 01202 485851 or email us at recruitment@twynhamlearning.com
How to apply
To apply for this vacancy, please submit a Job Application Form and Diversity Questionnaire by email to: recruitment@twynhamlearning.com
Only applications made using our own official application form will be accepted. You can download the form and questionnaire here: www.twynhamlearning.com/187/staff-vacancies
The closing date for applications is Fri 31 January 2025 at noon. However, we reserve the right to interview and/or appoint strong candidates before this, so we encourage you to apply early. Shortlisting will take place on the afternoon of Friday 31 January. Interviews will be held on Thursday 6 February.
Twynham Learning values diversity and inclusiveness. We aim to eliminate unlawful discrimination and promote diversity throughout our whole workforce. We want our workforce to be representative of all sections of our community, so we give equal opportunities to all job applicants. We do not discriminate on the basis of age, disability status, gender reassignment, marital/partnership status, pregnancy/maternity, race/colour/national origin, religion/belief, sex or sexual orientation. Only people who can evidence their right to work in the UK will be considered for this vacancy. We are committed to robust Safer Recruitment processes as part of our strong commitment to safeguard children and young people. An enhanced criminal records check will be undertaken on the successful candidate. Candidates must disclose all unprotected spent and unspent cautions and convictions. It is an offence to apply for this post if you are barred from engaging in regulated activity with children.
Further Information
Christchurch Infant School values the diversity of our workforce and welcomes applications from all sectors of the community.
Christchurch Infant School is committed to safeguarding and promoting the welfare of children and young people; this is a commitment which we expect all staff and volunteers to share. The successful candidate will be required to have a Disclosure and Barring Service check in line with the Governments safer recruitment guidelines.
The pro rata salary shown is based on the number of hours and weeks worked and includes appropriate paid annual leave and bank holiday entitlements.
The salary quoted is the annual salary for the position at the time of advert. The salary will be paid in equal monthly instalments and will be adjusted at the start of employment and again if leaving part way through the school year to ensure the correct salary is received for the work completed in an academic year.
This role is UK based and your Right to Work will need to be established as part of the appointment process.
This post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. The amendments to the ROA 1974 (Exceptions Order 1975, (2013 and 2020)) provide that when applying for certain jobs and activities, certain spent convictions and cautions are ‘protected’, so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. The MOJ’s guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975, provides information about which convictions must be declared during job applications and related exceptions and further information about filtering offences can be found in the DBS filtering guide.
Keeping Children Safe in Education
Christchurch Infant School will conduct online searches of shortlisted candidates. This check will be part of a safeguarding check, and the search will purely be based on whether an individual is suitable to work with children. All aspects of social media and internet searches will be conducted. As care must be taken to avoid unconscious bias and any risk of discrimination, a person who will not on the appointment panel will conduct the searches and will only share information if and when findings are relevant and of concern.
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