Job start date: 28 April 2025 Hours per week: 36.5 all year round St Edmund Campion Catholic School Sutton Road Birmingham B23 5XA Telephone number: 0121 464 7700 Contact email: hrsjp2.net Contract type: Permanent The St John Paul II Multi Academy is a highly successful Catholic Multi Academy encompassing seven Primary Schools and two Secondary Schools. Our schools are based in Sutton Coldfield, Erdington and Aston. The ethos of St John Paul II Multi Academy is Catholic and was founded by the Catholic Church to provide education for children of Catholic families. As a Catholic multi academy, we aim to provide a Catholic education for all our pupils. As a Catholic multi academy, Catholic doctrine and practice permeate every aspect of every one of our school’s activities. It is essential that the Catholic character of the school’s education be fully supported by all staff within the multi academy. We therefore hope that all staff will give their full, unreserved and positive support for the aims and ethos of the St John Paul II Multi Academy. St Edmund Campion is a hugely successful and popular school with excellent pupil outcomes. Pupil behaviour is excellent and staff wellbeing and workload is considered a priority. The school is well recognised for the support and care provided for pupils and for the excellent safeguarding practices. The Governors of St Edmund Campion Catholic School wish to appoint a Senior Designated Safeguarding Lead to be part of the school leadership team. This is a non-teaching role and arises due to the forthcoming retirement of the current post holder. This is an exciting opportunity for someone who has a deep interest in the welfare of children. The successful candidate will be: very well organised and meticulous in their record keeping understanding of the position of senior leader as role model for staff and pupils, holding staff to account as necessary knowledgeable of all matters around safeguarding and keeping children safe in education able to disseminate key information to all stakeholders including regular training of staff Knowledgeable of agencies around safeguarding The post holder may be required to work some hours after school and evenings in order to engage with parents and attend external agency meetings as required. He/she will be expected to have an agreed flexible working pattern to ensure that all relevant functions, including extra-curricular activities, are fulfilled through direct dialogue with employees, contractors and community members. St. Edmund Campion Catholic School is an over-subscribed 11-18 school serving the community of North Birmingham. Interested candidates are welcome to visit the school by arrangement. Please contact Julie Turner, PA to Principal at: turnerjstedcamp.bham.sch.uk We are committed to the development of all staff to be of their very best and our most recent Ofsted report graded the school good, with an outstanding Post-16 provision. This post is covered by Part 7 of the Immigration Act (2016). Therefore the ability to speak fluent and spoken English is an essential requirement for this role. How to apply: Please follow the links on our website Please note we do not accept CVs, applications will only be considered if received on a Catholic Education application form. Interviews will take place soon after the closing date. This school is committed to safeguarding and promoting the welfare of children and expect all staff to share this commitment. The successful candidate will be subject to all necessary pre-employment checks, including: enhanced DBS; Childcare Disqualification (where applicable); qualifications (where applicable); medical fitness; identity and right to work. All applicants will be required to provide two suitable references. An online search will also be carried out as part of due diligence on all short-listed candidates. This post is not part of the City Council and the successful candidate will not hold a Birmingham City Council Contract of Employment. This post is exempt from the Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020. Which means 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. Further information about filtering offences can be found in the DBS filtering guide.