Job start date: 1 September 2025 Hours per week: 32.50 term time only High Point Academy Friar Park Road Wednesbury WS10 0JS Telephone number: 0121 594 0750 Contact email: recruitmentfet.ac Contract type: Permanent An exciting opportunity has arisen for a Teaching Assistant to join High Point Academy, a brand-new purpose built special free school in Friar Park, Wednesbury. Our new Academy will educate up to 90 pupils aged 11-16 years with autism and moderate learning difficulties. This new Academy is part of Forward Education Trust, a growing Multi Academy Trust established in 2017 serving special schools across the West Midland area. Forward Education Trust is committed to providing continuous professional development for all staff and encourage a supportive, motivating, and engaging working environment in all of our Schools. All applicants must be qualified to NVQ level 2 or equivalent and be able to evidence this on request. Forward Education Trust is committed to recruiting and retaining the highest quality staff. To do this, we have an Employee Value Proposition offering a range of benefits to help our staff on a personal and professional level, which includes: teacher pension or support staff local government pension – employer contribution FET HUB – information all in one place, access to a range of benefits paid for health cash plan – employee and dependent children benefit – option to add partner employee questionnaire – consultation with staff on a range of issues and ideas salary sacrifice scheme – cycle to work scheme access to the NHS approved Thrive App – to support mental health and well-being comprehensive induction and probation support and an ongoing performance management and appraisal system easy purchase scheme (salary deduction) – Smart Tech in association with Currys enhanced employee assistance programme – free, totally confidential advice, with face-to-face consultations personal and professional learning and development – including FLICK online learning and other resources access to discounts and offers from Reward Gateway and My Perks occupational Health Service – accessible to support the needs of individual staff staff recognition – e-cards to celebrate success among colleagues mental health first aiders policies being developed to support positive health and well-being: family friendly working, special leave of absence, flexible working, menopause 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 apply online Interview - TBC The Trust may review applications upon receipt and may call applicants for interview prior to the advert closing date. Therefore, you are encouraged to make an early application for this role and we reserve the right to close the vacancy earlier than the advertised closing date. Please note that only fully completed Forward Education Trust Application forms will be accepted; we will not read accompanying Curriculum Vitae (CV) or accept them in place of an application form. If you do not hear from the school within 14 days of the closing date, please assume that your application has not been shortlisted. 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.