Birmingham City Council

Technology Technician

Stockland Green School, Slade Road, Stockland Green, Birmigham, B23 7JH
£18,562 to £20,493 pa FTE (actual salary £9,707 to£10,717 pa)
30 Sep 2021
03 Nov 2021
Contract Type
Part time permanent
Working Pattern
See advert details

Hours per week: 22.20 per week, term time only, 3 days per week (days to be agreed with the successful candidate)

Contract Type: Permanent

Stockland Green School

Slade Road

Stockland Green


B23 7JH

Telephone Number: 0121 566 4300

Email Address:

Job Start Date: As soon as possible

The Arthur Terry Learning Partnership is a highly successful Multi Academy Trust (MAT) encompassing 5 secondary schools, 11 primary schools, a Teaching School, and School Centred Initial Teacher Training provider. Our schools are based in North Birmingham, Tamworth, Lichfield and North Warwickshire. A further secondary school and 2 primary schools have submitted applications to join ATLP during the next 12 months.

We have an excellent opportunity for an enthusiastic individual to join our team as a Technology Technician based at Stockland Green School. You will be working under the direction of the Head of Technology to provide technical support to the Technology Department including Design and Technology, Textiles, Computing and iMedia.

You will be responsible for preparing equipment and materials for practical lessons, demonstrating the application of machinery, maintaining and monitoring stock, ensuring that all equipment is safe for use, carrying out simple repairs to machinery and arranging for external repairs where required.

Experience of working in a similar role would be advantageous but full training will be provided.

You will need to work on your own initiative, have good organisational skills, work well under pressure and be able to support students and staff with their work.

If you want to develop your career in the best possible surroundings where you will be supported fully and have a wide range of opportunities and possibilities, we want to hear from you.

This post is covered by Part 7 of the Immigration Act (2016) and therefore the ability to speak fluent and spoken English is an essential requirement for this role.

Closing Date: 3 November 2021, 9am

Date of Interview: tbc

Candidates are encouraged to submit their applications as soon as possible as we reserve the right to interview earlier and withdraw the advert if a suitable candidate is appointed.

For further information and to apply, please see our website or you can download the application documents from the Birmingham City Council website

Completed application forms should be emailed to:

We continue to adhere to the government’s advice and guidance for education settings, ensuring appropriate risk assessments are in place to allow for safe working practices.

Please note we do not accept CV’s; applications will only be considered if received on an ATLP application form.

Please find a link to our safeguarding policy which we would encourage you to read prior to applying to work in our organisation

This school is committed to safeguarding and promoting the welfare of children and expect all staff and to share this commitment. The successful candidate will be subject to necessary pre-employment checks, including: an 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.

Applicants please note: This post is not part of the City Council and the successful candidate will not hold a Birmingham City Council Contract of Employment. Please use the contact details in the advert for information on actual employment conditions.

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.

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