LEVEL 3 TEACHING ASSISTANT (EYFS)
LEVEL 3 TEACHING ASSISTANT (EYFS)
£20,903 to £27,041 (actual salary 16,003.98 to 20,703.43)
Hours per week: 32.50 per week, term time only
Contract Type: Permanent
Slade Primary School
Telephone Number: 0121 675 0618
Email Address: email@example.com
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 are seeking to appoint a Teaching Assistant. To be successful in this role, you must be able to build meaningful relationships with pupils who may display a variety of needs.
The successful candidate will be required to support teaching staff in the delivery of a quality curriculum in line with the vision and ethos of the school and the Arthur Terry Learning Partnership (ATLP).
The role will require the successful candidates to be;
• enthusiastic and hardworking, and flexible in their approach
• knowledgeable about the early years curriculum and assessment
• excellent users of the English language both orally and in writing
• aspirational about our children’s progress and success
• an example of personal integrity and professionalism
• autonomous in their work, following all school and ATLP policies, specifically in relation to safeguarding, child protection and confidentiality.
This post is covered by Part 7 of the Immigration Act (2016) and therefore the ability to speak fluent English is an essential requirement of the role.
For further enquiries please contact Emma Thornton at firstname.lastname@example.org
Closing Date: Friday 21 January 2022, 9am
Interview date: Monday 31 January 2022
Completed application forms should be emailed to email@example.com
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.
Informal visits to our school are most welcome. Please call to arrange an appointment with the Head Teacher or Deputy Head Teacher.
The Arthur Terry Learning Partnership (ATLP) is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. The successful candidate will be subject to all necessary pre-employment checks, including enhanced DBS, prohibition check, qualifications (where applicable),
medical fitness, identity and right to work. All applicants will be required to provide two suitable references. The ATLP is an equal opportunities employer. The successful candidate will be subject to all necessary pre-employment checks, including enhanced DBS, prohibition check, qualifications (where applicable), medical fitness, identity and right to work. All applicants will be required to provide two suitable references which will be sought prior to interview. The ATLP is an equal opportunities employer.
Please find a link to our safeguarding policy which we would encourage you to read prior to applying to work in our organisation.
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.
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.
Rehabilitation of offenders: 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.