Birmingham City Council

Pastoral Assistant for Post-16

Location
St. Edmund Campion Catholic School
Salary
£21,269 to £27,514 pro-rata
Posted
13 Jun 2022
Closes
08 Jul 2022
Contact
hr @sjp2.net
Sector
Education
Contract Type
Permanent
Working Pattern
Standard
Hours
Full-Time

Pastoral Assistant for Post-16

£21,269 to £27,514 pro-rata

Hours per week: 36.5 -  term time plus 3 days

Contract Type: Permanent

St. Edmund Campion Catholic School

Sutton Road

Birmingham

B23 5XA

Telephone Number: 0121 464 7700

Email Address: hr@sjp2.net

Job Start Date: September 2022

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 Catholic School is looking to appoint a Pastoral Assistant from September 2022. This role will provide a specialist service, with its main focus on the Post-16 students in the school, within the wider pastoral and administration team, to support the school in delivering on its Behaviour for Learning policy to ensure that all pupils are

able to be academically successful and are well supported in this.

St Edmund Campion Catholic School is a large 11-19 secondary school located in the north of Birmingham predominantly but not exclusively serving the Erdington community.

We are looking to appoint a welcoming, professional, and experienced person to fulfil this important role. The position is to start in September 2022.

Whilst experience working in a school environment is desirable, it is not essential. Governors wish to appoint someone who:

• has a positive outlook and a good work ethic

• will contribute to the school ethos, values, and mission statement

• will communicate effectively with parents, pupils, visitors, and staff

• has high expectations for all pupils and is able to relate well to pupils in a calm and authoritative manner

• remains calm and positive under pressure

• can work with minimum supervision and as part of a team

• will use initiative to support the Headteacher, Senior Leadership Team, Director of Post-16 and school staff

• has good levels of literacy and ICT skills

• has experience of supervising Post 16 students and maintaining a positive and professional learning environment

Closing Date: 8 July 2022, 10am

Interviews will take place week commencing Monday 11 July 2022

For more information about St. Edmund Campion Catholic School please visit our website

Please note we do not accept CVs. Applications will only be considered if received on a

Catholic Education application form, which can be found by visiting the following website

 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.

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.
 

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