Trust Attendance Advisor

Fairfax Multi- Academy Trust

Fairfax Road

Sutton Coldfield

West Midlands

B75 7JT

Telephone Number: 0121 788 4100

Email Address: recruitment@fmat.co.uk

Job Start Date: September 2022 or as soon as possible thereafter

In response to the challenges faced by schools, on a national level, to engage families and encourage regular attendance to school in a post pandemic world, we are pleased to be recruiting a Trust Attendance Advisor to join our strong, highly regarded and supportive team of education professionals who are part of the wider school improvement team within the MAT. This post plays a key role in supporting families to improve their child’s attendance and thus attainment.

The school improvement team has developed over the past twelve months and we have recently begun to explore our offer to FMAT students. The MAT has made the decision to fund and bring ‘in house’ supportive services from a high-quality Attendance Advisor to work alongside the central and academy level pastoral and attendance teams.

The MAT has made additional investment in these services to increase capacity in response to rising demand, to support student attendance and to add additional support to our multi-disciplinary team. This post also plays a key role in safeguarding students by ensuring they attend school every day.

This is an excellent opportunity for a strategic and enthusiastic Attendance Advisor who is committed to working with others to ensure the best possible outcomes for our young people and their families.

We are looking to appoint a Trust Attendance Advisor who:

• is creative, enthusiastic and passionate about the link between attendance and student outcomes and wellbeing

• enjoys working with children, young people, their families and schools

• is able to build good relationships and work well with others

• is proactive, dynamic and flexible with great communication skills, both oral and written

• is committed to early identification, overcoming barriers, promoting inclusion and improving the lives and wellbeing of all children, young people and their families

We offer:

• a supportive induction, regular high-quality supervision

• excellent peer support

• regular bespoke and general CPD and training opportunities through our MAT wide professional learning offer

• excellent ICT facilities

• opportunities to develop specialist interests

• membership of LGPS

• a growing range of employee perks and benefits including salary sacrifice opportunities

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: 30 June 2022, 10am

Interviews w/c 4 July 2022

We welcome applications from all candidates with experience of managing attendance in a school setting and with a proven track record of contributing towards raising attendance within a school setting.

For further information or an informal discussion about the role, please contact Karen Cornell at: k.cornell@fmat.co.uk

Please apply online

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 all necessary pre-employment checks, including: an enhanced DBS; Prohibition check; 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.