Play Worker

Ulverley School

Rodney Road

Solihull

B92 8RZ

Telephone Number: 0121 742 3251

Email Address: abristol@ulverleyschool.co.uk

Job Start Date: 1 October 2022

We are looking for someone with excellent inter-personal who can support our out of school club manager in providing and promoting a safe and stimulating environment suitable for the wellbeing and development of children.

The successful candidate will have the ability to work in a busy and varied environment whilst remaining calm, friendly, and respectful towards pupils, staff, parents/carers, and visitors. The post holder will be efficient, reliable and have the ability to work on their own initiative. Prior experience of working in this environment would be preferred but not essential.

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: 15 August 2022, 12 midday

Please complete the Robin Hood MAT application form and return to Amy Bristol on abristol@ulverleyschool.co.uk

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.