Job start date: 1 March 2024
Hours per week: Full time 36.5 hours per week plus 10 days (part-time applications of 22 hours per week or more will be considered), term time only
Selly Park Girls' School
5 Selly Park Road
Telephone number: 0121 472 1238
Contract type: Permanent
Selly Park Girls’ School is a high performing 11-16 school in the south of Birmingham with 780 girls on roll and a proven record of GCSE success.
We are a successful, vibrant, happy and oversubscribed school. We consistently rank as one of the top 10 Local Authority schools in Birmingham in terms of student progress. The school has been judged as significantly above the UK average in progress for the past three years, consistently scoring within the top 20% of schools nationally. In 2022 the school was awarded Secondary School of the Year at the Birmingham School Awards and were winners of the SSAT Educational Outcomes Award 2019 for exceptional student progress.
Selly Park Girls' School is known for its high expectations, academic success, first-class education and its innovative approach. Our vision and values underpin all we do. Indeed, everyone who knows us or visits our school speaks of our distinct ethos.
We are seeking to appoint an Exam and Student Data Manager who:
* has experience with the administration, organisation and smooth running of internal/external assessment and examinations
* has an understanding and knowledge of student data and reporting, including pupil attendance data
* will be committed to supporting the vision, aims and values of Selly Park Girls' School
* will actively promote diversity, equality and inclusion within the school
In addition to being part of the welcoming and supporting Selly Park Girls' community, our school offers:
* Continuing Professional Development: All our staff have access to a wide range of CPD and training opportunities, including access to The National College online CPD platform
* Pension: Highly rated local government pension scheme
* Wellbeing: We care deeply about the wellbeing of our staff. We have termly health and wellbeing events, a school workload committee and occupational health support available
* Employee Assistance Programme: A free, confidential and independent service, available for staff to access 24 hours a day, 365 days a year. Services include counselling, as well as financial and legal support for matrimony, housing, consumer, boundary disputes, debt management and more
* Flexible Working: We endeavour to support flexible working and family-friendly policies, including job sharing. * Cycle-to-Work: The cycle-to-work scheme allows staff to obtain commuter bikes and cycling accessories, spreading the cost over 12 months and making unbeatable savings through a tax break
* Staff Discounts: Includes subsidised travel passes and access to an employee website offering discounts and cash back on hundreds of retailers, called My Rewards
This post is covered by Part 7 of the Immigration Act (2016) and therefore the ability to speak fluent spoken English is an essential requirement for this role.
Full details of the role can be found in the Applicant Information Pack
Informal inquiries should be sent to: firstname.lastname@example.org
Interviews are expected to be held in the week commencing 19 February 2024.
This school is committed to safeguarding and promoting the welfare of children and expect all staff to share this commitment. The successful candidate will be subject to all necessary pre-employment checks, including: 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.
An online search will also be carried out as part of due diligence on all short-listed candidates.
BCC is a Living Wage employer.
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.