- Vacancy Reference
- JOB002211
- Job Title
- Lunchtime Supervisor
- Job Start Date
- 1 November 2024
- Salary Range
- FTE £22,829 to £24, 805 pro rata, actual salary £4,034 “pay award pending effective 1st April 2024”
- Hours Per Week
- 7.5
- Working Pattern
- Term time only
- School Address
-
Hallmoor School
50, Scholars Gate
Birmingham
B33 0DL
Telephone number: 0121 809 0885 - Contact Email
- recruitment@fet.ac
- Contract Type
- Permanent
- Closing Date
- 17 October 2024, 9:00am
- Job Information
-
An exciting opportunity has arisen for Lunch Time Supervisors at The Hallmoor School.
You will be responsible for supervising and the pupils during their lunchtime break.
Hallmoor School caters for the needs of an increasingly diverse pupil population with a wide range of educational difficulties, ranging from moderate, severe, and complex needs. Some pupils also present with communication, physical, sensory, behavioural, or autistic difficulties requiring additional adult support and specialist intervention.
Forward Education Trust is committed to recruiting and retaining the highest quality staff. To do this, we have an Employee Value Proposition offering a range of benefits to help our staff on a personal and professional level, which includes:
Teacher Pension or Support Staff Local Government Pension – Employer Contribution
FET HUB – information all in one place, access to a range of benefits
Paid for Health Cash Plan – employee and dependent children benefit – option to add partner
Employee Questionnaire – Consultation with staff on a range of issues and ideas
Salary sacrifice scheme – Cycle to Work Scheme
Access to the NHS approved Thrive App – to support mental health and well-being
Comprehensive induction and probation support and an ongoing performance management and appraisal system
Easy purchase scheme (salary deduction) – Smart Tech in association with Currys Enhanced
Employee Assistance Programme – free, totally confidential advice, with face-to-face consultations
Personal and professional learning and development – including FLICK online learning and other resources
Access to discounts and offers from Reward Gateway and MyPerks
Occupational Health Service – accessible to support the needs of individual staff
Staff recognition – e-cards to celebrate success among colleagues
Mental Health First Aiders
Policies being developed to support positive health and well-being: Family Friendly Working, Special Leave of Absence, Flexible Working, Menopause
Staff recognition – awards throughout the year, in line with Trust behaviours and values
A commitment to develop new ideas to show we really value what you do for our children
The Trust may review applications upon receipt and may call applicants for interview prior to the advert closing date.
Therefore, you are encouraged to make an early application for this role and we reserve the right to close the vacancy earlier than the advertised closing date.
- This post is covered by Part 7 of the Immigration Act (2016). Therefore the ability to speak fluent and spoken English is an essential requirement for this role.
- Safeguarding
- 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.
- References
- All applicants will be required to provide two suitable references.
- Short-listed candidates
- An online search will also be carried out as part of due diligence on all short-listed candidates.
- Terms and Conditions
- This post is not part of the City Council and the successful candidate will not hold a Birmingham City Council Contract of Employment.
- 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.