Vacancy Reference
JOB003213
Job Title
Counselling Coordinator
Job Start Date
28 April 2025
Salary Range
£29,346 to £32,259 pro rata, actual salary £25,029 to £27,513
Hours Per Week
37
Working Pattern
Term time only
School Address
Summit Learning Trust
Solihull Sixth Form College
Widney Manor Road
Solihull
B91 3WR
Telephone number: 0121 704 2581
Contact Email
recruitment@summitlearningtrust.org.uk
Contract Type
Permanent
Closing Date
18 March 2025, 9:00am
Job Information

Join our friendly, thriving and supportive team here at Solihull Sixth Form College. We aspire to be outstanding professionally and personally, taking time to invest in everything we do, to develop transformative life chances for all of our learners and to stretch their potential to the full.

Solihull Sixth Form College is a large, culturally diverse specialist in A Levels and Level 3 BTEC qualifications, and part of the Summit Learning Trust.

The successful applicant will coordinate the college’s student counselling service which provides a professional and confidential counselling service to students, promoting their emotional health and wellbeing and building their resilience to help them cope with the difficulties they face. You will also take the role of counsellor working with your own caseload of students and have BACP membership or affiliation to another recognised professional counselling body such as UKCP, and a Level 5 Diploma or equivalent in Counselling.

You will have previous experience in delivering a face to face counselling/therapy service for individuals or groups, ideally with under 18s in a post 16 setting. You will be able to work independently, flexibly and prioritise your workload and have good organisational and communication skills. You will have experience coordinating counselling or wellbeing services, including managing schedules.

Why work for us?

We offer a range of wellbeing and work-life balance benefits to recognise and reward the essential contributions our colleagues make to our success and growth.

These include access to:

• employee assistance programme

• high quality training and support in and across academies enabling career progression

• wellbeing advocates

• lifestyle benefits and discount schemes, including gym discounts and cycle to work scheme

• health protection scheme alongside flu jab and eyecare vouchers

• generous employer pension schemes

 

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.

How to apply:

Please visit our website

Please note we do not accept CV’s.

Interviews will take place on Thursday 27 March 2025.

We positively welcome applications from all sections of the community. Summit Learning Trust is proud to be an equal opportunities employer and we are determined to ensure that no applicant or employee receives less favourable treatment on the grounds of gender reassignment, age, disability, religion or belief, sex, sexual orientation, marital status, pregnancy/maternity or race.

 

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.