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2 OUR AIMS At Stopsley High School our commitment is to: High Expectations, High Achievement and Learning for Life We will work to promote a calm, safe and welcoming ethos where we are committed to: We aim to do this by: Putting Learning First Inspiring and encouraging students to develop as healthy, active and successful individuals who can adapt to the challenges of living and working in the 21 st Century. Creating an inclusive environment where every individual is valued in a fair and equal manner. Developing broad, challenging and relevant curriculum and enrichment programmes that are fully supported by effective strategies for teaching and learning. Working in partnership with parents/carers to promote self-discipline, individual responsibility, respect for others and respect for the environment. Recognising, nurturing and celebrating success, talents and abilities. Striving to create a rewarding and supportive environment that is accessible to all. We will work together to promote our school as a centre of excellence for the Stopsley community, encouraging everyone to strive to achieve their best. 2

3 Dear Applicant, I am delighted you have expressed an interest in working at Stopsley High School where we have a strong commitment to high quality teaching and learning and a friendly, positive ethos. We are proud of the successes of our students. We aim for each one of them to excel within our supportive community where standards are high and our expectations are clear and consistent. We are part of the Luton Futures partnership of schools with a joint vision that as a partnership of excellence we will share our expertise to ensure a brighter future for the children of Luton. Artsmark Gold, Sportsmark and NACE Challenge Awards are all national recognitions of the work that we do with our young people. These significant awards allow and require us to constantly put the needs of our school community first. This also illustrates our commitment to the development of all staff and students at the school. We have strong links to Higher Education and are recognised as a centre of excellence for initial teaching training. Many of our staff mentor and lecture on the PGCE. The support and development systems we have for new staff are very strong indeed. I feel confident that any teacher, after a period of time at Stopsley, with the range and depth of experience to be gained, will be well equipped to move to the next stage of their career. Finally can I encourage you to visit Stopsley High School and meet the staff and students? They are the greatest strength of the school and they will inspire you, as they did me and many others, to apply for a post at one of the region s most exciting schools. 3

4 I hope you find the information helpful. To read more about the school, visit our website at: If you are unclear on any aspect of the application process please do not hesitate to contact for clarification on Post: H.R. Officer, Stopsley High School, St Thomas Road, Luton LU2 8UX Please ensure you provide the name, address and status of two referees, one of whom should be you most recent employer. Candidates should be aware we will seek references on short-listed candidates for all positions at Stopsley High School and may approach previous employers for information to verify particular experience or qualifications before interview. I wish you well and thank you once again for your interest in what we believe will be a challenging and rewarding post. Yours sincerely, KAREN JOHNS Headteacher POST OVERVIEW & EXPLANATORY NOTES Applications will only be accepted from candidates completing the school s application form. Please complete ALL sections of the application form that are relevant to you as clearly and fully as possible. CVs will not be accepted in place of a completed application form. SAFEGUARDING CHILDREN & YOUNG PEOPLE We are committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks, including enhanced DBS checks. Candidates should be aware that all posts at Stopsley High School will involve some degree of responsibility for safeguarding children and young people. Accordingly this post is exempt from the Rehabilitation of Offenders Act 1974 and all convictions, cautions and bind-overs, including those regarded as spent, must be declared. If you are currently working with children on either a paid or voluntary basis, your current employer will be asked about disciplinary offences including those related to children or young people (whether the disciplinary sanction is current to time-expired) and whether you have been the subject of any child protection allegations or concerns and, if so, the outcome of any investigation or disciplinary proceedings. If you are not currently working with children, but have done so in the past, the previous employer will be asked about these issues. 4

5 Where neither your current or previous employment has involved working with children or young people, your current employer will be asked about your suitability to work with children although it may, where appropriate, be answered not applicable if your duties have not brought you into contact with children or young people. CHILD PROTECTION POLICY Stopsley High School fully recognises its responsibilities for child protection. Our policy applies to all staff, governors and volunteers working in the school. There are five main elements to our policy: Ensuring we practise safe recruitment in checking the suitability of staff and volunteers to work with children. We will seek to deter unsuitable staff, paid or voluntary. Raising awareness of child protection issues and equipping children with the skills needed to keep them safe. Developing and then implementing procedures for identifying and reporting cases, or suspected cases, of abuse. Supporting pupils who have been abused in accordance with his/her agreed child protection plan. Establishing a safe environment in which children can learn and develop. INTERVIEW PROCESS After the closing date, short-listing will be conducted by a panel who will match your skills/ experience against the criteria in the Person Specification. You will be selected for interview entirely on the contents of your application form, so please study the job description and person specification carefully before you complete your form. All candidates invited to interview must bring the following documents: Documentary evidence of the right to work in the UK Documentary evidence of identity that will satisfy DBS requirements such as a current driving licence including a photograph and/or a passport and/or a full birth certificate Documentary proof of current name and address (i.e. utility bill, financial statement, etc. that is no more than 2 months old) Where appropriate any documentation evidence a change of name Documents confirming any educational or professional qualifications that are necessary or relevant for the post. Please note that original documents are necessary. Photocopies or certified copies are not acceptable. We will seek references for short-listed candidates and may approach previous employers for information to verify particular experience or qualifications before interview. Any relevant issues arising from references will be taken up at interview. 5

6 In addition to the candidates ability to perform the duties of the post the interview will also explore issues relating to safeguarding and promoting the welfare of children including: Motivation to work with children and young people Ability to form and maintain appropriate relationships and personal boundaries with children and young people Emotional resilience in working with challenging behaviours Attitudes to use of authority and maintaining discipline. Conditional Offer: Pre-Employment Checks Any offer of employment will be conditional upon: Verification of right to work in the United Kingdom Receipt of at least two satisfactory references Verification of identity and qualifications Satisfactory DBS Disclosure Verification of professional status such as QTS, NPQH (where required) Satisfactory completion of a Health Assessment Where the successful candidate has worked or been resident overseas in the previous five years, such checks and confirmations as may be required in accordance with statutory guidance. You should be aware that provision of false information including information relating to health is an offence and could result in your application being rejected or summary dismissal if you have been selected. 6

7 JOB DESCRIPTION TITLE: General School Technician SCHOOL: Stopsley High School RESPONSIBLE TO: Assistant Hedteacher/Head of Department GRADE: Level 2 PURPOSE OF POST: Provide technician services across the school as required by departments in order to enhance the teaching & learning opportunities for students. ORGANISATION CHART: Headteacher Assistant Headteacher Head of Department General Technician PRINCIPAL RESPONSIBILITIES: 1. Support teachers across the school by preparing materials and resources for classes; setting up classroom displays; ordering and receiving materials and stock for the department; machine and tool maintenance, and assisting the work of students during practical activities. 2. Under the direction of the class teacher, support the teaching and learning of individuals or groups of students in lesson. This will include using support strategies appropriate to the needs of pupils, providing feedback and liaising with the teacher over any problems. 7

8 3. Contribute to the development of a purposeful working atmosphere by implementing the school s behaviour policy and any other related policies and procedures. 4. Contribute to the care, health and safety of pupils in accordance with the school s health and safety and related policies. 5. Contribute to the order and cleanliness of the classroom environment. E.g. tidying the class, cleaning up spills, etc. 6. Support the school community with general technician duties as and when required. 7. Any other duties of a similar level and responsibility as may be required from time to time. Notes: The above responsibilities are subject to the general duties and responsibilities contained in the statement of Conditions of Employment This job description allocates duties and responsibilities but does not direct the particular amount of time to be spent on carrying them out and no part of it may be so construed This job description is not necessarily a comprehensive definition of the post. It will be reviewed at least once a year and it may be subject to modification or amendment at any time after consultation with the holder of the post The duties may be varied to meet the changing demands of the school at the reasonable discretion of the Headteacher This job description does not form part of the contract of employment. It describes the way the post holder is expected and required to perform and complete the particular duties as set out in the foregoing Flexibility All school staff may be required, from time to time, to work as directed by the Headteacher to provide cover for administrative functions within the school. This may include exam invigilation, student supervision and other duties not normally detailed elsewhere within their job description. Standards and Quality Assurance 1. Support the aims and ethos of the school 2. Set a good example in terms of dress, punctuality and attendance 3. Follow and uphold school policies 4. Participate in staff training 5. Develop links with the governors, Luton Education Authority and neighbouring schools. These responsibilities may be amended at any time in the future by the Headteacher in order to respond to the changing demands and needs of the school, national initiatives and statutory legislation. 8

9 We are committed to safeguarding children and young people. We adhere to stringent recruitment procedures and all postholders are subject to a satisfactory enhanced Disclosure & Barring Service check. The post is exempt from the Rehabilitation of Offenders Act DIMENSIONS: Supervisory Management: None Financial Resources: Physical Resources: Other: None Classroom materials, equipment and resources Stocktaking and replenishment of materials CONTEXT: All support staff are part of a whole school team. They are required to support the values and ethos of the school and school priorities as defined in the School Improvement Plan. This will mean focussing on the needs of colleagues and pupils and being flexible in a busy pressurised environment Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. Therefore, it is essential in making your application you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders 1974 (Exemptions) (Amendments) Order Therefore, applicants are not entitled to withhold information about convictions which for other purposes are spent under the provision of the Act, and, in the event of the employment being taken up, any failure to disclose such convictions will result in dismissal or disciplinary action by the Authority. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment. Physical Effort: The job is likely to involve some lifting and moving of equipment and materials on a regular basis. Training will be provided. Working Environment: Due to the nature of the job, the successful applicant will be required to wear and deploy appropriate PPE dependent on the environmental needs. The School is committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment. Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service. 9

10 Person Specification: General School Technician This acts as selection criteria and gives an outline of the types of person and the characteristics required to do the job. Essential (E) :- without which candidate would be rejected Desirable (D):- useful for choosing between two good candidates. Please make sure, when completing your application form, you give clear examples of how you meet the essential and desirable criteria. Attributes Essential How Measure d Desirable How Meas ured Experience Some experience of planning, monitoring and assessment of safety procedures. Some experience of working in an educational setting. Some experience of working with people with a range of special needs. Experience of working in a manufacturing or engineering environment. Skills/Abilities Able to contribute constructively to and work effectively as a member of a team. Able to work on own initiative with teachers/teaching assistants within an agreed framework and set of objectives. Able to communicate effectively at a range of levels, e.g. with staff, students and other professionals. Able to contribute to the support of children in all areas of personal and educational development. Able to keep accurate records. Basic information technology skills, e.g. word-processing, databases, spreadsheets. Equality Issues Able to recognise common forms of discrimination and to report this if detected. 10

11 Some understanding of the issues in an urban multicultural context. Specialist Knowledge Education and Training Other Requirements Show a personal commitment to safeguarding and promoting the welfare and rights of young people. Able to contribute towards a safe environment for students. Knowledge of health & safety regulations. Able to commit to relevant job training. Willing to undertake First Aid training and to apply this in the school. A* - C (9-4) or equivalent for GCSE maths & English.,4 Some knowledge of how pupils learn. Some knowledge of curriculum requirements. Some knowledge of manufacturing/construction industry. ( 1 = Application Form 2 = Interview 3 = Test 4 = Proof of Qualification 5 = Practical Exercise ) We will consider any reasonable adjustments under the terms of the Disability Discrimination Act (1995), to enable an applicant with a disability (as defined under the Act) to meet the requirements of the post. The Job-holder will ensure that Luton Borough Council s policies are reflected in all aspects of his/her work, in particular those relating to; (i) Equal Opportunities (ii) Health and Safety (iii) General Data Protection Regulations (2018) 11