Chapel Allerton is a vibrant and diverse area in North Leeds. Our school is central to the local community and we relish the challenge of supporting all children and families to achieve their full potential. Chapel Allerton Primary School was graded Good by Ofsted and pupils make excellent progress to achieve high standards. If you would like to learn more about our school, please visit our fantastic Facebook page.
This school is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Appointments are made subject to an enhanced Disclosure Barring Service check and satisfactory references.
Year 3 Part time Class Teacher Vacancy (maternity leave)
We wish to recruit a talented and enthusiastic class teacher to work in Year 3. We are interested in candidates with a belief in creative, cross-curricular learning and a passion for delivering a broad, balanced curriculum.
The post is to work Mondays, Tuesdays (full days) and Wednesdays (until 2.00pm) to cover a maternity leave. The temporary appointment will be from 25.02.19 - 31.12.19.
The successful candidate will join a team of caring, hardworking practitioners and be both supported and challenged to enhance their teaching skills.
Candidates are warmly invited and encouraged to visit the school to look around and meet the Headteacher on Tuesday 22.01.19 at 2.15pm. If you wish to visit, please e-mail Claire Easton at email@example.com.
The closing date is 29.01.19 at 11.00am - please e-mail completed application forms to the above e-mail address.
We intend to hold interviews on Tuesday 05.02.19.
Important Notes re Applications
Thank you for your interest in joining our school. Please read the important information below carefully before making an application.
If you wish to be considered for this post please complete the application form, providing full details of your education and employment history, including any unpaid or voluntary work. Where there are gaps in your employment please state the reasons why (e.g. gap year, career break, unemployed, etc).
If you are shortlisted we will normally take up references before the interview date. The information we request will relate to salary, length of service, sickness absence record and suitability to work with children. Please note that it is essential that you name two referees who are willing to provide a reference for you – please check with referees before putting their names down that they are happy to do this. One referee must be your current or previous employer. No contract can be offered without two successful references. Copies of references or references that are addressed ‘to whom it may concern’ will not be accepted. On receipt of references, your referees may be contacted to verify any discrepancies or anomalies.
CVs are not accepted as part of the application process.
This section of the form is very important. It gives you an opportunity to explain why you are applying and why you are the best person for this job. Use the job description and person specification as your guide and give specific examples, where possible, to demonstrate how you match the requirements for this post. If you do not have enough space, please attach a separate sheet.
Please remember to sign the declaration on the final page of the application form.
As part of the selection process, in addition to assessing your skills and knowledge against the requirements of this role, specific questions will be asked to assess your suitability to work with children.
Under the Disability Discrimination Act 1995 and 2005, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore committed to meeting, wherever possible, any needs you specify on the application form. Please contact the school if you need to discuss this in any detail.
We will consider any reasonable adjustments under the terms of the Disability Discrimination Act to enable an applicant with a disability (as defined under the act) to meet the requirements of the post.
Induction and Continuous Professional Development
The Headteacher and Governing Body of the school are committed to ensuring your wellbeing and continuous professional development in this role. On appointment your line manager will discuss an appropriate induction programme with you that will help familiarise you with the culture of the school, local practices, policies and expectations.
You will be offered the opportunity to further develop your professional knowledge by participating in various training events and, where appropriate, working towards further qualifications.
Disclosure Barring Service
Employment at this school is subject to an enhanced check with the Disclosure Barring Service. Checks will also be made against the Protection of Children List (PoCA) and the DCSF List 99. All such checks must be satisfactory before we confirm any offer of an appointment.
Under the Rehabilitation of Offenders Act 1974 (Exemption Amendment) Order 1986, there are a number of jobs where we must take account of convictions, even though they are ‘spent’. All posts at this school are regarded as such. However, spent and/or unspent convictions may not necessarily make you unsuitable for appointment.
Validation of Qualifications
All shortlisted candidates will be asked to bring original certificates of relevant qualifications to interview. These will be photocopied and kept on file and may be confirmed as genuine with the relevant awarding bodies.
Right to Work in the United Kingdom
Under the asylum and Immigration Act 1996, it is a criminal offence to employ anyone who is not entitled to live or work in the United Kingdom. Applicants can expect us to ask for proof of this at interview stage, where you will be asked to provide some original documentation to confirm that you are eligible to work within the UK. Photographic proof of identity will also be required.
This school is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We have a designated senior member of the leadership team who is responsible for referring and monitoring any suspected case of abuse. All members of staff will receive training in line with our child protection policy.
We recognise that children cannot be expected to raise concerns in an environment where staff fail to do so. Therefore our policy is to ensure that all staff are made aware of their duty to raise concerns about any inappropriate attitude or actions of colleagues.
Code of Conduct and Personal Behaviour
The school believes that it is essential for standards of conduct at work to be maintained to ensure delivery of quality services and also to protect the wellbeing of all its employees and pupils.
The Headteacher and Governing Body regard everyone working at our school as a role model to our pupils. As such employees should conduct themselves with integrity, impartiality and honesty. Furthermore, everyone in the school has an absolute duty to promote and safeguard the welfare of children. Registered teachers are in addition bound by codes and professional values of the GTCE (General Teaching Council, England). While registered teachers are bound by the code, the school considers the principles to apply to all staff employed at the school.
We are committed to promoting best practice in our efforts to eliminate discrimination and to create a working and learning environment were all are treated fairly and with respect.
We take action to ensure that nobody is treated less favourably than anyone else because of their colour, race, ethnic or national origin, religion, gender, sexual orientation, disability or age.