About Us

Vacancies

We currently have the following vacancies;

Learning & Progress Key Stage 3-4

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Salary £20,215-£22,849 pro rata

37 hpw, 39 weeks per year. 8.30am – 4.30pm, Monday – Friday.

1 year fixed term contract.

Are you looking for a real challenge in life?  Looking to have a real impact on the lives of children?  If so, the Raedwald Trust might just be what you have been looking for.

You will be working across the Raedwald Academy Trust settings. The academies provide education for young learners who are unable to access mainstream education for medical or behavioural reasons.

We are looking to recruit in our Key Stage 3/4 provision, please put on your application a preference for any key stage or details of relevant experience in any particular key stage.

As part of the ongoing development of our service, we are seeking Learning and Progress Support workers with a strong commitment to social inclusion and improving learning outcomes for vulnerable children. We can offer you the opportunity to be part of a highly effective learning team and continued professional development.

Learning and Progress post holders work within an agreed system of supervision to support the education of children and young people at the Raedwald Trust.

You will:

  • provide high quality classroom support
  • contribute effectively to planning and preparation of learning activities and resources as required
  • have relevant experience or experience within a mainstream setting
  • be able to demonstrate effective behaviour management strategies
  • be a good team player
  • demonstrate a positive attitude towards all stakeholders
  • be flexible, resilient and calm under pressure
  • have the ability to build positive working relationships with young people
  • have GCSE English and mathematics at Level C or above (or equivalent).

As part of the Raedwald Trust Team, you will support pupils in-centre during the school day, communicate with families and outside agencies, and enable inclusion within community schools via advisory role during any outreach.

Access to personal transport is essential.

Please note we cannot accept CVs only the application form below.

For further details please contact Laura Leeder at the Trust Office on 01473 550472. Email: lleeder@raedwaldtrust.org. Informal discussions or visits to the school, prior to application, are welcomed and encouraged.

Closing date: Monday 5th October 2020, 1pm

You may be invited for interview before the closing date.

Appointment of the successful candidates will be subject to a DBS check. This is as stated in the Academy’s Safeguarding Policy to show commitment to safeguarding and promotion of welfare of children.

If you are interested in joining the Raedwald Trust, please complete the Expression of Interest form found below.

Expression Of Interest Form

Application Form for Teachers

Application Form for Support Staff

If you wish to apply for one of our current vacancies, please complete an application form. We currently have the following vacancies at the Raedwald Trust.

Safer Recruitment Policy

The Raedwald Trust is fully committed to the highest standards of safer recruitment. We implement this policy in the following ways:

We will record all information on the checks carried out in the school’s single central record (SCR). Copies of these checks, where appropriate, will be held in individuals’ personnel files. We follow requirements and best practice in retaining copies of these checks, as set out below.

New staff

When appointing new staff, we will:

  • Verify their identity
  • Obtain (via the applicant) an enhanced Disclosure and Barring Service (DBS) certificate, including barred list information for those who will be engaging in regulated activity (see definition below). We will not keep a copy of this for longer than 6 months
  • Obtain a separate barred list check if they will start work in regulated activity before the DBS certificate is available
  • Verify their mental and physical fitness to carry out their work responsibilities
  • Verify their right to work in the UK. We will keep a copy of this verification for the duration of the member of staff’s employment and for 2 years afterwards
  • Verify their professional qualifications, as appropriate
  • Ensure they are not subject to a prohibition order if they are employed to be a teacher
  • Carry out further additional checks, as appropriate, on candidates who have lived or worked outside of the UK, including (where relevant) any teacher sanctions or restrictions imposed by a European Economic Area professional regulating authority, and criminal records checks or their equivalent
  • Check that candidates taking up a management position are not subject to a prohibition from management (section 128) direction made by the secretary of state
  • We will ensure that appropriate checks are carried out to ensure that individuals are not disqualified under the 2018 Childcare Disqualification Regulations and Childcare Act 2006. Where we take a decision that an individual falls outside of the scope of these regulations and we do not carry out such checks, we will retain a record of our assessment on the individual’s personnel file. This will include our evaluation of any risks and control measures put in place, and any advice sought.
  • We will ask for written information about previous employment history and check that information is not contradictory or incomplete.
  • We will seek references on all successful candidates, including internal candidates.  We will scrutinise these and resolve any concerns before confirming appointments. The references requested will ask specific questions about the suitability of the applicant to work with children.

Regulated activity means a person who will be:

  • Responsible, on a regular basis in a school or college, for teaching, training, instructing, caring for or supervising children; or
  • Carrying out paid, or unsupervised unpaid, work regularly in a school or college where that work provides an opportunity for contact with children; or
  • Engaging in intimate or personal care or overnight activity, even if this happens only once and regardless of whether they are supervised or not

Existing staff

If we have concerns about an existing member of staff’s suitability to work with children, we will carry out all the relevant checks as if the individual was a new member of staff. We will also do this if an individual moves from a post that is not regulated activity to one that is.

We will refer to the DBS anyone who has harmed, or poses a risk of harm, to a child or vulnerable adult where:

  • We believe the individual has engaged in relevant conduct; or
  • The individual has received a caution or conviction for a relevant offence, or there is reason to believe the individual has committed a listed relevant offence, under the Safeguarding Vulnerable Groups Act 2006 (Prescribed Criteria and Miscellaneous Provisions) Regulations 2009; or
  • The ‘harm test’ is satisfied in respect of the individual (i.e. they may harm a child or vulnerable adult or put them at risk of harm); and
  • The individual has been removed from working in regulated activity (paid or unpaid) or would have been removed if they had not left

Agency and third-party staff

We will obtain written notification from any agency or third-party organisation that it has carried out the necessary safer recruitment checks that we would otherwise perform. We will also check that the person presenting themselves for work is the same person on whom the checks have been made.

Contractors

We will ensure that any contractor, or any employee of the contractor, who is to work at the school has had the appropriate level of DBS check (this includes contractors who are provided through a PFI or similar contract). This will be:

  • An enhanced DBS check with barred list information for contractors engaging in regulated activity
  • An enhanced DBS check, not including barred list information, for all other contractors who are not in regulated activity but whose work provides them with an opportunity for regular contact with children

We will obtain the DBS check for self-employed contractors.  We will not keep copies of such checks for longer than 6 months.

Contractors who have not had any checks will not be allowed to work unsupervised or engage in regulated activity under any circumstances.

We will check the identity of all contractors and their staff on arrival at the school.

For self-employed contractors such as music teachers or sports coaches, we will ensure that appropriate checks are carried out to ensure that individuals are not disqualified under the 2018 Childcare Disqualification Regulations and Childcare Act 2006. Where we decide that an individual falls outside of the scope of these regulations and we do not carry out such checks, we will retain a record of our assessment. This will include our evaluation of any risks and control measures put in place, and any advice sought.

Trainee/student teachers

Where applicants for initial teacher training are salaried by us, we will ensure that all necessary checks are carried out.

Where trainee teachers are fee-funded, we will obtain written confirmation from the training provider that necessary checks have been carried out and that the trainee has been judged by the provider to be suitable to work with children.

In both cases, this includes checks to ensure that individuals are not disqualified under the 2018 Childcare Disqualification Regulations and Childcare Act 2006.

Volunteers

We will:

  • Never leave an unchecked volunteer unsupervised or allow them to work in regulated activity
  • Obtain an enhanced DBS check with barred list information for all volunteers who are new to working in regulated activity
  • Carry out a risk assessment when deciding whether to seek an enhanced DBS check without barred list information for any volunteers not engaging in regulated activity. We will retain a record of this risk assessment
  • Ensure that appropriate checks are carried out to ensure that individuals are not disqualified under the 2018 Childcare Disqualification Regulations and Childcare Act 2006. Where we decide that an individual falls outside of the scope of these regulations and we do not carry out such checks, we will retain a record of our assessment. This will include our evaluation of any risks and control measures put in place, and any advice sought

Trustees, Governors & Members

All Trustees, governors and members will have an enhanced DBS check without barred list information.

They will have an enhanced DBS check with barred list information if working in regulated activity.

The chair of the trust board will have their DBS check countersigned by the secretary of state.

All proprietors, trustees, local governors and members will also have the following checks:

  • A section 128 check (to check prohibition on participation in management under section 128 of the Education and Skills Act 2008). [Section 128 checks are only required for local governors if they have retained or been delegated any management responsibilities.]
  • Identity
  • Right to work in the UK

Adults who supervise pupils on work experience

When organising work experience, we will ensure that policies and procedures are in place to protect children from harm.

We will also consider whether it is necessary for barred list checks to be carried out on the individuals who supervise a pupil under 16 on work experience. This will depend on the specific circumstances of the work experience, including the nature of the supervision, the frequency of the activity being supervised, and whether the work is regulated activity.

Leaving Raedwald Trust

Staff will be invited to an exit interview prior to them leaving Raedwald Trust.  Please refer to schedule 41 in the Raedwald Trust Staff Handbook on the Raedwald Trust Policies page. Click here.

Please click here to view current vacancies at the Raedwald Trust.