Vacancies

echRhyddings is an 11-16 school. As a Business and Enterprise Specialist School, Rhyddings has an exciting curriculum, which incorporates real business links wherever possible.

 

Teaching Vacancies

Lead Subject Teacher – History

Start date: 01 January, 2020
Permanent, full-time
Scale: MPS + TLR 2.2
Closing date: 12 noon, Monday 30 September
Interviews: W/b 07 October

Headteacher’s letter

Job advert

Job description

Person specification

Application form

 

Mathematics Teacher – Second in Department

Start date: 01 January, 2010 (or sooner)
Permanent, full-time
Scale: MPS + TLR 2.1
Closing date: 12 noon, Monday 30 September
Interviews: W/b 07 October

Headteacher’s letter

Job advert

Job description

Person specification

Application form

Ancillary Vacancies

Technology Technician

Start date: October 2019
25 hours per week
Salary: Grade 3 (£17 711 – £18 426: term time only, pro rata)
Closing date: 12 noon, Friday 27 September

Headteacher’s letter

Job description

Person specification

Application form

 

CHILD PROTECTION POLICY STATEMENT

In this school, the welfare of the child is paramount. 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.

All staff should understand their responsibility to safeguarding and promoting the welfare of children and young people. Staff are responsible for their own actions and behaviour and should avoid any conduct which would lead any reasonable person to question their motivation and intentions. Staff should work, and be seen to work, in an open and transparent way.

Attitudes towards promoting and safeguarding the welfare of children and young people will be scrutinised during the selection process for the post that you have applied for. If you are appointed to this post, information in relation to safeguarding and protecting children and young people will be provided at induction. This practical guidance for safe working practice will provide information about which behaviours constitute safe practice and which behaviours should be avoided.

As an employer, we have a responsibility to ensure that each prospective employee is eligible to work in the United Kingdom, in line with the requirements set out in sections 15-25 of the Asylum and Nationality Act 2006.

 

 

 

 

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