Vacancies

St. Michael’s School expects all applicants and candidates for any role with us to undergo appointment screening, as part of our Safer Recruitment Policy.  This policy is available on request and can also be read by candidates at the point of application.  It has due regard to the Welsh Government statutory guidance “Keeping Learners Safe” which is available online and provides guidance on the ideal recruitment process to ensure safeguarding principles are upheld and unsuitable people are prevented from working with children.  It also draws content from the predecessor to “Keeping Learners Safe” which was 34/02 “Child Protection: Preventing Unsuitable People from Working with Children and Young Persons in the Education Service” given the usefulness and value of some of the information there. Key principles of this process are:

• CVs are not accepted as a method of application, though you are welcome to provide one, but it is not essential.  We have a standard application form and all gaps between employment, whether for study or any other reason, must be detailed.  You must also complete a criminal record declaration.  Questions will be asked about any gaps in employment or criminal convictions at interview.
• Written references, one of whom must be your current or most recent employer, will be sought prior to interview.  We will take steps to verify references where necessary.
• Where qualifications are relevant to the role or required, we will take steps to verify these and original certificates must be provided.
• An Enhanced DBS Disclosure (including Barred List Check) will be required prior to appointment for all roles, therefore you should ensure that you have suitable Photo ID available, original proofs of address and any other documents requested as part of the DBS application process.
• Employment can only commence once all the relevant conditions have been met.  Failure to provide accurate information during the process or non disclosure of relevant/required information could result in a job offer being withdrawn or later dismissal from a post, therefore care should be taken in this regard.
• Before commencing employment you will be required to read and understand our Staff Code of Conduct and Safeguarding & Child Protection Policy which is applicable to all members of staff, regardless of their role or responsibilities.  At appointment, all new employees will also complete an online module in safeguarding as part of the documented induction process.  Ongoing training will then be provided throughout employment.

Applications are processed according to our Privacy Notice

St. Michael’s School is committed to safeguarding and promoting the welfare of children & young people and expects all staff and volunteers to share this commitment.  We particularly welcome applications from under represented groups as defined in the Equality Act 2010.