Teacher - ECT at St Mary's Church of England Primary School

New

Job Reference #

EDV/2026/SMCEPS/59491

Location

Lodge Hill Road, Selly Oak, Birmingham, West Midlands, B29 6NU

Contract Type

Permanent

Contract Term

Full-Time

Salary

£32,916.00 - £34,823.00 Annually (Actual)
Main Scale 1 or 2

Closing Date

4:00pm, Thu 21st May, 2026

Start Date

01.09.26

Positions Available

Positions Available 1

Suitable for ECTs

Interview Date(s)

2nd or 3rd of June 2026

Interview Date(s) 2nd or 3rd of June 2026

About this Role

Teacher - ECT

(MPS 1 or 2)

Required from the start from 01.09.26

ST MARY’S CE PRIMARY SCHOOL,

LODGE HILL ROAD, SELLY OAK, B29 6NU TEL: 0121 675 1729 EMAIL: enquiry@stmryb29.bham.sch.uk https://www.stmarys-sellyoak.co.uk/

We are looking to appoint a committed, enthusiastic and reflective classroom practitioner who is able to engage well in the ECT induction program. This role will enable you to join our welcoming and collaborative teaching team. This role is likely to be in Y2, 3, 4 or 5.

Visits to the school are strongly recommended . Planned tour dates: 14.05.26 @ 14.30 or 16.00.

(If you are unable to make one of the dates listed, please contact the school office to arrange a suitable time. )

St Mary's provides a warm and friendly working environment where staff can flourish and all are committed to 'bringing out the best' in our pupils and each other. We invite you to join our successful team who are supported by our ambitious and understanding Senior Leadership Team and Governors.

This role provides the opportunity to teach children who enjoy learning and launch your teaching career.

We are looking for a teacher who is:

• Committed and enthusiastic.

• Able to bring out the best in children and make learning fun.

• Has an understanding of curriculum expectations.

• Enthusiastic to create exciting and challenging learning opportunities.

• Has an understanding of the differing needs and adapt lesson resources for pupils.

• Committed to working closely with the school community.

• Keen to become part of our successful team.

• Able to foster and develop a caring ethos, in support of our school’s Christian vision and values.

Our Vision:

Our school is committed to bringing out the best in each other so that every member of the school community can know 'life in allits fullness'. (John 10:10)

We can offer the successful candidate:

• The opportunity to work with fantastic children who love coming to school.

• The opportunity to collaborate with an experienced ECT mentor.

• A highly dedicated, friendly and supportive staff where Senior Leaders understand and appreciate colleagues.

• A pro-active, welcoming and supportive community.

• A commitment to high quality professional development in a highly successful school.

• A context where there are consistently high standards of achievement at the end of Key Stage 2.

This post is covered by Part 7 of the Immigration Act (2016) and therefore the ability to speak fluent and spoken English is an essential requirement for this role.

Safeguarding

This school is committed to safeguarding and promoting the welfare of children and expect all staff to share this commitment. As this is our top priority, we encourage applicants to review our Safeguarding and Child Protection Policy.

The successful candidate will be subject to all necessary pre-employment checks, including:

enhanced DBS; Prohibition check; Childcare Disqualification (where applicable); qualifications (where applicable); medical fitness; identity and right to work.

References

All applicants will be required to provide two suitable references.

Short-listed candidates

An online search will also be carried out as part of due diligence on all short-listed candidates.

Rehabilitation of Offenders

This post is exempt from the Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020.

Which means that when applying for certain jobs and activities certain spent convictions and cautions are ‘protected’, so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.

Further information about filtering offences can be found in the DBS filtering guide.