We have a vacancy for a Lunchtime Supervisor who is hardworking and reliable to join our team of friendly, experienced staff.  You will supervise children in the dining hall, playground and classrooms. Previous experience is not necessary but you will need an interest in working with children and be an excellent role model.

Start date:  January

All candidates are advised to refer to the job description and person specification before making an application. The successful candidates will be reference checked.

Applications can be submitted on line or an application pack can be collected from school reception. Only online applications or our school application form will be accepted.  CV’S will not be accepted.

Walmley Junior School is committed to safeguarding and protecting the welfare of children and expects all staff and volunteers to share this commitment.  A DBS disclosure at an Enhanced Level will be required for this post.

This post is covered by Part 7 of the Immigration Act (2016). Therefore the ability to speak fluent 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. The successful candidate will be subject to all necessary pre-employment checks, including:

Support Staff enhanced DBS; 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.

Terms and conditions Applicants please note: This post is not part of the City Council and the successful candidate will not hold a Birmingham City Council Contract of Employment. Please use the contact details in the advert for information on actual employment conditions.

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.