PIRTON HILL PRIMARY SCHOOL

Cleaning Operative(s) Required

You will be required to work mornings, 6:00am to 8:00am, OR afternoons, 3:30pm – 5:30pm;  Monday to Friday. 

You will be contracted for 50.2 weeks per year.

 We are looking to appoint two Cleaning Operatives to join our friendly site team who will:

•  understand and follow instruction and also use their initiative;
• ensure the school is a clean and safe environment for our pupils, staff and visitors;
• work effectively as part of a team;
• have high standards of cleanliness

The successful candidates must be able to converse with ease with members of the public and provide effective help and advice in accurate and fluent spoken English.

Please take time to read the attached letter and job description for more information. 

If you require any further information please contact Lynne Jaggers – HR Manager – Tel: 01582 507924 or email: lynnejaggers@pirtonhill.co.uk

Please note that if you are shortlisted for this role, or an alternative role, an online name search will be undertaken, as per Keeping Children Safe in Education.  The purpose of the search is to help identify any incidents or issues that have happened, and are publicly available online, which the school might want to explore with you at interview.  Further information on how online searches will be undertaken can be found in our schools Recruitment and Selection Policy.

CVs will not be accepted for any posts based in schools. The school is committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment.  Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure & Barring Service (DBS).             

 This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders 1974 (Exemptions) (Amendments) Order 1986. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up, any failure to disclose such convictions will result in dismissal or disciplinary action by the Authority. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment.