• Quality-first classroom practice; 
• Positive impact on pupil outcomes;
• Expertise in Talk for Writing; 
• Precision assessment and responsive teaching;
• Leading a range of professional development (including coaching and model lessons) 
• Professional leadership

Closing date for applications:  8.00am on Friday 6th February 2026

Interviews:                                         Wednesday 11^th February 2026

Post commencing on:                  Easter 2026

Post Ends on:                                   31st August 2027

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

Please ensure that references include your most recent employer and that the contact email is their professional NOT their personal email address.

The successful candidate 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 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.

It is the aim of the Council to recruit the most suitable candidate for a post solely on the basis of their skills, experience and knowledge in relation to the requirements of the post.  As long as an individual meets the required criteria for the post, no person seeking employment with the Council will be treated less favourably than any other person or group because of their: Ethnic origin, Religion, Gender, Sexual orientation, Marital status, Disability, Age