The Reach Free School is seeking to recruit new Exam Invigilators to work alongside our internal staff in supervising both public and internal examinations.

Working hours are typically from 8.30am to approximately 4.15pm, with some flexibility depending on the exam schedule.

Previous experience is not required, as full training will be provided. Applicants will, however, be asked to declare any prior invigilation experience and any current maladministration or malpractice sanctions.

The Reach Free School is a successful secondary school which celebrated its tenth anniversary in 2023. The oversubscribed school is a popular choice for local families. The school has excellent modern facilities built in 2018 right in the heart of the community that it serves. If the challenges of working in a local secondary school appeal to you, then we would like to hear from you.

Further information is available from our website: www.reachfreeschool.co.uk

Potential candidates are encouraged to contact The Reach Free School with any questions on 01923 711517 or via email to Mrs K McKay, HR Officer at kmckay@reachfree.co.uk  

The School reserves the right to withdraw this listing before the closing date below and early application is encouraged.

Closing date for applications:    Wednesday 14th January 2026

Interviews to take place:             Wednesday 21st January 2026

Training to take place: Monday 9th February 2026

Safer Recruitment

The Reach Free School is dedicated to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment. To ensure we fulfil this responsibility, all candidates will undergo a thorough selection process designed to deter and identify unsuitable applicants. Details of this process are outlined below. Should you require further information, please do not hesitate to contact the school.

Disclosure

This role involves significant access to children, and any appointment will be subject to an enhanced Disclosure and Barring Service (DBS) check for previous criminal convictions. Candidates must disclose any convictions, cautions, or bind-overs, including ‘spent convictions’ as defined under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020), prior to appointment. Failure to disclose relevant information may result in termination of employment. However, a criminal background will not automatically exclude individuals from employment; each case will be considered based on the nature and timing of the offence(s).