Temporary Assistant Principal at Meadhurst Primary School

New

Job Reference #

EDV/2026/MPS/95613

Location

Feltham Hill Road, Ashford, Middlesex, TW15 1LP

Contract Type

Temporary

Contract Term

Part-Time

Salary

£61,582.00 - £67,796.00 Annually (FTE)
£36,949 to £40,677 Actual Salary for 60/100 Fringe

Closing Date

11:59pm, 4th Feb 2026

Start Date

As soon as possible

Positions Available

Positions Available 1

About this Role

In joining our senior leadership team, alongside our Principal, you will provide inspirational leadership that will further improve Meadhurst Primary School for the children it serves. You will bring with you experience of excellent practice in teaching and learning and in providing opportunities for children, helping to ensure that the school is a hub of the fantastic local community of which we are so proud. You will be dedicated to inclusive practice and have the highest expectations for an outstanding education for all children, regardless of need or starting point in life. We are looking for a strategic thinker and visible leader, with a strong moral purpose to take a key role in moving our school to the next level. You will need to be an excellent communicator and enjoy empowering others.

Key requirements :

Particular focus on inclusion and behaviour
SENCO qualification desirable
SEND, SEMH and Nurture Provision experience desirable

This is a part-time, temporary role Monday to Wednesday (60/100) commencing as soon as possible until 31 August 2026.

In addition to a competitive salary, we can offer you exceptional support and first-rate leadership development and a sustained commitment from THPT to your career.

The Howard Partnership Trust is a values-based organisation and we seek to recruit individuals who can demonstrate our values. Our values will be assessed through the selection process. We therefore ask all applicants when providing their supporting statement to incorporate not only how they meet the essential criteria for the role but to also how they demonstrate our values.

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust is an inclusive employer and welcomes applications from all individuals, regardless of gender, marital status, disability, race, age, or sexual orientation.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment. As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

Please note that early applications are encouraged and recruitment activities will commence upon receipt of applications. We reserve the right to interview and appoint prior to the closing date of this advertisement.

As well as verification of identity, we ask all successful candidates to undertake an enhanced DBS disclosure. In line with Keeping Children Safe in Education (KCSIE) guidance, we may also conduct an online search about any shortlisted candidates as part of our due diligence to identify any matters that might relate directly to our legal duty to meet safeguarding duties, in accordance with Keeping Children Safe in Education (KCSIE).

SAFEGUARDING AND FURTHER INFORMATION

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. 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. 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.