Assistant Headteacher for a Special School in Croydon

Assistant Headteacher for a Special School in Croydon

Job overview

Salary Range: Leadership Points 6 – 12
Starting salary: £60,266
Teacher’s Term and Conditions Apply
Full Time (part time will also be considered)
Start date: September 2025 (autumn term)

The Headteacher and Governing Body invite applications from highly motivated and experienced individuals with energy and vision to join our excellent and dedicated team as our new Assistant Headteacher.

St Giles is a school for pupils with complex health needs, physical disabilities and associated learning difficulties. The school caters for pupils aged 2 to 19 and our learners are from PMLD, SLD and MLD learning pathways.

In our last Ofsted April 2023 we continued to be identified as a ‘Good School’.

We have a strong commitment to providing bespoke education which meets individuals needs and provides a memorable learning experience for all.

We are looking for a Assistant Headteacher who can provide strategic vision and leadership in all aspects of education. The successful candidate will be positive, forward thinking and able to communicate effectively.

The successful candidate will:

• Communicating the school’s vision compellingly and supporting the headteacher’s strategic leadership;
• The day-to-day management of the school;
• Formulating the aims and objectives of the school;
• Establishing policies for achieving these aims and objectives;
• Managing staff and resources to that end;
• Monitoring progress towards meeting the school’s aims and objectives;
• With the Head teacher leadership of the assessment framework across all parts of the school;
• Oversight of student well-being;
• Oversight of student behaviour promoting a positive culture of learning and safety across the school;
• Oversight of staff well-being, induction and training needs for all staff;
• Oversight of the ECT programme;
• Building positive and effective working relationships with other professionals and stakeholders.

We can offer:

• The opportunity to make a real difference in the lives of our very special pupils and to have fun;
• A welcoming and enthusiastic environment with a talented and dedicated staff team;
• A supportive and inclusive school community where everyone is valued;
• A bespoke programme of CPD;
• A highly skilled and supportive governing body with a strong commitment to the school.

The school is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. The school follows safer recruitment procedures. The successful applicant will be required to undertake an Enhanced Disclosure via the Disclosure & Barring Service.

Please complete the on-line application form and write a letter of application showing your experience in relation to the job description and person specification which can also be obtained from the Headteacher, Mr Stephen Hehir: office@st-gilesschool.co.uk

Closing date: 12pm on 20th May 2025.

Interviews will take place on: Thursday 22nd May 2025. I ask all candidates to keep this day free if they are shortlisted.

This post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. If you are appointed, you will be required to undertake an Enhanced Disclosure & Barring Service (DBS) check. If you are shortlisted for interview, you will be required to declare any cautions, convictions, reprimands or final warnings which are not protected (i.e., that are not filtered out*), as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended).

You will also be required to disclose any other information that would suggest that you may be unsuitable to work with children. Having a criminal record will not necessarily prevent you from taking up appointment; it will depend on the nature of the offence(s) and their relevance to the post you are applying for.

However, should you not declare any of the above and this is subsequently revealed, for example through the DBS check, then this may place your employment in jeopardy.

Any information given will be treated in the strictest confidence and with due regard to the ROA and data protection legislation. *Amendments to the Exceptions Order 1975 provide that certain spent convictions and cautions are ‘protected’ meaning that they are not subject to disclosure to employers and cannot be taken into account.

All guidance and criteria on the filtering of these cautions and convictions can be found in the DBS filtering collection on the Gov.uk website and further information on disclosing a criminal record can also be obtained from Nacro: www.nacro.org.uk. It is a criminal offence to apply for this role if you are barred from engaging in regulated activity relevant to children.

Online Searches following shortlisting:

In line with the statutory guidance document Keeping Children Safe in Education (2023), the school will conduct online searches after the shortlisting process for any candidates who accept an invitation to interview. The purpose of the online search is to uncover any information that may suggest the candidate is:

• a potential safeguarding risk

• their appointment may damage the reputation of the school or;

• they are unqualified for the role they have applied for.

No recruitment decision will be made solely on the basis of an online search and all relevant information uncovered will be discussed with the applicant at interview. All online searches will be conducted by individuals who are not involved in any other aspect of the recruitment process. No irrelevant information uncovered will be provided to the staff responsible for interviewing the job applicant. All candidates will be treated consistently.

The same online search for all shortlisted candidates will be undertaken consisting of:

• A Google search of the candidate’s name linked to their current employer, previous employer, educational institutions attended, previous job titles and news articles