Permanent, Full Time Contract, All Year Round from APRIL 2019
Working Hours: 6.30am - 2.20pm or split shift plus banked hours
The successful candidate will be responsible for the Strategic overview, management and development of the premises, site and associated facilities with due regard to sustainability. They will be skilled in carrying out reactive repair and maintenance work; will have a flexible approach and attitude and be self- motivated and manage own workload. As the lead for Health & Safety they will have an excellent understanding of Health and Safety/COSSH Regulations. They will ensure the site is well maintained as well as representing the school when dealing with contractors and suppliers. The role may require split-shift working and will include some opening and closing of the site as well as lettings on occasions.
If you have not heard from us within a week after the closing date, please conclude that you have not been short-listed.
Please contact CSU Recruitment on 0121 464 6488 for an application pack.
Pre-application visits welcome.
For informal enquiries or to arrange a pre-application visit contact Natasha Panton on 0121 464 3094.
Salary: Grade 4 (£26,470 - £33,136)
Closing Date: 25 February 2019, 12.00pm
Interview Date: 5 March 2019
This school is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment. An enhanced DBS check will be required if appointed.
This post is covered by Part 7 of the Immigration Act (2016) and therefore the ability to speak fluent spoken English is an essential requirement for the role”.
- ensure person specifications for relevant roles include appropriate wording. For example, ‘An ability to fulfil all spoken aspects of the role with confidence through the medium of English’ or ‘The ability to converse at ease with parents/pupils and members of the public and provide advice in accurate spoken English is essential for the post’;
- ensure that the recruitment process facilitates compliance where necessary by determining how fluency will be evaluated for new recruits, i.e. at interview;
- make sure those employees involved in recruitment and selection are aware of the fluency duty and how they will evaluate candidates objectively and fairly at selection, and without breaching equality law;
- ensure anyone contracted to work on a self-employed basis or workers supplied by agencies meet the fluency requirement, where they are working in relevant roles.
- amend complaints policies to reflect the new duty.