School Business Manager for a Special School

School Business Manager for a Special School

Salary: £37,443 – £42,840 pro rata
Salary will be calculated based on working 35 hours per week term time plus three weeks.

Job type: Full Time, Part Time, Permanent
Start date: 01/01/25
Apply by: 22 November 2024

Job Overview:
Salary Range: Grade: 8 to 10, Scale point: 26 to 32 Salary FTE £37,443 to £42,840 – this will be pro-rata.

Contract: Permanent: 35 hours per week, Term time plus 3 weeks, 8.30am to 4.00pm (45 minutes unpaid for lunch).

Start date: 1st January 2025.

The Headteacher and Governing Body invite applications from highly motivated and organised individuals with energy and vision to join our excellent and dedicated team as our new School Business Manager.

We are looking for a strong candidate who can provide strategic vision and leadership in all aspects of school administration, including finance, resources, Health and Safety, HR, and income generation. The successful candidate will be forward thinking and able to communicate effectively. They must be able to provide the necessary information and advice to the Headteacher and Governors to ensure that the school has the necessary tools to run effectively and provide the individualised, bespoke education our pupils require.

The successful candidate will:

• Be experienced at school business management, or highly relevant finance and resources management;
• Be a strategic thinker;
• Have effective interpersonal skills and the ability to work as part of, and manage a team;
• Have excellent organisational, analytical and problem-solving skills;
• Be excited by the prospect of playing a senior role to support us in developing school systems.

We can offer you:

• An opportunity to make a real difference in the lives of our very special pupils;
• 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 Croydon application form and submit a letter of application showing your experience in relation to the job description and person specification which can be obtained from the Headteacher, Mr Stephen Hehir: office@st-gilesschool.co.uk

This post is subject to a successful probationary period.

Closing date: 12.00 on Friday 22nd November 2024.

Interview date will be Wednesday 27th November 2024. Please can candidates who apply for this role keep this date free. Please note that due to the high number of applications we will not be able to give notice or feedback to those candidates not 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