Why Join Us?
Scott-Broadwood is a wonderful place to work.
Our gorgeous rural location, family atmosphere and commitment to wellbeing ensure we are a happy and productive team.
Staff turnover is very low, according to one member of staff,
Once you’re here, you never want to leave!
What makes Scott-Broadwood CofE Infant School unique and a place where you would want to work?
Love - Do all these things; but most important, love each other. Love is what holds you all together in perfect unity. Colossians 3:14
We are kind to one another, our community and the wider world. We understand that together we are stronger and richer because of our differences.
Achieve - Commit your work to the Lord, and your plans will be established. Proverbs 16:3
We work hard and stick at it. We know that true learning happens when we challenge ourselves and make mistakes. We keep going and develop the stickability we need to thrive.
Believe - For nothing will be impossible with God. Luke 1:37
We challenge our children to aim high and dream big; sparking curiosity, nurturing aspirations and inspiring the flexibility and resilience needed to flourish in our rapidly developing world.
What makes us an employer of choice?
- Our school is a nurturing, friendly and happy place to work where every individual is valued
- Our staff and governors share a commitment to providing a first class education to the children and we strive to ensure that our inclusive provision enables every child to fulfil their potential
- Beneficial Terms & Conditions of Employment - this includes all teaching staff being paid on the London Fringe pay scale
- Access to Teachers Pension Scheme or Local Government Pension Scheme
- Varied CPD opportunities across phases and stages of teaching, leadership and levels of governance
Our Staff Wellbeing Policy and Pay Policy can be found here.
Come and join us!
If you believe that Scott-Broadwood could be the perfect fit for you or if you would like further information, please get in touch for an informal chat firstname.lastname@example.org.
Recruitment of ex-offenders
Our policy statement on the recruitment of ex-offenders, can be found here.
From 28 November 2020, the filtering rules for Standard and Enhanced DBS checks changed. These changes are the result of a Supreme Court Judgment which identified that some elements of the existing filtering rules were disproportionate. Legislation has been changed, and from 28 November 2020, DBS certificates will disclose criminal records according to this new legislation.
This means that the Disclosure and Barring Service (DBS) will no longer disclose youth reprimands, youth warnings, or youth cautions. They will also no longer automatically disclose all convictions where an individual has more than one conviction – instead, each individual conviction will be assessed against the appropriate rules.
Further information can be found here.
This flowchart helps to explain what candidates should disclose.
We are a fair employer promoting equal opportunities, which do not disadvantage any person on the grounds of a protected characteristic. Our approach is designed to ensure that clear and transparent guidelines are provided for all working in the school and to ensure that the school complies with its legal obligations under the Equality Act (2010).