Cover Supervisor

Teaching Vacancies; Rochester; On-site; GBP 28,000 - 37,000; Full time

Job summary

A leading school in the UK is looking to hire an enthusiastic Cover Supervisor for maternity cover, starting from January 12, 2026. The position involves supervising groups of students in various subjects and supporting their educational needs. The school offers a comprehensive commitment to staff wellbeing, development, and a collaborative working environment. Applicants should have relevant experience, with the opportunity to work full-time in a supportive team under the guidance of experienced management.

Benefits

Commitment to staff wellbeing

Free breakfast during exams

Professional development opportunities

Wellbeing events

Qualifications

• Experience working with children in a school setting.
• Ability to manage classrooms and support students effectively.

Responsibilities

• Supervise classes in the absence of the regular teacher.
• Manage student behavior and ensure a positive learning environment.
• Support the educational needs of all students.

Skills

Interpersonal skills

Classroom management

Flexibility

Education

Qualified Teacher Status or equivalent

Job description

Cover Supervisor (Maternity Cover)

Support staff/qualified/unqualified Teacher

Grade C on the NJC Payscale (£28,598 to £36,363 pro‑ra) depending on experience

The Governing Board is seeking to appoint an enthusiastic cover supervisor for Maternity Cover from 12th January 2026 to 31st March 2026.

Faculty and Curriculum Leadership Role

As Cover Supervisor, the post‑holder will be an integral part of the Cover Team, and report directly daily to the Cover Manager. In particular, the post‑holder will supervise groups of students working independently in subjects across the curriculum in the absence of their regular teacher.

Responsible to: Cover Manager and relevant member of the SLT.

Responsible for: All teaching within the room.

Position Details

Grade: Support staff / Qualified / Unqualified Teacher
Employment: Full‑time (part‑time may be considered)
Hours: 37 hrs per week, term time only + 5 SDD

Contact & Application

Contact email: [e-mail] for further information.
Closing date: 9 am Friday 19th December 2025
Interviews: will take place shortly after the closing date.
No agencies please.

Equal Opportunities & Safeguarding

St. John Fisher Catholic Comprehensive School is an Equal Opportunities Employer, committed to safeguarding and promoting the welfare of all students. Any offer of appointment will be subject to satisfactory references and an enhanced DBS check will be required for all successful applicants.

What the school offers its staff

Commitment to Staff Wellbeing and Workload

At SJF, we are committed to excellence in a sustainable way. This means we value our staff, devise policies with workload in mind and believe that everyone working in education should have the opportunity to enjoy the highest possible standard of wellbeing and mental health. We recognise that working in a deprived area is never going to be easy, but we are committed to ensuring it’s not any harder than it needs to be. Our approach to staff wellbeing and workload is underpinned by research and best practice.

Ensuring efficient working practices regarding data, marking and feedback, behaviour management and curriculum planning (as outlined in the DFE school workload reduction toolkit: https://www.gov.uk/guidance/school-workload-reduction-toolkit#wellbeing)

• a. Clear behaviour policy and support including centralised interventions and rapid response on call
• b. Marking policy devised by teachers on a full timetable whereby staff read books every 4‑6 lessons and then teach a feedback lesson, rather than time consuming deep marking on all work
• c. Strategic placement of inset days including one at the end of the year to finish early for summer
• d. Progress reports limited to twice a year for each year group
• e. Wellbeing events held at the end of each half‑term, not a work meeting
• f. Break duties consolidated to two per week, taking place near the teacher’s room where possible
• g. Lunchtime supervisors employed so teachers do not have to supervise at this time
• h. Teaching timetables below the national upper limit of 90%.

Ensuring communication is streamlined and effective

• a. One weekly briefing email to keep you informed of school‑wide developments
• b. No expectation to answer work related email at evenings and weekends
• c. All deadlines are staggered, agreed with middle leadership annually, and published well in advance

Ensuring staff are supported throughout the day

• a. Your own dedicated teaching room (for all full‑time teaching staff except SLT)
• b. Free parking at the front of the school site, less than a minute’s walk from Reception
• c. Free breakfast for staff teaching exam classes during exam seasons
• d. Staff room onsite for rest and relaxation
• e. Workrooms in each departmental area with tea, coffee, water, fridges, and microwaves
• f. Food during all day events
• g. Fully staffed admin team, reprographics service and pastoral care leaders to support your work with students
• h. Staff treats provided in the last week of term at Christmas, Easter and Summer

Investing in staff development

• a. At least fortnightly line management meetings with the first question focusing on wellbeing
• b. Investment in development of staff through a programme of personalised CPD and learning walks
• c. Opportunities to work across local Catholic schools to share good practice and strategy
• d. Non‑punitive appraisal process that focuses on supporting staff to do everything they can to meet their targets, rather than penalising them if they are not reached despite this

Bringing joy into the workplace and giving back

• a. Investment in the staff room and staff reflection space
• b. Staff clubs/socials (social secretary)
• c. Staff Christmas and summer parties
• d. Christmas and Birthday card for each staff member from the Headteacher
• e. Gifts for staff on weddings and new births
• f. Staff wellbeing coordinator

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification, Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching, right to work, satisfactory references, suitability to work with children. You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.