Early Years Education Nursery Worker

Islington Council; City Of London; On-site; GBP 30,000 - 40,000; Full time

Job summary

A local government authority in London is seeking an Early Years Nursery Education Worker to join their team at Bemerton Children's Centre. This role focuses on delivering high-quality early years education, supporting children’s development, and participating in a dynamic team environment. The position offers a £1000 recruitment bonus after 12 weeks of service and a range of employee benefits, including flexible working arrangements and professional development opportunities.

Benefits

Up to 31 days leave per year

Flexible working arrangements

Learning and development opportunities

London Living Wage commitment

Local government pension scheme

Cycle to Work scheme

Discounted gym memberships

Qualifications

• Experience working with under-fives in a nursery setting.
• Commitment to safeguarding and promoting the welfare of children.
• Understanding of the Early Years Foundation Stage.

Responsibilities

• Implement high quality early years practice and provision.
• Support children in reaching their full potential in learning.
• Engage with children and families to enhance their experience.

Skills

Passion for working with children

Strong communication skills

Experience in early years education

Education

Relevant qualification in childcare or education

Job description

About The Role

Are you considering joining or returning to the Early Years Workforce? You could be eligible* for a £1000 recruitment bonus

Are you passionate about working with under-fives? If you are then we could have the job for you! An opportunity has arisen for an Early Years Nursery Education Worker to join our motivated and enthusiastic team at Bemerton Children's Centre.

Under the overall direction and management of the Executive Head, Head of Nursery and Early Years Teacher, implement high quality early years practice and provision to support all children to reach their full potential, particularly in the prime areas of learning and development across all centre services.

Bemerton Children's Centre has been awarded as 'Outstanding' by Ofsted after an inspection in February 2022, where the report described the centre as an “exceptional nursery” where “children thrive”, “teaching is superb” and staff “continually strive for the best outcomes”.

Bemerton Children’s Centre is committed to safeguarding and promoting the welfare of children and young people, and expects all staff and volunteers to share this commitment; all posts are subject to a satisfactory enhanced with barred list DBS check.

If you would like an informal discussion about the role, please contact Kalina Taseva at [e-mail] or on 020 7527 4808.

Early Years Incentive

The role that you are applying for is currently eligible for the Early Years Financial Incentives Pilot. This means that you will receive a £1000 (after tax and NI deductions) once you have completed 12 weeks of service at your new employer. Terms & Conditions apply, please contact for more details and to check your eligibility.

• applying for their first role at an early years provider required by section 40(2) of the Childcare Act 2006 to implement the early years foundation stage - other than a childminder or a reception class, or
• returning after a break of at least six months, and
• have secured a role which involves directly working with children for at least 70% of the time, and
• are employed by a provider named in a delivery plan agreed between the LA and DfE as part of the pilot.

Returners are defined as those who left the profession at least 6 months before they applied to rejoin. Anyone who left the profession less than 6 months before they applied to rejoin will not be eligible for an incentive.

An apprentice who gains a position in the same EY setting as they carried out their apprenticeship would be eligible to receive an incentive when they move from being an apprentice to an employee. In order to receive an incentive, apprentices must have passed their apprenticeship and be taken on in a permanent role.

Those on temporary contracts are not eligible to receive an incentive. They are only available for those recruited on a permanent basis.

The incentive is not paid on a pro rata basis. This means that part-time workers are eligible for 100% of the payment, regardless of the numbers of hours they work.

Working for the team, service and our organisation

Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.

We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.

To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out ‘CARE’, which is what we think public service is all about.

Our offer to you

We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:

• Up to 31 days leave per year, increasing to 36 days after five years of local government service
• A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week
• Learning and development opportunities to maximise your potential
• Competitive pay and a commitment to paying all staff the London Living Wage at minimum
• Excellent local government pension scheme
• Cycle to Work scheme and discounted gym memberships
• Local discounts from restaurants, shops, health and beauty therapists, and more!

Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.

Workforce Equality, Equity, Diversity and Inclusion Statement

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.

We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.

Safeguarding

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

The post is subject to a enhanced DBS check with children barred list, qualifications check and 3/5 years referencing.

Disability Confident Scheme

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.