Qualified Teacher of Visually Impaired Children - Part Time

WMJobs; Wolverhampton; On-site; GBP 49,000 - 53,000; Part time

Job summary

City of Wolverhampton Council is seeking a Peripatetic Teacher of the Visually Impaired to work across homes and educational settings, supporting children and young people who are visually impaired in Wolverhampton.

The post is 0.4 FTE (12.96 hours per week), starting January 2027, with a salary of £49,134–£52,835 pro rata plus SEN allowance (£2,885–£5,690 pro rata) on the Teachers Upper Pay Scale. An enhanced DBS is required.

Qualifications

• Work with children and their families
• Assess visually impaired children
• Provide advice, intervention and strategies
• Multi-agency work
• Manage a caseload

Responsibilities

• Work with children and their families
• Assess visually impaired children
• Provide advice, intervention and strategies
• Manage a caseload
• Collaborate across agencies

Job description

Education - Sensory Inclusion Service

Peripatetic Teacher of the Visually Impaired

Salary: £49,134 - £52,835 (pro rata) based on Teachers Upper Pay Scale + SEN allowance (dependant on qualifications): £2,885- £5,690 (pro rata)

Contract type: 1 Part-time, Permanent post (FTE 0.4)

Hours: 12.96 hours per week

Start date: January 2027

City of Wolverhampton Council

We are seeking to appoint a Teacher of the Visually Impaired to join our friendly and professional peripatetic Sensory Inclusion Service, who work across the City of Wolverhampton in homes and educational settings to support children and young people who are Visually Impaired.

You will be experienced in or willing to learn to:

• work with children and their families
• assess visually impaired children
• provide advice, intervention and strategies
• multi-agency work
• manage a caseload

An Enhanced Disclosure and Barring Service check will be required for this post.

City of Wolverhampton Council prides itself on its caring approach and commitment to the wellbeing of its staff.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies, employee benefits and much more.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.

We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect.

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure.

Attached documents

• Job Description PT VI Teacher Sept 26.pdf
• Person Specification. - VI Teacher sept 26.pdf