Special Needs Assistant

Linden Bridge School; Ewell; On-site; GBP 14,723 - 19,919; Full time

Job summary

Linden Bridge School in the United Kingdom is seeking enthusiastic individuals to join our classroom teams as Special Needs Assistants to provide additional pupil support.

This role is term-time only, 29.5 hours per week across 39 weeks per year, with a salary of £17,321.34 actual per annum (based on the work pattern).

No prior SEN experience is required as we offer comprehensive induction and training. Email [e-mail] to arrange a tour or ask questions.

Qualifications

• Experience in this field would be an advantage, however not required as induction and training are provided.
• We offer comprehensive induction and training to all new employees.

Responsibilities

• Provide additional pupil support under the direction of the class teacher.
• Support pupils in their progress and learning using SEN strategies across the school.

Job description

Monday to Thursday 9:00am to 3:20pm, Friday (or another day of choice) to start at 8:45 a.m. (Term-Time only)

29.5 hours per week/39 weeks per year (full-time, permanent)

Salary: £17,321.34 Actual per annum (Based on work pattern)

We are looking for enthusiastic individuals to join our dedicated classroom teams as Special Needs Assistants to provide additional pupil support. We are looking for people who can act as positive, professional role models to our students, who under direction of the class teacher, will be able to support our pupils in their progress and learning using creative and specialised SEN strategies across the school.

If you have previous experience in this field, it would be an advantage however this is not a requirement as we offer comprehensive induction and training to all new employees.

If you have any questions about the role or the application process, please contact by email at [e-mail]

We are happy to offer a tour of the school. If you would like to request a tour or would like to meet with us informally before applying, then please email the HR Team.

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust welcomes applications from all, irrespective of gender, marital status, disability, race, age or sexual orientation.

We really want you to shine as part of our application and selection process so that you can truly perform at your best and feel comfortable. Our processes are extremely flexible.Please let us know what we can do so that you can be at your best throughout the application and selection stages, just contact us by email for an informal chat.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment. As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

Early applications are encouraged. We reserve the right to interview and appoint prior to the closing date of this advertisement.

SAFEGUARDING AND FURTHER INFORMATION

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment.