We are seeking to employ someone who is passionate about supporting children in order to help them achieve their best. The role is suitable to individuals looking for a challenging yet highly rewarding work environment which places great emphasis on teamwork. You would be joining a vibrant and supportive inclusion team whose skills and expertise are underpinned by their belief that all children should be provided with the best educational opportunities regardless of their special educational need. The successful candidate will benefit from an extensive professional development programme which will help them develop their knowledge of the educational system and mechanisms of support across the full spectrum of need.

Please see the Job Description and Person Specification for further information.

Start date: To be agreed with successful candidate

Salary circa £22,000-£23,000 actual salary / Full-time, Term Time Only (plus Staff Training Days)

School Term Time Role:

Days/Hours: Monday-Thursday 8.15am-5.00pm / Friday 8.15am-3.45pm

200 days worked per year (190 term time days, plus 5 term time PD Days, plus 5 additional days in negotiation with the Line Manager)

Please visit Walsall Academy's website https://walsallacademy.com/job-opportunities/ to view and download details and Walsall Academy’s Non-Teaching Application Form.  Please send completed application forms for the attention of Mrs Turnbull to applications@walsallacademy.com.

Walsall Academy is committed to safeguarding our students and all posts will require enhanced DBS check and standard pre-employment checks. Keeping Children Safe in Education (KCSiE), refers to the role of online searches as part of due diligence within the recruitment process. In response, all short-listed candidates will undergo an online search prior to interview. KCSiE also refers to the safeguarding responsibilities of the post as per the job description and personal specification, and whether the post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. The amendments to the ROA 1974 (Exceptions Order 1975, (amended 2013 and 2020)) provide that when applying for certain jobs and activities, certain spent convictions and cautions are ‘protected’, so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. The MOJ’s guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975, provides information about which convictions must be declared during job applications and related exceptions and further information about filtering offences can be found in the DBS filtering guide.