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Casual Premises Officer (Leicester Forest Hub)
Life Multi Academy Trust, Leicester, LE9 9JL5 days remaining to apply
Start date details
As soon as possible
Closing date
7 May 2024 at 12pm (midday)
Date listed
18 April 2024
Job details
Job role
- Catering, cleaning and site management
Visa sponsorship
- Visas cannot be sponsored
Working pattern
- Flexible: Flexible shift pattern of up to 8 - 10 hours a day, including evenings and weekends
Contract type
- Fixed term - Casual contract
Pay scale
- Grade 8, Pay Point 15
What skills and experience we're looking for
Job Purpose:
Main duties and responsibilities:
To provide cover and additional capacity for our existing site teams to manage the day-to-day facility hire that take place 49 weeks of the year, seven days a week.
- To ensure the facility(s) required by the hirer are ready and open at the appropriate booking time and to be a point of contract for the hirer during their booking.
- Ensure that the hirer has the appropriate equipment made available to them and deal with any issues that arise during the booking.
- To ensure that any health and safety concerns are dealt with immediately.
- To undertake general cleaning/site duties i.e. sweeping, mopping, refilling paper products etc. as required
- To be the first aider on duty responding as required to incidents on site.
- To liaise closely with the relevant site team to ensure continuity of information regarding each booking that you are supporting.
- To promote positive customer relations with all facility user
- Pool monitoring (internal training will be provided with regard to the pool monitoring). Must be able to swim.
- Locking / unlocking and alarm setting at the beginning and / or at the end of a shift.
- Light maintenance e.g. painting
- To adhere to Trust health and safety policies
- To be familiar with the requirements of the Data Protection and GDPR regulations.
- Other duties related to the Premises Officer role as required.
What the school offers its staff
Putting Your Trust in Our Trust
We believe in your development. Everything we do is about creating a team of committed professionals who share our ambition for young people. If you believe in this too, we are committed to providing an exciting, enjoyable and rewarding working environment.
Coaching
Coaching is integral to our success. We support colleagues through coaching; enabling deep reflection, which has allowed us to build a bold, creative and aspirational culture, where collaboration with peers and new approaches to practice are encouraged.
Personal Improvement Plan versus Performance Management
Instead of the usual performance management, we encourage our staff to identify aspirational targets through our ‘Personal Improvement Plan’ (PIP) process. With your coach, you will look to make significant progress in a critical area of your practice; we believe in valuing the process of improvement not pass or fail numerical targets.
Health and Wellbeing Strategies
Having happy and healthy staff is key to a successful organisation. The Trust is committed to:
providing employees with a safe, healthy and supportive environment in which to work
recognising that the health and wellbeing of our employees is important
providing a supportive workplace culture where individuals healthy lifestyle choices are valued and encouraged
We are committed to supporting colleagues to overcome the stigma and discrimination of mental health issues within the work place. To show our commitment to this we have publicly signed up to ‘Mindful Employer’ and the ‘Charter for Employers who are Positive about Mental Health’.
We believe it is important that we are role models to our students of how to be a healthy adult. We actively promote the importance of a work life balance, offering support to staff on managing stress and workload, as well as a physical activity programme. Access to coaching, counselling and supervision is also available to all staff.
Equality and Equal Opportunities
Our Trust and its schools are committed to ensuring equality of opportunity in line with the Equality Act 2010. The Trust seeks to reduce disadvantages, discrimination and inequalities of opportunity, and promote diversity in terms of its students, workforce and our wider communities we serve.
Presumed Professionalism
We have a ‘Presumed Professionalism’ ethos across the Trust. Our staff are professional educators and we recognise the need to support staff to enable a healthy work life balance to allow maximum impact whilst working with our young people and each other. We achieve this by allowing staff to sign out during their free periods, as long as professional duties are not affected. See our policy for further details.
Development of Professional Capital and Excellence
As a Trust we always look to invest in our staff and pride ourselves on our ‘home grown talent’. We pride ourselves on this and believe this has the biggest impact on how our staff understand their communities and make a difference to the lives of our young people.
Quite simply, our aim is to employ people who match our ethos and values and enable them to truly collaborate with colleagues across the Trust so that they are satisfied professionally. We provide outstanding training pathways which draw on excellence both within and outside of our Trust to enable you to build your professional capital.
Examples of the many opportunities we encourage staff to take up externally include:
The National Professional Qualification for Senior Leadership (NPQSL)
The National Professional Qualification for Headship (NPQH)
The National Professional Qualification for Middle Leadership (NPQML)
The Outstanding Teacher Programme (OTP)
Initial Teacher Training (ITT)
Pathways are available at apprenticeship level, NQT, aspiring middle leader, Lead Practitioner and aspiring senior leader level. Some of these courses are lead by staff within the Trust and others are externally accredited. In addition, the Trust provides the opportunity of becoming an associate SLT member, enabling middle leaders to gain insight and experience of leadership at the highest level within a school.
Support staff have their own Personal Improvement Plan that they use as a tool to create a bespoke professional development plan. All support staff also receive Coaching and training opportunities, in order to help them feel empowered and in charge of their own development.
Across the Trust we pride ourselves on equal opportunities for all staff, irrespective of background, gender, disability, religion, sexual orientation or age.
Great Access to Progression and Leadership Responsibility
Further evidence of our investment in ‘home grown talent’ is that 86% of our TLR holders have been internal appointments. We have clear professional progression pathways within the CPD offered throughout the year at all levels within the Trust.
Collaboration Across all Schools
We are developing relationships across our Trust to enable collaboration to support learning and teaching outcomes. In addition, we are able to offer a joint CPD programme to draw upon expertise across the Trust. Staff work and meet regularly in teams across schools in the Trust and we hold an annual Strategic Planning Day, where each member of the Trust work together.
Sabbatical and Flexible Working Policies
We have developed a unique sabbatical policy to support staff to develop their interests. For some, this has been to develop professionally, whilst others have taken this time to experience travel with their family. See our policy for further details.
Flexible working arrangements are also promoted across the Trust where possible, to enable our staff to manage their work life and family commitments.
Strong Induction Process
It is important to us that every member of staff has the right start to working in our Trust. The importance of a good induction is invaluable for new starters irrespective of previous experience. To support this, we have a New Staff Induction Day before the start of term, which enables colleagues to get a real understanding of what the school is about and what it means to be part of the Trust. This day also prepares new staff for our training (conference) days at the beginning of the Autumn term. In addition to this ALL staff are invited to visit a series of lessons across the school year.
ECT Support
Where possible we try to ensure that ECTs have reduced teaching loads to allow them more opportunities for CPD throughout the school week. This also allows for peer to peer observations and additional coaching to take place to develop their practice.
3D Networks
3D Networks are an opportunity for faculties to share good practice and new ideas with colleagues across the school, based on our unique 3D Learning and Teaching model.
Attendance of Staff
Our staff are committed to their roles and ensure that students are supported to maximise their outcomes. Levels of attendance are exceptionally high across all staff and well above national averages in the education sector and beyond.
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.
Applying for the job
Please download the application form using the link below, and once completed send to hr@lifemultiacademytrust.org.uk
Upload additional documents
If you need these documents in an accessible format, please contact the school.
About Life Multi Academy Trust
- Type
- Multi-academy trust
- Email address
- cripley@lifemultiacademytrust.org.uk
Head office location
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