School Business Administrator

Brimington Manor Infant and Nursery School, Chesterfield, Derbyshire, S43 1NT

12 days remaining to apply

Start date details
6th January 2025
Closing date
25 November 2024 at 12pm (midday)
Date listed
28 October 2024

Job details

Job role: Administration, HR, data and finance
Visa sponsorship: Visas cannot be sponsored
Working pattern: Full time
Contract type: Permanent
Full-time equivalent salary: £21,467.00 Annually (Actual) The salary quoted is the actual salary for 37 hours per week. The role is term time and permanent

School Business Administrator job summary

The successful candidate should be confident and familiar in;
Administrator
- IT systems including but not limited to Microsoft Office
- open and prioritising paper and electronic mail for staff, forwarding to the appropriate people as necessary
- ensuring the effective collection of dinner money and daily entries into the class registers.
- completing and promoting free school meal authorisations.
- using school transfer via the internet and post for admissions and leavers
- maintaining up to date electronic diaries for the school and parents through the website
- organising and maintaining filing systems for pupil records
- ensuring all electronic records of pupil contact details are up to date at all times
- administer first aid to children and staff where necessary
- completing the pupil workforce census
- recording of incidents including accident forms
- inputting end of key stage data
Finance
- inputting orders and invoices
- inputting Early Years Funding onto Portal
- ensuring the proper collection, reconciliation and banking of any monies received by the school
HR
- process payroll data ensuring accurate payments
- act as the school's data protection officer
- maintaining the single central record
- being responsible for the completion of all new starter paperwork and other documentation relating to staff employment

Context

The descriptions below of our ‘why’, ‘how’ and ‘what’ define the work we are developing as a Trust. They are an aspiration, and we are always striving to achieve them.

We ensure our ‘why’, ‘how’ and ‘what’ hold us to account for the work we do.

Why do we exist?

Our purpose is to ensure every LEARNER has choices about their future

Our first job is to support and extend learning for pupils to provide them with the skills and knowledge to make those choices.
Our second job is to make sure no child is ignored, no family is unsupported and no life is wasted, by providing intervention at the earliest opportunity.
Our responsibility to education is to provide an environment where practitioners can collaborate, learn from each other, take risks and reflect

How will we act?

We will use our purpose as a driver for our culture, ensuring we are;

Connected (sharing information openly, broadly and deliberately)

Helpful (embracing servant leadership and use initiative to solve the problem)

Organised (employing efficient strategies and trust colleagues to deliver)

Informed (asking coaching questions to understand what is happening)

Candid (disagreeing openly and compassionately)

Effective (only retaining our best elements and looking for continuous improvement)

Simple (avoiding complexity and increasing clarity)

What is our strategy?

We will use our culture to ensure the work of the Trust;

Focuses on creating capacity (time and resources) for schools

Ensures support is agile, providing intervention at the earliest opportunity

Supports schools to employ and invest in the best educators for children

Seeks continuous improvement and disruptive innovation

This is a fantastic opportunity for the right person.

Due to this post having access to children and/or vulnerable adults, the successful candidate will be required to undertake a Disclosure and Barring Service check. The possession of a criminal record will not necessarily prevent an applicant from obtaining this post, as all cases are judged individually according to the nature of the role and information provided.

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.