This job expired on 22 May 2024 – see similar jobs

  • Start date details

    Autumn term 2024

  • Closing date

    22 May 2024 at 9am

  • Date listed

    13 May 2024

Job details

Job role

Visa sponsorship

Visas cannot be sponsored

Working pattern

Full time, term time: 37 hours per week, 39 weeks per year

Contract type

Fixed term - Required for 1 year in the first instance

Pay scale

Grade 8 to 10

What skills and experience we're looking for


Understanding of the importance of supportive student/teacher relationships within a SEMH Specialist setting

Ability to communicate effectively with young people and their families

Good numeracy and literacy skills - GCSE or equivalent in English and Maths

Ability to work well within a team

Good organisational skills

Self-motivated, ability to work on own

Good ICT skills.

Willingness to develop and attend training as necessary e.g. Team Teach

Ability to work under pressure and react calmly to confrontation

Able to be totally confidential and discreet

Recent record of good health, attendance and punctuality

Completion of Enhanced DBS disclosure


Evidence of effective relationships with young people in a SEMH setting

Evidence of good working relations with a range of people

A levels and Degree

Qualification / specialism or interest to work within a SEMH setting

Evidence of organisational ability

Recent behaviour support qualifications, (eg Team Teach etc)

Effective of reflective practice

Evidence of meeting deadlines and ability to prioritise

Evidence of resilience

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 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)
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.

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About Kingsway Primary School

School type
Academy, ages 5 to 11
Education phase
View all Primaryjobs
School size
305 pupils enrolled
Age range
5 to 11
Phone number
0116 2898525

The Burrow @ Kingsway is a small specialist SEMH provision located within The Winstanley School and Kingsway Primary School, with a genuine mainstream collaboration, partnership and learning experiences for every young person.

The Burrow @ Kingsway Primary School is a lovely place to work. It is a small school setting in the middle of Kingsway North in Braunstone Town where children learn, play and grow. Our children love coming to The Burrow and feel happy and safe when they are there. As a small provision each child receives a highly personalised education, building positive relationships with the adults that they work with. Our Burrow team are committed to making a positive difference to the lives of the children theywork with and go above and beyond to ensure that every day is creative and engaging.

Arranging a visit to Kingsway Primary School

To arrange a visit and increase the chance of a successful application email office@kingsway.org.uk.

School location

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