EXPIRED

This job expired on 17 May 2024 – see similar jobs

  • Start date details

    August 2024

  • Closing date

    17 May 2024 at 9am

  • Date listed

    10 May 2024

Job details

Job role

  • Teacher

Visa sponsorship

Visas cannot be sponsored

Key stage

Key stage 3, Key stage 4

Subject

Humanities

Working pattern

Full time, part time

Contract type

Permanent

Actual salary

MPS/UPS

What skills and experience we're looking for

Essential

Appropriate Degree

Qualified Teacher

At least one teaching practice in a comprehensive school

Understanding of current curriculum issues with particular reference to the teaching of humanities.

Enthusiasm for the subject.

Understanding of the importance of the inter-relationship between all areas of the curriculum in a secondary school.

Ability to teach humanities at key stages 3 and 4

Knowledge of ICT applications

Understanding of good classroom management techniques

Ability to be part of a department and a year team

Understanding the importance of the partnership between parents and the school.

Ability to develop good relationships

Good communication skills

High level of commitment to the School

Ability to work in a team, follow instructions and be self-organising

Record of good attendance

Desirable

Evidence of a range of supportive professional development

Evidence of post-qualification development

Experience of working with young people in the 11 to 16 age range

Evidence of clear ideas about the delivery of the humanities curriculum to all abilities

Evidence of the production of learning resources

Knowledge of the GCSE syllabus

Experience of teaching other courses offered within the department or across the school

Ability to contribute to extra-curricular activities

Ability to contribute to the teaching of other subjects in the department

Evidence of effective classroom management strategies

Evidence of being an effective member of a team

Evidence of involvement with local community groups and/or Parents

Evidence of good working relationships with a range of people

Evidence of a willingness to work hard

Be able to demonstrate that she/he can work as part of a team and be able to meet deadlines and achieve targets


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 healthy lifestyle choices are valued and encouraged

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.

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, ECT, aspiring middle leader, Lead Practitioner and aspiring senior leader level. Some of these courses are led 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 Programme

We offer newly qualified teachers a robust, supportive and bespoke training programme which will enable you to develop into an outstanding teacher.

Continued ECT and RQT support

Where possible we try to ensure that ECTs and second year teachers 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

‘’LiFE Multi Academy Trust is committed to safeguarding and promoting the welfare of children and expects all staff and volunteers to share this commitment. All offers of employment will be subject to a DBS check and an online search.’’

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About The Winstanley School

School type
Academy, ages 11 to 16
Education phase
View all Secondaryjobs
School size
622 pupils enrolled
Age range
11 to 16
Phone number
0116 2898688

The Winstanley School is an 11-16 Leicestershire school situated in the heart of the Braunstone Town community. The school is part of the LiFE Multi-Academy Trust of which Bosworth Academy is the lead institution.

Arranging a visit to The Winstanley School

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

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