Teacher of Science
Bosworth Academy, Leicester, Leicestershire, LE9 9JL20 days remaining to apply
Start date details
Required from January 2025
Closing date
17 October 2024 at 12pm (midday)
Date listed
27 September 2024
Job details
Job role
Visa sponsorship
- Visas cannot be sponsored
Key stage
- Key stage 3, Key stage 4, Key stage 5
Subject
- Science
Working pattern
- Full time, part time
Contract type
- Permanent
Pay scale
- ECT/MPS/UPS
What skills and experience we're looking for
Essential
Qualifications
Appropriate Degree
Qualified Teacher
Experience
At least one teaching practice in a comprehensive school
Curriculum
Understanding of current curriculum issues with particular reference to the teaching of Science
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 Science at key stages 3 and 4
Knowledge of ICT applications
Willingness to deliver the Academy’s PSHE programme
Management
Understanding of good classroom management techniques
Ability to be part of a Faculty team and a year team
Parents and the Community
Understanding the importance of the partnership between parents and Bosworth Academy
Personal Qualities
Ability to develop good relationships
Good communication skills
High level of commitment to the Academy
Ability to work in a team, follow instructions and be self-organising
Record of good attendance
Desirable
Qualifications
Evidence of a range of supportive professional development
Evidence of post-qualification development
Experience
Experience of working with young people in the 11 to 19 age range
Curriculum
Evidence of clear ideas about the delivery of the Science curriculum to all abilities
Evidence of the production of learning resources
Knowledge of the GCSE syllabus and appropriate ‘A’ level syllabus
Experience of teaching Science at key stage 5
Ability to contribute to extra-curricular activities
Ability to contribute to the teaching of Computer Science
Management
Evidence of effective classroom management strategies
Evidence of being an effective member of a team
Parents and the Community
Evidence of involvement with Community groups and/or Parents
Personal Qualities
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 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 are proud of 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 Headship (NPQH)
- The National Professional Qualification for Senior Leadership (NPQSL)
- 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 continually 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.
ECF Programme
We offer Early Career Teacher a robust, supportive and bespoke training programme which will enable you to develop into an outstanding teacher.
Where
possible we try to ensure that ECTs and second year ECT 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.
3DJ Networks
3DJ Networks are an opportunity for faculties to share good practice and new ideas with colleagues across the school, based on our unique 3DJ 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 schools 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 ldegia@bosworthacademy.org.uk
CVs are not accepted.
Upload additional documents
If you need these documents in an accessible format, please contact the school.
About Bosworth Academy
- School type
- Academy, ages 11 to 19
- Education phase
- View all Secondaryjobs
- School size
- 1613 pupils enrolled
- Age range
- 11 to 19
- Ofsted report
- View Ofsted report (opens in new tab)
- School website
- Bosworth Academy website (opens in new tab)
- Email address
- ldegia@bosworthacademy.org.uk
Bosworth Academy is a popular and expanding 11-19 school, within the LiFE Multi-Academy Trust, which is increasingly the school of choice for parents in the area. We have high expectations of all our staff, which makes our faculty an exciting and progressive environment in which to work. The team is forward thinking and extremely supportive of each other, working collaboratively to secure high standards of teaching and learning. We are passionate in our goal of ensuring that our students get every opportunity to be the best they can possibly be.
Bosworth Academy is the lead school in the LiFE Multi Academy Trust, which has been recognised by Ofsted as an ‘Outstanding’ school in our recent inspection. We continue to develop our practice as we believe our community deserves nothing less and were awarded ‘World Class Status’.
Arranging a visit to Bosworth Academy
To arrange a visit and increase the chance of a successful application email ldegia@bosworthacademy.org.uk.
School location
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