Waverley School is a large, Local Authority maintained day school in Enfield, North London. Our pupils are aged 3-19 with severe and profound learning difficulties. We are located on three sites. We recently opened a new site in September 2020. The two Preschool sites are 1 mile from the main site.
The main school was purpose-built in 1990 for pupils with complex needs and therefore enables access to all facilities throughout the school. The school caters for pupils with severe, profound, and multiple learning difficulties whose ages range from three to nineteen years old. Some pupils have additional difficulties which may include visual, hearing, physical, and medical.
The Curriculum ensures that all individual needs are met. We work within the National Curriculum framework and we firmly believe that our pupils require a broad, balanced, and differentiated curriculum. We aim to ensure that every child has full access to his/her environment and that learning experiences are delivered in motivating, challenging, and age-appropriate situations.
Staffing: we have a teaching establishment of 20.2 FTE. This includes the Head Teacher, Deputy Head, Assistant Head, and four Head of Departments. There is approximately 50 support staff working in classrooms, a Teaching Assistant for Creative Development, three Admin staff, three Premises staff, a Life Guard, 7 cleaning staff, and 7 Lunchtime supervisors. We also have the benefit of input from a wide range of outside agencies, many of whom are based at Waverley School:
Speech and Language Therapists
Schools Medical Service
Teacher for the hearing impaired
Terms and Conditions: Our Support Staff is paid according to the pay scales set by the London Borough of Enfield and agreed upon by the Governing Body. A copy of the National and Local Terms and Conditions of Service apply to Administrative, Professional, Technical and Clerical services can be obtained from Enfield Educational Personnel Department at the Civic Centre, (020 8366 6565). A copy of the School’s Pay Policy can be obtained from the School on request.
Recruitment and selection policy statement: Working in Schools in the London Borough of Enfield is fulfilling and demanding and we value all who work in our School. There is a wide variety of schools in the Borough from small primary to large secondary to special schools.
Enfield Schools are committed to attracting and retaining a workforce representative of the local community and ensuring equal access to our jobs at all levels and developing all employees to their full potential. Therefore, we put much emphasis on the support that we give through our Continuing Professional Development (CPD) program.
We are committed to equality of opportunity for all. We do not discriminate on grounds of any protected characteristics. As an employer serving the community, we strive to eliminate racism, sexism, and all forms of discrimination, recognising that this requires not only a commitment to remove discrimination but also action to redress inequalities produced by past discrimination. Details are set out in our Equal Opportunities Policy which can be obtained from the School on request.
We are committed to safeguarding and promoting the welfare of children/young people. We expect all staff and volunteers to share this commitment and to play a full and active part in protecting our pupils from harm. Our Safeguarding Children in Education Policy can be obtained from the School on request.
Our school is committed to valuing and developing our workforce. We encourage staff to undertake qualifications, other assessed education, and training relevant to the School’s needs. This commitment is designed to provide the school with trained, qualified, and committed staff, as well as opportunities for individual career development and personal growth.
What we expect from our staff: The community we serve deserves the highest standards of teaching and care for our pupils and students and behavior from all our staff. We will expect staff to promote:
How to apply for a job in a school: We recognise that applying for jobs can sometimes be daunting. We want our recruitment process to be clear and easily understood. These guidelines have been prepared to help you understand our approach to recruitment and so that you know what information we need from you.
What we want to achieve in the recruitment process
Quite simply, we want to appoint the best person for the job, in a manner that is fair to all applicants. Our application process aims to ensure we have sufficient information to make timely, fair, and equitable decisions that are based solely on merit. As such we aim to give you the opportunity to provide up-to-date information about your abilities and experience, as they relate to the post you are applying for. In this pack, you will find a job description and person specification. These are key documents that give you information about the job, the skills and other attributes that we believe are necessary to make a success of this role. We advise that you consider them carefully before you decide whether to apply.
Person Specification: This describes the skills, abilities, and experiences that we think are needed to do this job successfully. You should think about this carefully when writing the supporting statement part of your application form. We use the person specification as a benchmark against which we assess all candidates. You should, therefore, make sure that your supporting statement demonstrates how your previous experience, skills, qualifications, and abilities match all those on the person’s specification. What you write in your statement will be used to decide whether you should be put on a shortlist of candidates for an interview. Please note that if there are a large number of applicants who meet the essential criteria for the job then the desirable criteria may be used to shortlist.
The Job Description: This aims to give you a full description of the main purpose of the job. The list of duties is not exhaustive, but provides an overall summary of the scope of the job, and what we will expect of the successful applicant.
Completing the Application Form: Remember, the application form is the only information we have about you, and it is your opportunity to demonstrate that you are able to meet the requirements of the job. You should carefully describe the kind of work you have done, and the relevant experience that you have had. Do this in terms of your actual roles and responsibilities (for example in a project, work area, or team) and give examples where possible. We want to know about your individual achievements, not those of your organisation! Any experience gained outside of paid employment may be equally relevant, so give considerable thought to this area. Describe any relevant skills, experience, and knowledge that you use or which have helped you develop. You may find it helpful to list each of the person specification criteria as a separate heading and explain how you meet that criterion. When outlining your skills and abilities, try to give examples of your successes and achievements. Simply saying ‘I have an understanding of….’ is not enough.
Ensure that you list all your previous employment including any gaps and use a separate sheet if necessary. It is important that you provide this information for child protection purposes.
Ensure you set out the information you are providing in a well organised, logical, and concise format. Provided the information is set out clearly, it is not necessary to type, but please write clearly in black ink.
References: All appointments are subject to the school receiving satisfactory references, and the application form asks you to identify two individuals for this purpose. References will normally be taken up prior to an interview unless you indicate on the application form that you do not wish to have them taken up at this stage. Your referees should have first-hand knowledge of your work skills and abilities and when possible have been your direct line manager. We require your present or most recent employer to be one of the referees wherever possible. In this case, it is essential that any referee you give is authorised by the organisation to provide a reference. If you are a college or school leaver then please provide a teacher/tutor as your referee. If you are returning to work after a career break or are seeking employment in the United Kingdom for the first time, and you are unable to use your last employer for a legitimate reason (e.g. company no longer exists), consider who could give an appropriate reference under the circumstances. For example, a reference from an organisation where you undertook voluntary work would be helpful. Alternatively, someone who knew you as a colleague may provide a reference. If you are in any doubt about this, please explain your situation to the school as personal references do not provide objective information for a working situation.
When you return your application form please indicate whether you have a disability. We need to know this as we offer a guaranteed interview to all applicants with a disability (as defined by the Disability Discrimination Act) if you meet all the essential criteria for the job. Please also indicate whether you require any special aids, adaptations or conditions for your interview.
A Final Word: Your application form is the only information we have about you. It’s your selling point before an interview, so take care when completing the form. Keep a copy of the completed form with the Job Description and Person Specification, and any other details for future reference.
There are various groups in the School that contribute to the organisation and management structure of the School. These are:
The Senior Management Team: This is made up of the Headteacher, Deputy Head, and Assistant Head. This group has responsibility for the daily management of the school and for leading the staff in forward planning.
Department Teams: Department teams meet at least once a week. Not all meetings involve support staff. There is usually a morning briefing meeting at the beginning of the week and a longer meeting after school on a regular basis.
PPA TIME: All teaching staff has non-contact time in line with PPA. The Teachers Resource Room is available to use by all staff where there are many facilities including internet access.
Induction: All main-scale teachers, in their first year at Waverley, have access to a comprehensive induction period. The content depends on the person’s experience but follows the same basic program. Each person has an additional non-contact time for induction each week during their first year.
Terms and Conditions: A copy of Teachers’ Terms and Conditions can be obtained from Enfield Educational Personnel Department at the Civic Centre, (020 8366 6565). A copy of the School’s Recruitment Policy and Pay Policy can be obtained from the School on request. Please telephone the School Office.
Shortlisting: All candidates will be shortlisted on the basis of an application form scored against the essential and desirable criteria as stated in the person specification. Candidates who only submit a CV will not be short-listed. Candidates should assume they have not been shortlisted if they have not heard within 4 weeks of the closing date unless they provide an SAE. Feedback will be automatically offered to internal candidates and provided to external candidates if requested.
Please email Lorraine Bennett at email@example.com if you are interested in volunteering.
If you need further information regarding vacancies please email firstname.lastname@example.org or the school office 0208 805 1858
If you are interested in volunteering please contact email@example.com