APPLICATION PACK PERIPATETIC SINGING TEACHER APPLICATIONS WILL BE CONSIDERED UPON RECEIPT THE ADVERT WILL CLOSE WHEN A SUITABLE CANDIDATE IS SOURCED Application Pack Dear Applicant Welcome to The Manor! Thank you for your interest in The Manor Preparatory School. This information pack is designed to give you more information about the school and the post you are interested in and we hope that we are able to convey the qualities that make The Manor an exceptional place, not only for our pupils, but also for our fulfilled and happy staff that work hard to create the school’s spirit, warmth and dynamism. Founded in 1907 and situated in Abingdon, the Manor Preparatory School is an outstanding independent co-educational day school that welcomes boys and girls aged 2-11. The Manor has a wonderfully happy, creative atmosphere where each individual is challenged, cherished and inspired to reach their potential. Every child is encouraged to do their best, resulting in outstanding results academically, on the sports field, and in creative and performing arts. In the Early Years Department, our purpose-built Pre-Nursery and Nursery gives children the best start in bright, airy facilities together with a team of enthusiastic, qualified and dedicated staff. Children in Reception, Years 1 and 2 are exposed to a stimulating and enriching curriculum supported by a team of exceptional Teachers and a full-time Teaching Assistant in each class. From the age of 7 to 11, the pupils in our Prep Department enjoy increased specialised teaching in a rich, warm-hearted environment where all pupils are encouraged to fulfil their potential. The school has outstanding facilities for Music, Science, ICT, Food Technology, Art, DT, Sport and Drama and offers an extensive range of extra-curricular activities but retains a primary school ethos, focusing on the happiness and well-being of each child. Each member of our staff contributes to the unique identity of The Manor, providing a network of support and teamwork which has become a characteristic of the School. Children are “challenged, cherished and inspired”. We hope that on reading our application pack, we are able to convey a sense of the school’s spirit, warmth and dynamism that have made it thrive over the years. Naturally if you have any questions, please don’t hesitate to contact us by email (hr@manorprep.org) or by phone (01235 858 478). You are welcome to telephone to arrange for an informal tour at any point. May we take this opportunity to thank you for the time and thought that we recognise goes into preparing a job application. With very best wishes Rachel Hamlyn Head Application Pack JOB DESCRIPTION PERIPATETIC SINGING TEACHER School Contact: Head of Music Overall Responsibility ● To arrange and deliver individual singing tuition to pupils introduced to you by the school and to support and promote music within the school; ● To maintain a professional standard, adhering to statutory and school requirements for Health & Safety, Risk Assessment and Child Protection; ● To set the highest standards of teaching, which inspires pupils to learn and become involved in ensemble playing; ● Maintain an enthusiastic, inspiring and engaging rapport with the pupil, which stretches the musically able and nurtures those who just want to enjoy music; ● To establish professional working relationships with colleagues, parents and academic staff, communicating fully at all times; ● To deliver 30-minute lessons appropriate to the standard of the allocated pupils on a weekly basis; ● Communicate with parents in written reports and using other means, as appropriate; ● To follow ABRSM examination specifications if appropriate and prepare students fully for examinations; ● To follow school and music department policies and to communicate and liaise with the Head of Music in relation to individual needs of pupils, report writing, exam entries and availability of teaching; ● Currently one day of teaching (this may vary depending on the demand for individual lessons); ● To undertake other reasonable tasks relevant to the needs of the School as the need arises. Application Pack PERSON SPECIFICATION PERIPATETIC SINGING TEACHER Skills and Abilities ● Good organisational skills. ● Good rapport with young children. ● Flexible. ● Excellent written and verbal communication skills. ● Excellent all round organisational and administration skills. ● Excellent accuracy and attention to detail. ● Approachable Qualifications and Knowledge ● Experience of working with children of primary school age would be an advantage. ● Relevant Music and/or Teaching Qualification. ● Experience of performing as a professional musician with enthusiasm for Music, coupled with the ability to be energetic and willing to motivate pupils. Personal Attributes ● Sensitivity towards others’ feelings, sense of humour, flexibility, calmness, personal warmth. ● Have a warm, friendly and welcoming approach. ● Ability to understand and demonstrate a commitment to equality and diversity. ● A professional and approachable manner. ● An appreciation of the need for discretion and confidentiality is essential. ● Confident in own decision making and working on own initiative. ● Displays commitment to the protection and safeguarding of children and young people. ● Values and respects the views and needs of children and young people. Safeguarding ● A knowledge and keen awareness of Safeguarding Children matters and an ability to demonstrate personal values and beliefs in accordance with the School’s Safeguarding Policy. ● An Enhanced DBS Disclosure is required for this position. ● Has a strong appreciation of child protection issues and has the capacity of acting in accordance with the school’s Safeguarding policy. Application Pack Enquiries are welcome. For an informal discussion about the role, or if you have any queries regarding the application form or the recruitment process, please contact, either by email hr@manorprep.org or by phone on 01235 858478. How to apply Before applying for this position, candidates should read our Safeguarding Children Policy (which includes the Child our website on (http://www.manorprep.org/about-our-school/policies/). Please also refer to the website for further information about the school. Protection available policies Policy), section the of Applicants should email a Letter of Application and the signed completed Application Form to:- e-mail: hr@manorprep.org The vacancy will close once a suitable candidate has been sourced. Information provided will be administered under the school’s Data Protection Policy and Privacy Notice Policy (further details can be found on the school’s website. The Manor Preparatory School is committed to safeguarding and promoting the welfare of children, and applicants must undergo child protection screening appropriate to the post, including checks with past employers, an online search and an Enhanced Disclosure from the Disclosure and Barring Service. Where a role involves engaging in regulated activity, it is an offence to apply for the role if you are barred from engaging in regulated activity relevant to children. Roles within Education are exempt from the Rehabilitation of Offenders Act1974. For more information visit https://www.gov.uk/government/publications/new-guidance-on-the-rehabilitation-of-offenders-act-1974 Our Safer Recruitment process and procedures are in line with Safer Recruitment requirements and Keeping Children Safe in Education. The Manor is an equal opportunities employer who welcomes applications from all sections of the community. Application Pack Application and Recruitment Process Application Form ● Applications will only be accepted from candidates completing the enclosed application form in full. CV’s will not be accepted in substitution for completed application forms. They may, however, be submitted in addition to the application form. ● Candidates should be aware that all posts in the School involve some degree of responsibility for safeguarding children, although the extent of that responsibility will vary according to the nature of the post. Please see job description [and person specification] for the post. ● The successful applicant will be required to complete a disclosure form from the Disclosure and Barring Service (DBS) for the post and, where appropriate, a check of the Barred List maintained by the DBS will be made. Any offers of appointment will be made conditional on obtaining such satisfactory checks. For further – the https://www.gov.uk/government/organisations/disclosure-and-barring-service - Additionally, successful applicants should be aware that they are required to notify the School immediately if there are any reasons why they should not be working with children. information, Disclosure Service contact Barring please and ● The School takes its responsibility to safeguard children very seriously and any staff member and/or successful candidate who is aware of anything that may affect his/her suitability to work with children must notify the School immediately. This will include notification of any convictions, cautions, court orders, reprimands or warnings he/she may receive. ● The Childcare (Disqualification) and Childcare (Early Years Provision Free of Charge) (Extended Entitlement) (Amendment) Regulations 2018 apply to those providing early years childcare or later years’ childcare, including before school and after school clubs, to children who have not attained the age of 8 and to those who are directly concerned in the management of that childcare. ● Staff and/or successful candidates who are disqualified from childcare or registration may apply to Ofsted for a waiver of disqualification. Such individuals may not be employed in the areas from which they are disqualified, or involved in the management of those settings, unless and until such waiver is confirmed. Please speak to the Head for more details. ● The School has a legal duty under section 26 of the Counter-Terrorism and Security Act 2015 to have ‘due regard to the need to prevent people from being drawn into terrorism’. This is known at the Prevent duty. Schools are required to assess the risk of children being drawn into terrorism, including support for extremist ideas that are part of terrorist ideology. Accordingly, as part of the recruitment process, when an offer is made the offer will be subject to a Prevent duty risk assessment. ● We will seek references on shortlisted candidates and may approach previous employers for information to verify particular experience or qualifications, before interview. ● ● If you are currently working with children, on either a paid or voluntary basis, your current employer will be asked about disciplinary offences, including disciplinary offences relating to children or young persons (whether the disciplinary sanction is current or time expired), and whether you have been the subject of any child protection allegations or concerns and, if so, the outcome of any enquiry or disciplinary procedure. If you are not currently working with children but have done so in the past, that previous employer will be asked about those issues. Where neither your current nor previous employment has involved working with children, your current employer will still be asked about your suitability to work with children. The employer may answer ‘not applicable’ if your duties have not brought you into contact with children or young persons. The school may contact any of your previous places of work, whether or not they have been named in connection with a referee. Where you have no previous employment history, we may request character references which may include references from your school or university. Application Pack ● As the job for which you are applying involves substantial opportunity for access to children, it is important that you provide us with accurate answers. You should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected and possible referral to the police and/or DBS. Invitation to Interview What to bring to the interview All candidates invited to interview must bring with them: 1. 2. 3. 4. 5. 6. Original (or certified copy) of Birth Certificate A passport of full/provisional driving licence A utility bill or financial statement issued within the last three months showing the candidate’s current name and address; Where appropriate, any documentation evidencing a change of name; Where applicable, proof of entitlement to work and reside in the UK. Further information regarding the necessary documentary evidence can be found on the Home Office website. Evidence of Good Conduct from applicable country if the candidate has been overseas for 3 months or more in the past 5 years. Please note that originals of the above are necessary. Photocopies or certified copies are not sufficient. 7. All candidates invited to interview must bring documents confirming any educational and professional qualifications that are necessary or relevant for the post (e.g. the original or certified copy of certificates, diplomas etc). Where originals or certified copies are not available for the successful candidate, written confirmation of the relevant qualifications must be obtained by you from the awarding body. 8. If the position you are applying for requires a mandatory professional qualification or membership you will need to produce your qualification and proof of professional membership at interview. Disability and reasonable adjustments Candidates with a disability who are invited to interview should kindly inform the School of any necessary reasonable adjustments or arrangements to assist them in attending the interview. Conditional Offer of Appointment: Pre-Appointment Checks Any offer to a successful candidate will be conditional upon ● verification of identity and qualifications ● verification of right to work in the UK, where appropriate ● a satisfactory Enhanced DBS check and, if appropriate, a check against the Children’s Barred List and the Adults’ Barred List maintained by the DBS ● Where the successful candidate has worked or been resident overseas (including EEA teaching candidates), such checks and confirmations as the School may consider appropriate so that any relevant events that occurred outside the UK can be considered. This shall include the candidate providing the School with proof of his/her past conduct as a teacher in the form of a letter of professional standing from the professional regulating authority in the country in which s/he has worked Application Pack ● receipt of at least two satisfactory references (if these have not already been received), including for internal appointments. All references should be provided by a senior person with appropriate authority, subject to the satisfaction of the School ● verification of professional status such as GTC registration, QTS Status (where required), NPQH ● evidence of satisfactory medical fitness ● receipt of a signed Staff Suitability Declaration form showing that the candidate is not disqualified from providing childcare as set out in the statutory guidance “Disqualification under the Childcare Act 2006 (July 2018)” ● satisfactory completion of the probationary period ● verification of successful completion of statutory induction period (applies to those who obtained QTS after 7 May 1999), where relevant ● For a candidate to be employed as a teacher, a check that that the candidate is not subject to a prohibition order issued by the Secretary of State or any sanction or restriction imposed (that remains current) by the historic General Teaching Council for England before its abolition in March 2012 ● For a candidate to be employed into a senior management position as set out within the School’s Recruitment, Selection and Disclosures Policy and Procedure, receipt of a signed “senior charity manager positions: automatic disqualification declaration” confirming that the candidate is not disqualified from acting in a senior management position for a charity in accordance with the automatic disqualification rules for charities If you are undertaking a management role, a check that you have not been prohibited from participating in the management of independent schools. ● As part of Keeping Children Safe in Education, your name will be investigated online as part of the recruitment process. It is the School's practice that a successful candidate must complete a pre-employment health questionnaire. The information contained in the questionnaire will then be held by the School in strictest confidence and used as set out in the School’s Recruitment Privacy Notice and Data Protection Policy. This information will be reviewed against the Job Description and the Person Specification for the particular role, together with details of any other physical or mental requirements of the role i.e. proposed workload, extra-curricular activities, layout of the School etc. The School is aware of its duties under the Equality Act 2010. No job offer will be withdrawn without first consulting with the applicant, considering medical evidence and considering reasonable adjustments. WARNING Where a candidate is: found to be on Children’s Barred List, Adults’ Barred List or the Protection of Children Act List; or ● ● The Enhanced DBS disclosure shows s/he has been disqualified from working with children by a Court; or found to have provided false information in, or in support of, his/her application; or the subject of serious expressions of concern as to his/her suitability to work with children, ● ● the facts will be reported to the Police and/or the DBS. References We will seek the references referred to above for all shortlisted candidates, including internal candidates and may approach previous employers for information to verify particular experience or qualifications, before interview. If you do not wish us to take up references in advance of the interview, please notify us at the time of submitting your application. For internal candidates, formal written references may be sought from a senior person with appropriate authority. All referees will be asked if the candidate is suitable to work with children. Application Pack The School will compare any referee with that provided by Any application discussed with the candidate. form. Criminal Records Policy information provided by the the the be inconsistencies candidate on will The School will refer to the Department for Education (“DfE”) document, ‘Keeping Children Safe in Education’ and any amended version in carrying out the necessary required DBS checks. The School complies with the provisions of the DBS Code of Practice, a copy of which may be obtained on request or accessed here: https://www.gov.uk/government/publications/dbs-code-of-practice. Any offer of employment is conditional upon the School obtaining an Enhanced Disclosure from the Disclosure and Barring Service (DBS) which the School considers to be satisfactory. The School applies for an Enhanced check for Regulated Activity from the DBS (which includes a check of the Children’s Barred List) in respect to all positions at the School which amount to regulated activity. It is unlawful for the School to employ anyone who is barred from working with children. It is a criminal offence for any person who is barred from working with children to attempt to apply for a position at the School. If you are successful in your application, you will be required to complete an online DBS Disclosure Application Form. Any information disclosed will be handled in accordance with any guidance and/or Code of Practice published by the DBS. Policy on the Recruitment of Ex-Offenders The School will not unfairly discriminate against any candidate for employment on the basis of conviction or other details revealed. The School makes appointment decisions on the basis of merit and ability. If an individual has a criminal record this will not automatically bar him/her from employment within the School. Instead, each case will be fairly and objectively assessed by the School in relation to the nature of the employment applied for, and the nature of the offence concerned. Any member of staff, their family (if over 16), volunteer, agency/contract staff working at the school or any other adult coming into regular contact with the children or having unsupervised access to school premises, will not be employed or permitted to live or work on school premises if recruitment checks disclose that they have been convicted of an offence which indicate that they may be unsuitable to work with or have regular contact with children. Under the relevant legislation, it is unlawful for the School to employ anyone who is included on the lists maintained by the DBS of individuals who are considered unsuitable to work with children. In addition, it will also be unlawful for the School to employ anyone who is the subject of a disqualifying order made on being convicted or charged with the following offences against children: murder, manslaughter, rape, other serious sexual offences, grievous bodily harm or other serious acts of violence. It is also unlawful for the School to knowingly employ someone who works in the relevant settings and is disqualified from providing childcare under the statutory guidance “Disqualification under the Childcare Act 2006 (July 2018)”. It is a criminal offence for any person who is disqualified from working with children to attempt to apply for a position within the School. The School will report the matter to the Police and/or the DBS if: • • • the School receives an application from a disqualified person; is provided with false information in, or in support of, an applicant's application; or the School has serious concerns about an applicant's suitability to work with children. Please note that any employer (where children are involved), whom we contact for a reference, will be asked to declare if you have been subject to any substantiated allegations or concerns, as defined by the Application Pack Department of Education, or (whether to the safety and welfare of and if so, the outcome. formally have been that raised informally) about you relating children and young people, All candidates should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal if they have been appointed, and a possible referral to the police and/or DBS. In the event that relevant information (whether in relation to previous convictions or otherwise) is volunteered by an applicant during the recruitment process or obtained through a disclosure check, the School will consider the following factors before reaching a recruitment decision: • • • • • • • • whether the conviction or other matter revealed is relevant to the position in question; whether the conviction or caution is 'protected' as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 (if yes, it will not be taken into account); the seriousness of any offence or other matter revealed; the length of time since the offence or other matter occurred; whether the applicant has a pattern of offending behaviour or other relevant matters; whether the applicant's circumstances have changed since the offending behaviour or other relevant matters; in the case of disqualification from providing childcare, whether the applicant has or is able to obtain an Ofsted waiver from disqualification; and the circumstances surrounding the offence and the explanation(s) offered by the convicted person. If the post involves regular contact with children, it is the School’s normal policy to consider it a high risk to employ anyone who has been convicted at any time of any the following offences: murder, manslaughter, rape, other serious sexual offences, grievous bodily harm or other serious acts of violence, serious class A drug related offences, robbery, burglary, theft, deception or fraud. If the post involves access to money or budget responsibility, it is the School's normal policy to consider it a high risk to employ anyone who has been convicted at any time of robbery, burglary, theft, deception or fraud. If the post involves some driving responsibilities, it is the School's normal policy to consider it a high risk to employ anyone who has been convicted of drink driving. Retention and Security of Records and Data Protection The School will comply with its obligations regarding the retention and security of records in accordance with the DBS Code of Practice and its obligations under its Data Protection Policy. Copies of DBS certificates will not be retained for longer than 6 months. Details of how we use candidates’ data is explained in the Recruitment Privacy Notice and Data Protection Policy. Application Pack