APPLICATION PACK

HEAD OF MARKETING AND ADMISSIONS

Closing Date:  12 noon on Wednesday 10 December 2025

Interviews will be held w/c Monday 15 December 2025

Please note, The Manor reserves the right to close the vacancy early if a suitable
candidate is sourced therefore early submission of applications is advised.

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

Job Title:

Head of Marketing and Admissions

Responsible to:

Head

Responsible for:

Marketing and Admissions Team

The Manor Preparatory School, located in Abingdon, Oxfordshire, is a leading
independent day school for boys and girls aged 2 to 11. Celebrated for its warm,
nurturing ethos and commitment to excellence, The Manor provides an inspiring
education that balances academic achievement with creativity, confidence and
kindness. The school was recently praised in a strong ISI Inspection Report for its
exceptional teaching, pastoral care, and pupil outcomes. Reflecting its outstanding
reputation, The Manor has also been nominated for—and has won—multiple
national education awards, recognising its innovation and dedication to pupil
development. In a recent parental survey, the school achieved an exceptional Net
Promoter Score of almost 70, more than double the sector average of 32,
highlighting the deep trust and satisfaction among its community. With its
dedicated staff, outstanding facilities, and holistic approach, The Manor continues
to prepare its pupils not only for academic success but for happy, confident and
fulfilling futures.

This is a vitally important role within not only the day-to-day operation of the
school but also with the scope to influence and develop the overall strategic aims
of our organisation. A significant part of the post is to ensure that there are strong
pupil numbers within the school, driving recruitment and ensuring retention of
pupils. Other purposes include working with the Head to maintain excellent and
timely communications with all stakeholders within the school, including
governors, and working to further enhance the outstanding reputation of The
Manor. It also includes driving Marketing and leading the Marketing Committee
which is a Sub-Committee of the Full Governing Board. For the right candidate,
this role will form a pivotal strategic function within the Senior Leadership Team as
well as working closely with the Senior Executive Team, comprising the Head, the
Director of Finance & Operations, the Head of Pre-Prep, the Deputy Head
Pastoral and the Deputy Head Academic.

Welcome to The
Manor…

Job Purpose:

Key responsibilities

●

●

To oversee and refine the pupil journey from enquiry to alumni stage, liaising closely with
prospective parents, guiding them through our highly personalised admissions process, including
initial contact, dealing with prospectus enquiries, organising visits to the school, following up on
admissions enquiries and then converting through to the school roll ensuring exceptional customer
experience at every touchpoint.

To develop and drive a clear marketing and admissions strategy aimed at optimising pupil numbers
and brand awareness, and opportunities for recruitment and retention whilst always remaining true to
the aims and values of The Manor.

Application Pack

●

●

●

●

●

●

●

●

●

●

To work effectively with external agencies, such as the website provider, digital marketing agency,
and designer; to ensure all digital platforms (website, social media, directories) meet high standards
for accessibility, accuracy, safeguarding and brand consistency

To manage and develop the brand of The Manor Preparatory school, acting as a ‘Brand Guardian’
and ensuring that key messages are communicated in a consistent, clear and professional manner.

To lead and inspire all members of staff in marketing activities in order to fulfil strategic aims,
focusing on pupil recruitment and retention

To develop relationships both within and outside school to enhance the profile and reputation of The
Manor locally, regionally and nationally, including those with other schools and settings

To lead on parent satisfaction monitoring, including designing and analysing surveys (e.g. NPS,
leaver surveys) and generating actionable insights for SLT and Governors

To design and implement data-driven recruitment pipelines, including conversion tracking,
competitor analysis and demographic trend monitoring; to use this to help forecast pupil numbers
and inform long-term strategic planning

To conduct ongoing competitor analysis across local and regional independent schools, sharing
insights with SLT and Governors

To successfully manage the admissions and marketing budget ensuring optimisation of the financial
investment in the department to provide the best possible return

To ensure compliance in relation to ISI requirements linked to school roll, as well as with other
organisations, such as those relating to visas etc

To successfully lead the planning and organisation of all marketing and admissions events, such as
Open Days

Person Specification

Essential

Desirable

-  Excellent inter-personal and communication

skills

-  Experience of school admissions and/or

marketing

-  Proactive, shows initiative

-  Team player

-  Specific marketing qualifications

-  Events co-ordination experience

-  Creative thinker and solutions focussed

-  Highly articulate and literate

-  Experience of developing strategic and

tactical plans, combined with a record of
successfully implementing them

Application Pack

-  Good sense of humour and personable

schools and pupil recruitment

-  Excellent market knowledge of independent

-  Excellent organisational skills

-  Experience working with CRM or

-  Empathetic

-  Flexible

admissions management systems (e.g.,
Hubspot, iSAMS, SchoolBase,
Admissions+)

-  Can demonstrate the ability to think
strategically and/or manage projects

-  Experience managing digital content

ecosystems, including SEO, PPC, analytics
and social media campaigns

-  Ability to plan, report and manage budgets

-  Understanding of regulatory frameworks

-  Sales and/or customer care experience

relevant to independent schools (ISI, UKVI
compliance, safeguarding)

-  Demonstrable experience improving

-  Track record of leading and motivating

customer service experience, client journeys
or service pathways

teams

-  Numerate and IT literate

-  Strong analytical skills with an ability to

interpret data, produce reports and inform
strategic decisions

-  Able to work under pressure, to multiple
priorities and strict deadlines, prioritising
own workload

-  A commitment to fully understanding the
independent sector landscape, both local
and national

-  Ability to maintain confidentiality and
demonstrate discretion at all times

Elements of the Role

Leading and developing the team to deliver the following key elements:

●  Admissions and Marketing processes: delivering these processes as a cohesive whole to recruit

and retain pupils and promote The Manor as a premier preparatory school.

●

Internal Communications: Regular meetings with Head; close liaison with SET, SLT, Bursary and
SENCO; meetings with governors including Marketing Committee; liaison with Head’s PA;
overseeing and maintaining continuous dialogue and feedback with key internal stakeholders
including all staff, pupils and current parents; provision of all necessary information and statistics to
Head, DFO, staff and governors; giving due regard to all GDPR requirements.

Application Pack

●  External Communications: Providing bespoke service to all prospective parents at each stage of
admissions process from initial enquiries through offers to acceptance; overseeing and maintaining
continuous dialogue and feedback with key external stakeholders; furthering alumni relationships;
developing relationships with the local community in order to raise the profile of the school; seeking
excellent opportunities for publicity and developing links with local press, other registrars, local
schools and organisations; liaison with external suppliers of admissions and marketing materials
including advertising; overseeing website, digital marketing and social media accounts.  Overseeing
and evaluating digital marketing performance data (analytics dashboards, conversion funnels,
campaign performance) and reporting outcomes to SLT and Governors.  Ensuring effective
reputation management, including monitoring online presence, school review platforms and press
activity.

●  Promotional materials:  Overseeing production and updating of prospectus, inserts and all
promotional material; updating new pupil information and online welcome booklet; updating
advertising & media schedules; distributing school magazines to ex-pupils, secondary and nursery
schools, prospective parents etc as appropriate.  Ensuring the school’s photography and
videography assets are current, high quality and reflect the school’s values, diversity and ethos.

●  Records and Database: Maintaining admissions database; recording all enquiries, follow up letters,

registrations, offers and acceptances; keeping accurate records of Nursery and Pre-Nursery
available places and informing accounts department of changes; circulating updated whole school
lists; ensuring compliance with statutory, ISI and visa requirements.

●  Events and visits (on and off site): Organising prospective parent tours and visits, touring with

parents and follow up actions; leading the planning and organisation of Open Days/ Open Evenings,
liaising with Head of Y5/6 re guides, attending events; liaising with Head/SLT for dates of ‘new
children visit day’ in summer term and visit of school uniform suppliers to coincide with current pupils’
visit to new classes; developing and organising new events to drive footfall; organising appropriate
staff to visit nurseries and other feeder schools.  Leading the development of new outreach initiatives
(e.g. toddler groups, community workshops, holiday events) to increase brand visibility and feeder
arrangements.

●  Managing Marketing Budget

●  Reporting to Governor: Termly Marketing and Admissions Committee meetings; equipping the
Head with all relevant information, updates and statistics required for Full Board meeting; liaising
informally with relevant members of the Board

●  Line management of Marketing and Admissions team

MEMBER OF SENIOR LEADERSHIP TEAM (where appropriate depending on candidate expertise)

A member of SLT is expected to attend and participate in all School events and activities.  They will take a
share of emergency holiday cover (being available through telephone contact), and will normally be expected
to be in School for administration, meetings and planning in the two days following the end of term and for two
or three days before the INSET days that precede a new term.

Key Responsibilities:

●  Play  a  major  part  in  the  SLT,  putting  the  interests  of  the  whole  school  first  and  foremost  (i.e.  all

members of the SLT are there as the SLT, not as ‘representatives’ of one part of the school).

Application Pack

●  Follow the Values/Code of Conduct agreed by the SLT.

●  Be available for Weekly SLT meetings.

●  Perform a weekly evening duty until 6pm.

●  Attend other committee meetings (Marketing, Academic, Health & Safety, etc.).

●  Attend SLT Strategy Day with Governors.

Other Duties

●  Act as First Aider

●  Staff are expected to carry out other duties as reasonably requested by the Head or the SLT.

●  To follow the directions contained in the Staff Handbook, which change from time to time.

Contractual Terms:

Hours of Work - The hours of work are 08:00 to 17:00 Monday to Friday during term time and INSET with
30 minutes paid lunch break.  During the school holidays, the hours of work are 09:00 to 16:00 with 30
minutes paid lunch break.

Remuneration - Competitive salary

Annual Leave - 30 days annual leave to be taken during school holidays.  It is at the discretion of the Head
to allow annual leave during term time.

Contractual Benefits - The Manor offers a Scottish Widows Pension Scheme for Non-Teaching Staff (6%
employer contribution).  Members of the pension scheme will be eligible for the Life Assurance benefit.

Non-contractual Benefits:

●  Lunch, Drinks and Snacks: Staff are provided, at no cost, with lunch, hot drinks and snacks

throughout the day (term time only).

●  School Fee Reduction: Children of Teaching and Support Staff at The Manor may be eligible for a
reduction on the basic tuition fees. The continuance of School fee reduction provision is at the
Governors’ discretion. Please contact the Director of Finance and Operations for further information.
Please note, this benefit is pro-rated for part time staff.

●  Subsidised rates: For staff children at Extended Day, Clubs and Manor Fun.

●  Parking: Free staff parking on site at The Manor is permitted.

●  Facilities Hire: Staff at The Manor are able to hire the School facilities including our brand new

Sports Hall, for personal events.

●  Free Pension Advice: Teaching and support staff are entitled to unlimited free Pension advice.

●  One to One Counselling: Teaching and support staff are entitled to 6 free counselling sessions.

This service is confidential.

Application Pack

●  24 Hour Counselling and Legal Helpline: Teaching and support staff are entitled to unlimited free

legal advice through a 24-hour counselling helpline provided by DAS UK Group.

●  Discounts: “Fit to Run” (Sports Shop) of 10% and “Stevenson’s” (School Wear) of 5%.

●  Eye Tests: Teaching and support staff at The Manor are entitled to one free eye test every two

years.

●  Post: Ability to use the school franking machine for personal post which still needs to be paid for (via

the “honesty pot” in the Bursary) but this is at the reduced franking costs rather than the more
expensive stamps.

●  Flu Jabs: Teaching and support staff at The Manor are entitled to be reimbursed for an annual flu

jab

The above non-contractual benefits are currently available to staff. They are at the discretion of the
Governors who reserve the right to withdraw them without notice.

Applying for the role:

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.

Before applying for this position, candidates should read our Safeguarding Children Policy (which includes
the Child Protection Policy), available on the policies section of our website
(http://www.manorprep.org/about-our-school/policies/).

Please also refer to the website for further information about the school.

Applicants should email a Letter of Application and the signed completed Application Form to
hr@manorprep.org

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 the 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
–
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

Barring

contact

please

and

the

●  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.

Application Pack

●  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.

●  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.

Application Pack

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
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.

Application Pack

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.

The School will compare any information provided by the referee with that provided by the candidate on the
application form.  Any inconsistencies will be discussed with the candidate.

Criminal Records Policy

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.

Application Pack

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 Department
of Education, that have been raised (whether formally or informally) about you relating to the safety and welfare
of children and young people, and if so, the outcome.

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.

Application Pack

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 which 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