Recruitment Pack
SALISBURY CATHEDRAL SCHOOL
Your child at our heart
Evening or Morning Housekeeper
Job Description
Position: Morning or Evening Housekeeper
Contract: Permanent
Responsible to: Estates Manager
Hours: Monday to Friday, 4:30-7:30am or Monday to
Friday 4:30-7:30pm, 50 weeks per year
Salary: £12.71 per hour
Start Date: Position currently available
We are looking for a reliable and hard working housekeeper to join our team, ensuring the highest standards of cleanliness, hygiene and health and safety across our site.
Main duties and responsibilities:
Responsible for an allocated area but these may be changed/reviewed on a regular basis.
General Guidance for all areas of responsibility which may include any area of the school in the main building, 60s block, Pre-Prep or Boarding House.
The Cleaning Supervisor will do regular checks to ensure these standards are maintained. These schedules of cleaning routines may change from time to time.
Daily
Empty wastepaper bins into plastic sack and remove to designated area
Dust/damp wipe or polish desks, tables, chairs and other furniture
Remove finger marks from glass panels
Dust/damp wipe fire extinguishers, sills, skirting, ledges, pipes, handrails, balustrades and telephones
Vacuum all carpeted areas/Sweep all non-carpeted areas
Weekly
Machine buff hard floors
Sanitise telephones
Remove finger marks from light switches, door frames and walls
Remove cobwebs
Polish brass work
Termly
Deep clean all areas
Move furniture and hoover/dust/clean behind and underneath items
Clean shelves if items have been removed or your Line Manager has requested
Clean the back of doors, clear cobwebs, disinfect, polish ready for new term
Clean carpets
Toilets, Changing Rooms, Bathrooms and Showers:
Daily
Clean and sanitise WC pans and both sides of seats and covers
Clean and sanitise exterior cisterns
Clean and sanitise wash basins and polish taps and mirrors
Clean and sanitise bathsand showers
Replenish toilet rolls, soap and hand towels
Remove dust from ledges, sills, pipes and skirtings
Sweep floors and wash with sanitising solution
Weekly
Remove cobwebs
Inhibit calcium build up in sinks and toilets
Termly
Deep clean all areas
General
Security checks shall be carried out by cleaners when leaving areas on completion of their cleaning tasks, in this instance, security shall be deemed to mean lights off, windows closed and secure and doors closed (and where appropriate locked).
Any faults with doors, window catches or alarm systems should be reported immediately to the Estates Manager or member of staff on duty, if in the evenings.
Cleaning Practice
Staff shall demonstrate good cleaning practice by ensuring that all tasks are carried out at regular and equal intervals and considering other cleaning procedures.
Where bin liners are in use, soiled bin liners are to be replaced. Staff should be aware that waste bins may not conform to the traditional wastepaper bin size, and, apart from paper, may include other materials.
Staff are responsible for the removal of all rubbish and debris to the recognised collection point. All waste must be securely tied in plastic bags before being left for collection.
The school recycles paper, designated bins are used for collection. Staff will be responsible for emptying these to the appropriate area.
How to Apply
How to Apply
If you would like to apply for this post, please complete and
return the application form to
hr@salisburycathedralschool.com
For any queries, please speak to: Mrs Charli Hilliard, HR Administrator: 01722 555318 or hr@salisburycathedralschool.com
Applications will only be accepted from candidates completing the application form in full. CVs will not be accepted in substitution for completed application forms.
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. Accordingly this post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and bind-overs, including those regarded as ‘spent’, must be declared.
The successful applicant will be required to complete a disclosure from the Disclosure and Barring Service (DBS) at the appropriate level for the post.
Salisbury Cathedral School will seek references on shortlisted candidates prior to interview and may approach previous employers for information to verify particular experience or qualifications.
If candidates are currently working with children, on either a paid or voluntary basis, their 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 they have been the subject of any child protection allegations or concerns and, if so, the outcome of any enquiry or disciplinary procedure. If they are not currently working with children but have done so in the past, that previous employer will be asked about those issues. Where neither their current nor previous employment has involved working with children, their current employer will still be asked about their suitability to work with children, although the employer may, where appropriate, answer ‘not applicable’ if their duties have not brought them into contact with children or young persons.
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 already been selected, as well as possible referral to the police and/or DCSF Children’s Safeguarding Operation Unit.
For candidates invited to interview
Interviews will be conducted in person and the areas explored will include suitability to work with children. Further details of specific interview content will be sent to selected candidates ahead of interview dates.
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 from the awarding body.
All candidates invited to interview must also bring with them:
Photographic proof of ID (driving licence or passport)
Proof of right to work in the UK (passport, or a full UK birth/adoption certificate, together with an official document giving their permanent National Insurance number)
A utility bill or financial statement showing the candidate’s current name and address and dated within the last three months
Where appropriate any documentation evidencing a change of name
Please note that originals of the above are necessary.
Photocopies or certified copies will not be sufficient.
Conditional Offers to successful candidates
Any offer to a successful candidate will be conditional upon:
Receipt of at least two satisfactory references (if these have not already been received)
Verification of identity and qualifications
A satisfactory DBS check
Verification of professional status such as GTC registration,
QTS Status (where required)
Where the successful candidate has worked or been resident overseas in the previous five years, such checks and confirmations as the school may require in accordance with statutory guidance
Verification of medical fitness in accordance with DCFS Circular 4/99 Physical and Mental Fitness to Teach of Teachers and Entrants to Initial Teacher Training
Satisfactory completion of the probationary period
Warning
Where a candidate is found to be on the DfE Barred List/List 99 or the Protection of Children Act List, or the DBS disclosure shows they have been disqualified from working with children by a Court; or found to have provided false information in, or in support of, their application; or the subject of serious expressions of concern as to their suitability to work with children; the facts will be reported to the Police and/or the DfE Children’s Safeguarding Operation Unit.
Safeguarding
Salisbury Cathedral School is committed to safeguarding and promoting the welfare of children and young people. We recognise that keeping children and young people safe is paramount. Preventing those who might wish to harm or abuse children from engaging in any area of responsibility at Salisbury Cathedral School, whether paid or voluntary, is a top priority. The whole School community is expected to share this commitment.
We realise that all staff, whether paid or voluntary, have a duty to keep young people safe and to protect them from sexual, physical or emotional harm. Children have the right to be safe and to be treated with respect and dignity. Therefore, trusted adults are expected to take reasonable steps to ensure the safety and wellbeing of pupils and adopt a child-centred approach considering, at all times, the best interests of the child. Failure to do so may be regarded as professional neglect.
Equal Opportunities
Salisbury Cathedral School is committed to achieving equality of opportunity for all people who work and study at the School. We respect and value the diversity of our staff and pupils.
We seek to employ a workforce that reflects the diverse community at large, as we value the individual contributions of all people. We will treat all employees with respect and dignity and provide a working environment free from unlawful discrimination, harassment or victimisation.
We will not tolerate any form of behaviour or activity that discriminates on the grounds of gender, marital status, family responsibilities, sexual orientation, colour, race, nationality, religious belief, ethnicity, age, disability and unrelated criminal convictions.
SALISBURY CATHEDRAL SCHOOL
Your child at our heart
Salisbury Cathedral School, 1 The Close, Salisbury SP1 2EQ. www.salisburycathedralschool.com