Dulwich Prep & Senior 1885

SATURDAY SWIM SCHOOL COACH

Candidate Information

JOB DESCRIPTION

DUTIES & RESPONSIBILITIES

TEACHING & LEARNING

Create and manage a caring, supportive, purposeful and stimulating environment which is conducive to children’s learning.

Plan, prepare and deliver high-quality, differentiated lessons.

Enable pupils to develop positive attitudes to swimming.

Promote high standards of behaviour and discipline among the pupils, safeguarding their health and safety.

Ensure that school policies are reflected in daily practice.

Promote actively strong and positive relationships with parents and carers.

GENERAL REQUIREMENTS

Promoting and safeguarding the welfare of pupils for whom you are responsible and with whom you meet.

Assist with setting up and packing away equipment before/after lessons.

Maintain high professional standards of attendance, punctuality, appearance and conduct.

Maintain positive, courteous relations with pupils, parents, and colleagues.

Maintaining good order and discipline among pupils and supporting and contributing to the school’s responsibility for safeguarding their students.

Promote the good name and reputation of the school.

Adhere to school policies and procedures.

PERSONAL COMPETENCIES & QUALITIES

● Enthusiastic, proactive individual possessing drive, energy and commitment, with a presence which engenders confidence and respect from pupils and colleagues.

A strong team player, sharing knowledge and information with other members of staff to promote good practice.

Co-operative, helpful and accommodating with other team members and staff.

Proven ability to engage a wide range of swimmers across different age groups.

Focuses on what needs to be delivered: understands what is required and responds promptly.

Commitment to the highest standards of care for all pupils.

Consistently strives to maintain a high standard of work.

KEY SKILLS & KNOWLEDGE

Has understanding and experience delivering the Swim England Learn to Swim Framework.

Knowledge and understanding of safeguarding procedures.

Swim England / STA Level 2 Certificate.

NRASTC or NPLQ qualification (desirable).

Experience teaching stages 8-10 or experience coaching (desirable).

REMUNERATION

• Hourly Rate: £27 per hour.

Enhanced maternity, paternity, and adoption pay entitlements.

TERMS & CONDITIONS

Hours of Work: 30 weeks/year on Saturdays during school term time. There are two roles available: Role 1: 9.00am to 11.30am; Role 2: 9.00am to 12.30pm.

Relevant INSET & safeguarding training.

Depending on the school’s requirements at any time, these hours are subject to the terms and conditions of a Contract of Employment and to amendment by the Head Master from time to time.

The first six months of this role will be a probationary period during which your suitability for the position will be assessed. The school reserves the right to extend probationary periods if it believes such an extension is necessary.

APPLICATION & APPOINTMENT

APPLICATION& INTERVIEWPROCESS

A completed Application Form and a Cover Letter explaining your suitability for this role should be emailed to Tamsin Hutson, Human Resources Manager. Please also read the accompanying Application & Recruitment Process Explanatory Note. We reserve the right to appoint at any time during the recruitment process.

Closing Date: Friday 24 July 2026, 9.00am

Interviews: During August 2026

Start Date: September 2026

APPOINTMENT

Any offer to asuccessful candidate will be conditional upon the following:

The agreement of a mutually acceptable start date and your entering into a contract incorporating the school’s standard terms and conditions.

Receipt of at least two references which are satisfactory to the school.

• Verification of identity and qualifications, including evidence of the right to work in the UK.

A satisfactory enhanced criminal records check through the Disclosure and Barring Service (DBS) and clearance of the Children’s Barred List, and confirmation that you are not disqualified from providing childcare.

A check which confirms that you are not banned by the regulating authority of the teaching profession in each country in which you have worked as a teacher, which confirms that you are not subject to any sanctions or restrictions and that there are no concerns over your suitability to work as a teacher.

Verification of your medical fitness for the role.

Satisfactory completion of the probationary period.

Any further checks that the school deems necessary if you have lived or worked outside of the UK, which will include an overseas criminal records check or certificate of good conduct and may include professional references.

EQUAL OPPORTUNITIES & SAFEGUARDING

EQUAL OPPORTUNITIES

Dulwich Prep & Senior is committed to the equal treatment of all current and prospective employees and does not condone discrimination based on age, disability, sex, sexual orientation, pregnancy and maternity, race or ethnicity, religion or belief, gender identity, or marriage and civil partnership.

We are an equal opportunity employer and welcome applications from individuals of all backgrounds. We believe in fostering a diverse and inclusive work environment where all employees are valued and respected for their unique perspectives and contributions.

Candidates will only be assessed against relevant criteria (i.e., skills, qualifications, abilities, experience) in selection and recruitment. In accordance with the Disability Discrimination Act, Dulwich Prep & Senior seeks to treat those with disabilities as favourably as those without disabilities. Accordingly, we will make reasonable arrangements, wherever practicable, to avoid putting those with disabilities at a disadvantage.

SAFEGUARDING

Dulwich Prep & Senior is committed to safeguarding and promoting children’s and young people’s welfare and expects all staff and volunteers to share this commitment. Applicants must be willing to undergo child protection screening and training appropriate to the post, including checks with past employers, online checks, and an enhanced criminal records check with the Disclosure and Barring Service.

Schools' Inclusion Alliance

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disability confident COMMITTED

We are an equal opportunity employer and welcome applications from individuals of all backgrounds.

We believe in fostering adiverse and inclusive work environment where all employees are valued and respected for their unique perspectives and contributions.

We are proud members of the Schools Inclusion Alliance and the Government’s Disability Confident Scheme.

EXPLANATORY NOTES

APPLICATION FORM

1. Applications will only be accepted from candidates completing the enclosed Application Form in full. CVs will not be accepted in substitution for completed Application Forms in the absence of good reason.

2. 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 refer to the job description for the position.

3. 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.

4. Due to the nature of the work, the School applies for an enhanced criminal record disclosure from the Disclosure & Barring Service (DBS) in respect of all prospective staff members.

5. We will seek references on shortlisted candidates and may approach previous employers for information to verify particular experience and qualifications, before the interview.

6. Shortlisted applicants will be asked to complete a disclosure form regarding criminal disclosures and prohibitions relevant to working with children.

7. Shortlisted applicants may also be subject to an online search as set out in KSCIE.

8. 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 Safeguarding (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, although it may, where appropriate, answer not applicable if your duties have not brought you into contact with children or young persons.

9. You should be aware that the 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 the DBS.

INTERVIEW INVITATION

1. If you are invited to interview, this will be conducted in person, and the areas which it will explore will include safeguarding issues and suitability to work with children, as well as your previous employment record.

2. 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.

3. All candidates invited to interview must also bring to the interview the following evidence of identity, right to work in the UK, and address:

a) Passport;

b) birth certificate (if possible);

c) recent utility bill or financial statement showing the candidate’s current name and address;

d) where appropriate, any documentation evidencing a change of name.

PLEASE NOTE THAT WE CAN ONLY ACCEPT THE ORIGINAL DOCUMENTS LISTED. PHOTOCOPIESOR CERTIFIED COPIES ARE NOT SUFFICIENT.

CONDITIONAL OFFER OF EMPLOYMENT: PRE-APPOINTMENT CHECKS

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, qualifications, professional status (where required).

Satisfactory DBS check at the enhanced level & checks of the Children’s Barred List as appropriate.

Verification of 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. The School is aware of its duties under the Equality Act 2010. No job offer will be withdrawn without first consulting with the applicant, obtaining medical evidence, considering reasonable adjustments and suitable alternative employment checks of the lists held by the Teaching Regulation Authority (TRA).

WARNING

Where a candidate is: found to be on the ISA Children’s Barred 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 DBS.

9 Dulwich Prep & Senior 1885