Assistant Head (Safeguarding)

Assistant Head (Safeguarding)

Salary: Lancing College SMT Scale

Lancing College is seeking to recruit an Assistant Head (Safeguarding) on the promotion of the current incumbent after 4 years of exceptional service.

This is a demanding and wide-ranging post, incorporating within it the role of Designated Safeguarding Lead (with the responsibilities required of this role outlined in KCSIE 2023). The Assistant Head (Safeguarding) reports to the Senior Deputy Head and ultimately to the Head Master. Careful consideration will be given to a teaching load which is commensurate with the particular demands of the role.

Applications should be made using the application form which is available from the College website www.lancingcollege.co.uk and returned to hr@lancing.org.uk Candidates are asked to add a covering letter setting out, as succinctly as possible, their reasons for applying for the position at Lancing.

A full curriculum vitae and the names, addresses and telephone numbers of a minimum of three referees, one of whom should be the candidate’s current or most recent employer, should be included with the application. References will generally be taken up in advance of the interviews.

Early applicants may be invited for interview before the closing date and the College reserves the right to make the appointment before the formal closing date, so early applications are encouraged.

Informal conversations about the post may be arranged with the Senior Deputy Head, Hilary Dugdale, (hrd@lancing.org.uk) or with the Assistant Head, Safeguarding, Richard Dolan (rpd@lancing.org.uk)

The closing date for applications is Friday 8 December, although applications may be reviewed on receipt. Round one of interviews are scheduled for the week commencing Monday 8 January 2024. Round two of interviews will take place the week commencing Monday 15 January 2024.

Further Information

Lancing College is an independent co-educational boarding and day school for boys and girls.

Lancing College is a friendly, ethical, vibrant and outward-looking place to work. We act with integrity and treat each other with respect, valuing diversity and rejecting discrimination. We are fully committed to creating and promoting a diverse and inclusive workforce that reflects both our local community and our cosmopolitan student body. Applications are welcome from all suitably qualified candidates regardless of ethnicity, religion, sexuality, gender, age or disability. We particularly encourage applications from under-represented groups

The School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Any offer of employment will be subject to an enhanced DBS disclosure which the School considers satisfactory, the receipt of satisfactory references, the school’s pre-employment medical questionnaire and sight of relevant original ID documentation and degree certificate(s). 

Applicants who have lived outside of the UK in the past 10 years will be required to provide a Police Check from their country of residence. In addition, and where applicable, successful candidates will be required to produce a ‘letter of professional standing’ issued by the relevant professional regulatory authority as proof of past conduct.

Lancing College conducts online searches for shortlisted candidates. This check is undertaken based on the requirements set out in Keeping Children Safe in Education 2022. The check helps us to ensure safe and robust checks on the suitability of individuals to work within our School.

To minimise unconscious bias or potential discrimination issues, a person who will not be on the appointed interview panel will conduct the search and will only share information when findings are of a concern. The appointed panel may explore any concerns passed to them as part of our due diligence process.

The College is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions, reprimands, and final warnings (including those which would normally be considered "spent" under the Act) must be declared. If you have a criminal record this will not automatically debar you from employment. Instead, each case will be assessed fairly by reference to the School's objective assessment.