Deputy Headteacher - Pastoral

Deputy Headteacher - Pastoral

Dates: Apply by Friday 24th January 2025

Location: Rickmansworth

Contract type: Full time 

Contract term: Permanent

Salary: Academy Trust Scale, dependent on skills and experience (£76,863 to £91,740)

Start Date: April 2025

Following the appointment of Anthony Smith as the new Headteacher at Parmiter’s School, The Reach Free School is looking to appoint a new Deputy Headteacher to lead on the pastoral aspects of the school. 

This is the first time in the school’s history that this post has been advertised and we are looking for an inspirational and highly committed senior leader to fill this role. The accompanying application pack has details of the responsibilities associated with this position.

The Reach Free School is looking for its Deputy Headteacher to: 

• Be a leader of the strongest calibre; we expect you to be the very best
• Have a passion for education and be open to innovative approaches in everyday aspects of school life
• Be able to successfully manage a challenging workload that covers academic, pastoral and whole-school responsibilities
• Be an excellent networker and communicator
• Contribute significantly to the overall development of the school
• Be committed to securing the best outcomes for all pupils at the school
• Be flexible in your approach to work, adapting to new challenges
• Be passionate about their subject area and learning as a lifelong skill
• Offer enrichment and extra-curricular experiences related to their subject area and beyond

In return, we will offer you:

• The opportunity to be a part of an outstanding senior leadership team, one which is creative and forward-thinking at all times
• The opportunity to strategically shape the future of the school
• The accountability of whole school responsibilities
• The chance to work with Assistant Headteachers and Heads of Department to create an innovative, exciting and engaging curriculum
• Access to the latest technology to assist them in developing their teaching and learning
• Competitive salaries based on skills and experience
• A happy and supportive working environment with high expectations and standards
• Access to the Teachers’ Pension Scheme
• A staff committee that organises various social events
• A comprehensive employee assistance programme
• A £500 new employee referral scheme
• Free parking
• A BUPA cash plan to contribute to medical care 
• A Cycle to Work Salary Sacrifice Scheme
• An Electric Car Salary Sacrifice Scheme (when eligible)
• Up to five days paid leave in compassionate, emergency or exceptional circumstances. For example, our staff can see their children perform in assemblies or shows.

The Reach Free School is a successful secondary school which celebrated its tenth anniversary in 2023. The oversubscribed school is a popular choice for local families. The school has excellent modern facilities built in 2018 right in the heart of its community. If the challenges of working in a non-selective secondary school appeal to you, then we would like to hear from you.

Further information is available from our website: www.thereachfreeschool.co.uk. 

We encourage potential candidates to arrange a tour of the school. Contact The Reach Free School to arrange this or with any questions you may have on 01923 711517 or via email to Mrs Keri McKay, HR Officer, kmckay@reachfree.co.uk. 

Tours available by appointment: Monday 13th to Wednesday 22nd January 2025

Closing date for applications: Friday 24th January 2025

Interviews to take place: Thursday 30th and Friday 31st January 2025

Safer Recruitment

The Reach Free School is dedicated to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment. To ensure we fulfil this responsibility, all candidates will undergo a thorough selection process designed to deter and identify unsuitable applicants. Details of this process are outlined below. Should you require further information, please do not hesitate to contact the school.

Disclosure

This role involves significant access to children, and any appointment will be subject to an enhanced Disclosure and Barring Service (DBS) check for previous criminal convictions. Candidates must disclose any convictions, cautions, or bind-overs, including ‘spent convictions’ as defined under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020), prior to appointment. Failure to disclose relevant information may result in termination of employment. However, a criminal background will not automatically exclude individuals from employment; each case will be considered based on the nature and timing of the offence(s).

Online searches 

Keeping Children Safe in Education (KCSIE) asks schools to carry out online searches on shortlisted candidates as part of the process of assessing suitability. The school will also carry out a prohibition from teaching check. Non-disclosure may lead to termination of your employment.