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Federation Executive Principal

Closing date: 31st March 2019

The Trustees and Local Governing Bodies of the Challenger Multi Academy Trust seek a well-qualified and experienced educationalist to lead and inspire the staff, parents, community, children and young people of our three Academies in Kempston.

Our three Academies in Kempston are already engaged on a journey of close collaboration, and from September 2019 will work more formally together under the banner of the Kempston Challenger Federation.  They are in the process of developing a compelling and visionary ‘Kempston Curriculum’ from early years through to an exciting post-16 provision.  This is a unique and exciting opportunity to lead and develop the partnerships within the Federation in line with the values and aspirations of each Academy, and within the overall mission, values and values of CMAT, and our focus on ‘Character Education’ and ‘Learning Outside the Classroom’.

Visits to our schools are welcome. 

For an application pack, please contact Joanne Carr on jcarr@challengermat.org

CMAT Federation Executive Principle Advert

 

Please view our Policy Statement on the Recruitment of Ex-offenders at the very bottom of the page

Policy Statement on the Recruitment of Ex-offenders

In accordance with the Disclosure and Barring Service Code of Practice this policy is made available to all job applicants at the outset of the recruitment process. The DBS Code of Practice is available at https://www.gov.uk/government/publications/dbs-code-of-practice

As an organisation which uses the Disclosure and Barring service, the Governing Body of the school complies fully with the DBS Code of Practice and undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

We meet the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974. A DBS check will therefore be carried out before appointment to any job at the school is confirmed. This will include details of convictions cautions and reprimands, as well as ‘spent’ and ‘unspent’ convictions. A criminal record will not necessarily be a bar to obtaining a position.

We are committed to the fair treatment of applicants on all protected grounds and in relation to all history of offending.

We promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their competencies, qualifications and knowledge.

Application forms and recruitment information will contain a statement that job applicants will be required to disclose their criminal record if they are invited to interview and a DBS check will be carried out if they are offered the job. The information will only be seen by those who need to see it as part of the recruitment process.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the job sought could lead to withdrawal of an offer of employment.

We undertake to discuss any matter revealed in a Disclosure with the person seeking the job before withdrawing a conditional offer of employment.

We ensure that people at the school who are involved in the recruitment process have access to professional advice to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

Having a criminal record will not necessarily bar you from working at the school. This will depend on the nature of the position and the circumstances and background of your offences.