Assistant Principal for Inclusion
2 weeks ago
Job start date: 1 September 2024
Hours per week: Full time
Oasis Academy Hobmoor
Wash Lane
Birmingham
B25 8FD
Telephone number:
Contact email:
Contract type: Permanent
To be responsible for the strategic leadership of Inclusion and Special Educational Needs and Disabilities (SEND). To manage the day-to-day operation of provision and achievement for students with SEND. To provide professional guidance in the area of SEND in order to secure high quality teaching and the effective use of resources to maximise learning outcomes and life chances for all SEND students.
All leaders in the Academy share in devising strategies for raising achievement and ensuring high standards of behaviour.
The post holder shall have the professional duties of Assistant Principals in accordance with the current DFE School Teachers' Pay and Conditions document and wider responsibilities relating to strategic direction and development, teaching and learning, leading and managing staff and the efficient and effective deployment of staff and resources in consultation with the Principal.
Please download an application form and Recruitment Monitoring Form or email:
This school is committed to safeguarding and promoting the welfare of children and expect all staff to share this commitment. The successful candidate will be subject to all necessary pre-employment checks, including: enhanced DBS; Prohibition check; Childcare Disqualification (where applicable); qualifications (where applicable); medical fitness; identity and right to work.
All applicants will be required to provide two suitable references.
An online search will also be carried out as part of due diligence on all short-listed candidates. This post is not part of the City Council and the successful candidate will not hold a Birmingham City Council Contract of Employment.
This post is exempt from the Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020. Which means that when applying for certain jobs and activities certain spent convictions and cautions are 'protected', so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.
Further information about filtering offences can be found in the DBS filtering guide.
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