School Crossing Patrol Warden

3 weeks ago

Wolverhampton, United Kingdom City of Wolverhampton Council Full time

Job Introduction
**Advert**:
**School Crossing Patrol Warden**

Salary - depending on hours works (Grade 2)

Hours - various hours available

Contract type - part time,permanent

Join our local hero’s we urgently need School Crossing Patrol Wardens We are keen to here from people within the following locations:
**Serving Uplands Junior School**

08:20 - 09:00 & 15:00 - 15:40 (1hour 20 mins) weekly hours 06:40mins

salary £3,398.12.

**Serving St Bartholomew’s CE Primary School**

08:25 - 09:05 & 15:05 - 15:45 (1hour 20mins) weekly hours 07:55 (including Flashing Amber Lights payment)

salary £4,033.48

Sedgley Road O/S St Bartholomew’s School

08:25 - 09:00 & 15:05 - 15:45 (1hour 15mins) weekly hours 07:05 (including Flashing Amber Lights payment)

salary £3,611.52

**Serving St Teresa’s Catholic Primary School & Parkfields Primary School**

08:25 - 09:00 & 15:00 - 15:45 (1hour 20mins) weekly hours 07:30 (including Flashing Amber Lights payment)

salary £3,831.96

**Serving Parkfields Primary School**

08:15 - 08:55 & 15:10 - 15:45 (1hour 15mins) weekly 6hours 15mins

salary £3,186.92

***Serving Nishkam Primary School**

Great Brickkiln Street O/S Nishkam Primary School

08:25 - 09:05 & 15:10 - 15:50 (1hour 20mins) weekly 6hours 40mins

Salary £3,398.12

**Serving St Michaels Catholic Primary School**

08:25 - 09:05 & 15:00 - 15:40 (1hour 20mins) weekly 7hours 05mins (including Flashing Amber Lights payment)

salary £3,611.52

**Serving Christ Church Infants**

Salary £3,186.92

The closing date will be 28th April 2024 shortlisting will take place 30th April with interviews on 10th May 2024 at the Civic Centre Wolverhampton

**Our working arrangements**

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empowers employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocation where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click **here**.

**Diversity**

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential. We've received the Stonewall Silver Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace. As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums **here**

**Recruitment of Ex-Offenders**

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - **Learn more here**

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