Welcome, and thank you for your interest in our Headteacher opportunity

When applying please consider the following supporting documents:

Download Person Specification - Headteacher (.docx) [163 KB] (opens in a new tab)

Download Job Description - Headteacher (.docx) [91 KB] (opens in a new tab)

Application guidance, including policy statement on the recruitment of ex-offenders

The supporting information section of your application should clearly evidence your ability to meet the requirements we have outlined in the person specification. This will be used to shortlist applicants for this role and therefore it is imperative that you provide evidence as requested.

References

When completing your application, please provide two employment referees.

Your application plays an important part in your selection. As part of the application process, you may have been asked to demonstrate within this application form how you meet some or all of the criteria or key competencies outlined in the person specification. The supporting information section of your application should clearly evidence your ability to meet these requirements. This will be used to shortlist applicants for this role and therefore it is imperative that you provide evidence as requested. Rather than simply repeating your career history, look at the skills and experience required by the job and provide evidence that you possess them by giving specific and detailed examples which include a focus on outcomes and on your own contribution to the scenario. Try to use different and varied examples wherever possible.

When completing these sections, do not forget the skills and experience you have gained outside full-time work.  Outlining your previous work experience or other responsibilities may help you to uncover skills which you have taken for granted and which are clear signs of your ability to do the job.

Should you require the application form in a different format, please contact Resourcing Solutions.

Canvassing

Should your application be for a local authority school, you must not try to influence an elected Council Member, any council employee or a member of the school governing body, to act in your favour, as this will disqualify you.  If you are related to a Councillor, a Council employee or a governor you must indicate this in the relevant section of the application form.

Data Protection

North Yorkshire Council (NYC) advertise vacancies and process applications on behalf of schools and external organisations (third parties) in North Yorkshire. NYC are not responsible for the recruitment/employment practices of third parties and accept no liability in relation to the vacancy and any subsequent recruitment/employment processes. Further information on how we process your data can be found by reading our privacy notice.

Rehabilitation of Offenders

The post you are applying for requires you to have an enhanced Disclosure and Barring Service criminal records check for work with children, with a barred list check if you work in regulated activity.  This check for disclosure of criminal history will include spent convictions, pending prosecutions / current court proceeding and police enquiries.

Should you be shortlisted, you will be asked to disclose full details of your criminal history prior to your interview. This includes any information deemed relevant as part of Keeping Children Safe in Education which may arise in an online search undertaken on shortlisted candidates. This information may be discussed with you at your interview in order to assess job related risks, but we emphasise that your application will be considered on merit and ability and you will not be discriminated against unfairly.  Failure to disclose this information will result in any offer of employment being withdrawn.

Please also see the policy statement on the Recruitment of Ex-offenders below.

Policy Statement on the Recruitment of Ex-offenders (Source www.gov.uk)

• As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), this school complies fully with the DBS code of practice and undertakes to treat all applicants for positions fairly.
• This school undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
• This school can only ask an individual to provide details of convictions and cautions that it is legally entitled to know about.  Where a DBS certificate can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) order 1975 as amended, and where appropriate Policy Act Regulations as amended) this school can only ask an individual about convictions and cautions that are not protected.
• This school is committed to the fair treatment of its staff and potential staff, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.
• This school has this written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process.
• This school actively promotes 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.  Candidates are selected for interview based on their skills, qualifications and experience and criminal record information is only requested from short-listed candidates.
• A disclosure is only requested from the DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that a DBS certificate will be requested in the event of the individual being offered the position.
• This school ensures that all those who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences.
• This school also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
• At interview, or in a separate discussion, this school ensures 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 position sought could lead to withdrawal of an offer of employment.
• This school makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request.
• This school undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

References

When completing your application, please provide two employment referees. One of these must be from your most recent employer.