Bishop Monkton C of E Primary School - Headteacher

With a history of more than 150 years, Bishop Monkton Church of England Primary School is small school in the beautiful village of Bishop Monkton just south of Ripon, in North Yorkshire. Our school benefits from being in a truly idyllic environment. We are proud to have 105 amazing pupils, taught by our dedicated staff, along with a wonderful governor-led nursery. Our aim is to provide all children with an enjoyable learning experience in which they flourish. While many of our pupils live locally, we are proud to welcome families from further afield, all of whom quickly become valued members of our school and village community.

We feel that education is a journey, not a race and we are in the privileged position to be able to shape that journey with our children. Along the way we have plenty of fun, with a varied and interesting curriculum that will bring out the best in our children. Our commitment to inclusion has been recognised by Ofsted, particularly in the way we support children with SEND. We hope the information provided gives you a clear sense of our ethos and the vibrant learning environment we offer.

We’re incredibly proud of our pupils’ achievements and the dedicated staff team. In 2024, we were ranked in the top twenty in terms of performance out of more than 400 primary schools across North Yorkshire, a reflection of our commitment to excellence and personalised learning.

For an informal, confidential conversation about the role please email Ashley Benford, who has been engaged to support us with recruitment to this key role, or call on 07814 932 389. We would encourage you to come and visit in advance of your application and see for yourself the enthusiasm that our pupils have for their education. Such a visit is not part of the selection process, and whether applicants have visited will not influence the outcome. We would also encourage applicants to have a look at the school website and newsletters to get a feel for our school.

I hope you find the information provided useful and informative and that it will encourage you to apply. On behalf of the governing body, thank you again for your interest in Bishop Monkton C of E Primary School.

Yours faithfully,

Ashlea Costelloe

Chair of Governors

Post: Headteacher
Number on Roll: 105 (Plus Nursery)
Commencing: September 2026
Salary: TBC
Contract Term: Permanent

Our Opportunity:

The Headship of a village church school is a truly unique opportunity. At Bishop Monkton Church of England Primary School, you’ll join a close-knit, caring community where you can build meaningful relationships with every child and family. We are seeking a Headteacher who combines warmth and adaptability with strategic thinking and ambition. Our new leader will not only nurture our strong ethos and high standards but also help us “future-proof” the school—developing our pupil numbers to ensure long-term sustainability. This role calls for a skilled professional who can balance the budget, manage and inspire staff, lead as SENDco, analyse data to drive improvement, and maintain strong relationships with our supportive community. You will also take the lead in specific areas of school development and be the visible, trusted face of the school.

About You:

We are seeking an exceptional Headteacher to lead our small, community-driven school with vision, integrity, and warmth. Our school has a distinct family feel where relationships matter, and the Headteacher is central to fostering this ethos. You will be approachable and visible, building strong connections with pupils, staff, and parents alike. You will lead a dedicated and committed team who value their autonomy in delivering an engaging curriculum, while looking to you for unwavering support and thoughtful guidance. Collaboration, trust, and team spirit are at the heart of our culture, and we need a leader who can nurture these qualities while driving improvement.

This is a role for a knowledgeable and proactive leader—someone with an eye for detail and the ability to see the bigger picture. You will understand the complexities of SEND, safeguarding, and financial management, and be confident in using data and technology to inform decisions. Strategic thinking and prioritisation will be key as you steer the school forward.

Our ideal candidate will:

Be approachable, visible, and committed to maintaining our strong sense of community.
Demonstrate expertise in safeguarding, SEND systems and processes, and behaviour management.
Show financial acumen and IT literacy, with the ability to manage budgets effectively.
Have experience embedding sustained good practice and driving inclusion.
Appreciate the unique demands of a small school, including managing nursery provision and wraparound care.
Be calm under pressure, adaptable, and proactive in supporting staff and engaging with parents.

If you are passionate about making a lasting impact and leading a school where every child is known and valued, we would love to hear from you.

We can offer you:

A happy and friendly school, with delightful children who respect each other and have a thirst for learning.
A culture which allows all staff to thrive and develop.
An opportunity to see the huge potential that exists and the time to make Bishop Monkton CE Primary School a beacon of excellence in primary education.
Significant levels of support from the Local Authority, Diocese, Governing Board and a staff team who are experienced, committed and passionate about our school.
A Governing Body committed to providing support on all matters including more sensitive or difficult issues and including the wellbeing of all staff members.
The school is part of a Cluster where the Headteachers meet regularly. This provides a support network for sharing ideas and best practice.

For further information about our opportunity, please visit our dedicated recruitment microsite.

For an informal, confidential conversation about the role please call Ashley on 07814 932 389 or email. Ashley has been engaged to support us with recruitment to this exciting opportunity.

Key dates

Visits

We strongly recommend that you visit us so we can share with you why we are so proud of our school, and you will have the opportunity to see what we have to offer. If you would like the opportunity to visit, please email Ashley to arrange a time.

Please note that while a visit can be helpful for you as an applicant, it is entirely optional and not part of the selection process. Whether or not you visit will have no impact on the outcome of your application.

Application closing date: Midnight on Tuesday 13^th January 2026
Shortlisting: Friday 16^th January 2026
Interviews: Wednesday 21^st and Thursday 22^nd January 2026

About Our School

One of the highlights of Bishop Monkton is its stunning natural beauty. The village is surrounded by rolling hills, lush green fields, and winding streams, making it an ideal location for hiking, cycling, and other outdoor activities. Visitors can explore the nearby Nidderdale Area of Outstanding Natural Beauty, which boasts breathtaking landscapes and a diverse range of wildlife.

The village is close to the city of Ripon and is easily accessible via car from the Ripon by-pass. There are Methodist and Anglican churches in the village. Bishop Monkton Primary is a Church of England school with strong links to St John’s Church, which is used both as a resource and for festive celebrations in the Christian calendar. The village has an active community and a fantastic village hall and sports facilities, used by the school for special events such as Cross Country and the Christmas Fair.

The school has a successful governor led nursery which takes children from 2 years old. You can read more about our nursery here.

Our Pupils

Our pupils are warm, friendly and welcoming. They show support to one another by championing their friends and they are confident to express their opinions, knowing their voice will be heard. They recognise difference within the school community and are very accommodating to the wide variety of need in school. We have a high number of children with SEND and our overview of this is a strength. We will be looking for our next Headteacher to keep this focus within the school.

Ofsted recognised July 2023: The school’s oversight of special educational needs and/or disabilities (SEND) is a strength. Staff have the highest expectations for pupils with SEND. Pupils with complex needs access a broad curriculum. Adults support pupils with SEND in many ways, such as using practical apparatus and picture timetables. Individual plans for pupils are written carefully and targets are broken down into small, achievable steps. Leaders work tirelessly with external agencies, parents and carers to help meet the needs of pupils with SEND.

The area around the school is largely white with a monoculture so we work hard to ensure that our children have a broad range of experiences that bring diversity and a greater understanding of different cultures and beliefs.

Behaviour is generally very good in our school; where behaviour is challenging from one or two individuals, staff work with outside agencies to understand and support. Our children are keen to contribute actively to school life, seeking positions of responsibility. The children are enthusiastic about their learning and engage positively in lessons, reflecting our rules of “Ready, Kind and Curious”.

Our Staffing Team

Bishop Monkton Primary School has a dedicated team of staff with some members forming part of the immediate local community and/or having worked at the school for many years. There are two classes that are set up as job-shares and we have several staff who are part-time. Recruitment for some support staff roles can be challenging as the village is not adequately served by public transport. The staff work together effectively as a team, always supporting one another.

SLT structure

Headteacher

SENDCo responsibilities

SENDCo position currently held by the Headteacher

Class teachers

1 x f/t, 1 x 0.87 fte, 1 x 0.66 fte, 1 x 0.44 fte, 1 x 0.51 fte and 1 x 0.6 fte

MFL specialist is 0.11 fte

Daily support includes whole class, small group and one to one support as required. Structured intervention and pre/post-teaching is used to meet learning needs. Some children with SEND have direct 1-1 support. We are a school with staff who are very supportive of each other, as required in a small school environment. Being adaptable and flexible is key. Whilst there is no SLT, experienced teaching staff are regularly consulted on and included in decisions around school direction and development. 4 of the 6 class teachers are on the upper pay range. Our next Headteacher must be open to learning about the school from the staff and value the community forward, family feel that our school has.

Details of support staff

HLTAs x 4 (3 f/t, 1 x 0.8 fte)

Teaching assistants x 8 ranging from 0.5 fte to full time (includes MSAs)

Office manager 1.0

School cook and kitchen assistant

Mobile Cleaner/Caretaker service

Our Governing Body

We have the benefit of an experienced Governing body that works hard to support the school. They meet regularly to discuss the school’s strategic direction and make important decisions that are in the best interest for everyone.

Learning at Bishop Monkton Church of England Primary School

We have 4 classes that make up our school: Robins, Owls, Kestrels and Kites. In addition to this we also have our “Wrens” in our onsite Nursery.

Our children thrive in a thoughtfully sequenced and broad curriculum that balances knowledge acquisition with creativity. Subject leadership is distributed between the Headteacher and class teachers. From EYFS, pupils develop independent and collaborative learning skills through play-based experiences, building resilience and a love of learning. In maths, we use the White Rose mastery model, using a Concrete, Pictorial, Abstract approach to deepen understanding, foster reasoning, and develop problem-solving skills. English is driven by high-quality, diverse texts that enrich oracy, literacy, and a lifelong passion for reading through initiatives like “Love to read…read to succeed,” a well-stocked library, reading clubs, and performance poetry activities. Computing champions digital creativity, safety, and literacy via a spiral curriculum that revisits key skills over time. Science brings learning to life with outdoor investigations, themed events, and hands-on experiences in their woodland area. Music, languages, history, geography, PE, PSHE, and other subjects are richly integrated with visits, workshops, and community links to broaden horizons.

Wellbeing of Staff and Pupils

The wellbeing of our children is at the heart of everything that we do at Bishop Monkton Primary. We promote a caring, inclusive environment where every child feels safe, valued, and supported to thrive. Through initiatives such as Wellbeing Days, a dedicated PSHE curriculum, and a child-centred approach to safeguarding, we ensure pupils develop resilience, confidence, and positive relationships. The new Headteacher will continue to champion this ethos, embedding well-being into all aspects of school life and working closely with staff and parents to maintain a nurturing environment where children flourish academically and emotionally.

We also recognise that staff wellbeing is essential to a thriving school community. Our new Headteacher will play a key role in fostering a supportive, collaborative environment where staff feel valued, respected, and empowered to deliver their best.

Our most recent Ofsted report highlighted the school’s strong sense of community and commitment to pupil wellbeing.

Ofsted recognised July 2023 “Leaders make sure that their vision for pupils to be ‘healthy, happy and vibrant individuals’ becomes a reality.”

Our Community

Relationships with parents, carers and the local community

We recognise the part we play as a small village school. We are at the heart of our local community and as such there is a strong relationship between parents, staff and the wider community. There are many active clubs for residents in the village that sometimes involve the school. Recently, the local history group researching the history of the school involved both the school children and residents of the village. The local church has a regular coffee morning which parents are invited to, with the school choir singing at this once every half-term.

Parents are welcomed in their role as partners in the education of their children and their support is valued in fulfilling these aims. We benefit from an active parent group with events including the 2k/10k BeckBusters Race and school discos. Parents are supportive of these events, and we would love to encourage more parents to be actively involved. School events such as Musical Soiree, Christmas and summer productions and the weekly Celebration Assembly are all well attended by Parents. The school often has themed days to raise money/awareness for different charities e.g. Children in Need, Mental Health, which are also well supported by parents.

Relationship with LA and Diocese of Leeds

The school enjoys a strong and positive relationship with both the Local Authority and the Diocese of Leeds. This year, we welcomed a new Educational Advisor and a new Diocese Advisor, creating an exciting opportunity for our next Headteacher to establish fresh partnerships and collaborate closely with these key stakeholders to support the school’s ongoing development.

Wider networks

As a member of the Harrogate and Rural Teaching Alliance (HART) our Headteacher has access to a wonderful organisation for advice, support and professional development. There is also a Rural Ripon Village Schools cluster which works as a support for local small schools. Within this cluster, schools will moderate writing and use it for other networking opportunities. In addition to this, as Headteacher, you will have the Schools Education Advisor, School Diocesan Advisor, a supportive Governing Body and supportive staff across the school including a long standing and experienced Office Manager.

Ofsted Inspection and School Data

Ofsted

Our last Ofsted report was in July 2023 where the outcome was “Good” in all areas. The report highlighted our broad and balanced curriculum, alongside areas for continued development. This is an exciting opportunity to build on our successes and lead the school confidently towards its next positive inspection outcome.

Ofsted recognised July 2023: Leaders have developed a curriculum that is broad and balanced and builds up pupils’ understanding over time. Subject leaders are knowledgeable and are always looking at ways to further improve the curriculum. Leaders use the local context for learning. There are many opportunities for pupils to take part in activities beyond the daily school curriculum. The arrangements for safeguarding are effective. Referrals to external agencies are thorough and timely.

SIAMS

Our last SIAMS inspection (in 2019) reaffirmed our school’s strong Christian ethos and commitment to nurturing every child within a caring, inclusive environment. Moving forward, the Headteacher will play a key role in sustaining and strengthening this vision, ensuring that Christian values remain at the heart of school life. This includes embedding these principles across the curriculum, fostering positive relationships within the community, and promoting an environment where pupils flourish academically, socially, and spiritually. The successful candidate will work closely with the Diocese and staff team to maintain and develop the school’s distinctive character while driving continuous improvement. Moving forward, our next Headteacher will lead preparations for the school’s next SIAMS inspection, ensuring that all aspects of the framework are fully embedded and evidenced.

Pupil achievement, attainment and progress

Our pupils achieve well across all key stages. At KS2, 80% of pupils reached the expected standard or above in Reading, Writing, and Maths combined, with individual subject results of Reading 80%, Writing 80%, Grammar, Punctuation and Spelling 73%, and Maths 87%.

Year 4 pupils achieved an average score of 23 in the Multiplication Tables Check. At KS1, attainment was strong with Reading at 93%, Writing at 70%, Grammar, Punctuation and Spelling at 92%, and Maths at 92%.

Year 1 phonics screening saw 85% of pupils meeting the expected standard, and 82% of pupils achieved a Good Level of Development in EYFS.

Budget position

The school budget is currently in surplus; however, it remains challenging to balance.

Close monitoring and careful financial management are essential to prevent the budget from moving into deficit. We are looking for our next Headteacher to be able to provide strong strategic leadership, balancing educational ambition with financial sustainability. They will need to work collaboratively with governors to maintain a robust financial strategy aligned with the school’s vision and priorities.

Our Ambitions and Priorities

Leeds Diocese

The core aim and purpose of Leeds Diocesan Board of Education is to ensure that the services and support we offer make a real difference in helping our schools improve the outcomes for the pupils in their care, delivered in the spirit of the Diocesan values of Loving Living Learning.

The Diocese of Leeds Education Team provides advisory support and training to over 236 church schools across nine local authority areas and eleven multi-academy trusts. We are proud of our family of schools, which continue to improve and offer rich learning experiences. Our advisory team comprises experienced church school headteachers, each school having a named adviser to support its priorities and tackle inevitable challenges.

The Diocesan Education Team's primary role is to preserve and enhance the religious foundation of church schools. The church has a long history in education, providing free schooling before the state's involvement. Currently, around 25% of primary schools have a Church of England foundation, with an estimated 15 million people in the country having attended a church school at some point.

We work alongside our school leaders to:
Ensure distinctive education that enables pupils and adults to flourish.
Ensure every church school is effective.
Recruit, retain, develop, and sustain inspiring teachers and leaders.
Support strong links between church schools and their wider parish communities.
Provide effective opportunities to encounter the Christian faith through collective
worship, chaplaincy, spiritual development, and mental health and well-being
Be a voice of influence in education and the church locally, regionally, and nationally.

Support for schools is provided through the Enhanced Service Plan, our service level agreement, which includes a named adviser, a broad training offer and many helpful resources.

We know that being appointed to the role of headteacher is an exciting and critical time in your career, and we will be there to support you with every step. Transitions are unique and the first few months in a new leadership role are particularly significant. Recognising this, we offer structured bespoke support for all headteachers in their first year and beyond. Please be assured that we are there for you.

Living and working in North Yorkshire

Application Documentation & Guidance

When applying please consider the following supporting documents:

Download Person Specification - Deputy Headteacher (.docx) (opens in a new tab)

Download Job Description - Deputy Headteacher (.docx) (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. One of these must be from your most recent employer.

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.

We are committed to meeting the needs of our diverse community and aim to have a workforce reflecting this diversity. We are also committed to safeguarding and promoting the welfare of children, young people and adults. We have a robust child protection and safeguarding policy. and all staff will receive training relevant to their role at induction and throughout employment at the school. We expect all staff and volunteers to share this commitment.

Please note this post is in regulated activity and exempt from the rehabilitation of Offenders Act 1974 and subject to satisfactory references and an enhanced DBS criminal records and barred list check for work with children. An online search may be undertaken as part of the recruitment process on information available in the public domain. Candidates should disclose anything that may be relevant in line with Keeping Children Safe in Education.

Leading Every Child to Act justly, love kindness and walk humbly with God

Dear Applicant,

Learn more about our Headteacher opportunity