The role of the Head Teacher is, within the resources available, to conduct the affairs of the school to the benefit of the pupils and the community it serves, through pursuing objectives and implementing policies set by the education authority under the overall direction of the Director of Education & Children’s Services. The Head Teacher will be accountable for the following list of duties and for such other duties as can reasonably be attached to the post:
Leadership, good management and strategic direction of colleagues
For the whole school:
• Responsible for the leadership, good management and strategic direction of the school; • Responsible for school policy regarding behaviour management of pupils; • Responsible for the management of all staff; • Providing professional advice and guidance to colleagues; • Responsible and accountable for the strategic management of finance; • Manage and participate, as appropriate, in the selection and appointment of staff; • Implementing the council’s disciplinary and grievance procedures, as appropriate; • Implementing relevant national and council policies; • To act as Child Protection officer for the school.
Curriculum development and quality assurance
For the whole school:
• The management and development of the school curriculum; • Co-ordinate the development, implementation and review of curricular policy; • Co-ordinate CLPL opportunities for staff; • Review the CLPL needs, career development, welfare and performance of Colleagues; • Promote the continuing professional development of all staff; • Ensure that all staff have an annual review of their development needs; • Implement policies and procedures for Quality Assurance, including Performance Review; • Be responsible for and manage the overall school improvement planning process
Whole school policy and implementation
For the whole school:
• Responsible for the school’s improvement strategy; • Responsible for the development, implementation and review of school policy on pupil assessment and attainment; • Responsible for the development, implementation and review of school policy on pupil guidance, pastoral care and pupil welfare; • Responsible for the development, implementation and review of school policy on pupil behaviour management
Working with partners
For the whole school:
• Responsible for the school’s strategy for communicating with parents and carers, the parent council, professional agencies and other schools; • Responsible for working in partnership with parents, other professional agencies and schools; • Responsible for promoting the school within the community; • Liaison with SGMs and Education Officers; • Undertake the strategic management of liaison with other education providers and outside agencies.
The above mentioned outline of duties may reasonably be varied from time to time by the Executive Director - Children, Young People and Partnerships in response to meeting the needs of the school and in consultation with the post holder.
Pre Employment Checks/Requirements for Teaching Positions
If you are successful, our offer of employment will be conditional on satisfactory completion of pre-employment requirements, such as medical screening, two written references, one which must be from your most recent/current employer, verification of your original qualifications and your eligibility to work in the United Kingdom. Registration with the General Teaching Council and a satisfactory PVG check for Regulated Work with Children will also be essential.
General Teaching Council Scotland
Teachers applying for permanent posts should be fully registered with the General Teaching Council Scotland (GTCS). For further information on registration please visit: www.gtcs.org.uk
Regulated Work with Children
This post is considered Regulated Work with Children, under the Protection of Vulnerable Groups (Scotland) Act, 2007. Therefore, it is an offence to apply if you are barred from working with children.
Successful candidates will require a PVG Scheme membership for Regulated Work with Children. You will be required to join the Scheme or undergo a PVG Scheme Update check prior to commencing employment with Midlothian Council, the cost of which will be met by you. The fee for a Full PVG Scheme Membership is £59. You will be required to re-pay this amount to the Council by salary deduction over 6 consecutive pay periods. The fee for a PVG Scheme Record Update is £18. You will be required to re-pay this amount to the Council by salary deduction over 2 consecutive pay periods. If your employment concludes before the amount is re-paid in full, the outstanding balance will be deducted from your final salary. If you are an existing employee the Council will pay the cost of the Application Fee.
In your application we ask for information under the Rehabilitation of Offenders Act 1974. We ask you to disclose any unspent convictions. Disclosures should be made by writing to or emailing the Employment and Reward Manager, in confidence, giving details of the offence(s), penalty and date(s) of conviction. Applicants should note that failure to disclose a conviction which is subsequently advised through a Disclosure Scotland check may result in the withdrawal of any offer of appointment.
Having a criminal record will not necessarily debar an applicant from working with Midlothian. Decisions regarding suitability for positions of trust which are subject to vetting will be dependent on the nature of the position, together with the circumstances and background of the offence(s).
For further information on the PVG Scheme please visit: www.disclosurescotland.co.uk
Please apply on-line. Facilities are available at all public libraries in Midlothian.
If you have difficulty applying for this post or in accessing the attached documents, or if you have a disability and reasonable adjustment is required, please call 0131 271 3063 to speak to a member of the Recruitment Team stating the post reference number.
Sunday 24 January 2021
Proud member of the Disability Confident employer scheme
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.