Attendance Manager Salary - £52,413 - £56,730 (Grade 8) Hours - 37 hours per week Contract type - full time, permanent Work Style - Flexible: working from home with 2 days in a council location The City of Wolverhampton is pleased to offer an exciting opportunity for a passionate and skilled professional to join our Attendance and Inclusion Team as the Attendance Manager. The Attendance and Inclusion Service works collaboratively with schools, partners, and a wide range of stakeholders to support vulnerable pupils facing barriers to education, while promoting inclusive and restorative practices which help secure positive outcomes for all children and young people. We are looking for a committed and organised individual who can ensure the Local Authority’s statutory duties around attendance are carried out effectively and in a timely manner. This is a strategic post within the team, and the successful candidate will hold responsibility for ensuring all children in Wolverhampton have access to a suitable education. The successful candidate will be required to offer strategic advice, guidance and support to colleagues across the Attendance and Inclusion Service and wider partners and will be responsible for the oversight of timely support systems for our most vulnerable learners. With operational responsibility for the effective running of the Attendance Team, the Attendance Manager will be required to build and maintain positive relationships with schools and wider stakeholders and have oversight for the Attendance Team traded service offer. The Attendance and Inclusion Service is part of Wolverhampton’s SEND Service which includes The Educational Psychology Service, and SEN Early Identification and Support team. This is a forward-thinking service which places best outcomes for children and young people at the heart of all we do. Key Requirements The postholder will: Be self-motivated and be able to demonstrate an ability to motivate and lead a busy team, adhering to legal frameworks around attendance where necessary. Have working knowledge and experience of local authority statutory responsibilities around attendance and how these are underpinned by national guidance/legislation. Have experience and knowledge of legal processes and relevant legislation around children missing education and attendance. Have the ability to develop excellent working relationships with Schools, families and partner agencies Have knowledge and an understanding of necessary legislation relevant to the role. Be able to work independently as well as part of a team Interviews will take place on Tuesday 9th June 2026 and will consist of a panel interview and presentation The role has been identified as a flexible post meaning the post holder will be required to be flexible on working location throughout a working week, based on business need. For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification. Please note, as part of the interview process you will be required to prepare a presentation. Should you wish to discuss this opportunity further, please contact Sarah Flanagan, Service Manager: Sarah.Flanagan@wolverhampton.gov.uk NJC Pay Award for 2026 / 2027: The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026. Our working arrangements All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower 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 allocated 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. Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for. 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 We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents. 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 Gold 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. As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post. 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 Employment Information & Support If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here Attached documents Attendance Manager_JD.PS July 2024 C.doc