DescriptionEmployerLocation
Job Title: Pastoral Support Officer
Actual Annual Salary: £27,363 - £29,850 based on hours and weeks worked.
Full Time Equivalent Salary: £31,954 - £34,860 (CLF Grade D) based on 37 hours per week, all year round.
Contract Type: Permanent
Hours: 37 hours per week, Term Time Only Plus insets
Provisional Start Date: 3 September 2026
We’re looking for committed, compassionate Pastoral Support Officers to help students feel safe, supported, and ready to learn!
This is a new role within the Academy as we return to a 'Head of year' system.
The Assistant Head of Year will look after 1 Key stage group (either KS3 or KS4) and support their aligned Head of years within the key areas of behaviour, attendance, uniform standards, pastoral support, parent engagement.
In this fast-paced role, you’ll mentor students, respond to pastoral needs, support behaviour management, and help create a positive school environment where every young person can thrive. If you’re resilient, proactive, and passionate about supporting students’ personal development, we’d love to hear from you.
About you:
You will demonstrate:
1. A good understanding of safeguarding within an educational setting or transferable knowledge of safeguarding.
2. Experience of developing and maintaining good relationships with students and having appropriate contact with families and carers of children.
3. A keen interest in working with children and young people and a commitment to improving the life chances of students.
4. Commitment to continuous improvement through professional development, self-evaluation, and awareness.
Please note: the ability to attend meetings and students homes is an essential part of this role so a full driving licence and use of vehicle will be required.
Applicants are advised to refer to the full requirements of the role in the attached job description and person specification, prior to submitting an application.
Broadoak Academy is an ever-growing secondary school located in Weston-Super-Mare and is quickly becoming the school of choice for parents in the Town. We are very proud to be an Ofsted rated ‘Good’ school. We have a strong sense of belonging and community, and as such, we work together to offer students a well- balanced, happy and successful education. Our community is assured of Broadoak’s pivotal role in their children’s education, well-being and futures.
Why work at CLF?
We are a diverse and inclusive community of 36 academies across five cluster regions in the South West that is committed to excellence and making a positive impact. Our people bring unique perspectives, but we’re all driven by a shared moral purpose and a passion for making a positive impact, whether in a teaching, leadership or support role. We’re proud to foster a culture where everyone can thrive, feel valued, and make a meaningful difference to the lives of others.
We are an equal opportunity employer and proud to serve a diverse student population and our communities. We strongly believe that representation matters and so encourage applications from underrepresented and global majority groups including ethnicity, gender, transgender, age, disability, sexual orientation or religion.
We aim to remove any barriers to employment, ensuring everyone can compete on equal terms. Job share, part-time and flexible working opportunities will be considered.
What we can offer you:
5. Access to a generous pension through the Local Government Pension Scheme (LGPS).
6. Comprehensive induction and ongoing support for career development and wellbeing.
7. Sector-leading professional development entitlement and opportunities.
8. Collaboration with colleagues across the trust through subject communities and specialist networks.
9. Shared CLF curriculum, written and curated by trust experts, reducing individual teacher workload.
10. Career enhancing and progression opportunities within the trust and through the CLF Institute.
11. A collaborative culture which supports workload.
12. Well-being support through an Employee Assistance Programme.
13. Health benefits, including wellness sessions, gym discounts, and flu jabs.
14. A range of generous family leave options, including above industry average occupational maternity pay.
15. Additional benefits like cycle to work scheme, on-site parking and many more!
Recruitment timeline:
Closing date: 28 June 2026
Shortlisting date: 29 June 2026
Interview date: 7 July 2026
We welcome visits from potential candidates. If you would like to arrange a school visit prior to the closing date, please contact the academy/site directly to arrange a suitable appointment.
As part of our commitment to Keeping Children Safe in Education (KCSIE), we do not accept CVs, a full education and employment history must be provided through our application form.
Please note we do not offer visa sponsorship for this role.
We reserve the right to close this vacancy early, should we receive a high level of interest in the role. Therefore, candidates are advised to apply at their earliest convenience to avoid missing out.
As a Disability Confident Committed Employer, we are dedicated to equity and inclusion and commit to interviewing applicants with a disability who meet the essential criteria. We aim to provide an inclusive and accessible recruitment process, and support employees throughout their employment. If you have a disability, are neurodivergent, or require any adjustments to support you through the application or interview process please let us know how we can assist.
Safeguarding Statement
The Cabot Learning Federation is committed to safeguarding and promoting the welfare of children and young people. All roles across the trust have a varying level of responsibility for ensuring safeguarding practice, with some roles holding significant responsibility and involving working with children on a daily basis in regulated activity. Regardless of the level of responsibility and involvement in each role, we expect all staff, visiting professionals and volunteers to share this commitment.
All successful candidates will undergo a comprehensive pre-employment checking process, including an enhanced DBS check (including a further check against the appropriate barred list), references from current and previous employers, health, right to work in the UK, child disqualification (where applicable), prohibition from teaching/management and online checks. You must also tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.