Estates and Facilities Manager
Full Time (37 hours per week Monday to Friday)/Full Year
Salary: PO1 (point 28-31) £39,152.00 - £41,771.00
Start Date: 16th February 2026 or as soon as possible after this date
As an Estates & Facilities Manager, you will contribute to the achievement of the educational vision of the school through the efficient, effective, and safe management of the school’s estate. Your responsibilities will include estate resource management and reporting, health and safety and compliance, as well as supporting the schools’ strategic priorities.
The purpose of this role is:
• To manage the site team and cover for them in absence/holiday periods, including working shifts to cover the team and/or meeting the needs of the school;
• To contribute to the achievement of the educational vision of Bishop Perowne Church of England College through the efficient, effective and safe management of the school estate;
• To ensure the school is Statutorily Compliant and Health and Safety Compliant;
• To ensure that the school facilities are fit for purpose – creating and maintaining a high-quality teaching and learning environment;
• To develop a clear understanding of the school’s vision and actively support this;
• Knowledge of budget management would be an advantage.
The ideal candidate will be someone with a ‘can do’ attitude and a willingness to do whatever task is needed to ensure the smooth running of the estate.
Previous direct school experience is not essential.
An information pack and application form may be obtained from Mrs K J Wigley, the Headteacher’s P.A./HR Manager. Informal contact with the College is welcomed. Applications must be made via an Application Form available from the College, together with a covering letter.
Closing date for receiving applications: 9.00am, Friday 12th December 2025
Interviews: w/c 15th December 2025
Bishop Perowne is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment.
Our recruitment process follows the keeping children safe in education guidance.
Offers of employment may be subject to the following checks (where relevant):
Childcare Disqualification
Disclosure and Barring Service (DBS)
Medical
Online and social media
Prohibition from Teaching
Right to Work Satisfactory References
Suitability to Work with Children
You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.