What skills and experience we're looking for
* Proven experience teaching in Reception class
* A creative, reflective approach and a varied toolkit of strategies to motivate, challenge and support every child
* The ability to adapt learning to meet the needs of all pupils, including those with additional needs
* A nurturing, emotionally intelligent approach to children's social and emotional wellbeing
* Strong relationship‑building skills with children, colleagues and families
* A genuine team player with enthusiasm, resilience and a good sense of humour
* A firm belief that every child can thrive, and the drive to make it happen
* A commitment to professional development
What the school offers its staff
* A warm, positive school culture with high expectations for pupils and staff alike
* A hardworking, supportive and welcoming staff team
* Delightful children who are well‑mannered, engaged and proud of their school
* Supportive and engaged parents
* A genuine commitment to staff wellbeing and work‑life balance
* Ongoing professional development and career support
* Strong leadership and governance, with clear direction and support
* An Ofsted rating of 'Good'
Further details about the role
This post is exempt from the Rehabilitation of Offenders Act 1974. The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.
The Ministry of Justice’s guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975, provides information about which convictions must be declared during job applications and related exceptions and further information about filtering offences can be found in the DBS filtering guide.
Reedley School is committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment. The school staff will carry out an enhanced DBS check with children’s barred list information as part of its safer recruitment procedures. Any information disclosed will be handled in accordance with the Data Protection Act and the school’s safeguarding policies.
Having a criminal record will not necessarily bar you from working with us. This will depend on the nature of the position and the circumstances of your offences. We undertake to discuss any matter revealed in a DBS check with you before withdrawing a conditional offer of employment.
Guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975 - GOV.UK Explains the difference between spent and unspent convictions, outlines which convictions must be declared when applying for jobs and any exceptions.
It is an offence to apply for this position if you are barred from working in regulated activity.
Please note that in line with Keeping Children Safe in Education 2025, an online search will be carried out as part of our due diligence on shortlisted candidates. The post you are applying for is covered by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). If successful you will be required to apply to the Disclosure and Barring Service (DBS) for a 'disclosure'. Information provided by you or the Disclosure and Barring Service will be dealt with in a confidential manner in accordance with the DBS's Code of Practice.
Please note CVs will not be accepted.
Commitment to safeguarding
Information provided will be dealt with in a confidential manner in accordance with the DBS's Code of Practice. You may view this on the DBS website at www.gov.uk/dbs. LCC has a Handling of DBS Certificate Information Policy.
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