JOB DESCRIPTION
JOB TITLE: Teacher - Post-Primary
REPORTS TO: Principal
PROFESSIONAL DUTIES OF A TEACHER
TEACHERS' (TERMS AND CONDITIONS OF EMPLOYMENT) REGULATIONS
(NORTHERN IRELAND) 1987
Schedule 3
Regulation 5
1) Exercise of general professional duties
A teacher who is not a principal shall carry out the professional duties of a teacher as circumstances may require:-
(a) if he/she is employed as a teacher in a school under the reasonable direction of the principal of that school;
(b) if he/she is employed by a board on terms under which he is not assigned to any one school, under the reasonable direction of that board and of the principal of any school
in which he/she may for the time being be required to work as a teacher.
2) Exercise of particular duties
(a) A teacher employed as a teacher (other than a principal) in a school shall perform, in accordance with any directions which may be reasonably given to him/her by the principal
from time to time, such particular duties as may reasonably be assigned to him/her.
(b) A teacher to whom paragraph 1(b) refers shall perform, in accordance with any direction which may reasonably be given to him/her from time to time by the board or by the
principal of any school in which he/she may for the time being be required to work as a teacher, such particular duties as may reasonably be assigned to him/her.
1. Planning
1.1 Planning and preparing courses and lessons;
1.2 Teaching, according to their educational needs, the pupils assigned to him/her, including the setting and marking of work to be carried out by the pupils in school and
elsewhere;
1.3 Assessing, recording and reporting on the development, progress and attainment of pupils.
2. General
2.1 Promoting the general progress and well-being of individual pupils and of any class or group of pupils assigned to him/her;
2.2 Providing advice and guidance to pupils on educational and social matters and on their further education and future careers including information about sources of more
expert advice on specific questions, making relevant records and reports;
2.3 Making records of and reports on the personal and social needs of pupils except in instances where to do so might be regarded as compromising a teacher's own position;
2.4 Communicating and consulting with the parents of pupils;
2.5 Communicating and co-operating with such persons or bodies outside the school as may be approved by the employing authority and the Board of Governors;
2.6 Participating in meetings arranged for any of the purposes described above.
3. Assessment/Reporting
Providing or contributing to oral and written assessments, reports and references relating to individual pupils and groups of pupils except in instances where to do so might
be regarded as compromising a teacher's own position.
4. Staff Development/Professional Development
4.1 Participating, if required, in any scheme of staff development and performance review;
4.2
a) Reviewing from time to time his/her methods of teaching and programmes of work;
b) Participating in arrangements for his/her further training and professional development as a teacher.
4.3 Advising and co-operating with the Principal and other teachers (or any one or more of them) on the preparation and development of courses of study, teaching materials,
teaching programmes, methods of teaching and assessment and pastoral arrangements.
5. Discipline/Health and Safety
5.1 Maintaining good order and discipline among pupils in accordance with the policies of the employing authority and safeguarding their health and safety both when they are
authorised to be on the school premises and when they are engaged in authorised school activities elsewhere.
5.2 Participating in meetings at the school which relate to the curriculum for the school or the administration or organisation of the school, including pastoral arrangements.
6. Public Examinations
Participating in arrangements for preparing pupils for public examinations and in assessing pupils for the purposes of such examinations; recording and reporting such assessments;
and participating in arrangements for pupils' presentation for and supervision during such examination.
7. Review and Development of Management Activities/Administration
7.1
a) Contributing to the selection for appointment and professional development of other teachers, including the induction and assessment of probationary teachers;
b) Co-ordinating or managing the work of other teachers;
c) Taking such part as may be required of him/her in the review, development and management of activities relating to the curriculum, organisation and pastoral functions of the school.
7.2
a) Participating in administrative and organisational tasks related to such duties as described above, including the management or supervision of persons providing support for the
teachers in the school and the ordering and allocation of equipment and materials.
b) Subject to the provisions of Article 22 of the Order, attending assemblies;
c) Registering the attendance of pupils and supervising pupils, whether these duties are to be performed before, during or after school sessions.
8. Number of days/Hours of work
a) A full-time teacher, other than a teacher employed in a residential establishment, shall be available for work on 195 days in any year of which not more than 190 days
should involve teaching children in a classroom situation;
b) A teacher, other than a teacher employed in a residential establishment, shall be available to perform such duties at such times and such places as may reasonably be
specified by the Principal, or where he/she is employed by a Board on terms under which he/she is not assigned to any one school by the Board or the Principal of any school
in which he/she may for the time being be required to work as a teacher, for 1,265 hours in any year exclusive of time spent off school premises in preparing and marking lessons
and time spent travelling to and from the place of work;
c) A teacher may not be required to teach as distinct from supervise children in a classroom situation for more than 25 hours in any week in a primary or special school and 23.5
hours in any week in a secondary school;
d) Unless employed under a separate contract as a mid-day supervisor, a teacher shall not be required to undertake mid-day supervision;
e) Subject to paragraph (f) all teachers shall be required to have a break of at least 30 minutes between the hours of 12 noon and 2.00 pm;
f) Teachers in nursery schools and nursery units in primary schools shall be required to have a break of at least 30 minutes between the hours of 12 noon and 2.30 pm;
g) For the purposes of this paragraph, a 'year' means a period of 12 months commencing on 31st July and a 'week' means a period of 7 days commencing on a Sunday.
9. Staff cover
9.1 Supervising and teaching any pupils whose teacher is not available provided that:
a) In schools with an average daily enrolment of 222 or less, in primary 1 and primary 2 classes in schools with an average daily enrolment greater than 222 pupils and in nursery
classes in primary schools a teacher other than a supply teacher shall not be required to provide such cover:
b) In schools with an average daily enrolment greater than 222 pupils a teacher other than a supply teacher shall not be required to provide such cover after the second day on
which a teacher, other than a teacher of primary 1 or primary 2 class or of a nursery class in a primary school, is absent or otherwise not available, or from the first day if the fact
that the teacher would be absent or otherwise not available for a period exceeding 2 days was known to and agreed by the employing authority in advance.
This job description will be subject to review in light of changing circumstances and is not intended to be rigid and inflexible but should be regarded as providing guidelines within
which the individual works. Other duties of a similar nature and appropriate to the grade may be assigned from time to time.
In accordance with Section 75 of the Northern Ireland Act (1998), the post-holder is expected to promote good relations, equality of opportunity and pay due regard for equality
legislation at all times.
Head of Spanish
Permanent from 1 September 2026
The Board of Governors wishes to appoint a full-time permanent teacher as Head of Spanish effective from 1 September 2026.
The School currently offers Spanish at KS3, KS4 and A-level and the staffing complement in the department (including the HoD) is 1 full-time teacher and 2 part-time teachers (approximately FTE 1). There is a strong tradition of high-quality teaching in Spanish at Glenlola, with excellent external examination results obtained at GCSE, AS and A2 levels. The person appointed will be expected to demonstrate high quality teaching at all key stages, and have outstanding leadership, administrative and interpersonal skills. Full competence in ICT is necessary.
The role of Head of Department is critical in driving improvement and ensuring high standards of pupil achievement. Successful Heads of Department achieve two important goals. They develop conditions that are highly conducive to student learning, and they create a culture of learning among the staff that supports creativity, change and improvement.
Duties/Responsibilities
The person appointed will be responsible to the Headmaster, for the quality of teaching and learning delivered to pupils in Spanish throughout the School. He/She will be required to deliver the approved specifications and programmes of study and keep abreast of revisions and developments in the subject.
Under the direction of the Headmaster and, where appropriate, Dr Spence (Vice Principal), the member of staff fulfilling this role will have the following duties and responsibilities:
1. Curriculum
(a) To lead the delivery of the curriculum within the department.
(b) To keep departmental staff informed of new developments in the subject areas.
(c) To review regularly the department's programmes of study and teaching methods and oversee the introduction of appropriate changes.
(d) To maintain up-to-date Departmental Handbooks, course specifications, schemes of work and other necessary resources used by the department
(e) To co-ordinate arrangements for appropriate assessment of pupils, including controlled assessments and school examinations.
(f)To ensure that appropriate work is provided for classes when normal teaching staff are not available.
(g) To prepare a Departmental Report & Departmental Development Plan (including action plans) annually for the Headmaster.
(h) To develop appropriate strategies for Literacy, Numeracy and Key Skills.
(i) To oversee the review, development and delivery of effective teaching methods/practices on an ongoing basis.
(j) To liaise with Dr Spence (Vice Principal) regarding the requirements of the Northern Ireland Curriculum and Entitlement Framework.
2. Pupils
(a) To place a strong emphasis on pupil achievement.
(b) To maintain high expectations and to ensure that these are clearly communicated and understood.
(c) To maintain a genuine focus on the individual, promoting a caring ethos within the department.
(d) To monitor pupil progress using a range of data on an ongoing basis, identifying underachievement and ensuring that appropriate strategies are employed to bring about improvement where necessary.
(e) To ensure that pupils are as far as possible placed in appropriate courses and groups.
(f)To deal in the first instance with disciplinary matters which arise within the department.
(g) To liaise with form teachers, careers staff etc to provide appropriate advice and guidance for pupils.
(h) To encourage pupils to become involved in extra-curricular activities related to the work of the department.
(i) To show concern for pupils and the relationships which exist between them.
(j) To encourage pupils to take an interest in and responsibility for their subject learning, departmental facilities and overall school environment.
(k) To be responsible for monitoring and evaluating the performance of pupils within their subject area(s).
(l) To liaise with Departmental staff to ensure that all pupils have equal opportunities in relation to their educational experiences.
(m) To ensure that the Departmental homework policy is reviewed periodically and adhered to.
(n) To ensure that an effective system of rewards and referrals operates.
(o) To work with Departmental staff to implement an effective system of recording and reporting pupils' achievements.
(p) To attend meetings of consultation in relation to pupils.
3. Staffing
(a) To undertake a role as the leader in the department, building an innovative and forward-looking team with a focus on pupils' learning and achievement.
(b) To lead by example, developing and maintaining a culture of trust in which good practice is shared.
(c) To set and maintain high expectations for staff and to ensure that these are clearly communicated.
(d) To monitor and maintain standards of teaching and learning within the department on an ongoing basis.
(e) To establish clearly, after discussion with departmental staff the aims, objectives and protocols of the department and to review them periodically.
(f) To co-ordinate the work of the teaching staff in the department.
(g) To promote, build and maintain positive relationships with Departmental colleagues.
(h) To assist in the appointment of new staff and make recommendations to the Headmaster on departmental needs and personal requirements.
(i) To supervise and support departmental teaching staff, including student teachers.
(j) To encourage the professional development of departmental staff, by appropriate allocation of teaching and other duties within the department and by recommending suitable INSET courses, ensuring that CPD is classroom focused and in line with the overall aims of the School and Departmental Development Plans.
(k) Where appropriate, to assist in the appointment, deployment and supervision of ancillary staff.
4. Resources
(a) To be responsible for the management of all resources within the department.
(b) To monitor and advise on the use and care of rooms allocated to the department.
(c) To oversee the use and care of equipment and materials allocated to the department and to advise on the acquisition of alternative and additional resources.
(d) To deploy teaching resources and materials at appropriate levels for the range of classes in Junior, Middle and Senior School.
5. Communication
(a) To meet regularly with departmental staff – formally and informally – to promote discussion and establish consensus on major features of departmental policy.
(b) To ensure that teaching and learning is a regular theme for discussion at departmental meetings.
(c) To ensure that the minutes of departmental meetings are communicated to the Headmaster.
(d) To represent agreed departmental policy at Heads of Departments Meetings, Parents' Meetings etc and in discussion with the Headmaster and Vice Principal.
(e) To liaise closely with other departments on areas of common or complementary interest eg, NI Curriculum.
(f) To liaise with Dr Spence (Vice Principal) and the Timetabler in the preparation of the timetable.
(g) To make arrangements for suitable departmental representation at Open Night.
6. Other
(a) To employ effective self-evaluation as a means of achieving high standards within the department.
(b) To plan strategically on the basis of current developments in education.
(c) To be meticulous and detailed in their planning.
PERSON SPECIFICATION
NOTES TO JOB APPLICANTS
1. You must clearly demonstrate on your application form under each question, how, and to what extent you meet the required criteria as failure to do so may result in you not being shortlisted. You should clearly demonstrate this for both the essential and desirable criteria, where relevant.
2. You must demonstrate how you meet the criteria by the closing date for applications, unless the criteria state otherwise.
3. The stage in the process when the criteria will be measured is outlined in the table below.
4. Shortlisting will be carried out on the basis of the essential criteria set out in Section 1 below, using the information provided by you on your application form.
5. Please note that the Selection Panel reserves the right to shortlist only those applicants that it believes most strongly meet the criteria for the role.
6. In the event of an excessive number of applications, the Selection Panel also reserves the right to apply any desirable criteria as outlined in Section 3 at shortlisting, in which case these will be applied in the order listed. It is important therefore that you also clearly demonstrate on your application form how you meet any desirable criteria.
SECTION 1 - ESSENTIAL CRITERIA
The following are essential criteria which will initially be measured at the shortlisting stage and which may also be further explored during the interview/selection stage. You should therefore make it clear on your application form how, and to what extent you meet these criteria. Failure to do so may result in you not being shortlisted.
Factor
Essential Criteria
Method of Assessment
Qualifications/ Professional Membership
Qualifications must be obtained at the closing date for completed applications
Hold a teaching qualification which meets the requirements for recognition to teach in grant-aided schools in Northern Ireland
Hold a degree or equivalent Level 6 qualification which has prepared the applicant to teach Spanish as his/her main subject
Shortlisting by Application Form
Experience
Minimum of 3 years' demonstrable experience of teaching Spanish at Key Stage 3 to achieve positive learning outcomes
Minimum of 3 years' demonstrable experience of teaching Spanish at Key Stage 4 to achieve positive learning outcomes
Minimum of 3 years' demonstrable experience of teaching Spanish at A5 and A-Level (Key Stage 5) to achieve positive learning outcomes
The ability to teach French at KS3 level
Demonstrable experience of using a range of teaching strategies to meet the learning needs of pupils
Demonstrable experience of using digital media/technology to enhance teaching and learning
Shortlisting by Application Form
Other
Be registered with the General Teaching Council for Northern Ireland (GTCNI) before taking up post
Pre-employment Check
SECTION 2 - ESSENTIAL CRITERIA
The following are additional essential criteria which will be measured during the interview/selection stage.
Factor
Essential Criteria
Method of Assessment
Knowledge
Knowledge of Northern Ireland Curriculum
Knowledge and understanding of Safeguarding and Child Protection policy/practice
Knowledge of the SEND Code of Practice
Knowledge of a range of teaching strategies to meet the learning needs of pupils
Knowledge of Information Technology systems such as digital classroom tools/media and the use of tablets/mobile technologies
Knowledge of current assessment methods to inform teaching
Interview
Skills / Abilities
Effective teaching and classroom management skills to inspire and challenge pupils to raise achievement
Proven ability to provide a supportive, inclusive learning environment
Ability to work collaboratively to promote positive relationships with pupils, colleagues, parents and the wider community
Ability to work as an effective member of a team, and to motivate self and others
Interview
Values Orientation / Identification with School Ethos
Evidence of how your experience and approach to work reflect the School's Values/ethos. You will find information about our Values/ethos on the school's website
Interview
SECTION 3 - DESIRABLE CRITERIA
Some or all of the desirable criteria may be applied by the Selection Panel in order to determine a manageable pool of candidates. Desirable criteria will be applied in the order listed. You should make it clear on your application form how, and to what extent you meet the desirable criteria, as failure to do so may result in you not being shortlisted.
Factor
Desirable Criteria
Method of Assessment
Qualifications and Experience
The ability to teach French to KS4/GCSE level
Demonstrable experience of using a range of effective classroom approaches to provide support and challenge children and young people of all abilities, including those with Special Educational Needs
Demonstrable experience of monitoring pupil progress, performance, target setting and intervention
Shortlisting by Application Form
DISCLOSURE OF CRIMINAL BACKGROUND
The Safeguarding Vulnerable Groups (Northern Ireland) Order 2007 defines working directly with children or young people or in specified places as 'regulated activity'.
In the event that you are recommended for appointed to a post that involves 'regulated activity', the Education Authority will be required to undertake an Enhanced Disclosure of Criminal Background. Please note that you WILL be expected to meet the cost of an Enhanced Disclosure Certificate. Details of how to make payment will be sent to you at the pre-employment stage.
Further information can be accessed at NI Direct or the Department of Justice.
APPLICANT GUIDANCE NOTES
To view the applicant guidance notes, please click here.
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The Education Authority is an Equal Opportunities Employer