Please find below a simplified guide to the application and recruitment process.
All candidates must read our Safer Recruitment Policy and Safeguarding Policy before applying for any position within the school. All applicants are required to submit two forms in order to be considered for any post at St Paul’s School:
Equal Opportunities Form
Completed forms should be sent by email to:
St Paul’s (13-18 years) Teaching Staff Vacancies: firstname.lastname@example.org
St Paul’s Juniors (7-13 years) Teaching Staff Vacancies: email@example.com
Support Staff Vacancies: firstname.lastname@example.org
- We require all candidates who are wishing to apply for any position at St Paul’s Juniors or St Paul’s School, whether this be a teaching or support post, to complete an application form. CV applications, or prospective applications, are not accepted.
- The application form must be completed in full, including:
- Full education and/or employment history from the age of 16, with any gaps explained.
- Contact details for two referees, one of which must be from the candidate’s most recent employer, and one of which must be from the most recent time the candidate worked with children (if applicable).
- For teaching posts pre-interview references are required. Please indicate on the form whether a referee may or may not be contacted prior to interview, and be prepared to offer an alternative contact if required.
Candidates who are successful at interview will receive a conditional offer of employment, subject to the following:
- Verification of identity and confirmation of the right to work in the UK;
- the receipt of two references (one of which must be from the applicant’s most recent employer) which the School considers to be satisfactory;
- for positions which involve “teaching work”:
- information about whether the applicant is, or has ever been, the subject of a sanction, restriction or prohibition issued by the Teaching Regulation Agency (TRA), or any predecessor or successor body, which prevents them from working at the School or which, in the School’s opinion, renders them unsuitable to work at the School;
- information about whether the applicant is, or has ever been, the subject of any proceedings before a professional conduct panel in the UK or an equivalent body in any other country for any reason which prevents them from working at the School or which, in the School’s opinion, renders them unsuitable to work at the School;
- the receipt of an enhanced disclosure (including confirmation that the applicant is not named on the Children’s Barred List) from the DBS which the School considers to be satisfactory.
- information about whether the applicant is, or has ever been, subject to a direction under section 142 of the Education Act 2002 which prohibits, disqualifies or restricts them from providing education at a school, taking part in the management of an independent school or working in a position which involves regular contact with children or which otherwise, in the School’s opinion, renders them unsuitable to work at the School; (checked via DBS certificate)
- verification of the applicant’s medical fitness for the role;
- any further checks that the School deems appropriate as a result of the applicant having lived or worked outside of the UK, which may include an overseas criminal records check, certificate of good conduct or professional references;
- verification of professional qualifications which the School deems a requirement for the post
Please note that for management positions additional checks will be required. Please consult our Safer Recruitment Policy for further details. St Paul’s School reserves the right to amend these requirements without notice.