Vacancies
Lozells School is committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment. Successful candidates will be subject to all necessary pre-employment checks, including: an enhanced DBS; Prohibition check; Childcare Disqualification (where applicable); qualifications (where applicable); medical fitness; identity and right to work. All applicants will be required to provide two suitable references. We positively welcome applications from everyone and value diversity in our workforce.
Please note correspondence will not be sent out unless you are invited for an interview.
Interested applications must read the following important information when applying for a post at our school. A copy of the School’s Safer Recruitment Policy is available here.
Thank you for your interest. If you a query or would like a tour of our school please email enquiry@lozells.bham.sch.uk
Safeguarding statement:
Lozells Junior and infant School & Nursery is committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment. Successful candidates will be subject to all necessary pre-employment checks, including: an enhanced DBS; Prohibition check; Childcare Disqualification (where applicable); qualifications (where applicable); medical fitness; identity and right to work. All applicants will be required to provide at least two suitable references. It is a requirement for all shortlisted candidates to complete a self-declaration of their criminal record and to undergo a general online search carried out by the school.
Child Protection Policy:
A copy of the School’s Child Protection Policy is available here. Applicants will be expected to have read it prior to interview.
Rehabilitation of Offenders statement:
Posts that are exempt from the Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020. This means that when applying for certain jobs and activities certain spent convictions and cautions are ‘protected’, so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. A copy of the School’s Equality and Diversity Policy is available here. Further information about filtering offences can be found in the DBS filtering guide. https://www.gov.uk/government/publications/dbs-filtering-guidance/dbs-filtering-guide