Assistant Headteacher - Teaching and Learning/Inclusion

St Giles School, Croydon (CR2 6DF)

Salary Range: Leadership Scale Points 6-12 (Outer London) £62,677-£72,009

The school delivers education across PMLD and SLD pathways, through pre‑formal, semi‑formal and formal learning approaches, underpinned by high expectations, consistency and first‑class teaching for all pupils.

The Role

This is a key Senior Leadership Team role with strategic responsibility for Teaching & Learning and Inclusion. Working closely with the Headteacher and Deputy Headteacher, the post holder will ensure that all pupils experience consistently high‑quality teaching, supported by inclusive systems and a strong Total Communication approach.

St Giles School was judged Good in its most recent Ofsted inspection (April 2023). We are committed to delivering bespoke, ambitious learning experiences that enable every pupil to achieve their full potential.

Key Responsibilities

• Lead and embed first‑class teaching across all phases and pathways
• Secure a consistent approach to teaching and learning school‑wide
• Champion and embed a Total Communication approach and provide strategic oversight of all areas of inclusion
• Use evidence and data to evaluate impact and drive improvement
• Support staff development through coaching and professional learning
• Ensure equality of access to learning for all pupils
• Monitor the impact of inclusion strategies on pupil outcomes

• Provide leadership oversight of student behaviour, promoting calm, safe and purposeful learning environments
• Ensure safeguarding is embedded in daily practice and systems
• Support the day‑to‑day leadership and management of the school
• Work collaboratively with SLT and middle leaders to ensure coherence and shared accountability

We Are Looking for a Leader Who:

• Is passionate about transforming children’s lives
• Is an excellent classroom practitioner with strong SEND experience
• Has proven leadership impact in teaching and learning and/or inclusion
• Understands and champions Total Communication
• Values consistency, clarity and high expectations
• Is reflective, forward‑thinking and committed to professional development

We Offer:

• The opportunity to make a real difference to exceptional pupils
• A welcoming, supportive and skilled staff team
• A committed and knowledgeable governing body
• A bespoke programme of high‑quality CPD
• A caring and inclusive school community

The school is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. The school follows safer recruitment procedures. The successful applicant will be required to undertake an Enhanced Disclosure via the Disclosure & Barring Service.

How to Apply

Please complete an application form and submit a supporting statement addressing the job description and person specification.

Email: Margaret Booker on mbooker2.306@lgflmail.org

Interviews: Friday 22 May 2025

This post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. If you are appointed, you will be required to undertake an Enhanced Disclosure & Barring Service (DBS) check. If you are shortlisted for interview, you will be required to declare any cautions, convictions, reprimands or final warnings which are not protected (i.e., that are not filtered out*), as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended).

You will also be required to disclose any other information that would suggest that you may be unsuitable to work with children. Having a criminal record will not necessarily prevent you from taking up appointment; it will depend on the nature of the offence(s) and their relevance to the post you are applying for.

However, should you not declare any of the above and this is subsequently revealed, for example through the DBS check, then this may place your employment in jeopardy.

Any information given will be treated in the strictest confidence and with due regard to the ROA and data protection legislation. *Amendments to the Exceptions Order 1975 provide that certain spent convictions and cautions are ‘protected’ meaning that they are not subject to disclosure to employers and cannot be taken into account.

All guidance and criteria on the filtering of these cautions and convictions can be found in the DBS filtering collection on the goverment website and further information on disclosing a criminal record can also be obtained from Nacro. It is a criminal offence to apply for this role if you are barred from engaging in regulated activity relevant to children.

Online Searches following shortlisting:

In line with the statutory guidance document Keeping Children Safe in Education (2023), the school will conduct online searches after the shortlisting process for any candidates who accept an invitation to interview. The purpose of the online search is to uncover any information that may suggest the candidate is:

• a potential safeguarding risk
• their appointment may damage the reputation of the school or;
• they are unqualified for the role they have applied for.

No irrelevant information uncovered will be provided to the staff responsible for interviewing the job applicant. All candidates will be treated consistently.

The same online search for all shortlisted candidates will be undertaken consisting of:

• A Google search of the candidate’s name linked to their current employer, previous employer, educational institutions attended, previous job titles and news articles