Apply by: Wednesday 23rd October 12pm
Job start: ASAP when all vetting procedures are complete.
Salary: £23,795 – £27,638 for a 37.5 hour week
Hours: Monday – Friday: 8:00 am – 5:00pm (incl. 1 hr unpaid lunch break)
Weekend working: On an ad-hoc basis you may be required to work weekends
School Holiday Duties: The Caretaker is expected to be available during the Easter and summer holiday periods as required by the Headteacher. Hours will typically be 9.00am – 5.00pm, however this is flexible depending on the works being completed. This will involve providing access for contractors and general maintenance that otherwise would not be practical to carry out during the school term time.
Applicants need to be able to work using their own initiative and have an adaptable attitude and be cooperative and have a pleasant manner. An ability to carry out practical DIY jobs and effective use of equipment/machinery is essential to carry out the day to day maintenance of the building and its grounds.
You must have a ‘can do’ attitude with some degree of flexibility as some evenings and weekend work may be required for meetings and events. You must possess a driver’s license and a vehicle, and some experience of working in the role of caretaker, builder or site manager.
The Caretaker will become a trusted ‘Key Holder’ for the School and be expected to carry out any necessary duties that this may involve call out in the event alarms are triggered, etc.
We follow the Manchester City Council calendar for term dates and school closures.
We value our staff and their commitment to our ethos so we also offer additional paid leave for the following periods, providing these do not fall within the scheduled main school holidays:
- The last five working days of Ramadhan
- Two days at Eid – al – Fitr
- One day for the Day of Arafat
- Two days at Eid – ul – Adha
In addition, five days’ paid leave is available on a rota basis for staff who travel for Hajj for first time.
We welcome applications from those from any faith or none.
Please download our school application form and a full job description/person specification for more details from the school website at www.migsg.miet.co.uk.
Please note: only shortlisted applicants will be contacted – if you have not been contacted regarding an interview within four weeks you will have been unsuccessful. We retain the right to close the deadline earlier than advertised due to the volume of applications.
We will only accept completed MIGSG application forms which must be returned with a supporting statement (maximum 2 A4 pages) to the Executive Headteacher’s PA, Yasmeen Khan, at pa@migsg.miet.uk. Please note, incomplete application forms will not be considered.
Safeguarding Recruitment Statement:
We are fully committed to safeguarding and promoting the welfare of children and vulnerable adults and we expect all staff and volunteers to share the same commitment. The successful candidate must be willing to undergo an Enhanced Disclosure and Barring Service (DBS), including checks with past employers.
Please note that new guidance in Keeping Children Safe in Education 2022 requires us to also carry out an online search as part of our due diligence on shortlisted candidates. This is to enable us to identify any incidents or issues which have happened and are publicly available online which we might want to explore at interview. Once shortlisting has taken place, this search will be carried out for all candidates who confirm they will attend an interview.
All applicants must be permitted to work in the UK and hold a relevant Passport / work permit where necessary. If you have lived or worked outside of the UK in the last 5 years, the Trust will also require additional information and a Certificate of Good Conduct /Police Clearance from the country abroad you worked/ stayed at, in order to comply with safer recruitment requirements. Any job offer will be conditional on the satisfactory completion of all the necessary pre-employment checks and receipt of satisfactory references.
This post will be exempt from the provisions of the Rehabilitation of Offenders Act 1974. The amendments to the Rehabilitation of Offenders Act 1974 [exceptions] Order 1975 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. Guidance about whether a conviction or caution should be disclosed can be found in ‘Changes to the Criminal Records System November 2020.docx Page 2’ on the Ministry of Justice Website and the websites of charities NACRO and UNLOCK.
At the shortlisting stage candidates will be required to complete a self- declaration form regarding their criminal record (unless ‘protected’) and will also be required to submit any information that would make them unsuitable to work with children. Any such information will be treated in strictest confidence and used only in consideration of the suitability of the post. Criminal convictions will not automatically exclude you from being considered unless they fall within the threshold of being relevant and unsuitability, and will be considered on a case by case basis or as defined by the Department for Education.
It is an offence to apply for a post engaging in regulated activity relevant to children if you are barred from working with children. We retain the right to close the advert before the listed closing date based on application volumes. Please note we will only contact shortlisted applicants.