St Mary’s Catholic Primary School
Fleetwood FY7 6EU
Headteacher : Mr M Rogan
Tel : 01253 878445 www.st-marys-rc34.lancsngfl.ac.uk
Fax : 01253 878464 e-mail : email@example.com
Thank you for your interest in our advertised post:
Required for 1st January or as soon as possible:
Closing Date: 5 October 2012
To help with your application please access the following documents from LCC Intranet
or from the school website:
Brief information about the school
Advisory note re. Rehabilitation of Offenders Act 1974
If you do apply for the position, please include a personal statement to support your
application. The letter (no more than 2 sides of A4) should be clear and concise, with
organised views, and address the following:-
Your personal educational philosophy informed by your experience and linked to
the requirements of working as a Senior Leader in a Catholic school,
Your faith commitment
Areas of expertise and additional curriculum strengths
We do hope this provides you with appropriate information about our school and the
advertised position to help you in your application. If you have any queries please contact
the school office.
Good luck with your application!
Mr M Rogan
St Mary's Catholic Primary School, Fleetwood
Deputy Headteacher Job Description
The school has been designated by the Secretary of State as a school with a religious character. Its
Instrument of Government states that it is part of the Catholic Church and is to be conducted as a
Catholic school in accordance with Canon Law, the teachings of the Roman Catholic Church and the
Trust Deed of the diocese of Lancaster. At all times the school is to serve as a witness to the Catholic
Faith in Our Lord Jesus Christ. The post therefore requires a practising Catholic who can show by
example and from experience that he or she will ensure that the school is distinctively Catholic in all
This appointment is with the governors of the school under the terms of the Catholic Education
Service contract signed with the governors as employers. It is subject to the current conditions of
service for headteachers contained in the School Teachers’ Pay and Conditions document and other
current education and employment legislation including that of the Department for Education
The governing body and the Diocese are committed to safeguarding and promoting the welfare
of children and young persons and the Headteacher and Deputy Headteacher must ensure that
the highest priority is given to following the guidance and regulations to safeguard children and
young people. The successful candidate will be required to undergo an Enhanced Disclosure
from the Criminal Records Bureau (CRB) and obtain any other statutorily required clearance.
JOB TITLE: Deputy headteacher
ACCOUNTABLE TO: The headteacher
The deputy headteacher will:
Undertake the normal responsibilities of the class teacher
Be a member of the senior management team
Assist the headteacher in managing the school
Support and represent the headteacher at meetings as and when required
Undertake the professional duties of the headteacher during his/her absence
Undertake such duties as are delegated by the headteacher
Play a major role under the overall direction of the headteacher in formulating and reviewing the
Mission Statement, Development Plan, aims and objectives of the school by:
- Establishing the policies through which they shall be achieved
- Managing staff and resources to that end
- Monitoring progress towards their achievement.
The specific nature and balance of these responsibilities will vary according to the needs of the school
and may, in larger schools with more than one deputy, be shared. It will be necessary to specify the
management, curriculum and co-ordination responsibilities/teaching commitment to be undertaken by
1. Class teacher responsibilities
1.1 To carry out the duties of a school teacher as set out in the current School Teachers’ Pay and
1.2 To carry out the duties of a general class teacher as detailed in the school’s class teacher job
description, including the provision of cover for absent teachers.
1.3 To be responsible for a specific class or age group of children to be decided on appointment.
2. The internal organisation, management and control of the school
2.1 To have specific responsibilities (eg for aspects of school management or the curriculum) to
be agreed upon appointment.
2.2 To contribute to:
Fulfilling the school’s Mission Statement
Maintaining and developing the Catholic ethos, values and overall purposes of the school
Formulating the aims and objectives of the school and policies for their implementation
A development plan which will translate school aims and policies into actions
Monitoring and evaluating the performance of the school and its achievements as a
Implementing the governing body’s policies on equal opportunity issues for all staff and
pupils in relation to sex, gender, race, disability and special needs
The efficient organisation, management and supervision of school routines
3. Curriculum Development
3.1 To contribute to:
The development, organisation and implementation of the school’s curriculum
School policies on curriculum, teaching and learning styles, assessment, recording and
Ensuring that the learning and teaching provided by different departments and teaching
teams form a co-ordinated, coherent curriculum entitlement for individuals, including
these with special educational needs
Ensuring that the Diocesan policy on Religious Education is fulfilled
Ensuring arrangements for the daily act of collective worship and the spiritual life of the
Providing a curriculum for the spiritual, moral, social and cultural development of all
pupils in line with the distinctive Catholic nature, purpose and aims of the school
Providing high quality personal, social, health education and citizenship in accordance
with the teachings and doctrines of the Catholic Church
Ensuring that information on pupil progress is used to improve teaching and learning to
inform and motivate pupils, to inform parents, to provide necessary references for other
educational institutions and employers, and to aid governors in their future management
of the school
Ensuring that the individual pupil’s continuity of learning and effective progression of
achievement are provided
The promotion of extra-curricular activities in accordance with the educational aims and
Catholic ethos of the school
4. Pupil care
4.1 To contribute to:
The development, organisation and implementation of the school’s policy for the
personal and social development of pupils including pastoral care and guidance in
accordance with the teachings and doctrines of the Catholic Church
The effective induction of pupils
The determination of appropriate pupil groupings
The promotion among pupils of standards of conduct/discipline and a proper regard for
authority, the encouragement of good behaviour and commitment to the common good
The development among pupils of self-discipline
The handling of individual disciplinary cases
5. The management of staff
5.1 To participate in the selection and deployment of teaching and non-teaching staff of the
5.2 To contribute to good management practice by ensuring positive staff participation, effective
communication and procedures
5.3 To participate in arrangements made in accordance with the regulations for the appraisal of
the performance of teachers in school
5.4 To contribute to staff development policies appropriate to the Catholic nature of the school in
The induction of new and newly qualified teachers and other staff
The provision of professional advice and support and the identification of training needs
Students under training/work experience
5.5 To demonstrate effective leadership, representation and liaison both within the school and
other interested or involved persons or bodies.
5.6 To maintain good relationships with individuals, groups and staff unions and associations.
6 The management of resources
6.1 To contribute to the formulation of the school’s policies and procedures concerning resource
management in accordance with the school’s Mission Statement.
6.2 To allocate, control and account for those financial and material resources of the school which
are delegated by the headteacher.
6.3 To promote an attractive environment which stimulates learning and enhances the appearance
of the school and expresses its Catholic identity.
6.4 To contribute to arrangements for the security and effective supervision of the school
buildings, their contents and grounds, including aspects of health and safety.
6.5 To maintain effective working relationships with external agencies and services contracted to
the school and the Authority.
7.1 To advise and assist the governing body as required in the exercising of its functions
including attending meetings and making reports.
7.2 To assist liaison and co-operation with Diocesan and Authority officers and support services.
7.3 To help in maintaining and developing effective communications and links with parents, as
the prime educators, and to provide positive responses to concerns and problems regarding
their children’s education.
7.4 To assist liaison with other educational establishments, especially other Catholic institutions,
in order to promote the continuity of learning, progression of achievement and curriculum
7.5 To assist liaison with other professional bodies, agencies and services.
7.6 To develop and maintain positive links and relationships with the parish community, local
organisations and employers:
To promote a positive image of the school
To ensure that the school plays a constructive role in the life of the parish and
community and that its curriculum draws on the nature and resources of that community.
The applicant will be required to safeguard and promote
the welfare of children and young people.
This job description forms part of the contract of employment of the person appointed to the post. It
reflects the position at the present time only and may be reviewed in negotiation with the employee in the
future. The appointment is subject to the current conditions of employment in the School Teachers’ Pay and
Conditions Document as they relate to deputy headteachers.
ST MARY'S CATHOLIC PRIMARY SCHOOL, FLEETWOOD
APPOINTMENT OF DEPUTY HEADTEACHER
Framework for the Development of a Person Specification/ Selection Criteria in
a Catholic School
The school’s Instrument of Government states that it is part of the Catholic Church and is to be
conducted as a Catholic school in accordance with Canon Law, the teachings of the Roman
Catholic Church and the Trust Deed of the Diocese of Lancaster. At all times the school is to serve
as a witness to the Catholic Faith in Our Lord Jesus Christ. The post therefore requires a
practising Catholic who can show by example and from experience that he or she will ensure that
the school is distinctively Catholic in all its aspects.
The applicant will be required to safeguard and promote the welfare of children and young people.
Note: Candidates failing to meet any of the essential criteria will automatically be excluded
[A] Faith Commitment
Practising Catholic E
Involvement in parish community D
[B] Qualifications, Experience and Professional Development
Qualified Teacher Status E
CCRS/CTC or commitment to obtaining the certificate E
Professional Development in preparation for Deputy Headship
Leadership and management experience:
Significant contribution to the leadership and management of a primary school as E
subject leader, key stage leader, SENCo, or other whole-school responsibility.
Significant experience of school development planning, monitoring and evaluation,
data analysis & target setting, policy development & implementation and working with E
parents governors & the wider community.
Significant and successful experience of teaching within the primary phase E
Experience of teaching within a Catholic primary school D
[C] Professional Knowledge and Understanding
Applicants should address the following six areas in order to demonstrate their knowledge and
understanding of the National Standards for Headteachers (2004) in the context of a Catholic school.
1. Shaping the Future E
Strategic thinking and planning that builds, communicates and carries forward a coherent and
shared vision that stems from the educational mission of the Catholic Church
Developing and sustaining a learning culture that has the Every Child Matters five outcomes at
its core, including high expectations and standards of achievement for all
Leading innovation, creativity and change
Current educational trends and issues, including national and Church policies, priorities and
2. Leading Learning and Teaching E
The principles and practice of effective learning and teaching
Strategies for improving the quality of learning and teaching, including promoting excellence
and challenging poor performance
Curriculum design and management that help to provide the choice and flexibility to meet the
personal learning needs of every pupil
Monitoring and evaluating the effectiveness of learning and teaching, including its outcomes in
terms of standards and achievement and personal development and well-being
The principles and practice of high quality personal, spiritual, moral, social and cultural
education in line with the distinctive Catholic nature and aims of the school.
Providing high quality Religious Education for all pupils in accordance with the teachings and
doctrines of the Church
The principles and practice of high quality personal, social and health education in accordance
with the teachings and doctrines of the Church
Strategies from promoting, monitoring and evaluating the daily act of Collective Worship and
the spiritual life of the school
3. Developing Self and Working with Others E
The significance of interpersonal relationships and strategies for promoting individual and team
Promoting an open, fair and equitable culture consistent with the school’s Catholic ethos
The relationships between self evaluation, performance management and continuing professional
The impact of change and different leadership styles on individuals and organisations
The importance of partnership working and accepting appropriate support from others,
including colleagues, governors, diocese and the Local Authority
The role of collaboration and networking within and beyond the school
4. Managing the organisation E
Principles, strategies and practice of school improvement and self evaluation in fulfilling the
Distribution and delegation of leadership responsibilities and management tasks as appropriate,
and monitoring their implementation
Establishing and sustaining effective organisational structures, systems, policy and practice to
reflect the school’s Catholic values
Managing the school efficiently and effectively on a day-to-day basis
Using informed judgements to make professional, leadership, managerial and organisational
Knowledge of and commitment to the implementation of the safeguarding agenda
5. Securing Accountability E
Commitments arising from contractual accountability to the Governing Body for the school as a
Public service policy and accountability frameworks, including Every Child Matters, Children
and Young People’s services and Ofsted
Principles and practice of quality assurance systems, including school review, self evaluation
and performance management
Analysing and using the full range of evidence, including performance data and external
evaluations, to support, monitor, evaluate and improve aspects of the school, including
challenging poor performance
Stakeholder and community, including pupils and parents, parish and diocese, engagement in,
and accountability for, school self evaluation and the success and celebration of the its
Individual, team and whole school accountability for pupil learning outcomes
6. Strengthening Community E
Embracing the richness and diversity of the school’s communities, and the human and physical
resources within them
Engaging in dialogue that builds partnerships and community consensus on Gospel values, the
teachings of Jesus Christ and the Catholic Church and shared responsibilities to help serve the
Listening to, and reflecting and acting on, community feedback
Strategies that encourage parents and carers as the prime educators to support their children’s
Building and sustaining effective relationships with parents, carers, other schools and partners,
parishes and the broader community that enhance the education of all pupils and enrich the
school as a faith community.
[D] Personal Skills and Attributes
The ability to…
Respect the dignity of each person valued and loved by God E
Inspire, challenge, motivate and empower teams and individuals to achieve E
Demonstrate personal enthusiasm and commitment to leadership aimed at making a positive E
difference to children and young people
Build and maintain quality relationships through interpersonal skills and effective E
Demonstrate personal and professional integrity, including modelling values and vision E
Manage and resolve conflict E
Prioritise, plan and organise self and others E
Think analytically and creatively and demonstrate initiative in solving problems E
Be aware of their own strengths and areas for development. Listen to, and reflect upon feedback E
and act appropriately
Demonstrate a capacity for sustained hard work E
Demonstrate resilience and optimism E
Demonstrate impact and presence E
Show a commitment to sustain good attendance at work E
[E] Application Form and Supporting Statement
The form must be fully completed and legible. The supporting statement should be clear, concise and
related to the specific post.
[F] Confidential References and Reports
Up to three referees should be nominated.
Only written references and reports should be provided and these should include a strong level of
support for relevant professional and personal knowledge, skills and abilities referred to above. They
should also provide:
A positive and supportive faith reference from a priest where the applicant regularly worships. E
A positive recommendation from current employer (for deputy headship, Chair of Governors or E
headteacher. For headship Chair of Governors)
A supportive reference from LA (where provided) E
If written references are not received for the successful candidate it is recommended that no appointment is made
until satisfactory references are received.
LANCASHIRE COUNTY COUNCIL
IMPORTANT INFORMATION TO APPLICANTS
1. APPLYING FOR POSTS WORKING WITH CHILDREN OR VULNERABLE
ADULTS, CRIMINAL RECORDS BUREAU
2. THE REHABILITATION OF OFFENDERS ACT 1974
3. DISQUALIFICATION FOR CARING FOR CHILDREN REGULATIONS
(DCCR) 2002 FOR SOCIAL CARE POSTS
1. APPLYING FOR POSTS WORKING WITH CHILDREN OR
CRIMINAL RECORDS BUREAU
If you are applying for a post which involves you working with either children or vulnerable adults,
it will be covered by the Rehabilitation of offenders (Exceptions) Act 1975 and will be a post
regulated by the Criminal Records Bureau.
If you are successful, you will be required to apply to the Criminal Records Bureau for a
‘disclosure’, to confirm any records held prior to any final appointment decision being made by the
Authority. (A disclosure application form will be issued to you to enable you to apply at the
The completed disclosure application form would then be forwarded to the Criminal Records
Bureau, who will undertake a check which will include:
Details of convictions, including those ‘spent’ under the Act stated above.
Cautions, etc whether included on List 99, Protection of Children Act list. Protection of
Vulnerable Adults list.
Where appropriate, information from local Police records, including any relevant non
NB. A conviction is not necessarily a bar to recruitment, unless the Authority considers that the
conviction renders you unsuitable for appointment. In making this decision, consideration
will be given to the nature of the offence, how long ago and what age you where when it
was committed and any factors which may be relevant.
It is an offence for an individual who has been disqualified from working with children to
knowingly apply for, offer to do, or accept or do any work in a regulated position. An individual is
disqualified from working with children if he/she is included under Section 142 of the Education
Act 2002 (formerly known as List 99) or POCA/POVA list of disqualified from working with
children or vulnerable adults as part of a sentence.
2. THE REHABILITATION OF OFFENDERS ACT 1974
The Rehabilitation of Offenders Act (1974) is a piece of legislation protecting ex-offenders
employment opportunities, although if you have convictions, you must disclose these until a certain
length of time passes, and the conviction becomes ‘spent’.
Aged 17 or over Aged under 17
on conviction on conviction
Prison (immediate or suspended
sentence) or young offender institution:
more than 6 months but less than 2.5 10 years 5 years
Prison (immediate or suspended
sentence) or young offender institution: 7 years 3.5 years
6 months or less
Fine or community service order 5 years 2.5 years
Absolute discharge 6 months 6 months
Probation, supervision, care order, 1 year or until order expires
conditional discharge or bind-over (whichever is longer)
Attendance Centre Order 1 year after the order expires
Hospital Order (with or without 5 years, or 2 years after the order expires
restriction order) (whichever is longer)
If you have been sentenced for any offence and the above periods of time have not passed you must
declare the offence. If the period of time has passed you do not need to mention it on your application
There nevertheless remains certain job categories and classes of employment which are exempt from
such time limitations. This means that convictions never become ‘spent’ if you are looking for work
in certain job categories.
Exempted categories include employment connected with the provision of services for persons under
18 years of age or vulnerable adults.
Accordingly, if you are applying for a position which falls into one of these categories, you must
declare any convictions you have had, regardless of whether or not any time limit has elapsed. It does
not mean that you cannot apply for the position. All appointments are considered on merit and
individual consideration of the conviction and the circumstances.
The information you provide will be treated in the strictest confidence. Having a conviction will not
necessarily bar you from employment. However, failure to disclose convictions may result in the offer
of employment being withdrawn, or if already appointed, you could be dismissed without notice.
Please bear in mind; you may be subject to a Criminal Record Bureau Disclosure for posts working
with children or vulnerable adults.
MISSION STATEMENT FOR ST. MARY’S CATHOLIC
St. Mary's School strives to be a positive force in the life of the Catholic Church
by accepting individuals into a journey of living faith. Within the framework of the
national education system, we are committed to delivering a broad and balanced
curriculum, emphasising Religious Education, based on the attitudes and values of
Working in close partnership with the home and St. Mary's Parish we aim to provide
a welcoming, secure and happy Christian atmosphere in which the children can
thrive, each developing their academic, emotional, physical and spiritual potential.
We aim to provide for all members of St. Mary's School Community a level of
pastoral care and spiritual development fulfilling the highest ideals.
The aims and objectives of St. Mary's Catholic Primary School are centred on
Jesus Christ and the example he gave us. Our main aim is to encourage children to
treat others as they would expect to be treated themselves. We aim to encourage
a commitment to Christ through the Gospel message. Our aim is to be a Christ-
centred community in which all relationships are strengthened by the love and care
that exists within the school.
To cater for the needs of each individual child spiritually, physically and
To help all children to be active members of the wider community involving
parents, friends, teachers, non-teaching staff, parish family, visitors and all
members of the local community.
To encourage and promote a feeling of love and respect for others and a
caring attitude to work and play.
To encourage our children to be aware of their own abilities and use their
gifts to the full, for the good of others as well as themselves.
To provide all children with a broad, balanced and rewarding curriculum
and will include the teaching of RE, Literacy, Numeracy, Science,
Information and Communication Technology, Design Technology, History,
Geography, Art, Music and PE.
To encourage children to be aware of how to look after themselves in their
own environment with activities such health education, road safety, safety in
the home and so on.
To encourage children to take part and communicate with others in sporting
fixtures, competitions and outside events.
To provide children with opportunities for learning that give a feeling of
satisfaction, achievement and self-respect.
To encourage each child to reach their full potential at St. Mary's School we will:
seek to make prayer, worship and liturgy valued experiences within the
life of St. Mary's School;
give high priority to the quality of communication and relationships
between staff, children and their families;
express value and appreciation of the abilities and efforts of individuals;
be sensitive and responsive to the needs and contributions of the local
and wider community with respect for acceptance of other faiths and
set up, follow and develop a code of conduct.
St. Mary’s Catholic Primary School, Fleetwood
Applicants for general vacancies at St. Mary’s may find the following
The school is situated approximately 400 metres from the seafront at Fleetwood, immediately
behind the Mount Pavilion, a famous local landmark, and in the heart of St. Mary’s Parish.
St. Mary’s School was first opened some 150 years ago and was originally sited across the road
but moved to its present site in 1895. In 1993 the Victorian building was demolished and the
replacement school re-opened in January 1995. St. Mary’s serves as one of two Catholic
primary schools in Fleetwood and currently there are 165 pupils at the school. Our most recent
Section 48 (RE) Inspection stated, “Saint Mary’s Catholic Primary School is characterised by
its warm welcoming atmosphere and careful attention to the well being of its pupils. There is a
purposeful, well ordered working atmosphere in the school where children are valued and their
contributions appreciated. The development of the whole child is a priority.”
SCHOOL FACILITIES AND STAFFING
St. Mary’s is a school well-equipped for education in the 21st Century. Light,
airy and pleasantly furnished classrooms, all equipped with interactive
whiteboards and computers, enable children to be comfortable and ready to learn.
Central resource areas at each Key Stage enable small teaching groups,
independent working or further research. There is a small library and further
group and meeting rooms in the school. A spacious hall is used for dining,
assemblies, PE and large presentations. Apart from the Headteacher, St. Mary’s
employs 7 teaching staff, 5 of whom are full time. In addition, another 15 adults
are employed in one capacity or another. Together they form a very dedicated
and caring team.
SCHOOL ORGANISATION AND CURRICULUM
There are six mixed ability classes in the school and, at the moment, mixed-age
classes at Key Stage 2. The curriculum and routine at St. Mary’s is based on the
Mission Statement of the school and the National Curriculum is followed by all
classes using principles of good practice and may include whole class activities,
group work, topic work, cross-curricular work and so on. Much has been done in
the school to create a safe, friendly, happy and stimulating environment for our
children to work in and our aim is to enable children to reach their full potential.
PARISH AND COMMUNITY MATTERS
Please see our Website for further information
The school has strong links with St. Mary’s Parish and the local community. There are regular
class or school liturgical celebrations. The school also joins the Parish for Sunday Mass or
Feast Days on several occasions during the year. A pre-school group using the school premises
is long established and although independent of the school, has very close links with it. The
school has a very successful and thriving Home School Association which supports the school
in both financial and social respects.
The teaching and non-teaching staff is a mixture of youth and experience with each individual
person bringing a certain gift or talent to the school. The Governors are very experienced, the
parents are very supportive, the pupils are well-behaved and the school has a good reputation
within the local community and surrounding area. The whole approach of the school is one of
everyone working together to provide the best possible education for all the children.
Please see our Website for further information