Wyedean recognises that our employees are our most important asset, and we are aware that the quality and commitment of our employees is critical to our success. We offer  our employees the following staff benefits:

• Excellent CPD opportunities and career progression
• Employer contributions to Local Government or Teachers Pension Scheme
• Funded counselling services
• Free eye tests (subject to requirements of contract)
• Winter Flu jabs
• Long Service awards
• EV charging stations on site

Application Process

Application forms

All applicants must complete our application form. This ensures all information is presented in the same way, so that applicants are treated equally and fairly. We do not accept CVs as part of the selection process - including  a CV  is optional. Where possible, we ask that applicants apply online. However, if you need our application pack in a different format, please email principal@wyedeanschool.com

 Till Operator and Cleaner Application FormAdult Cleaner Application FormAdult Cleaner Application Form

Support Staff Application form
Student Cleaner or Lunchtime Supervisor Application Form ONLY

Voluntary Work Application Form

You must have, or be able to obtain before you start,  permission to work in the UK. Further information can be found on the UK Border Agency website http://www.ukba.homeoffice.gov.uk

You have the opportunity to disclose any previous, pending or outstanding convictions as part of the recruitment and pre-employment processes. Prior to the interview process commencing, if you are shortlisted, you will be asked to complete a self-disclosure document on arrival at School on the interview day, which will be placed in a sealed envelope. If you are successfully appointed at the end of the interview process, this document will be reviewed by the Principal. If there are disclosures and those require further explanation the School will organise a meeting to discuss, the outcome of which may affect any recruitment decision.

All posts require a DBS (Disclosure and Barring Service) check either enhanced or basic,  the School will undertake a check for the successful applicant. If you have a criminal record, you are required to tell us about all ‘spent’ and ‘unspent’ cautions and convictions.

We ask that you also tell us about any police reprimands/cautions/warnings that may be revealed by the request of an enhanced disclosure from the DBS. If you are shortlisted, you will be asked to bring identification to the interview and, if appointed, you will be required to complete a DBS check at an enhanced level.

We will obtain references for the successful applicant. All offers of employment are made subject to the receipt of two references, which we regard as satisfactory.

Our selection process is based on each individual’s own merits and abilities. The information provided in your application is evidence and used against the essential and desirable criteria required for the post.

If you are selected for interview, you will receive an email with the details of the interview and explain what you need to bring. Our selection processes normally consists of a full interview and  an opportunity to meet some other staff and students.  For some roles you may be asked to take part in a written/practical/skills exercise.

All offers of employment are made subject to pre-employment checks including a medical questionnaire and reference returns.

Wyedean School is committed to promoting equality of opportunity for all and eliminating discrimination and harassment.

 Wyedean School is committed to safeguarding and promoting the welfare of young people and expects all staff and volunteers to share this commitment. The successful candidate will have to meet the person specification and is required to apply for an enhanced DBS disclosure. We particularly welcome applicants from under- represented groups including ethnicity, gender, transgender, age, disability, sexual orientation or religion.

Online searches on shortlisted candidates 

The school is committed to ensuring that safeguarding is a top priority; therefore, in line with KCSIE, the school will consider carrying out online searches on shortlisted candidates as part of their due diligence. Online searches solely aim to help identify any incidents or issues that have happened, and are publicly available online, which the school may want to explore with the applicant at interview.  

Online searches will be conducted on shortlisted candidates only, and only where the school considers this appropriate. The school will consider any potential risks of online searches, e.g. unlawful discrimination or invasion of privacy, and will be clear on the reasons that online searches are being conducted. Online searches will only examine data that is publicly available. 

Online searches will be carried out by an individual who is independent of the recruitment process to minimise the risk of bias or discrimination and to ensure that only relevant information is considered. The person responsible for carrying out online searches will have due regard to Part three of KCSIE. 

The online search process may include searching for the candidate by name via search engines and social media, such as: 

• Google 
• Facebook  
• LinkedIn 

When carrying out searches of shortlisted candidates’ online presence, the school will look out for indicators of concern, such as: 

• Inappropriate behaviour, jokes or language. 
• Discriminatory comments. 
• Inappropriate images. 
• Drug or alcohol misuse. 
• Anything that suggests the candidate may not be suitable to work with children. 

Any concerns will be addressed during the interview process. The school will ensure that candidates are given an opportunity to discuss any concerns raised by the online search.