THE SCHOOLS AT SOMERHILL

Head Teacher Somerhill Pre-Prep Recruitment Package

YARDLEY COURT SOMERHILL PRE-PREP DERWENT LODGE About us

A Message from the Principal – Duncan Sinclair

Ours is a very special school with a unique structure in this part of the world. We have a coeducational pre-prep of 200 boys and girls aged 3-7. At the end of Year Two, in the same way as for ‘diamond model’ schools, our girls join Derwent Lodge, (136 girls Year 3 to 6) and the boys join Yardley Court (250 boys Year 3 to 8). Our pupils are therefore taught in single sex classes from the age of seven but very much in a coeducational setting. More details can be found on our website: www.somerhill.org

The School is based in a stunning Jacobean mansion set schools. That said, many of our pupils will move on to in 150 acres of beautiful parkland. You will be hard-pressed independent secondary schools which, for the boys, includes to fi nd a more glorious setting for a school! Somerhill is an the likes of Tonbridge, Sevenoaks, Bedes, Sutton Valence and estate just to the South of Tonbridge and is readily accessed Eastbourne College. Derwent Lodge girls commonly move by a slip road off the A21. We have excellent facilities on to Sevenoaks, Kent College, Walthamstow Hall, Mayfi eld including a multi-purpose sports hall, Astroturf, new dining and Benenden. hall and indoor swimming pool complex and a Music School Whilst the Schools at Somerhill have some 600 pupils, the built in 2014. division into three separate schools means that each school Ours is a mixed ability school. We have very bright and is able to tailor its teaching to best suit the children within capable pupils, some of whom will go on to win scholarships it. Parents feel that they have the best of both worlds with at academic schools such as Tonbridge and Sevenoaks at small school care and linked pupil/teacher ratios but with 11+/13+. We also have boys and girls who fi nd aspects of larger school facilities and social opportunities. They are their learning more challenging and currently approximately very supportive of the idea behind a co-educational pre- 60+ pupils receive some measure of additional support. prep leading to single sex prep schools, but within a mixed We are in a very strong catchment area for local grammar gender environment. The Aims of the School

The Schools at Somerhill seek to help each of our pupils to achieve the greatest all-round development and success of which they are capable. This includes promoting their academic, personal, spiritual, social, and moral growth.

We aim to give each child self-esteem, resilience and a determination to make their lives as fulfi lling as possible both here at Somerhill and as members of a global community. We encourage our pupils to work hard and take a pride in achievement, to think honestly and independently, to face up to challenges, to accept responsibility, to show concern for others and the environment and to develop a broad range of skills and interests. In a caring and happy community, we want our children to make the most of their talents and promote the well-being of themselves and others.

Somerhill Pre-Prep is our school for 3 to 7 year old girls and boys. “High quality education in a happy environment. Teaching enables pupils of all abilities to make progress. It promotes exploration and independent learning and gives pupils confi dence in their abilities.” Independent Schools Inspectorate

Derwent Lodge is our Preparatory School for 7 to 11 year old girls. “Excellent standards in lessons, in the scholarships and places gained at senior schools. Girls work together exceptionally well and show considerable imagination, independence of thought and fl air.” Independent Schools Inspectorate

Yardley Court is our Preparatory School for 7 to 13 year old boys. “Pupils thrive in the atmosphere of hard work, enjoyment and eff ort. Their attitude to their work is excellent and they take pride in their achievements and the success of others.” Independent Schools Inspectorate Person Specifi cation

Somerhill Pre-Prep We are seeking a Head who: The Head of Somerhill Pre-Prep is a very senior position, • Has leadership experience. They may well already be a answerable to the Principal and working closely with serving pre-prep Head of an IAPS school the Heads of the prep schools. On a day-to-day basis the • Has a good university degree and appropriate teaching Head Teacher enjoys considerable autonomy but must qualifi cations always be aware of their role within the larger organisation. They will bring energy, enthusiasm and a high degree of • Will provide clear vision and command respect amongst professionalism to the role. The Head Teacher manages 35 the whole school community staff in the Pre-Prep, 30 of whom are full-time employees. • Is an incisive and strategic thinker who is able to motivate Our Pre-Prep numbers are currently as follows: pupils and staff • Is an innovative manager who is able to assess and 2 Pre-school classes with mixed Rising 3 and Rising 4 age promote excellent teaching and learning children: 43 children • Is knowledgeable about pre-prep schools and the Early Reception 3 classes 54 pupils (max) Currently 48 on roll Years and Foundation Stage Year One 3 classes 56 pupils (max) Currently 48 on roll • Communicates well and enjoys working in partnership Year Two 3 classes 60 pupils (max) Currently 59 on roll with parents and Governors Total: 198 • Will inspire and excite pupils by generating a love of learning • Possesses resilience and a sense of humour • Has a genuine joy for working with children Role Description

The Schools at Somerhill Pre-Prep Head Teacher

Accountable to: The Principal of The Schools at Somerhill and The Governing Body

Main Purpose: To lead and manage Somerhill Pre-Prep on behalf of the Principal and Governors, encouraging staff to give the best possible care to pupils in their charge and achieve the highest quality teaching and learning across all year groups.

The Package • Very attractive salary based on experience and qualifi cations and refl ecting both the size of the school and the importance of this position • Private medical insurance • Membership of the Teachers’ Pension Scheme • Fee remission for children

Start Date: April or September 2019

We are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment. Detailed Role Description 1 Strategic Direction 2 Teaching and Learning The Head Teacher, working with the Senior Leadership Team 2.1 Create and maintain a welcoming environment and a and Governing Body, develops a strategic view of the school code of behaviour that promote and secure good teaching, and its community; analysing and planning its future needs. eff ective learning and high standards of achievement. 1.1 Lead by example, providing inspiration and motivation 2.2 Determine, organise, implement and monitor the for the pupils, staff , governors and parents of Somerhill curriculum and its assessment to ensure that they: Pre-Prep School. • meet with statutory requirements; 1.2 Work in partnership with SLT, Governing Body, staff and • are relevant to the needs of all pupils. parents 2.3 Ensure that improvements in literacy and numeracy • To create a learning culture and ethos, providing are a priority for all pupils, including those with special educational vision and direction, which secures eff ective educational needs. teaching, successful learning and achievement by pupils 2.4 Ensure that pupils develop study skills in order to learn and sustained improvement in their spiritual, moral, social, more eff ectively and with increasing independence. culture, intellectual and physical development. 2.5 Determine, organise and implement a policy for the • To prepare the children in the Pre-Prep for their onward spiritual, moral, social and cultural development of pupils journey to DL and YC by working closely with the Heads and their personal and health education. of each section and the Academic Director, ensuring a continuous academic and pastoral journey for each 2.6 Monitor and evaluate the quality of teaching and individual standards of learning and achievement of all pupils at the school. • To create and implement the annual development plan for SPP and contribute to the overall Somerhill development 2.7 Determine and implement policies which promote: plan with sound fi nancial management and organisation • self-discipline; to ensure whole school improvement, maintaining • good conduct and behaviour; the cycle of continuous self-evaluation and school • positive strategies and programmes for pupils’ support; improvement planning. • good attendance and punctuality. • To monitor, evaluate and review the eff ects of policies, priorities and performance of the school in practice and 2.8 Create and maintain an eff ective partnership with take appropriate action. parents to support and improve pupils’ achievement and personal development. • To ensure the management of fi nances, organisation and administration support the school’s vision and aims. 2.9 Participate, to such an extent as may be appropriate having regard to the Head Teacher’s other duties, in teaching 1.3 Ensure that all those involved in the school are pupils at the school. committed to its vision, ethos and aims, motivated to achieve them and engaged in meeting long, medium 2.10 Maintain the principle of assessment for learning and and short-term objectives and targets that secure the eff ective use of data, in order to set challenging yet realistic educational success of the school. targets to move pupils on. 3 Leadership and Management 4 Effi cient and eff ective deployment of staff and The role of the Head Teacher is one of leadership. In the resources teaching and management of staff their unique contribution In Somerhill Pre-Prep ensure that the deployment of all staff , as individuals should be valued and recognised. fi nance, resources, time and energy refl ect the aims of the 3.1 Lead by example as a model of professional conduct school community and the needs of all pupils. and presentation, demonstrating high personal standards of 4.1 Participate in the recruitment and selection of the expertise and commitment. highest quality teaching and support staff who are able and 3.2 Maximise the contribution of staff to improve the quality of willing to contribute to the ethos of the school. education provided and standards achieved and ensure that 4.2 Work with senior colleagues to deploy, develop and constructive working relationships are formed between staff retain all staff eff ectively in order to improve the quality of and pupils and with the Derwent Lodge/Yardley Court staff . education and raise standards for all pupils. 3.3 Develop good working relationships with the governors, 4.3 Set appropriate priorities for expenditure, allocation of staff , pupils, and parents/carers. funds and eff ective administration and control by: 3.4 Plan, allocate, support and evaluate work undertaken by groups, teams and individuals, ensuring clear delegation • eff ective management of the school’s budget; of tasks and devolution of responsibilities in a manner • rational allocation and monitoring of time, space and consistent with the conditions of employment. material resources; 3.5 Implement and sustain eff ective systems for the • ensuring eff ective and safe arrangements for the siting management of staff performance, incorporating and storage of materials and equipment. performance management. 4.4 Manage and organise the accommodation effi ciently 3.6 Demonstrate a high degree of computer competence and eff ectively to ensure it meets the needs of the and ensure staff have regular training, where necessary, to curriculum, the pupils and health and safety regulations. develop similarly high standards. (NB Most communication 4.5 Ensure that any lack of maintenance, cleanliness, repairs / pupil information and recording of assessment across all or modifi cation, including breaches of Health & Safety three Somerhill schools is all now ICT based.) legislation is brought to the attention of the Bursar and acted 3.7 Lead the continuing professional development (CPD) of upon promptly. staff through example. 4.6 Ensure eff ective working relationships with external 3.8 Motivate and enable all staff in the school to carry out agencies and services contracted to the school. their respective roles to the highest standards, through high quality CPD based on assessment of needs and systematic 4.7 Manage, monitor and review the range, quality and use monitoring and evaluation. of all available resources in order to improve the quality of education, improve pupils’ achievements, ensure effi ciency 3.9 Lead and manage the staff in ways that refl ect and meet and secure value for money. the Governing Body policies. Ensure that professional duties are fulfi lled to the highest possible standards. 3.10 Arrange for a Deputy Head Teacher or suitable person to assume responsibility for the discharge of the Head Teacher’s function at any time when absent from school. 5 Accountability The Head Teacher of Somerhill Pre-Prep recognises his/her responsibilities and the responsibilities of the Governing Body. 5.1 Create and develop an organisation in which all the members of the school recognise that they are accountable for the success of the school. 5.2 Provide information, objective advice and support to the Governing Body to enable it to meet its responsibilities for securing eff ective teaching and learning and improved standards of achievement, and for achieving effi ciency and value for money. 5.3 Present a coherent and accurate account of the school’s performance in a form appropriate to the range of audiences, including governors, the LA, ISI, Ofsted, DfE and others to enable them to play their part eff ectively. 5.4 Ensure that parents/carers and pupils are well informed about the curriculum, attainment and progress and about the contribution they can make in supporting children’s learning and achieving the school’s targets for improvement. 5.5 Carry out any such duties as may be reasonably required by the Principal and Governing Body. Recruitment Process

Key Dates The selection process will take place according to the timetable below. Wednesday 14th November: Role advertised Wednesday 28th November: Application closing date Thursday 29th November: Shortlisted candidates notifi ed Monday 3rd December (week commencing): Interview and assessments

All interested candidates are invited to visit the school Further Information at any time prior to the fi nal date for submission of If you require any additional information, please do not applications, 28th November. hesitate to contact Duncan Sinclair, Principal or Celia Box, PA Please e-mail or telephone the school if you would like to to the Principal at [email protected] for a confi dential avail yourself of this opportunity. conversation. Format of Applications The Schools at Somerhill are committed to safeguarding and promoting the welfare of children and young people. The Formal applications will only be accepted via the offi cial post is subject to an enhanced DBS check, sight of original Schools at Somerhill Application Form which will be qualifi cation documents and satisfactory references. The post published alongside this pack on our website: is also subject to a negative response to an enquiry as to http://www.somerhill.org whether a prohibition order has been made by the Secretary of State. Other Recruitment Information

THE SCHOOLS AT SOMERHILL position within the School. The School will report the matter to the Police and/or the DBS if: Policy on the Recruitment of Ex-Off enders • the School receives an application from a disqualifi ed The School will not unfairly discriminate against any person; candidate for employment on the basis of conviction or other details revealed. The School makes appointment • is provided with false information in, or in support of an decisions on the basis of merit and ability. If an individual applicant’s application; or has a criminal record this will not automatically bar him/her • the School has serious concerns about an applicant’s from employment within the School. Instead, each case will suitability to work with children be decided on its merits in accordance with the objective In the event that relevant information (whether in relation assessment criteria set out below. to previous convictions or otherwise) is volunteered by All candidates should be aware that provision of an applicant during the recruitment process or obtained false information is an off ence and could result in the through a disclosure check, the School will consider the application being rejected or summary dismissal if they following factors before reaching a recruitment decision: have been appointed, and a possible referral to the police • whether the conviction or other matter revealed is and/or DBS. relevant to the position in question; Under the relevant legislation, it is unlawful for the School • the seriousness of any off ence or other matter revealed; to employ anyone who is included on the lists maintained by the DBS of individuals who are considered unsuitable • the length of time since the off ence or other matter to work with children. In addition, it will also be unlawful occurred; for the School to employ anyone who is the subject of a • whether the applicant has a pattern of off ending disqualifying order made on being convicted or charged behaviour or other relevant matters; with the following off ences against children: murder, manslaughter, rape, other serious sexual off ences, grievous • whether the applicant’s circumstances have changed bodily harm or other serious acts of violence. It is also since the off ending behaviour or other relevant matters; unlawful for the School to knowingly employ someone • in the case of disqualifi cation from providing childcare, who works in the relevant settings and is disqualifi ed from whether the applicant has or is able to obtain an Ofsted providing childcare under the Childcare (Disqualifi cation) waiver from disqualifi cation; and Regulations 2009. • the circumstances surrounding the off ence and the It is a criminal off ence for any person who is disqualifi ed explanation(s) off ered by the convicted person. from working with children to attempt to apply for a If the post involves regular contact with children, it is the As the job for which you are applying involves substantial School’s normal policy to consider it a high risk to employ opportunity for access to children, it is important that you anyone who has been convicted at any time of any the provide us with legally accurate answers. Upfront disclosure following off ences: murder, manslaughter, rape, other serious of a criminal record may not debar you from appointment sexual off ences, grievous bodily harm or other serious acts as we shall consider the nature of the off ence, how long ago of violence, serious class A drug related off ences, robbery, and at what age it was committed and any other relevant burglary, theft, deception or fraud. factors. Please submit information in confi dence enclosing details in a separate sealed envelope which will be seen and If the post involves access to money or budget responsibility, then destroyed by the Bursar. If you would like to discuss it is the School’s normal policy to consider it a high risk to this beforehand, please telephone in confi dence to the employ anyone who has been convicted at any time of Bursar for advice. robbery, burglary, theft, deception or fraud. Please disclose any unspent convictions, cautions, reprimands If the post involves some driving responsibilities, it is the or warnings. Please note that the amendments to the School’s normal policy to consider it a high risk to employ Exceptions Order 1975 (2013) provide that certain spent anyone who has been convicted of drink driving. convictions and cautions are ‘protected’ and are not subject Application and Recruitment Process Explanatory Note to disclosure to employers and cannot be taken into account. 1 General Guidance and criteria on the fi ltering of these cautions and convictions can be found at the Disclosure and Barring Service The schools at Somerhill (“the School”) is committed to website. ensuring the best possible environment for the children and young people in its care. Safeguarding and promoting the The successful applicant will be required to complete a welfare of children and young people is our highest priority. Disclosure Form from the Disclosure and Barring Service (“DBS”) for the post. Additionally, successful applicants The School aims to recruit staff that share and understand should be aware that they are required to notify the school our commitment and to ensure that no job applicant is immediately if there are any reasons why they should not be treated unfairly by reason of a protected characteristic as working with children. defi ned within the Equality Act 2010. The school takes its responsibility to safeguard children very All queries on the School’s Application Form and recruitment seriously and any staff member and/or successful candidate process must be directed to the Bursar. who is aware of anything that may aff ect his/her suitability 2 Application Form to work with children must notify [the school/their manager] Applications will only be accepted from candidates immediately. This will include notifi cation of any convictions, completing the relevant Application Form in full. CVs will not cautions, court orders, reprimands or warnings he/she may be accepted in substitution for completed Application Forms. receive. He/she must also notify the school immediately if he/she is living in a household where anyone lives or works Candidates should be aware that all posts in the School involve who has been disqualifi ed from working with children or some degree of responsibility for safeguarding children, from registration for the provision of childcare. although the extent of that responsibility will vary according to the nature of the post. Applicants will receive a Job Description and Person Specifi cation for the role applied for. Failure to declare any convictions (that are not subject to should therefore withdraw from the panel. Should the DBS fi ltering) may disqualify you for appointment or result Chair have a confl ict of interest, the Vice Chair shall decide in summary dismissal if the discrepancy comes to light whether the Chair should withdraw from the panel. subsequently. The interview will be conducted in person and the areas If you are currently working with children, on either a paid or which it will explore will include suitability to work with voluntary basis, your current employer will be asked about children. disciplinary off ences, including disciplinary off ences relating All candidates invited to interview must bring documents to children or young persons (whether the disciplinary confi rming any educational and professional qualifi cations sanction is current or time expired), and whether you that are necessary or relevant for the post (e.g. the original or have been the subject of any child protection allegations certifi ed copy of certifi cates, diplomas etc). Where originals or concerns and if so the outcome of any enquiry or or certifi ed copies are not available for the successful disciplinary procedure. candidate, written confi rmation of the relevant qualifi cations If you are not currently working with children but have must be obtained by you from the awarding body. done so in the past, that previous employer will be asked All candidates invited to interview must also bring with about those issues. Where neither your current nor previous them: employment has involved working with children, your current employer will still be asked about your suitability 1. A current driving licence including a photograph or a to work with children. Where you have no previous passport; employment history, we may request character references 2. Where appropriate any documentation evidencing a which may include references from your school or university. change of name; You should be aware that provision of false information is an 3. Where the candidate is not a citizen of a country within off ence and could result in the application being rejected the European Economic Area or Switzerland, proof of or summary dismissal if you have been appointed, and a entitlement to work and reside in the UK. possible referral to the police and/or DBS. Please note that originals of the above are necessary. 3 Invitation to Interview Photocopies or certifi ed copies are not suffi cient. Applicants will be short-listed according to the relevance Candidates with a disability who are invited to interview and applicability of their professional attributes and personal should inform the School of any necessary reasonable qualities to the role. Short-listed applicants will then be adjustments or arrangements to assist them in attending the invited to attend a formal interview at which his/her relevant interview. skills and experience will be discussed in more detail. All formal interviews will have a panel of at least two people chaired by the Head or another designated senior member of staff . The Chair of Governors should chair the panel for the Head’s appointment. The interviewers involved will be required to state any prior personal relationship or knowledge of any of the candidates and a judgement will be made by the Chair as to whether or not an interviewer 4 Conditional Off er of Appointment: Pre-Appointment 5 References Checks We will seek the references referred to in section 4 above Any off er to a successful candidate will be conditional upon: for shortlisted candidates and may approach previous employers for information to verify particular experience or 1. Receipt of at least two satisfactory references (if these have qualifi cations, before interview. If you do not wish us to take not already been received); up references in advance of the interview, please notify us at 2. Verifi cation of identity and qualifi cations including, where the time of submitting your application. appropriate, evidence of the right to work in the UK; All referees will be asked if the candidate is suitable to work 3. A satisfactory enhanced DBS check and if appropriate, a with children. check of the Barred List maintained by the DBS; The School will compare any information provided by 4. For a candidate to be employed as a teacher, a check that the referee with that provided by the candidate on the that the candidate is not subject to a prohibition order application form. Any inconsistencies will be discussed with issued by the Secretary of State or within the European the candidate. Economic Area (EEA); 6 Criminal Records Policy 5. Verifi cation of professional qualifi cations; The School will refer to the Department for Education (“DfE”) 6. Verifi cation of successful completion of a statutory document, ‘Keeping Children Safe in Education’ and any induction period (for teaching posts - applies to those who amended version in carrying out the necessary required DBS obtained QTS after 7 May 1999) where relevant; checks. 7. Where the successful candidate has worked or been The School complies with the provisions of the DBS Code resident overseas, such checks and confi rmations as the of Practice, a copy of which may be obtained on request School may consider appropriate so that any relevant or accessed here: https://www.gov.uk/government/ events that occurred outside the UK can be considered; publications/dbs-code-of-practice. and 7 Retention and Security of Records 8. Satisfactory medical fi tness. The School will comply with its obligations regarding the 9. If you are undertaking a leadership role, Section 128 retention and security of records in accordance with the DBS check to ensure that you have not been prohibited from Code of Practice and its obligations under its Data Protection participating in the management of independent schools. Policy. Copies of DBS certifi cates will not be retained for The School is aware of its duties under the Equality Act 2010. longer than 6 months. No job off er will be withdrawn without fi rst consulting with the applicant, considering medical evidence and considering reasonable adjustments. THE SCHOOLS AT SOMERHILL

Somerhill, Tonbridge, Kent TN11 0NJ | 01732 352124 | somerhill.org