Midday Supervisor

We are looking to recruit a Midday Supervisor to assist and supervise our pupils immediately before, during and after the midday break. This is a part-time, term-time role working 6 hours & 15 minutes per week (1 hour 15mins per day). The hours will be between 11:40am and 2:10pm each day, the exact hours will be dependent on the Year group you are working with. The successful candidate will: have experience of working with children or young people be able to follow guidelines and instructions be able to work effectively as part of a team and be able to use their own initiative The successful candidate must be able to converse with ease with members of the public and provide effective help and advice in accurate and fluent spoken English. Please take time to read the attached letter and job description for more information. If you require any further information please contact Lynne Jaggers - HR Manager - Tel: 01582 507924 or email: lynnejaggers@pirtonhill.co.uk Closing Date: Friday, 25th September 2026 Date of Interviews: To be confirmed Start Date: September 2025 (subject to relevant checks) Please note that if you are shortlisted for this role, or an alternative role, an online name search may be undertaken, as per Keeping Children Safe in Education. The purpose of the search is to help identify any incidents or issues that have happened, and are publicly available online, which the school might want to explore with you at interview Please ensure that references include your most recent employer and that the contact email is their professional NOT their personal email address. CVs will not be accepted for any posts based in schools. The school is committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment. Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure & Barring Service (DBS). This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders 1974 (Exemptions) (Amendments) Order 1986. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up, any failure to disclose such convictions will result in dismissal or disciplinary action by the Authority. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment. The Council is committed to an Equal Opportunities Policy in Employment and welcomes applications from all sections of the community including ethnic minority groups and disabled persons. It is the aim of the Council to recruit the most suitable candidate for a post solely on the basis of their skills, experience and knowledge in relation to the requirements of the post. As long as an individual meets the required criteria for the post, no person seeking employment with the Council will be treated less favourably than any other person or group because of their: Ethnic origin, Religion, Gender, Sexual orientation, Marital status, Disability, Age