lifeguard

We are seeking a reliable, self-motivated lifeguard to join our pool team on a casual hours basis. You will work various
shifts as they become available. Shifts may include evening and weekend working. Our lifeguards must hold a current
NPLQ and therefore this is a requirement for the role.

The start date for the role is flexible, depending on the availability of the successful candidate, but would ideally be as
soon as possible.

Key requirements of the role:
The following is not a definitive list but gives an overall view of the work that the lifeguard will undertake:

• To ensure the comfort, safety and enjoyment of all users of the Centre


• To maintain vigilant supervision of pool users and ensure their safety at all times


• To administer first aid, effect pool rescues and carry out resuscitation as necessary


• To comply with the Centre's Health and Safety procedures at all times


• To help customers in a friendly and professional manner


• To report any matter of concern to the Duty Manager immediately


• To carry out cleaning duties as necessary, To wear the personal protective equipment provided when necessary during the course of your duties


• To carry out patrols of the Centre



• To ensure that all Centre equipment is stored safely and securely when not in use


• To report any maintenance issues using the appropriate procedures


• To assist the Duty Manager with any tasks involved in the operation of the Centre



• To maintain any suggested training requirements


• To continually meet the lifeguard key performance indicators and competency standards



• To promote and safeguard the welfare of children and young persons for who you are responsible and with whom you

come into contact, All staff are expected to share and support this commitment and applicants must be willing to undergo child
protection screening appropriate to the post, including checks with past employers and the Disclosure &
Barring Service.

Child Protection Statement

• Every child has the right to freedom from physical, racial, sexual, verbal or mental abuse (this includes bullying

and intimidation). Our overriding aim is the protection of the individual child within the school.

• We require staff to be fully aware of what child abuse is and the different forms in which it may present itself,

and of their duties in respect to child protection.

• We will provide adequate training (both as part of an induction and an ongoing process) in recognising abuse,

and what to do if abuse is suspected.

• We are committed to maintaining good communication within the School on child protection issues and to

following recognised procedures.

• The Headmistress ensures that the recommended procedures are followed when recruiting staff., St Swithun's is committed to promoting equality of opportunity for all staff and job applicants. We aim to

create a working environment in which all individuals are able to make best use of their skills free from
unlawful discrimination or harassment, and in which all decisions are based on merit (apart from in any
necessary and limited exempons and excepons allowed under the Equality Act).


We do not discriminate unlawfully on the basis of age, disability, marital or civil partner status, race (including
nationality, ethnic or national origin), religion or belief, sex or sexual orientation, gender reassignment or
pregnancy or maternity (defined in the Equality Act 2010 as protected characteristics).
If you have questions about our recruitment processes, or would like any support to access our recruitment
process fully please do contact us at recruitment@stswithuns.com., Applications will only be accepted from candidates completing the enclosed application form in full. CVs will not be accepted in substitution for completed application
forms.
Candidates should be aware that all posts in the school involve some degree of responsibility for safeguarding children, although the extent of that responsibility
will vary according to the nature of the post. Please see the job description for the post.
Accordingly this post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and bind-overs, including those regarded as 'spent'
must be declared.
The successful applicant will be required to complete a disclosure application form from the Disclosure and Barring Service.
In accordance with government guidelines, we will conduct an online search and seek references on shortlisted candidates and approach previous employers for
information to verify particular experience or qualifications before interview. In other cases, if this has not been done, any offer of a post will be conditional
upon receipt of satisfactory references. References should be from the applicant's current or most recent employer. If the current/most recent employer does/did
not involve work with children, then the second reference should, if possible, be from the employer with whom the applicant most recently worked with
children. Referees should not be a relative or someone known to the applicant solely as a friend.
If you are currently working with children, on either a paid or voluntary basis, your current employer will be asked about disciplinary offences,
including disciplinary offences relating to children or young persons (whether the disciplinary sanction is current or time expired), and whether you have been
the subject of any child protection allegations or concerns and if so, the outcome of any enquiry or disciplinary procedure. If you are not currently working with
children, but have done so in the past, that previous employer will be asked about those issues. Where neither your current nor previous employment has involved
working with children, your current employer will still be asked about your suitability to work with children, although they may, where appropriate, answer not
applicable if your duties have not brought you into contact with children or young persons. The School will only accept references obtained directly from the referee
and will not rely on references provided by the applicant or on open references or testimonials.
You should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been
selected, and possible referral to the police and/or DfES Children's Safeguarding Operation Unit., If you are invited to interview, this will be conducted in person and the areas which it will explore will include suitability to work with children.
All candidates invited to interview must bring documents confirming any educational and professional qualifications that are necessary or relevant for the post (e.g. the
original or certified copy of certificates, diplomas, etc.). Where originals or certified copies are not available for the successful candidate, written confirmation of the
relevant qualifications must be obtained from the awarding body. All candidates invited to interview must also bring with them:
At least two forms of identification, i.e. current driving licence (including photograph), a passport, a full birth certificate or marriage certificate, a utility bill or financial
statement showing the candidate's current name and address. These must be issued within the last three months and provide verification of address. Documentation
confirmation their national insurance number, where appropriate, any documentation evidencing a change of name.
Please note that originals of the above are necessary - photocopies or certified copies are not sufficient.
Any offer to a successful candidate will be conditional upon:

• Receipt of at least two satisfactory references (if these have not already been received).


• A check of the DfES barred list database and the Protection of Children Act List as appropriate.


• A satisfactory DBS disclosure.


• Where the successful candidate has worked or been resident overseas in the previous ten years, such checks and confirmations as the school may require

in accordance with statutory guidance.

• Satisfactory completion of the probationary period.


• Verification of medical fitness appropriate for the job's requirements.


• A written declaration that neither they nor anyone in their household is disqualified from working with children.


• Verification of professional status, such as GTC registration, QTS Status (where required), NPQH.


• Verification that the teacher/applicant is not subject to a prohibition order issued by the Secretary of State.


• Verification of successful completion of statutory induction period (applies to those who obtained QTS after 7 May 1999).
  
  A current NPLQ A current first aid qualification

Good verbal and written communication skills Experience of working in a customer facing role
Flexibility in approach to work - willingness to adapt and Experience of working with children / young people
support colleagues as required
Ability to work constructively in a team but also be selfmotivated
to complete tasks alone, recruit predominantly based on an applicant's relevant skills, experience, capabilities and potential for
development. The ability to work collaboravely with others wil l also be taken into account.

St Swithun's is an appropriately academic school which means that we celebrate intellectual curiosity and
the life of the mind, but not to the exclusion of all else. We expect our pupils to develop individual passions
and, through them, to acquire a range of skills and characteristics. These characteristics will include a
willingness to take risks, to question and to debate, and to persevere in the face of difficulty. In the words of
Samuel Beckett: "Ever tried. Ever failed. No matter. Try again. Fail again. Fail better." If a girl can immediately
excel at everything we ask of her, we as educators must set the bar higher.

We want all pupils to learn about life beyond the school gates, to appreciate the rich variety of our world, to
develop an understanding of compassion and to value justice. We encourage all pupils to become involved in
fundraising and community work. They should appreciate how their decisions and their actions can affect
those around them.

By the time a pupil leaves St Swithun's she will be well-educated, courageous, compassionate, committed
and self-confident with a love of learning, a moral compass and a sense of humour., St Swithun's was founded in 1884 by Anna Bramston, daughter of the Dean of
Winchester, and Christian values underpin our approach to education.

We provide a civilised and caring environment in which all girls and staff are valued for
their individual gifts and encouraged to develop a sense of spirituality and of kindness.
We believe that kindness and tolerance are at the heart of any fully functioning
community. Our staff are friendly and supportive, and the school is committed to
supporting the wellbeing and professional development of its employees.

The school is committed to maintaining the vision of its founder by offering bursaries
for girls who would otherwise not have the opportunity of a St Swithun's education.

We are proud to be a High Performance Learning School and a member of the
Fellowship of World Class Schools. The High Performance Learning philosophy is
that: high achievement is an attainable target for everyone; intelligence is not
fixed (we can all become cleverer); high performers are made, not born (they
work for it). HPL involves the systematic and explicit encouragement and
empowerment of students to develop the ways of thinking and ways of behaving
that will equip them for success both in school and beyond. It is the cornerstone
of our philosophy.

We are also a girls' school and as such we expect and support all our students to
enjoy and excel in a range of subjects and activities according to their interests
and not their gender. We seek to be free from unhelpful stereotyping and to offer
genuinely limitless education.

Further, we are a high trust community and we try always to behave with a
seriousness of intention and a lightness of touch. We believe the best of staff and
students and often see our expectations exceeded and a joke cracked along the
way.

If this short introduction resonates with you, we would very much welcome an Jane Gandee, headmistress
application from you.




Our school




St Swithun's School, Winchester is a leading GSA
and HMC school offering day, weekly boarding
and full boarding for 520 girls aged 11-18.

The girls benefit from excellent teaching,
sporting and recreational facilities. St Swithun's is
academically selective and regularly appears in
the top 30 schools in the national league tables.

There is also an adjoining IAPS Prep School for
girls aged 3-11 with a co-educational nursery.




The swimming pool




We have a full sized 25 metre swimming pool as well as a learner pool, housed in a purpose built building
with changing rooms and a viewing gallery.

The swimming pool is used extensively by the school for PE classes, lessons and training, as well as being
available for lettings, and use by community members.

The swimming pool is staffed by a pool manager, deputy manager, duty managers and a large team of full
time, part time and casual lifeguards., will be paid at £11.89 per hour (based on an FTE salary of Closing date: 9.00am, 16 September
£24,807 per annum). You will also receive 5.6 weeks of annual 2024
leave. Additional hours may be available on a casual basis. We are actively looking to recruit and applications
will be considered as they are received. We reserve
the right to close the role early if we have
The school offers a range of other benefits including: successfully recruited.

• Discount on school fees


• Generous contributory pension scheme Please complete our online application


• Discounted corporate gym membership, and use of 'my form which can be found here.

active discounts' For any queries about the role or the

• Free membership of the school swimming pool, The school offers girls excellent teaching, sporting and

recreational facilities. The school buildings are modern and
well equipped and include a magnificent performing arts
centre, a sports hall and a full-size swimming pool. There is
an impressive library, higher education and student guidance
department and ICT facility. The grounds are spacious and
encompass sports fields, tennis courts and gardens.

The senior school has six boarding houses for full and weekly
boarders, with separate houses for those in their first year
and those in the upper sixth.

The School is registered as a Company Limited by Guarantee
and as a Charity, and it has a wholly owned subsidiary
company (St Swithun's School Letting Company Limited).