For all vacancies, applications should be sent via MyNewTerm.

If we have no vacancies available, you can register your interest in working for us using the MyNewTerm Talent Pool application.

Due to time constraints, we are unable to write to all unsuccessful applicants, and we are only able to provide feedback to applicants who reach the interview stage. If you have not received a response within a week of the deadline, you should assume that you have been unsuccessful in your application, and we would like to thank you for your time and interest in The Cottesloe School.

The Cottesloe School is committed to promoting and safeguarding the welfare of children and offers of employment will be subject to Enhanced DBS clearance, and satisfactory teacher status, health, reference and qualification checks. Shortlisted candidates will be asked to complete a self-declaration of their criminal record or information that would make them unsuitable to work with children.  Please note that we will carry out an online search of shortlisted candidates as part of our safer recruitment process.  Information that suggests the candidate is unqualified for the role, poses a potential safeguarding risk or risks damaging the reputation of the school would be addressed at interview.  No agencies, please.

All staff, volunteers and governors are expected to share this commitment, follow the school's safeguarding policies and procedures and behave appropriately towards children at all times, both in school and in their personal lives.

The school’s policy is to renew DBS checks for all staff, volunteers and governors every five years, and they have a duty to inform the Headteacher of any change in their DBS status and to make the Headteacher aware of any incidents that may impact their ability to work with children and young people.

Information is requested on our job application forms about disability/medical conditions you may have. If you are appointed, you will also be asked to provide further information on an employment Health Questionnaire form.  

This means:  

• It is important that you tell us whether you require adjustments to any part of the selection procedure, including arrangements for interview. The application form allows you to provide this information.  
• If you are offered the job, any adjustment to the working conditions or environment that may be required to enable you to carry out the duties of the job will be considered in consultation with you.  

Disabilities are defined as follows: 

• A person has a disability if he/she has a physical or mental impairment that has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities where:  
• A mental impairment is defined as an impairment resulting from or consisting of a mental illness only if the illness is a clinically well-recognised mental illness:  
• Long-term, means the effect of the impairment has lasted at least 12 months or is likely to last for 12 months or is likely to last for the rest of a person's life;  
• Normal day-to-day activities are defined as mobility: manual dexterity: physical coordination: continence: the ability to lift, carry or otherwise move everyday objects: speech: hearing or eyesight: memory or ability to concentrate, learn or understand: perception of the risk of physical danger.  

NB* Any disability which does not have a substantial and long-term effect on one or more of them is not considered to be a disability.  

Other conditions included within the definition of disability not already outlined above are:  

• A recurring condition which has recurred over more than 12 months or is  likely to recur over more than 12 months;  
• A progressive condition, e.g. cancer, multiple sclerosis, muscular dystrophy  or HIV which has, or has had an effect on normal day-to-day activities;  
• People with severe disfigurement, although some with deliberately  acquired disfigurements will not be covered;  
• People registered as disabled under the Disabled Persons (Employment) Act  1994 on January 1995 and on the date the employment right comes into force, who will be deemed to be covered. People with a history of disability will also  have protection, even if they do not now have a disability.  

Your application 

There is no legal requirement for you to provide information about your disability on the application form. We implement the Guaranteed Interview Scheme for Disabled People. This means we will guarantee to interview all applicants with disabilities who meet the essential criteria for a vacant post.  You can choose to take part in the guaranteed interview scheme by indicating that you have a disability and the manager who is recruiting you will be advised accordingly.  If you do not wish the recruiting manager to know that you have a disability, (and therefore do not wish to take part in the scheme), please indicate this on your application form. However, you are encouraged to do so, particularly where you believe that the information may be relevant to the job application. Please contact the HR Manager if you require any further information on any aspect of your application. 

Issued: September 2025 

For review: September 2026

If you are shortlisted for any of our posts, you will also be required to complete a self-disclosure form as part of the recruitment process; this will not be used for shortlisting purposes.

The Cottesloe School policy requires all applicants for employment to disclose any previous unspent criminal convictions and any cautions which have not expired, or any pending prosecutions. In addition, the role you are applying for is exempt from the provisions of the Rehabilitation of Offenders Act 1974 (exceptions order 1975) which requires you to disclose all spent convictions and cautions except those which are 'protected' under Police Act 1997 - Part V and the amendments to the Exceptions Order 1975 (2013 and 2020) and are not subject to disclosure to employers on DBS certificates and cannot be taken into account. Guidance on the filtering of 'protect' cautions and convictions which do not need to be disclosed by a job applicant can be found at DBS filtering guide - GOV.UK (www.gov.uk). The information you give will be treated as strictly confidential. Disclosure of a conviction or caution will not automatically disqualify you from consideration. Any offence will only be taken into consideration if it is one which would make you unsuitable for the type of work you are applying for. However, offences relating to children are likely to make you unsuitable since this is a 'regulated position' under the Criminal Justice & Courts Services Act 2000. Failure to disclose any relevant offences or give false information will disqualify any offer of employment, or result in summary dismissal if you are in post, with possible referral to the police. Confirmation of appointment is subject to a satisfactory Enhanced DBS Certificate. 

Where a disclosure or the results of a DBS check reveal that an applicant is barred from the role or ineligible to be employed in that role, their recruitment process will not proceed any further, and they will be informed that they legally cannot be considered for the job.

Staff will determine, with support from HR specialists, whether disclosures warrant a discussion between our school and the candidate. When assessing any disclosure information on a DBS certificate, schools should take into consideration the explanation from the applicant, including, for example:

• The seriousness of any offence and relevance to the post applied for 
• How long ago the offence occurred 
• Whether it was a one-off incident or a history of incidents 
• The circumstances around the incident, and
• Whether the individual accepted responsibility for their actions. 

The school will also consider the incident in the context of the Teachers' Standards and Teacher Misconduct Guidance, if the applicant is applying for a teaching post. 

Staff will then assess whether applicants’ previous convictions or cautions make them unsuitable for the role.

As a school, we operate safer recruitment practices and ensure that successful applicants are subject to safeguarding checks. 

Issued September 2025