Senior Safeguarding Officer (Deputy Designated Safeguarding Lead)

Oxted School is seeking a Senior Safeguarding Officer to act as the school's operational safeguarding lead and Deputy Designated Safeguarding Lead. The successful candidate will be responsible for the day-to-day management of safeguarding practice, concerns, referrals and interventions. The postholder will line manage the Safeguarding Officer (DDSL), coordinate safeguarding provision, and support the strategic safeguarding leadership of the school.

Key Responsibilities:

• Fulfil all statutory responsibilities expected of a Deputy Designated Safeguarding Lead.
• Line manage, support and develop the Safeguarding Officer (DDSL), ensuring high standards of safeguarding practice and professional development.
• Oversee the operational safeguarding provision at the school, including oversight of all concerns, triage and follow-up.
• Oversee the quality, accuracy and timeliness of safeguarding recording systems, including MyConcern and associated documentation.
• Maintain vigilance as to safeguarding issues across the school, both known and emerging and act swiftly to address all concerns in line with school and trust policies.
• Manage and oversee counselling and mental health support (internal and external) for all students across the school.
• Provide support and training to colleagues to ensure a consistent culture of high-quality safeguarding practice across the school.
• Lead on the daily screening, triage, assessment and allocation of safeguarding concerns.
• Act as the primary safeguarding point of contact for staff during the school day.

Qualifications and Skills:

• Minimum 5 GCSEs at Grade C or above (including English & Maths), or equivalent, or able to evidence ability at an equivalent level.
• Relevant safeguarding qualification, or willingness and ability to obtain DSL-level safeguarding training immediately upon appointment.
• Relevant safeguarding, education, social care, youth work, counselling or mental health qualification are advantageous.
• Proficiency in IT tools and excellent communication skills.
• Excellent communication skills with the ability to relate well to students and adults.
• Prior experience in an educational or similar environment.

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust is an inclusive employer and welcomes applications from all individuals, regardless of gender, marital status, disability, race, age, or sexual orientation.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment.

As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

As well as verification of identity, we ask all successful candidates to undertake an enhanced DBS disclosure. In line with Keeping Children Safe in Education (KCSIE) guidance, we may also conduct an online search about any shortlisted candidates as part of our due diligence to identify any matters that might relate directly to our legal duty to meet safeguarding duties, in accordance with Keeping Children Safe in Education (KCSIE).

SAFEGUARDING AND FURTHER INFORMATION

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. 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. 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.

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