Operational Roles

Alongside a competitive salary, we offer free accommodation (for residential courses), food and laundry facilities. When off-duty staff are also able to use the facilities which include a gym, tennis courts and sports halls (facilities vary per campus). We have a clear management structure in place with induction training (paid pro rata) and a full support system during the courses. 

Staff receive a weekly salary on a contract up to six weeks in length between the dates of 8^th July and 19^th August.

All teaching staff will have one full day and one half day off per week. There will also be time off during other days. Teaching staff will be expected to work a total of 42 hours per week.

Special requests for additional days off are considered on a case-by-case basis.

To ensure that our staff have a full understanding of their role and how it works within the wider structure of the courses, all staff must attend the induction training which takes place prior to the start of the courses (paid pro rata). Not only does it make staff feel more comfortable within their role, it improves efficiency, and most importantly will ensure staff are equipped to provide the best possible care for our students. 

Prior to the induction all staff will be required to complete online training courses in Prevent, Safeguarding and Health & Safety. 

We are committed to safeguarding and promoting the welfare of children. All successful applicants will be DBS checked. Overseas applicants are required to provide a Certificate of Good Conduct from their country of residence. Please read our Safeguarding and Child Protection Policy before applying, there will be questions relating to this at interview.

Application Forms

Application Form - New Applicants docx 
Application Form - New Applicants pdf 
Application Form - Returning Staff docx 
Application Form - Returning Staff pdf 

All applicants will be required to complete an application form containing questions about their academic and employment history, as well as their suitability for the role. A curriculum vitae will not be accepted in place of a completed application form. 

Application forms for returning and new staff can be found in the Downloads section at the foot of this page. 

Please return completed application forms to recruitment@millfieldenterprises.com. 

In order to work for us applicants must be aged 18 or over (at the start of the courses) and currently eligible to work in the UK. 

Shortlisting will be based on the selection criteria for the role and compared against the information contained within the candidate's application form; this will assess the candidate's availability, qualifications, skills, experience, knowledge, aptitudes and abilities. The capability of the individual to perform in the position will be the major factor and in certain roles the ability to work with others will be taken into account. 

At least one individual conducting the interview, which may be either in person or via Microsoft Teams must have completed Safer Recruitment in Education Training. Candidates will be asked both technical/competency based questions as well as questions that attest to the match of the Person Specification in the Job Description. If the interview is conducted via Microsoft Teams, candidates must have their video camera switched on throughout.

The interview team will ensure that candidates with a disability or special needs are fully provided for at the interview, providing notification has been made in advance. 
 

After Interview 

Offers of appointment are subject to the receipt of satisfactory checks as outlined in the Selection and Recruitment Checklist in our Safer Recruitment, Selection and Disclosure Policy.

Pre-employment checks are an essential part of our responsibility under the Children Act and an expectation of the National Boarding Standards and DfE circular Keeping Children Safe In Education: Statutory guidance for all schools and colleges.

Pre-Employment Checks include, but are not limited to, the receipt of two written references (one of which must be from the applicant's most recent employer), an Enhanced Disclosure and Barring Service (DBS) check which the School considers to be satisfactory, and verification of the applicants' identity, including address and date of birth (where this has not previously been verified). For a full list of Pre-Employment Checks please see our Safer Recruitment, Selection and Disclosure Policy.