The successful candidate will be able to provide support to pupils and work closely with Year 7 form tutors as well as parents/carers, contributing to the general ethos of pastoral care at LRGS and assisting with the primary outreach programmes and primary transition arrangements.

This role will be 30 hours per week, term time plus 1 day (Open day held on a Saturday in June). Core hours will be between 8.30am - 3.30pm, but there will be a requirement for attendance at transition afternoons and after-school parent information sessions.

The salary for this role is based on Support staff grade 5, currently £25,989 - £28,142 FTE (pay award pending). Actual salary based on hours and term time contract £17,910 - £19,928 per annum.

For further details please download the documents below. To apply, please complete the schools' application form and submit a covering letter detailing how your skills and experience make you an ideal candidate for the role. 

Applications should be submitted to recruitment@lrgs.org.uk by Noon on Monday 8th June 2026, and it is expected that interviews will take place in the week commencing 15th June 2026.

For any queries, please contact Kate Roberts, HR Manager, at kroberts@lrgs.org.uk

In line with Keeping Children Safe in Education 2025, an online search will be carried out as part of our due diligence on shortlisted candidates.

We are committed to the safeguarding of children. All employees must have the ability to understand and adhere to Child Protection and Safeguarding legislation. The role holders' safeguarding responsibilities are set out in the job description. References may be taken prior to interview and DBS and other vetting checks will be conducted on the successful applicant.

This role is exempt from the Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020. The amendments to the ROA 1974 (Exceptions Order 1975, (2013 and 2020)) provide that when applying for certain jobs and activities, certain spent convictions and cautions are ‘protected’, so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. The MOJ’s guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975, provides information about which convictions must be declared during job applications and related exceptions and further information about filtering offences can be found in the DBS filtering guide.

Safeguarding Vulnerable Groups Act 2006 Section 7(1)(a) states that it is an offence to apply for the role if you are barred from engaging in regulated activity relevant to children.