Pastoral Learning Mentor - The Purbeck School

Job description

About the role

PASTORAL LEARNING MENTOR

XS 10a GRADE 5

35 Hours per week, term time only plus one inset day, permanent contract

Start date: 2nd November 2026

An opportunity has arisen at The Purbeck School to employ a Learning Mentor.

This role is vital in supporting our students to fulfil their potential by working directly alongside them in the classroom, offering day-to-day guidance and encouragement. You would be joining an innovative, professional, and enthusiastic team within a very successful school.

We offer extensive opportunities for career development and training and are committed to the personal development of all our staff.

Closing date: Midnight, 24th September 2026

Telephone: 01929 550077

www.purbeck.wessex.ac

Email: [email protected]

Further Information

The Purbeck School is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment. Any offer of employment is subject to a Disclosure and Barring Service check in line with Government Safer Recruitment guidelines.

The Purbeck School values the diversity of our workforce and welcomes applications from all sectors of the community

This role is UK based and your Right to Work will need to be established as part of the appointment process.

The pro rata salary shown is based on the number of hours and weeks worked and includes appropriate paid annual leave and bank holiday entitlements.

The salary quoted is the annual salary for the position at the time of advert. The salary will be paid in equal monthly instalments and will be adjusted at the start of employment and again if leaving part way through the school year to ensure the correct salary is received for the work completed in an academic year.

This post is exempt from the Rehabilitation of Offenders Act (ROA) 1974. 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.