How to Apply 

The GDST is committed to diversity, inclusion and real change: a family where every individual is valued, respected and included. We welcome applications from all suitably qualified candidates and from a range of backgrounds and experiences including race, gender, disability, religion/belief, sexual orientation or age. The GDST is a Disability Confident Committed employer and is dedicated to equal opportunities in employment, training and development through our Equal Opportunities Policy.  

Howell’s Diversity & Inclusion Pledge  

At Howell’s we want to remove the barriers that prevent individuals from being the best they can be. Therefore when you apply you will find: 

1. Our adverts and job descriptions don’t contain jargon or acronyms.  

2. We will ask you if you wish to share confidentially any adjustments you would like to be able to attend or participate.  

3. We will offer you the opportunity to confidentially discuss any concerns with the HR Manager or a member of the Leadership Team ahead of applying or interviewing for a post.  

4. We ensure that staff involved in the selection process have undertaken Unconscious Bias training.  

5. We will provide as much advance information about the interview process as possible, including who is involved with pictures of who you will be meeting and the timings of the day.    

6. We offer the opportunity to come into school (by appointment) before the interview, to see the interview rooms/ teaching spaces so these are familiar on the day. 

7. We will share the interview questions with you 30 minutes in advance, to allow for information processing.  

The Application Form 

We ask that you fully complete all sections of the GDST application form wherever possible. However applications will be accepted in alternative formats, so if you require any adjustments to be able to complete the application form or wish to discuss any accessibility requirements, please just let us know.  

Supporting Information  

We love to hear about why people are passionate about their work, and a supporting statement or covering letter allows us to get to know you a bit better in those early application stages, including understanding your pedagogy, seeing what you are most proud of, and why you might want to work with us.   

Interviews and Assessments 

Our assessment process is designed to get to know you as much as possible, and for you to get to know us, so that if you choose to join Howell’s, you can be confident that this is the place for you. At the interview, you will be greeted by our HR Manager, Helen Flynn, whose photo is located to the right. 

All our interviews have the following components: 

• Observed teaching sessions (teachers only) 

• An Interview with the Head of Department/ Line manager and a member of the Leadership Team 

• A tour of the school 

• A safeguarding meeting with our DSP, so you can understand Howell’s culture of safeguarding. 

• A document check with HR   

Other activities may include a situational task/intray exercise, giving a presentation and meeting the student body representatives.

Pre-employment Checks 

Howell’s School is committed to a whole-school approach to safeguarding and promoting the welfare of children. All staff, self-employed partners and volunteers are expected to share this commitment, and as such, there are a number of checks and requirements that we undertake to ensure the culture of safeguarding threads through everything we do.  

• DBS: Everyone working in regulated activity at Howell’s needs an enhanced DBS certificate (Child Workforce). Our casual staff and self-employed partners must be subscribed to the DBS update service, so that we can perform our ongoing diligence.   

• References: We need two professional written references before starting someone new to Howell’s, at least one from your most recent employer (for teachers this should be the Head) and both at a level of seniority to be able to give a credible reference which speaks not just to performance, but also any concerns regarding working with children.  

We prefer to see references prior to an interview, as this allows us to discuss any concerns raised with applicants when we meet, but we would only approach your referees with your permission.  

Some of the other checks we will undertake will include an individual’s right to work in the UK, employment history, whether individuals are prohibited from teaching, registration with the Education Workforce Council (teachers and people delivering learning, like sports coaches and Visiting Teachers), checking qualifications and medical fitness.  

We will also ask our new starters to complete online Safeguarding training before starting with us, and we’ll make sure you are fully comfortable with knowing who has key roles in our Leadership and Pastoral team, so you know exactly who to speak to should any concerns arise.