CLSG

Work with us

Work with us

City of London School for Girls aims to recruit the highest calibre of staff across all the areas of the school. We believe that investing in our staff and ensuring high levels of job satisfaction is important for its own sake and will result in the best possible experience for its pupils. Teachers and support staff consistently work with a professional, committed and enthusiastic attitude. At the same time, staff learning is seen as a strategic priority for the school. At City, we provide a broad range of opportunities for staff to continue their own life-long development by investing in training and support tailored to the needs of both the individual and the whole school.

Please see the FAQs at the end of this page for more information about staff benefits and development.

If you would like to work at City but there are no current vacancies within your specialism, please email recruitment@clsg.org.uk to register your interest.

CLSG

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CLSG

About the school

The school has about 730 pupils, approximately 90 of whom are members of the preparatory department. There are c150 girls in the sixth form. Entry is by competitive examination and interview at 7+, 11+ and 16+. The school has a strong academic tradition, and virtually all girls go on to higher education. Approximately 20 per cent of the girls in the senior school are on means-tested bursaries, provided by livery companies, the City of London Corporation, corporate and private donors and the school. Achieving academic excellence is an important part of life at City, but so too is the provision of a wealth of co-curricular opportunities, broadening students’ lives with new experiences and challenges. A highly supportive system of pastoral care is in place in which understanding, encouraging and inspiring individual pupils is fundamental. Our school is cosmopolitan in outlook and the staff and students make the most of all that London has to offer.

CLSG

We are committed to an active partnership programme, to an international outlook and to educating students to be the leaders of tomorrow. Applicants for teaching posts at City should therefore be enthusiastic about getting to know students and providing guidance appropriate to their individual needs. Applicants should also be keen to invest time and energy in co-curricular activities, and to contributing to the strong community spirit which is a prominent feature of the school. City’s traditions and location create a unique atmosphere which is vibrant, confident and supportive. The student body reflects the diversity of London, and pupils commute into school from all over the Greater London area.

FAQs

Staff remuneration

The school has a generous salary scale which is based on qualifications and experience. Teaching staff are automatically enrolled into TPS.  A contributory pension scheme is available for support staff.

Staff discounts

Annual season ticket loans, cycle loans, shopping discounts and reductions on ticket prices at the Barbican are among the range of benefits available to all staff.

Employee assistance

The school offers a free and confidential employee assistance helpline

Staff learning

The school is thoroughly committed to supporting the professional development of staff and we believe that staff learning is as important as pupil learning at CLSG. Staff have five dedicated INSET days for training each academic year. Within the East London Consortium and the City family of schools, there are frequent opportunities for collaborative professional development in which the school has always taken a leading role.

Staff fee remission

A staff fee remission scheme is available to members of teaching staff for children attending one of the three City independent schools. The rate is currently 50% of full fee for up to seven years, and further details can be supplied to applicants invited to interview upon request.

Collaborative learning communities

We believe that a teacher’s learning is greatest when it is structured in a way that makes it collaborative and focused on sharing and exploring best practice through meaningful enquiry. Our approach to professional learning communities has been developed in collaboration with King’s College London. It is embedded as the main source of pedagogical development and has regular dedicated time within the school week. All teachers are members of a professional learning group, where they commit to trying out new ideas over an agreed timeframe and carry out mutual observations. Such an open and collaborative approach to developing their own practice has been shown to have the biggest impact on classroom practice, teachers’ thinking and ultimately outcomes for pupils.

A Researcher in Residence is on hand to offer guidance and support to teachers and to help the school community keep abreast of all the current pedagogy and its associated research.

Training and INSET

There is a generous training budget for courses. In addition, the school provides financial support for staff seeking to undertake more substantial courses of study that are of benefit to the school as well as to the member of staff. Every year it supports members of staff who wish to undertake further study, for example: a Masters in Education, NPQH, ISQAM, etc, and non-leadership qualifications, such as a Child, Adolescent and Family Psychotherapy program, etc.

There are further opportunities for staff within our various school partnerships. As part of the East London Consortium, staff have access to a range of opportunities to take part in regular Teach Meet events as well as training for aspiring leaders. In addition, we are often asked to provide professional advice and support in specific areas to other local schools and this allows our staff to develop their expertise further.

Regular in-school training is kept relevant and stimulating. It covers a comprehensive range of issues relating to pedagogical, technological, professional and pastoral aspects.

Coaching

The school is committed to a culture of coaching and is working with Graydin to train all staff at CLSG. As promoted and successfully delivered by Graydin, we believe that coaching improves communication and collaboration by enhancing team dialogue and fostering positive, nurturing relationships. We believe that teachers who coach are better able to lead, facilitating enhanced learning in students and fostering independent, creative and autonomous learners. Additionally, we believe coaching empowers teachers and those around them to gain a deeper understanding of them self and find more enjoyment in their day-to-day, enhancing wellbeing.

Newly Qualified Teachers and applicants new to teaching

The school is fully accredited to participate in the IStip NQT Induction Programme in order to provide qualified teacher status. Teachers receive the appropriate time remission in their NQT year to facilitate mentor sessions, training and preparation. Additionally, CLSG is fully committed to initial teacher training and works in partnership with a range of Higher Education Institutions offering placements to their PCGE students at the school.

New staff induction

A high quality and comprehensive induction programme is led by the Senior Deputy Head with sessions running throughout the year for all new joiners. The school supports new teachers by providing extensive feedback through lesson observations, coaching and individual meetings. In addition to a New Staff Induction Day, additional training sessions focus on pastoral care, monitoring progress, assessment for learning, mobile technologies and career progression.

Personal development and appraisal

At CLSG, the Personal Development and Appraisal process was created in consultation with our teachers. Its purpose is to support the on-going development of individuals and is achieved, in part, through providing regular opportunities for reflection and discussion in dedicated meetings with a teacher’s Head of Department or Line Manager. It is intended that through discussions teachers receive encouragement in their desired development, and any relevant support is identified and actioned. Annually, there are two dedicated days (in October and May) for these appraisal meetings.

Staff wellbeing

At CLSG we are committed to promoting the best possible wellbeing of all our staff. The Wellbeing Committee is comprised of teaching and support staff. Its work focuses on addressing issues from the annual staff wellbeing survey, as well as organising regular social events, such as a monthly wellbeing breakfast.

All staff at CLSG also have access to the City of London Corporation’s CityWell events and initiatives, as well as confidential helplines offering support in all areas of life.

Career progression

Teachers are encouraged to take on additional responsibility and there are significant opportunities for internal promotion across a range of positions.

Staff have also been able to apply successfully for promotions outside the school. Staff turnover is a healthy balance of teachers staying at the school to further their careers and using the school as a springboard to new opportunities.

Equal opportunities

The school is an equal opportunities employer.  The school welcomes applications from all suitably qualified persons regardless of their race, gender, disability, religion/belief, sexual orientation or age.

Safeguarding

CLSG is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment. All applicants should read the School’s Child Protection Policy, which is available on the School’s website, and are required to declare any criminal convictions or cautions, or disciplinary proceedings related to young people.

All appointments are subject to satisfactory references and checks, including verification of identity, qualifications and right to work in the UK, a satisfactory enhanced Disclosure and Barring Service certificate, medical clearance and overseas checks (where applicable). Applicants should be aware that the school may approach any previous employer to seek a reference.

It is a condition of appointment that employees for whom new DBS certificates are obtained are subscribed to the Disclosure and Barring Update Service, and give the school consent, whilst they remain in employment, to carry out regular checks via this service on the currency of their certificate.

Once appointed, the post-holder’s responsibility for promoting and safeguarding the welfare of children and young persons for whom s/he is responsible, or with whom s/he comes into contact will be to adhere to and ensure compliance with the school’s Child Protection Policy at all times. If in the course of carrying out the duties of the post the post-holder becomes aware of any actual or potential risks to the safety or welfare of children in the school s/he must report any concerns to the school’s Designated Safeguarding Lead (Deputy Head, Pastoral) or to the Headmistress.