Senior Early Years Nursery Education Worker

This job is brought to you by Jobs/Redefined, the UK's leading over-50s age inclusive jobs board.

Are you considering joining or returning to the Early Years Workforce? You could be eligible* for a £1000 recruitment bonus.

Are you passionate about working with under-fives? If you are then we could have the job for you! An opportunity has arisen for a Senior Early Years Nursery Education Worker Scale 5 to join our motivated and enthusiastic team at Bemerton Children's Centre. You will work Monday to Friday, one week early shift 8am-4pm, followed by one week late shift 10am-6pm.

Under the overall direction and management of the Executive Head, Head of Nursery and Early Years Teacher, implement high quality early years practice and provision to support all children to reach their full potential, particularly in the prime areas of learning and development across all centre services.

Bemerton Children's Centre has been awarded as 'Outstanding' by Ofsted after an inspection in February 2022, where the the report described the centre as an "exceptional nursery" where "children thrive", "teaching is superb" and staff "continually strive for the best outcomes".

Bemerton Children's Centre is committed to safeguarding and promoting the welfare of children and young people, and expects all staff and volunteers to share this commitment; all posts are subject to a satisfactory enhanced with barred list DBS check.

If you would like an informal discussion about the role, please contact Kalina Taseva at [email protected] or on 020 7527 4808.

*Early Years Incentive

The role that you are applying for is currently eligible for the Early Years Financial Incentives Pilot. This means that you will receive a £1000 (after tax and NI deductions) once you have completed 12 weeks of service at your new employer. Terms & Conditions apply, please contact for more details and to check your eligibility.

Eligible individuals are those who are:

• applying for their first role at an early years provider required by section 40(2) of the Childcare Act 2006 to implement the early years foundation stage - other than a childminder or a reception class, or
• returning after a break of at least six months, and
• have secured a role which involves directly working with children for at least 70% of the time, and
• are employed by a provider named in a delivery plan agreed between the LA and DfE as part of the pilot.

Returners
Returners are defined as those who left the profession at least 6 months before they applied to rejoin. Anyone who left the profession less than 6 months before they applied to rejoin will not be eligible for an incentive.

Apprenticeships
An apprentice who gains a position in the same EY setting as they carried out their apprenticeship would be eligible to receive an incentive when they move from being an apprentice to an employee. In order to receive an incentive, apprentices must have passed their apprenticeship and be taken on in a permanent role.

Temporary and part time workers
Those on temporary contracts are not eligible to receive an incentive. They are only available for those recruited on a permanent basis.

The incentive is not paid on a pro rata basis. This means that part-time workers are eligible for 100% of the payment, regardless of the numbers of hours they work. More information about pay and bonuses for part time workers can be found at this link Part time workers' rights .

About You

Working for the team, service and our organisation

Islington is a place rich with diversity and culture. As a council our sense of purpose couldn't be clearer: we serve. It's in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.

We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.

To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out 'CARE', which is what we think public service is all about.

Watch our video to hear more about our mission and how you can help us achieve it from the Leader of the Council, Cllr Kaya Comer-Schwartz.

Recruitment information

It is the policy of Islington Council that no user of service, present or future employee or job applicant receives less favourable treatment on the grounds of their sex, perceived or actual sexual orientation, marital status, race, religion or belief, age, creed, colour, nationality, national origin, ethnic origin, or disability, or on the grounds of their association with someone in one of these groups; nor is disadvantaged by any conditions or requirements which cannot be shown to be justified. We welcome applications from Black and Minority Ethnic candidates and acknowledge our responsibility to mitigate against racial discrimination.

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

The post is subject to an enhanced DBS check with children's barred list, qualifications check and 5 years referencing.

Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.