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Staff Vacancies

Staff Vacancies
in About Us

St Swithun’s was founded by Anna Bramston, daughter of the Dean of Winchester, and Christian values underpin our approach to education. We provide a civilised and caring environment in which all girls and staff are valued for their individual gifts and encouraged to develop a sense of spirituality and of kindness.

St Swithun’s is a registered charity providing education for boys and girls and is committed to safeguarding and promoting the welfare of children. All staff are expected to share and support this commitment and applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure & Barring Service.

Our Current Vacancies

School Office Senior Administrator
Head of RPE
Domestic Assistant (Cleaner)
Operations Administrator

Why Work at St Swithun's? (PDF 787KB)              Right to Work Checklist (PDF 95KB)

Application Explanatory Notes (PDF 245KB)        Child Protection Policy (PDF 184KB)     

Recruitment of Ex-offenders Policy (PDF 36KB)   Privacy Notice

Gender Pay Gap

In compliance with regulations relating to equality in the workplace which came into force in April 2017, St Swithun’s is required to report on the relative pay of female and male employees.

The school's recruitment policy aims to ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position; and to ensure all job applicants are considered equitably and consistently. We benchmark salary scales annually and ensure we offer a fair rate of pay for the work being undertaken. We pay the same rate to women and men for the same job.

The overall hourly gap figure has decreased to 8.29% from 15.6% and the media gap to -10.05% from 4.8%. 

As of April 2022:

  1. The difference in mean average hourly pay between genders was 8.29%.
  2. The difference in median (middle) hourly rates of pay between genders was -10.05%.
  3. No bonuses were paid in the year to April 2022.
  4. The number of men and women in each quartile of the pay range was as follows:
Pay Quartile % of maximum Female Male
Lower pay 0 - 25% 62.7% 37.3%
Lower middle 25 - 50% 80% 20%
Upper middle 50 -75% 82.7% 17.3%
Upper pay 75 - 100% 63.2% 36.8%

I confirm that the calculations are an accurate representation of our position on 6th April 2022.

J. Bollard
Finance bursar

This gender pay gap data was approved by director Mrs Anna-Louise Peters on 12/03/23

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