Lead Caretaker - Glan Y Môr School in Burry Port

Glan-y-Môr School is seeking to appoint a reliable, practical and enthusiastic Lead Caretaker to join our team and play a key role in the day-to-day operation of the school site. The successful applicant will be responsible for the security, maintenance and general operation of the school buildings and grounds, ensuring that the premises are maintained in a safe, secure and welcoming condition for pupils, staff and visitors.

Working closely with school leaders and external contractors, the postholder will coordinate day-to-day site activities, undertake routine maintenance duties, oversee contractor access and support the effective management of the school facilities. The role requires a practical individual who is able to work independently, prioritise workloads and respond positively to the varied demands of a busy secondary school environment. Experience in a caretaking, maintenance, facilities management or trade-related role would be advantageous; however, full training will be provided for the successful candidate.

As part of the school's arrangements for maintaining a safe learning environment, the postholder will be responsible for undertaking and maintaining records of routine Health and Safety and compliance checks. These will include fire alarm testing, emergency lighting checks, water hygiene monitoring, security inspections and other statutory premises-related checks as required.

The post forms part of a two-person site team. During term time, the successful candidate will work an alternating shift pattern with another site team member, sharing responsibility for opening and securing the school premises:

• Week A (Opening Shift): Mon-Thu 7:00am-3:00pm, Fri 7:00am-2:30pm
• Week B (Closing Shift): Mon-Thu 10:00am-6:00pm, Fri 10:30am-6:00pm

During school holiday periods, the normal working hours will be 8:00am to 4:00pm, Monday to Friday. A flexible approach to working arrangements is essential, as occasional attendance may be required to support school events, contractor access and emergency call-outs.

An Enhanced with Barred List Disclosure and Barring Service (DBS) check will be requested for this job. It is an offence to apply for the role if the applicant is barred from engaging in regulated activity relevant to children or adults at risk. Level 1 - You will need a basic knowledge of Welsh. Reasonable support can be provided on appointment to reach this level.

Closing Date: 24/08/2026, 23:55

The Rewards: We’re proud to offer a range of benefits to our staff. Please note that the examples shown are just some of what may be available, and eligibility can vary depending on your role or contract type. For instance, certain benefits may not apply to casual workers:

• Automatic enrolment into the Local Government Pension Scheme
• Generous annual leave entitlement with the option of purchasing additional annual leave
• Access to staff health and wellbeing support
• Personal development and career progression
• Staff discount schemes and other benefits e.g., cycle-to-work scheme
• Flexible working and family friendly policies

Anonymous Recruitment: We adopt an ‘anonymous recruitment’ approach to shortlisting. Recruiting managers will not have access to personal information, including your name and contact details, until a shortlisting decision has been made. We are committed to recruiting, retaining, and developing a workforce that reflects the communities we serve. Sharing your equality monitoring data allows us to assess the impact our recruitment and employment policies and practices have and gives us the opportunity to improve them where possible. Equality monitoring information is not accessible by recruiting managers at any stage.

Additional Information: We are committed to safe and fair recruitment, safeguarding, and protecting those we care for and serve. We make sure all our staff are vetted, selected, trained, and supervised fairly and to a high standard so that they can provide safe, effective, and compassionate care. Please note, we have a legal obligation to consider employees for suitable alternative employment if their posts are at risk; prior consideration will be given to existing employees who meet the essential criteria and are registered on our redeployment pool.

Right to work eligibility: Every employer in the UK must carry out a Right to Work check before a new employee starts work. This is a legal requirement under the Immigration, Asylum and Nationality Act 2006 and applies to every worker, regardless of nationality. All applicants will be asked about their nationality and whether they are legally allowed to work in the United Kingdom. This is to confirm whether you are eligible to apply for the vacancy and to work for the Council or its partner organisations. Carmarthenshire County Council holds a valid sponsorship licence. However, applicants who require sponsorship under the Skilled Worker route must meet all eligibility criteria set out by the UK Government under the points-based immigration system. Before submitting an application, you should check whether the role meets the eligibility criteria in the UK Government guidance: Skilled Worker visa: Overview - GOV.UK. Please note: If you do not meet the eligibility criteria, your application will not progress. If it becomes clear at a later stage that you are not eligible to apply, your application may be withdrawn, or any offer of employment may be retracted.