Head of Education and Player Care in Bradford

The Head of Player Care and Education is responsible for dealing with matters relating to the education and experience of players registered within the Academy program working in conjunction with the LFE, Player Care Officer 9-16, Woodhouse Grove School tutors and the Academy Manager.

Key relationships:

• Academy Manager
• Designated Safeguarding Officer
• LFE Regional Officer

Main Responsibilities:

The Head of Player Care and Education is responsible for ensuring that the academy meets all EPPP Category 3 ‘Education’ criteria in line with PGAAC STO, Compliance and Standards criteria in addition to performance targets set by the Academy Manager. This includes:

• Producing academic reports on the apprentices for their 6-week block review.
• Contributing to the end of year academic review at Bradford City Football Club (BCAFC), and the League Football Education (LFE).
• Visiting identified schools to discuss the player and his academic progress.
• Completing periodic academic reviews of all academy players aged 8-16.
• Contributing to the development of resources and educational aids.
• As appropriate attending all academic meetings with the LFE and with the Academy Manager.
• Adhering to a code of confidentiality in respect of information relating to BCAFC and its operation.
• Maintaining BCAFC's Safeguarding, Health, Safety and Equal Opportunity procedures and practices.

The Head of Player Care and Education is also responsible for ensuring that the academy meets all EPPP Category 3 ‘Player Care’ criteria in line with PGAAC STO, Compliance and Standards criteria in addition to performance targets set by the Academy Manager. This includes ensuring that:

• The Academy provides a routine multidisciplinary induction, catering for individual and specific needs.
• There is a standardised, comprehensive process for exiting players from the Academy and aftercare plan.
• The Academy safely supports the mental health of all its members through the training of its staff and provision of activities/support for players.
• The Academy ensures the protection of the player’s right to equality, diversity, and inclusion through the creation of confidential routes to raise concerns.
• The Academy pro-actively works to reduce unconscious biases within the organisation.
• Exposing the players to different environments.
• Ensuring there is clear explanation of why EDI is important.
• The Academy deals with cases of bias in a swift and measured way through a club led disciplinary process.
• The academy provides a Life skill training program, supporting all players to become self-sufficient and independent.

Other Requirements and Responsibilities:

• Assist the Academy Manager in maintaining all required operating standards to meet football league regulations and Elite Player Performance Plan (EPPP) criteria.
• Meet with the Academy Manager as required.
• Develop a good understanding of the culture and values of the club and the academy.
• Always represent and act in the best interests of the club and the academy.
• Perform any other requests identified by the Academy Manager that are relatable to the role and which support the needs of the club and the academy.

About The Candidate

Essential qualifications and experience:

• Has either a Bachelor of Education (BED) teaching qualification or a Post Graduate Certificate of Education (PGCE)
• Has experience of education delivery within a primary or secondary school
• Relevant and appropriate safeguarding qualifications.
• A satisfactory disclosure from an enhanced DBS.

About The Club

Important information:

• Adjustments: Please let us know if you require adjustments making to any aspect of the application process or provide us with any information that you feel relevant whilst we consider your application. If you are selected for interview, we will ask if you have any access needs or if you require any reasonable adjustments to be made for the interview. We will be supportive in discussing reasonable adjustments at all stages of the recruitment process.
• Entitlement to work in the UK: Any job offer will be conditional on you demonstrating the right to live and work within the United Kingdom as required by the Immigration Asylum and Nationality Act 2006. You will be asked to provide evidence of your entitlement should an offer of employment be made.
• Skills and qualifications: The skills and qualifications list informs you of minimum requirements for this post. When shortlisting, the panel will only consider information that is written on your application form, assess this information against this list. Note that CVs are not accepted for this role.
• References: Any job offer will be conditional, subject to the receipt of satisfactory references and we reserve the right to withdraw a conditional offer based on the references that we receive.
• Criminal convictions: Anyone who applies to work with us will be asked to disclose details of unspent convictions during the recruitment process. Whilst having a criminal record does not necessarily bar you from working for us this will depend on the job applied for and the nature of the conviction.
• Data protection: The information you provide will be held in the strictest confidence. We process information in line with our Privacy Policy and if you are successful in your application the information will be used to administer your employment with us. By making an application, we assume that you agree to the processing of your data in accordance with our Privacy Policy.
• Equality, diversity, and inclusion: Bradford City Football Club’s commitment to equality, diversity and inclusion is to confront and eliminate discrimination whether by reason of age, gender, gender assignment, sexual orientation, marital status or civil partnership, race, nationality, ethnicity (race), religion, ability or disability, pregnancy or maternity and to encourage equal opportunities. Employees of Bradford City Football Club must ensure a positive commitment towards equality, diversity and inclusion by treating others fairly and not committing any form of discrimination, victimisation or harassment of any description and to promote working relationships between all internal and external stakeholders.