Evening or Morning Housekeeper

Position Details

Position: Evening or Morning Housekeeper
Contract: Permanent
Responsible to: Estates Manager
Hours: Monday to Friday, 4:00-7:00am or Monday to Friday 4:30-7:30pm, 50 weeks per year
Salary: £12.45 per hour
Start Date: Position currently available

Responsibilities

Daily duties

• Empty wastepaper bins into a plastic sack and remove to the designated area
• Dust/damp wipe or polish desks, tables, chairs and other furniture
• Remove finger marks from glass panels
• Dust/damp wipe fire extinguishers, sills, skirting, ledges, pipes, handrails, balustrades and telephones
• Vacuum all carpeted areas / Sweep all non-carpeted areas

Weekly duties

• Machine buff hard floors
• Sanitise telephones
• Remove finger marks from light switches, door frames and walls
• Remove cobwebs
• Polish brass work

Termly duties

• Deep clean all areas
• Move furniture and hoover/dust/clean behind and underneath items
• Clean shelves if items have been removed or your Line Manager has requested
• Clean the back of doors, clear cobwebs, disinfect, polish ready for new term
• Clean carpets

Toilets, Changing Rooms, Bathrooms and Showers

Daily duties

• Clean and sanitise WC pans and both sides of seats and covers
• Clean and sanitise exterior cisterns
• Clean and sanitise wash basins and polish taps and mirrors
• Clean and sanitise baths and showers
• Replenish toilet rolls, soap and hand towels
• Remove dust from ledges, sills, pipes and skirtings
• Sweep floors and wash with sanitising solution

Weekly duties

• Remove cobwebs
• Inhibit calcium build up in sinks and toilets

Termly duties

• Deep clean all areas

General: Security checks

Security checks shall be carried out by cleaners when leaving areas on completion of their cleaning tasks. In this instance, security shall be deemed to mean lights off, windows closed and secure and doors closed (and where appropriate locked). Any faults with doors, window catches or alarm systems should be reported immediately to the Estates Manager or member of staff on duty, if in the evenings.

Cleaning Practice

Staff shall demonstrate good cleaning practice by ensuring that all tasks are carried out at regular and equal intervals and considering other cleaning procedures. Where bin liners are in use, soiled bin liners are to be replaced. Staff should be aware that waste bins may not conform to the traditional wastepaper bin size, and, apart from paper, may include other materials. Staff are responsible for the removal of all rubbish and debris to the recognised collection point. All waste must be securely tied in plastic bags before being left for collection. The school recycles paper, designated bins are used for collection. Staff will be responsible for emptying these to the appropriate area.

How to Apply

If you would like to apply for this post, please complete the application form on the TES website. Closing Date: Tuesday 4th November 2025 For any queries, please speak to: Mrs Charli Hilliard, HR Administrator: 01722 555318 or hr@salisburycathedralschool.com Applications will only be accepted from candidates completing the application form in full. CVs will not be accepted in substitution for completed application forms. Candidates should be aware that all posts in the School involve some degree of responsibility for safeguarding children, although the extent of that responsibility will vary according to the nature of the post. Accordingly this post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and bind-overs, including those regarded as \’spent\’, must be declared. The successful applicant will be required to complete a disclosure from the Disclosure and Barring Service (DBS) at the appropriate level for the post. Salisbury Cathedral School will seek references on shortlisted candidates prior to interview and may approach previous employers for information to verify particular experience or qualifications. If candidates are currently working with children, on either a paid or voluntary basis, their current employer will be asked about disciplinary offences, including disciplinary offences relating to children or young persons (whether the disciplinary sanction is current or time expired), and whether they have been the subject of any child protection allegations or concerns and, if so, the outcome of any enquiry or disciplinary procedure. If they are not currently working with children but have done so in the past, that previous employer will be asked about those issues. Where neither their current nor previous employment has involved working with children, their current employer will still be asked about their suitability to work with children, although the employer may, where appropriate, answer \’not applicable\’ if their duties have not brought them into contact with children or young persons. Candidates should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal if they have already been selected, as well as possible referral to the police and/or DCSF Children\’s Safeguarding Operation Unit.