Working with us

"One team, one dream…A happy place to work."

OFSTED 2022

Working at RMS!

In our most recent staff survey, 100% of staff said they were happy to work at RMS.

"I’m happy working at RMS and feel that every day is different."

What we can offer you working at Robert May's School:

All teachers are provided with a high spec PC laptop and touch screens in classrooms
PC Laptops for students; digital learning fully embedded in Year 7 and being rolled out to all years
Significant investment in site facilities including upgrades to lighting, heating and windows
Centralised detentions managed by senior staff
Streamlined reporting and assessment systems
Online parents' evenings
One wellbeing day per academic year
Comprehensive CPD programme for teachers at all career stages including excellent HR support
All flexible working requests are considered
A wellbeing charter that underpins all that we do
Personal Development Learning delivered by a specialist team leaving tutors to focus on character and pastoral development
Numerous enrichment activities, charity fundraising, trips and visits
Subject areas have their own office and facilities
Very effective systems in place to manage behaviour in the classroom
Active staff wellbeing committee
Dedicated team of Learning Coaches and Cover Supervisors

We were pleased that out of the 83 that responded to the 2024 annual survey, the overwhelming majority say that:

They are happy to work here and are clear about the key school improvement priorities
They know where to access support regarding health, safety and wellbeing
They understand where their role fits into the school structure and understand the role of Trustees
They are supported with the right equipment and information to perform their job effectively
Staff have good relationships with each other
They can manage their workload
They are treated fairly and feel well-supported by colleagues and school leaders
They can use their strength and abilities at work and their professional development is well-supported

Building on the feedback we have received from staff, we will:

Continue to embed the school Workload Charter
Continue to consult staff on key changes - particularly considering any potential workload and wellbeing impact - and ensure that we work to communicate changes in good time
Engage with a new Employee Assistance Programme, which, amongst other things, will give staff and their families free access to an online GP service
Continue to prioritise high leadership presence throughout the school day through, for example: ‘Culture Walks’
Further strengthen the CPD opportunities available for non-teaching staff
Continue to prioritise CPD on supporting students with SEND and effective use of digital tools
Ensure that CPD days give time for teams to work together on key initiatives
Offer a range of opportunities for staff to develop leadership skills
Work to strengthen the induction process of non-teaching staff who join throughout the school year
Embed the new performance management system for teaching and non-teaching staff which prioritises the importance of role-modelling the Robert May’s Way: Respect, Motivate, Support
Explore ways to offer flexible working in a way that supports staff and does not negatively impact the smooth running of the school