In 2018, our three schools, one primary and two secondary, came together form Abingdon Learning Trust so that we could:

  • pool and share our strengths, knowledge, skills and experience to support our shared vision and values

  • create efficiencies so that resources can be used effectively to address disadvantage and improve outcomes for all

  • work creatively and collaboratively so that our communities prosper and succeed.

We joined together formally to bring resilience and great practice to the schools as an everyday occurrence. We can take full advantage of working together to benefit our students, with many people together generating great ideas, and with the capacity to make improvements.

We have a track record of supporting schools to secure improved results for their students at the same time as maintaining staff levels. Without great staff our schools will not thrive, and our students won’t get great outcomes.

Staff development is key to our success – and the Professional Pathways programme is the backbone to this.

And we have had a Wellbeing and Workload Charter for 4 years. The staff surveys in late January each year (based on the Charter), show consistently high levels of satisfaction of staff with their employment. But we know we can always do better……..

Leadership development through national qualifications, Professional Pathways and bespoke opportunities offer individuals and their schools benefit, with improved quality of education as a result.

Promotion opportunities are available for support staff both within their own schools and across the Trust. Like teachers, we want to keep great support staff working in our Trust if we can. Examples range from catering staff moving to another Trust school as catering manager from assistant, and site manager from caretaker, to Trust Business Manager from school finance assistant.

There are many reasons that make Abingdon Learning Trust a great employer. If you are thinking about working with us, have a look below. The proof is in the fact that colleagues stay working here once they have joined us, as our below average staff turnover stats confirm.

  • We offer a pension for all employees, with employer contributions, and new colleagues will have their continuous service recognised for the Teacher Pension Scheme and Local Government Pension Scheme, where relevant.

  • There is a generous holiday entitlement, and for support staff the entitlement increases with length of service

  • A cycle to work scheme (up to £1600)

  • Childcare vouchers

  • Employee support through SmartClinic (24/7 access)

              o   a virtual GP and prescription service

              o   helpline assistance – legal, financial, lifestyle and counselling

              o   physiotherapy (up to 4 sessions for free)

              o   stress coaching

              o   counselling (up to 6 sessions for free)

  • Enhanced sick pay arrangement

  • We offer flexible and family friendly policies

  • From September 2023, preferred access to Preschool for 2½ years upwards, at Rush Common School

  • Our emergency and special leave policy allows staff to apply for paid time off to attend significant events

  • Since 2019, our Wellbeing and Workload Charter is driving workload down, with wellbeing centre stage

  • Each school has a staff Wellbeing Officer

  • At whatever stage of your teaching career, our Professional Pathways provide an entitlement to high quality professional training and growth opportunities, to stimulate you, support your increasing professional impact and prepare you for your next career move – either within the Trust, or beyond

  • We are a Disability Confident employer

  • We particularly welcome applications from colleagues with backgrounds that are less well represented on the staff to enhance diversity

  • We have ambitious aims to support reaching a net zero position:

                    1.      Being Net Zero Carbon in our Scope 1 and 2 emissions by the end of one school ‘generation’ of pupils by 2028

                    2.      A 50% reduction in our Scope 3 emissions by 2028

                    3.      Being Net Zero Carbon in our Scope 1, 2 and 3 emissions in two generations of school pupils by 2035.

  • We offer generous enhanced maternity leave, shared parental leave and paternity leave

  • Every colleague has access to a dedicated ICT helpdesk to assist them

  • We offer school to school support, with strong support from the executive and central team

  • All colleagues receive a thorough induction process

  • We work closely with recognised education unions, with termly cross-Trust union group meetings

  • School leaders and governors have autonomy to make local decisions that benefit their pupils and communities

  •  We participate in local civic discussions and events and in charity events both nationally and locally.