Mount Kelly Swimming is seeking to appoint Lifeguards. Various hours are available on a part time basis up to 30 hours per week including evening and weekend hours. The salary is £9.90 per hour equivalent to a full-time salary of £19,305.
Reporting to the Pool Manager under the guidance of the Deputy Pool Manager, Lifeguards are responsible for supervising and ensuring the safety of users during pool activities including swimming lessons, public sessions etc. Successful candidates will hold a relevant lifesaving qualification such as National Pool Lifeguard Qualification (NPLQ).
Candidates should submit an application form outlining their suitability for the post and submit to HR@mountkelly.com
Mount Kelly, Mount Kelly Swimming Ltd and Mount Kelly Enterprises Ltd are committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. The successful applicant will be required to undertake a criminal record check via the Disclosure and Barring Service (DBS). Charity Registration Number 306716
Mount Kelly is committed to safeguarding and promoting the welfare of young people and expects all staff and volunteers to share this commitment. The post is subject to receipt of a satisfactory enhanced DBS clearance, which will include, if appropriate, a letter of good conduct from any country in which an applicant has worked or lived in within the last 5 years. In addition, candidates will be required to satisfy further checks as outlined in safer recruitment practice.
CVs may be submitted as a supporting document, but applications must be completed fully including history of full employment and education.
The Mount Kelly Safeguarding and Child Protection Policy can be found here LINK.
Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020
The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.
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