About the Role

Rochdale Virtual School is seeking a committed and motivated Attendance and Engagement Officer to play a key role in improving educational outcomes for children in care and children with a social worker, supporting some of our most vulnerable learners to build consistent attendance, engagement, and belonging in education.

The postholder will work closely with the Virtual School team, schools, social care and other partners to promote regular school attendance, identify barriers to engagement, and support early intervention where concerns arise.

This is a 12 months fixed term contract.

About you

You will be passionate about improving outcomes for vulnerable children and young people and understand the complex factors that can affect attendance and engagement with education.

You will:

  • Have experience of working with children, families, and schools in an education, social care, or related setting
  • Demonstrate a strong understanding of attendance, inclusion, and barriers to learning
  • Be confident in using data to identify concerns, track progress, and inform intervention
  • Communicate effectively with a wide range of professionals and families, offering both support and appropriate challenge
  • Be organised, resilient, and able to manage competing priorities
  • Share a commitment to traumainformed, childcentred, and relationshipbased practice

About us

Rochdale Virtual School champions the education of children in care and children with a social worker, ensuring they receive highquality, aspirational, and inclusive educational experiences.

We work collaboratively with schools, social care, and partners to remove barriers to learning, strengthen systems, and promote high expectations for every child. Our work is underpinned by our Rochdale values: proud, passionate, and pioneering.

You will join a committed and supportive team who are passionate about making a difference and who value reflection, professional learning, and continuous improvement. We are proud to serve Rochdale’s children and schools and place wellbeing, kindness, and impact at the heart of everything we do.

The Council is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects staff to share this commitment

· To apply for this job role please complete the application form demonstrating how you meet the specification criteria of the job role. You must meet all essential criteria to be shortlisted (Standard & DBS Application form)

· Appointment to this post is subject to an enhanced DBS. workforce.

If you are interested in the role and have the skills we are looking for, we want to hear from you.

To apply please demonstrate how you meet the essential requirements of the person specification. We suggest that when completing your application form, you use the person specification criteria as headings then give a specific example.

Please include reference to your qualifications that are specified on the person specification within your application.

If you would like to discuss the post further, please contact Vikki Robinson, Deputy Virtual Headteacher on 01706927865

Deadline for applications is Sunday 17th May 2026

Shortlisting will take place week commencing 18th May 2026

Unfortunately, we are unable to offer sponsorship for this role


Supporting Documents

↗ Policy on Recruitment of Ex-Offenders
↗ Virtual Schools Attendance and Engagement Officer jd

Ready to apply?

Location

Smith Street, , Rochdale, OL16 1XU, United Kingdom

Job ID

12422

Supporting You Through Every Step of Your Journey

We want every candidate to feel welcomed, informed and confident when applying for a role with us.

This section brings together everything you need to succeed - from guidance on writing an authentic application to understanding how to use AI responsibly.

You’ll also find information about our Greater Manchester commitments, including our inclusive employment schemes and standards, as well as tools to help you explore your potential pay, benefits and entitlements. We’re here to ensure you have the support you need at every stage.

Working for a local authority in Greater Manchester

Local authorities across Greater Manchester are proud to be part of a shared commitment to widening access to employment and ensuring that everyone has the opportunity to thrive.

These commitments span a number of long‑standing schemes and initiatives designed to open doors, remove barriers and ensure all applicants feel valued and respected throughout their employment journey.

Greater Manchester Good Employment Charter

People in an urban setting with a car, buildings, and recycling bin.

Greater Manchester Good Employment Charter

Find out more

Our Guaranteed Assessment Scheme

Cityscape with people, aircraft and military vehicles.

Our Guaranteed Assessment Scheme

Find out more

Greater Manchester Continuous Service Commitment

People, buildings, and a van in a purple cityscape.

Greater Manchester Continuous Service Commitment

Find out more

Greater Manchester People Inclusion Standards

People with disabilities and different backgrounds in a community

Greater Manchester People Inclusion Standards

Find out more

Your Pay, Your Benefits, Your Future

Explore easy‑to‑use tools that help you understand your take‑home pay and how different employment situations may affect the financial support available to you and your household.

  1. Calculate Your Take‑Home Pay

    Use this salary calculator to estimate your net pay after tax, National Insurance, and pension contributions.

    Estimate your Income Tax for the current year (Gov.uk)

  2. Check Your Benefits Entitlement

    See how changes in employment, hours or salary may affect your benefits and household income.

    Turn2us Benefits Calculator

Applying Authentically With AI: Our Greater Manchester Approach

Across Greater Manchester’s local authorities, we want to hear your genuine experiences, skills and motivations, expressed in your own words.

To keep our recruitment process fair and inclusive, please complete your application personally and follow the instructions carefully. AI can be used to support you - for example, to help structure your answers or as a reasonable adjustment - but your application should still reflect your authentic voice.

Applications that depend too heavily on AI‑generated content may not progress to shortlisting.

This guidance outlines acceptable and unacceptable uses of AI, along with suggestions for using it in a way that supports you while keeping your application true to you.

  1. What Is AI and How Do We Use It Across Greater Manchester?

    AI refers to technology that can create or refine content, such as text, ideas, summaries, or planning. It can help improve productivity, problem-solving, and creativity.

    We’re open to using innovative digital tools where they can help us work smarter and deliver better services for our residents. However, every use of AI is carefully considered to make sure it is ethical, responsible, and aligned with public-sector values.

    When it comes to recruitment, we take a human-centred approach.

    This means:

    • A trained hiring manager reads every application

    • Shortlisting is based on objective criteria required for the job

    • Interviews are conducted in person or via teams by the hiring manager for the role

    • All hiring decisions are made by hiring managers, not algorithms

    AI does not make decisions in our recruitment process and our managers are being upskilled to spot AI in applications, particularly when this might have been used in a way that doesn’t feel genuine. If something in an application raises a question or concern, we will test this out with assessments or at the interview stage to confirm authenticity.

    Our aim isn’t to catch anyone out but to make sure we’re getting to know the real you, giving every candidate a fair chance and finding the right person for the role.

  2. Using AI in Your Application

    When it comes to job applications, what matters most to us is you. We want to see your personality, your experience, and what excites you about joining our team. 

    We recognise that AI can be a helpful tool to support accessibility during the application process. If you choose to use AI for support, please read the instructions carefully and make sure your application is written in your own words, reflecting your genuine skills, knowledge, experience and enthusiasm.

    We’re looking forward to hearing your story.

  3. How to use AI Effectively and Responsibly

    Your application is your chance to show us:

    • Who you are

    • What you can bring

    • The values you hold

    • Why you want to make a difference

    AI can help you organise your thoughts or improve clarity but it cannot express your unique voice, experiences, or motivations.

    AI is most helpful when used to:

    • Help you structure the information you are providing to evidence the criteria

    • Give examples of how to use STAR (Situation, Task, Action, Result)

    • Proof-read to highlight grammar or spelling errors

    • Provide inspiration if you're finding it difficult to find the right words to explain something

    But remember: your honesty, lived experience, and motivations are irreplaceable.

  4. Do’s and Don’ts for Using AI in the Recruitment Process

    Do:

    • Use AI as a supportive tool, not a replacement

    • Ask AI to help tidy up your writing or clarify structure

    • Use it to brainstorm examples, then rewrite them in your own voice

    • Reflect on AI suggestions and adapt them to match your experience

    • Use AI to help with research, but express your understanding yourself

    Don’t:

    • Copy and paste AI-generated content directly into your application

    • Let AI exaggerate or invent experience you do not have

    • Rely on generic statements that don’t reflect the specific role requirements

    • Remove your individuality, we want to hear your voice