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About us

  • Coombe Boys’ School is rated “good with outstanding leadership and management”, Ofsted 2018.

  • Tatler Good School’s Guide “Hot Tip”.

  • National Schools FA Football Champions twice in last four years.

  • Strong reputation for Arts, Drama and Music provision.

  • 900 students on roll including a mixed Sixth Form with our sister school Coombe Girls’ School.

  • Significant improvement in results in recent years, 12% increase in five 9-4 grades including English and Maths. Most improved school in local area in 2018.

  • Significantly above national average progress for boys.

  • Federated with Coombe Girls’ School since January 2006. Converted to academy status in 2012 and is part of The Coombe Academy Trust.

Coombe Vision Statement

Coombe prepares each student for their World of Opportunity by enabling individuals to flourish through:

· Innovative teaching that is inspirational, compelling and fun. It engages every learner in their journeys of self-discovery, fulfilment and academic excellence;

· A community in which empathy, tolerance, integrity and shared purpose promote exemplary behaviour and outstanding relationships between all;

· Developing confident learners who are happy, resilient and committed to shaping their world. They are proud of their abilities, highly ambitious and excited about their potential.

Application details

This academy is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.

Please state clearly on the application form which position you are applying for.

We encourage early applications and withhold the right to close any vacancy at any time should the right candidate be found.

All successful candidates will be required to undertake an enhanced DBS Check.

To apply, please download the application form and return it to:

Recruitment Officer, Coombe Boys' School, College Gardens, New Malden, Surrey KT3 6NE

or email it to:

CVs will not be accepted.

No Agencies.

Please be aware that emails you send us, and those that we may send to you, are not secure as email messages can be intercepted. We will hold your information securely, but there can be no guarantee of privacy with email communication. Therefore, we advise you do not email any information which, if disclosed to unrelated third parties, would be likely to cause you distress. You should perform your own virus checks on any emails you receive.

Recruitment of Ex Offenders

The code of practice published under section 122 of the Police Act 1997 advises that it is a requirement that all registered bodies must treat DBS applicants who have a criminal record fairly and not discriminate automatically because of a conviction or other information revealed.

As a result of amendments to the Rehabilitation of Offenders Act 1974 (exceptions order 1975) in 2013 and 2020, some minor offences are now protected (filtered) and are now longer subject to disclosure. The Trust does not require applicants to disclose an individual’s these protected offences and will not take these into account when making decisions.

However all cautions and convictions for specified serious violent and sexual offences, and other specified offences of relevance for posts concerned with safeguarding children and vulnerable adults, will remain subject to disclosure.

Further information regarding the Rehabilitation of Offenders Act is available here

In assuring that all Ex Offenders are treated fairly in the recruitment process the Trust will ensure that the following guidelines are adhered to:

  • as an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), The Trust complies fully with the code of practice and undertakes to treat all applicants for positions fairly

  • The Trust will ask all shortlisted applicants for positions which are considered exempt from the ROA Act to complete a Criminal Records History disclosure form to be returned to the school in advance of interview.

  • The Trust undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed

  • The Trust can only ask an individual to provide details of convictions and cautions that the Trust are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended)

  • The Trust can only ask an individual about convictions and cautions that are not protected (filtered).

  • The Trust has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process

  • an application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position

  • The Trust ensures that all those in the Coombe Academy Trust who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences

  • The Trust also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974

  • at the interview, or in a separate discussion, The Trust ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment

  • The Trust makes every subject of a criminal record check submitted to DBS aware of the existence of the code of practice and makes a copy available on request

  • The Trust undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

For more information on the Coombe Academy Trust please visit our Trust website