General Information
The Wallace High School is a co-educational, voluntary grammar school founded in 1880. The annual intake of pupils into Year 8 is 170 and there are some 300 pupils in the Sixth Form. The School draws its pupils from Lisburn and the surrounding area.
The School uses information technology in an innovative and pioneering way to enhance learning and promote student independence. Whilst a supportive training programme is available for all new members of staff on the use of digital technology, applicants are still required to be open minded to new technologies and willing to learn and adapt their teaching style.
The History and Politics Department
The department consists of the Head of Department and four other specialist teachers. The School follows the CCEA specification for History at GCSE and A Level and for A Level Politics.
Main Responsibilities
The school wishes to appoint a teacher who can offer History and Politics to A Level; History to GCSE and the successful applicant may be required to teach other subjects based on the needs of the School, e.g Learning for Life and Work, Religious Studies and have the ability to contribute to at least one other extra-curricular area offered by the School.
To be responsible to the Principal through the Head of History and Politics for the effective teaching and learning of History and Politics to A Level.
To teach History and Politics in accordance with school policies and practice, and in pursuit of high standards of pupil achievement.
To act as Class Tutor to an assigned group and carry out duties in accordance with school policies and practice.
To run a subject related extra-curricular club or society.
The above responsibilities are subject to the general duties and responsibilities contained in the statement of conditions of appointment. Applications from both newly qualified teachers and experienced teachers are encouraged.
This job description is not necessarily a comprehensive definition of the post. It will be reviewed regularly and may be subject to modification or amendment at any time after due consideration.
Qualifications and Experience
Essential Criteria
Applicants must (as at 1 September 2026)
Have a good honours degree (2:1 minimum) in which History and/or Politics is a major component or an equivalent qualification.
Be a qualified teacher recognised by the Department of Education and GTCNI.
Desirable Criteria
Preference may be given to applicants who (as at 1 September 2026)
Show experience of teaching CCEA GCE History and/or Politics to A Level for one year or more.
Show experience of teaching History to GCSE for one year or more.
Show experience of involvement in a subject related extra-curricular club/society and/or to be able to contribute to the wider extra-curricular life of the School.
Hold a coaching qualification in a school sport.
The Board of Governors reserves the right to enhance the above criteria at shortlisting.
Competencies
The extent to which you can demonstrate the following competencies will be explored at interview for those shortlisted.
Knowledge:
The ability to demonstrate knowledge of the NI Curriculum at Key Stage 3, 4 and 5. The ability to demonstrate knowledge of the academic nature of Wallace High School, a selective grammar school. The ability to demonstrate knowledge of the need for high standards of behaviour, attitude, appearance and effort of all young people at Wallace. The ability to demonstrate knowledge of the School’s ethos (www.wallacehigh.net) including its use of portable devices to support learning.
Applications
It is preferred that application forms are emailed to the Principal’s Personal Assistant, Mrs McDowell at. An acknowledgement will be sent by return of email. Applicants should ensure that they indicate clearly on their application form how they meet the criteria.
The closing date for receipt of application forms is Monday, 13 April 2026 at 12 midday.
Pre-Employment AccessNI Check
NB: It is an offence for an individual who is on either of the Department’s Lists (UP List and/or List 99), or who is the subject of a disqualification order from the courts, to apply for, or offer to do any work, paid or unpaid, in a regulated position.
The successful applicant will be required to pay for their AccessNI Enhanced Disclosure Certificate; the amount of which will be refunded to the successful applicant in their first salary payment.
In order to comply with DE guidelines on Child Protection shortlisted applicants should bring an original birth certificate and/or marriage certificate (if appropriate) plus photographic ID to their interview.
Fair Employment and Treatment (NI) Order 1998
EQUAL OPPORTUNITY STATEMENT TO ALL EMPLOYEES
The policy of the Board of Governors is to provide equal opportunities for all job applicants and employees.
All appointments and promotions are made on merit. The School does not directly or indirectly discriminate on grounds of religious belief, political opinion, race, gender, sexuality, marital status or disability.
To ensure that selection procedures are consistent and seen to be fair by all employees and job applicants, job descriptions and personnel specifications are used; the main duties and necessary requirements for any vacant post are clearly defined.
All vacancies are advertised. All applicants are initially required to complete an application form which, where applicable, is accompanied by a request for a voluntary unsigned statement on community background for the collection of equal-opportunity data. This request form is not included as part of the formal application but is retained separately and has no influence on any employment decision. Where short-listing is appropriate to the filling of the vacancy, interviews are offered on the basis of job-related criteria; written assessments, with reasons for acceptance or rejection, are retained for a period of one year on each individual interviewed.
The School maintains a neutral working environment in which no employee, pupil or visitor should feel embarrassed, threatened or intimidated because of his/her religious belief, political opinion, race, gender, sexuality, marital status or disability. The display by an employee or pupil of flags, emblems, posters or graffiti or the circulation of any material or any activity whatsoever likely to give offence or cause apprehension among particular groups is therefore prohibited. All members of the school, staff and pupils alike, are expected to contribute positively to the maintenance of good community relations. Employment contracts make clear that any break of equal-opportunity practice is regarded as a disciplinary offence.
The Board commits itself to keep under review the operation of its equal-opportunity policy, as specified in Article 55 of the Order, to take account of changing circumstances, adopting, where necessary, appropriate affirmative action measures to ensure the provision of equality of opportunity and fair participation for all sections of the community.