Residential Waking Night Support Worker

At St John's College, we support autistic young people to develop confidence, independence and skills for adult life. As a Waking Night Residential Support Worker, you will ensure our learners feel safe, secure and supported throughout the night. You will remain awake and alert, responding to individual needs and helping maintain a calm and structured home environment. This is a rewarding role where your vigilance, compassion and professionalism make a genuine difference. Key responsibilities include:

• Staying awake and vigilant to ensure learner safety and wellbeing
• Carrying out regular checks of the home and responding to any concerns
• Supporting learners with personal care and medical needs where required
• Monitoring health needs in line with care plans
• Completing accurate handovers and written records
• Working collaboratively with night staff across residential homes We are looking for someone who is calm, dependable and values-driven, able to work independently during the night while remaining connected to the wider team. You will need a strong commitment to safeguarding, good communication and written skills, emotional resilience and sound judgement, and a willingness to work flexibly. Experience in care or education is helpful but not essential. We welcome applicants with transferable skills and the right attitude. This role is not eligible for visa sponsorship, renewals or transfers. Applicants must ensure they have the appropriate right to work in the UK prior to applying. Interviews will be scheduled on a rolling basis as suitable applications are received, therefore early application is strongly encouraged. The Safeguarding responsibilities of the post as per the job description and personal specification. Whether the post is exempt from the rehabilitation of Offenders Act 1974 and the amendment to the Exceptions Order 1975, 2013 and 2021. This means that when applying for certain jobs and activities certain spent convictions and cautions are ‘protected', so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Further information about filtering offences can be found in the DBS Filter Guidance.