Emotionally Based School Non Attendance (EBSNA) Coordinator

Job Introduction

Emotionally Based School Non Attendance (EBSNA) Coordinator

Salary - £36,363 - £40,777 (Grade 6)

Hours - 37 hours/week

Contract type - full time, permanent

Work Style - Field: working in communities across the city with access to an office base

We have an exciting opportunity for an Emotionally Based School Non Attendance (EBSNA) Coordinator to join our values driven Educational Psychology Service, working as part of our SEND and Inclusion team. This role offers the opportunity to make a meaningful difference to children and young people experiencing barriers to school attendance.

Since the EBSNA Coordinator role was introduced in Wolverhampton, there have been significant steps forward in the use of the EBSNA Pathway across education settings. This is a unique opportunity to take a lead role in continuing and developing this work through coordinating and further embedding Wolverhampton’s EBSNA Pathway, working closely with education settings, families and partner services.

We have a large, stable and supportive Educational Psychology team. We are committed to ongoing development and to applying psychology in thoughtful, practical ways to improve outcomes for children and young people. Our work has a strong focus on inclusion, wellbeing, and early intervention. The EBSNA Coordinator will be based within the EP Service and will also work closely with the Inclusion and Attendance Service, who play an important role within the EBSNA Pathway.

We are looking for an EBSNA Coordinator to support us in:

• Coordinating Wolverhampton’s multi-agency EBSNA pathway and supporting shared ownership across services,
• Working with schools and settings to develop practice, including trauma informed and strengths-based approaches,
• Acting as lead professional for a small number of children and young people, supporting reintegration into education,
• Delivering training and contributing to workforce development across the partnership,
• Gathering feedback and using this to evaluate and develop the EBSNA pathway.

Our work is highly valued by the council, schools and partner agencies. This role offers a varied and meaningful range of work, with opportunities to shape and influence practice across the local area. You will work closely with Educational Psychologists and wider colleagues, with access to regular supervision and strong peer support.

We are looking to appoint someone who:

• is passionate about improving outcomes for children and young people, particularly those experiencing barriers to school attendance
• understands the psychological factors linked to EBSNA, including anxiety, trauma and neurodivergence
• is confident working with children, families, schools and multi-agency partners and able to build strong relationships
• is organised, proactive and able to manage a varied workload
• has strong communication skills, both written and verbal
• is able to facilitate meetings and manage complex and sensitive discussions

We offer:

• a comprehensive induction and regular high-quality supervision
• excellent peer support within a well-established team
• opportunities for continued professional development and training
• the opportunity to shape and develop a key area of work across the Local Authority
• access to strong multi-agency networks and partnerships
• excellent ICT support and flexible working arrangements

This post is subject to an enhanced Disclosure and Barring Service (DBS) check.

For an informal discussion about the role, please contact:

Elaine Perry, Senior Educational Psychologist

***email_hidden***

For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.

The closing date is 5th July 2026.

Interviews are expected to take place on 14th July 2026.

Please note, as part of interview process you will be required to prepare a presentation. Further details will be provided to shortlisted candidates.

NJC Pay Award for 2026 / 2027

The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

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Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.

We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.

As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information & Support

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