Presentation on theme: "Appointment of Headteachers Relationship diagram – showing who is responsible for what and their relationship with others Diocesan Advisers Use National."— Presentation transcript:
Version 2 - September Notes for the Relationship Diagram Note 1 There is a link between the Advisers and the Recruitment Team in terms of information. If either of them learns of an impending appointment they should inform the other. This should also include DBE team in Church schools in Wiltshire. The Recruitment Team (Lauren Baker) will immediately ensure that LA and DBE advisers and HR Advisory - Schools know that a headteacher vacancy has occurred. She will also send her headteacher recruitment updates to these three groups. This update should also include information about nil-completed applications by the closing date. Note 2 Regardless of whether schools in Wiltshire buy into HR or not, administration with Headteacher recruitment is currently offered free to all Wiltshire LA schools. Schools could make partial use and for example use LA/HR to place an advertisement with the TES, but do their own paperwork. It is, however, strongly recommended that governing bodies make full use of the support available from both the LA and DBE. Note 3 The lead adviser ’ s role (LA or DBE) is to provide professional guidance to the selection panel. This includes the shortlisting process and planning the interview day. During the interview day the Advisers will guide the GB on professional abilities of candidates. The GB carries the overall responsibility for making the selection and the appointment; this will include dealing with any queries raised by applicants about the selection process and any challenges and candidate feedback from this. The GB is strongly advised to consult the HR Advisory Team about non-procedural recruitment queries if they arise. (This will include any challenges or legal queries). Note 4 The key principles of which the governing body should be aware are that: their role is to seek to appoint the best possible candidate for the school they must address Equal Opportunity and Equality legislation issues e.g.- the need for a fair selection process the need to ensure that reasonable adjustments are in place if needed at interview and that dietary requirements are provided for the need for considerations for a disability/health condition if required by the selected candidate once in post they must ensure Safer Recruitment in line with current legislation – NB additional Safer Recruitment advice will be supplied by advisers. N.B. the appointment of the selection panel must be agreed and minuted by the governing body (Regulations 15(3) and 27(3)) as does the agreement of any changes to the Individual School Range (ISR). All Governors must ensure strict confidentiality throughout the process – governors should be aware of the serious difficulties that could arise from lapses in confidentiality
Version 2 - September Notes for the timeline Note 1 The timescale is approximate – the process may well take longer. Note 2 In Week 4, it is important to stress that, should the governors place and advertisement with the TES, they need to receive a proof read and signed-off copy by Monday 4pm in order for the advert to appear in a hard copy the following Friday. The online-only advert will need to be with TES a minimum of 48 hours before the “ go live ” date.
Version 2 - September Notes for Process Chart 1 Note 1 Introductory information will be sent by HR Recruitment. Further support materials will be delivered by the inspectors/advisers at the preliminary meeting. Note 2 In Church of England schools the DBE adviser and LA inspector will work in equal partnership. In community schools the designated LA inspector will take the lead in supporting the GB. Note 3 Who is involved? Ideally the whole governing body attends at least the first part of the preliminary meeting. If only the selection panel are to be present from the school, then they must have been elected in advance by the whole governing body and the decision minuted (minutes must be brought to this meeting to confirm the activity has taken place in line with criteria). They should meet the criteria in note 5 below. N.B. The whole governing body is responsible for decisions about the ISR. A change of headteacher is an opportunity to change the ISR to meet changing needs of the school. It is recommended that the whole governing body considers essential aspects of the Person Specification. LA inspectors and DBE advisers (in Church Schools) also attend in an advisory capacity. Note 4 Information about the context of the school may include some or all of the following:- Current HT salary and range (ISR) Existing Headteacher Job Description Deputy/Assistant Headteacher pay Financial position of school The SIP annual report to the school The school ’ s Self Evaluation Form Staffing profile National Society Tool-kit (for Church schools) Latest Ofsted Report Latest SIAS Report (for Church schools)
Version 2 - September Note 5 Constitution of Selection Panel Must include at least one governor who has completed the Safer Recruitment Training Must include at least one foundation governor in VC schools - In VA schools, foundation governors must be in majority All must be available to be present throughout the process – we recommend 5 members (no less than 3) LA and DBE strongly recommend that staff or teacher governors are not elected to the selection panel. The staff will be keenly interested in their next headteacher and will have views on the leadership qualities they see as important. The panel should, therefore, ensure that staff views have been expressed before the process starts. It is also likely that governors will want staff co-operation during the selection events if, for example, they plan that candidates will meet them over lunch or lead collective worship. Their contribution will be very useful as a part of the whole, but it is unwise to raise expectations about their influence over the process. So the panel should avoid direct involvement of staff in the appointments procedure. This includes the serving headteacher. There are two clear rationales for this. Staff and teacher governors may be determined as having a pecuniary interest and as such should withdraw from any meeting in which the Headteacher’s post is considered and may not vote on any of the issues raised. This means they could not be on the appointments panel. The governing body have a duty of care to all staff, including the current headteacher, and including them in the appointment of the headteacher could put a member of staff in a difficult or vulnerable position. LA and DBE recommend that the clerk to the governors is present at all meetings to record decisions, copy paperwork etc. If this is not possible, the selection panel will need to agree who will carry out these tasks. Note 6 The full governing body must give a mandate to the properly elected selection panel for the appointment of the new headteacher subject to full governing body ratification