Learning together happily to be the best that we can be. Headteacher Recruitment Information Pack

Transcription

1 Learning together happily to be the best that we can be. Headteacher Recruitment Information Pack Closing date: Wednesday 3 May 2017 at midday Telephone sbm@clarendon-inf.wilts.sch.uk

2 Contents 1 Letter from acting Chair of Governors 2 Our school 3 Children in our school 4 The town of Tidworth 5 Job description 6 Person specification 7 How to apply

3 Letter from Acting Chair of Governors Dear Applicant Thank you for your interest in the role of Headteacher. We are delighted that you feel that Clarendon Infants School is a place where you would like to take the next steps in your career. We are seeking a strategic thinker and positive school leader, with drive and determination, who will take us into the next stage of our continuing development as one of the largest infant schools in Wiltshire. Situated within the heart of Tidworth we serve a diverse, vibrant local and highly mobile Services community, with significant amounts of social housing, and economic and social needs. The population of the town has grown substantially over the last few years, as the planned Army rebasing continues to affect all of the schools in Tidworth and the surrounding area. One of the things that we, the governors, staff, children and carers, think makes Clarendon Infants special is our welcoming and inclusive ethos where everyone feels a sense of belonging. Our children are friendly, happy, and enthusiastic about all aspects of their school life and importantly, have a love of learning. Our school community is a very diverse one; with 11 languages spoken at the school, 7% of our children eligible for Pupil Premium, 81% from Service families, and 12% with SEN. We currently judge our teaching and learning to be mainly good, with some of it outstanding. We are looking for an excellent practitioner and an experienced developer of teaching and learning; someone to work proactively with our staff so that outcomes for our children are the best they can be. We realise that there are challenging times ahead in the educational sector so we need a leader with the strategic and analytical skills to guide us through this changing landscape, building on our partnerships with other schools while preserving what is best about Clarendon Infants. We believe that the Headship of our thriving school offers a development opportunity for either an established Head or an aspirational Senior Leader. Our dedicated and enthusiastic team of teachers, teaching assistants, support staff, governors, parents and carers are looking forward to working in collaboration with a new leader to further develop our school. Please note we work in partnership with parents and carers and have an ethos that values diversity and equality of opportunity for all. In completing your application we would ask you to ensure that you address all of the criteria identified in the person specification, as this will be used at short-listing to determine suitability for interview. Visits to the school are warmly encouraged and can be arranged via the school office. A member of the Governing Board will be pleased to show you around the school at any time weeks beginning Monday 3 April 2017 and Tuesday 25 April Dave Hopwood Acting Chair of Governors

4 Our School Key facts Type of school Foundation - Infant On site nursery 26 places School age range 3-7 Number of pupils 325 PAN 105 Our School Vision Our School Ethos Learning together happily to be the best that we can be! Clarendon Infants School is a welcoming, stimulating environment where children feel safe and valued. Clarendon Infants School promotes happy, caring, respectful relationships. Clarendon Infants School provides a challenging and inspiring curriculum where children are supported to grow in confidence and become independent and motivated learners. Clarendon Infants School raises aspirations in an environment which nurtures and celebrates all individuals. Children are encouraged at all times to show consideration for others in the school community and for their feelings and property. The School community operates an agreed set of Golden Rules, available to view in every classroom and on the website. Each class also agrees its own Golden Rule contract at the beginning of a school year. Ofsted Report (2013) Ofsted visited in March The school continues to be good. The short inspection report letter has been issued and will be available via the above link as soon as it is uploaded. It will be available on the school website from 3 April 2017.

5 CLARENDON INFANTS SCHOOL STAFFING STRUCTURE Headteacher / Designated Safeguarding Lead & Online Safety Lead [Leadership] Deputy Headteacher / Deputy DSL & English Leader [Leadership] (0.8) SEND and Inclusion Leader [SEN Allowance] (0.8) Support Staff EYFS KS1 School Business Manager EYFS Leader [TLR] & Reception Classteacher Admin Officer + Finance Assistant (10 Hours p/wk) 6 EYFS Teaching Assistants (2 part-time) 9 KS1 Teaching Assistants (4 part-time) (One TA trained as ELSA & one working with pupils with SLCN) 7 Named Pupil Assistants (One NPA trained as ELSA) 1 Senior Midday Supervisory Assistant 17 Midday Supervisory Assistants Caretaker 4 Cleaners Year 1 Classteacher Year 2 Classteacher Maths Leader Reception Classteacher Year 1 Classteacher Year 2 Classteacher Reception Classteacher Year 1 Classteacher Year 2 Classteacher Reception Classteacher (0.8) Year 1 / 2 Classteacher Assessment Leader [TLR] Nursery Classteacher & Reception PPA Cover Teacher KS1 PPA Teacher (0.8) Teachers are FTE unless stated otherwise.

6 Children in Our School

7 Tidworth Tidworth is situated in the beautiful and picturesque countryside of Wiltshire, on the border to Hampshire with a growing community where the population is approximately 12,000, of which a large element is military. This is reflected in the school with 81% of the children being from military families, which brings with it children from a range of cultural and ethnic backgrounds. The military community will be growing in the next few years due to government rebasing. Running alongside the A303, Tidworth is within easy commuting distance for many well-known cities and towns such as Salisbury, Andover, Basingstoke, London, Reading, Southampton, Bournemouth and Exeter. This allows residents the opportunity to enjoy city and rural lifestyles. Tidworth is surrounded by some amazing landmarks such as Stonehenge, Salisbury Cathedral, Avebury Stone Circle, Old Sarum Castle and Sidbury Hill to mention a few. Facilities within the community are expanding as the town grows. There are two large supermarkets, a leisure centre, library and large medical centre alongside a variety of other useful amenities.

8 Job Description Date: February 2017 Job Title: Headteacher School: Clarendon Infants School (Foundation) ISR: Group 3 L17-23 (dependent on experience) Responsible to: Chairperson of Governors / Governing Body Job Purpose: To provide professional leadership and direction, with overall responsibility for the strategic and day-to-day management of the school s curriculum, personnel and resources. The Post Holder will promote the school vision and core values ensuring continual improvement and further development in standards of teaching, learning and achievement. Alongside these areas the Post Holder will be committed to safeguarding and the welfare of all pupils, in a nurturing and inclusive environment, where discipline and good behaviour underpin the school s ethos for pupils to participate, learn, enjoy and achieve. In order to achieve this purpose, six key areas have been identified: Strategic Direction/Shaping the Future: The Post Holder will work with the SLT, the Governing Body and all stakeholders to create a shared vision and strategic plan, which inspires and motivates all members of the school community. Lead and guide the school through any transition/transformation as the educational landscape changes over the next 3-5 years. Work within the school community to translate the vision into agreed objectives and operational plans which will promote and sustain continual school improvement and a sense of team ownership. Ensure that strategic planning takes account of the diversity, values and experience of the school and community at large. Leadership and Management The Post Holder will lead by example, providing inspiring and purposeful leadership for staff and pupils. Create an organisation structure that reflects the school s values, and enables the management systems, structures and processes to work effectively in line with legal requirements and statutes. Produce and implement clear, evidence-based improvement plans and policies for the development of the school and its facilities. Ensure that all those involved in the school are committed to its aims and involved in meeting long, medium and short term objectives and targets, which secure the continued educational success of the school.

9 Leading Teaching and Learning The Post Holder will have responsibility for raising the quality of teaching and learning and for pupils achievement of expected outcomes. Create and implement a Development Plan, underpinned by sound financial planning, which identifies priorities and targets for ensuring pupils achieve high standards and expected outcomes, increase teacher effectiveness and secure school improvement. Ensure a consistent and continuous school-wide focus on pupils achievement, using data and appropriate benchmarks to monitor progress in every child s learning. Ensure a culture and ethos of challenge and support where all pupils can achieve success and become engaged in their own learning. Implement strategies that secure high standards of behaviour and attendance. Ensure effective planning, allocation, support and evaluation of work undertaken by teams and individuals, ensuring clear delegation of tasks and responsibilities. Managing the Organisation The Post Holder will organise people and resources within the school to provide an efficient, effective and safe learning environment. Manage the school s financial and human resources in keeping with normal budgetary constraints in order to ensure effectiveness and efficiency in achieving the school s educational goals and priorities. Recruit, retain and deploy staff appropriately and manage their workload to achieve the vision and goals of the school. Implement effective performance management processes with all staff. Manage and organise the school environment efficiently and effectively to ensure that it meets the needs of the curriculum and health and safety regulations. Ensure that the range, quality and use of all available resources is monitored, evaluated and reviewed to improve the quality of education for all students and provide value for money as laid out in the SFVS form. Manage and take responsibility for safeguarding and promoting the welfare of children. Securing Accountability The Post Holder will account for the efficiency and effectiveness of the school to the governors, pupils and parents/carers. Fulfil commitments arising from contractual accountability to the Governing Body. Ensure individual staff accountabilities are clearly defined, understood and agreed and are subject to rigorous review and evaluation in keeping with performance management review timelines. Develop a school ethos, which enables everyone to work collaboratively, share knowledge and understanding, celebrate success and accept responsibility for outcomes. Use a range of evidence, including national data and own school s performance data, to support, monitor, evaluate and improve aspects of school life, including challenging poor performance. Reflect on personal contribution to school achievements and take account of feedback from others.

10 Strengthening Community Links The Post Holder will build links and collaborate strategically and operationally with a wide range of other schools and stakeholders in the community to bring about positive changes and benefits. Develop the existing partnership with parents and carers to support and improve pupils achievement and personal development. Develop communications with the wider community to build upon stakeholders confidence and understanding of our school, its vision and purpose. Develop the school culture and curriculum to take account of the richness of the school s communities, to specifically include our place in the community. Ensure learning experiences for pupils are linked into and integrated with the wider community. Collaborate with other agencies in protecting children and providing for the academic, spiritual, moral, social, emotional and cultural well-being of pupils and their families. Create a wholly inclusive environment whereby all children with physical or learning challenges can be welcomed and supported appropriately. Create and promote positive strategies for challenging racial and other prejudice and dealing with racial or other forms of harassment. Employment duties: To be performed in accordance with the provisions of the School Teachers Pay and Conditions Document and within the range of teachers duties set out in that document. This job description should be considered in conjunction with the National Standards of Excellence for Headteachers. This job description may be amended at any time following discussion between the Governing Body and the Post Holder and will be reviewed annually.

11 Person Specification Selection Criteria Essential Desirable Assessment Education and Qualifications 1.1 Degree and Qualified Teacher Status, currently on Leadership Scale. 1.2 Evidence of recent and relevant personal professional development/npqh. 1.3 Evidence of further degree/post graduate study/ wider relevant experience. Experience 2. Experience at Foundation Phase/Key Stage 1, providing for educational needs across the ability range 2.2 Leadership/Management experience as Headteacher, Acting Headteacher, Deputy Headteacher or Senior Leader in at least one school. 2.3 Evidence of implementing effective strategies for raising pupils achievement and meeting the educational needs of all pupils. 2.4 Evidence of effective school development planning and implementation which has had measureable impact on pupil attainment. 2.5 Successful experience of using performance management to bring about the professional development of staff through a coaching approach. 2.6 Experience of managing and delivering organisational change. 2.7 Successful experience of partnership working; evidence of developing and maintaining successful relationships with governors, parents/carers and the community. 2.8 Experience and understanding of working in an educational setting with significant pupil mobility. Leading/managing Learning and Teaching 3.1 Thorough knowledge and understanding of the National Curriculum KS1, Early Years Foundation Stage and new Ofsted Framework. 3.2 Sensitivity to the cultural needs of the school and local community including an understanding and empathy with the educational needs of our diverse population. 3.3 A clear commitment to safeguarding, including relevant training and ensuring safeguarding processes are compliant with current guidance. 3.4 Able to articulate theories of teaching and learning and share evidence on how these have been used to bring about improvements in teaching & learning. 3.5 Financially astute with the ability to work alongside an experienced Financial Manager to plan, review and evaluate resources effectively. Application Certificates Application Interview Reference Application Interview Reference Presentation

12 Person Specification (Cont.) 3.6 Ability to think strategically to create, present and demonstrate a vision for the school to all stakeholders. 3.7 Able to lead, effectively communicate, motivate, support and challenge all stakeholders and thereby raise standards. 3.8 Sound knowledge of SEND, extended provision and wrap around care. Attributes and Values 4.1 Solution focussed able to demonstrate a can-do attitude. 4.2 Able to work collaboratively, to motivate and utilise the skills of an experienced team; engage everyone in the sharing of professional understanding; in celebrating success and in accepting responsibility for outcomes. 4.3 Effective decision maker and an approach to challenges which demonstrates creativity and an ability to produce effective solutions. 4.4 A willingness to actively engage with the junior school in order to facilitate successful transition and working practices. Equality and Diversity Application Interview Reference Presentation 5.1 Knowledge of successful strategies for inclusion and community cohesion. 5.2 Able to articulate, model and promote core values, inclusive practice and equal opportunities. Application Interview Reference Our maths board helps us to learn about numbers.

13 How to apply / Next Steps Thank you for reading our candidate application pack; if the opportunity to make a positive difference appeals, then we would really like to hear from you. Visits to the school are warmly welcomed and strongly encouraged. Please contact the School Business Manager to book an appointment on or sbm@clarendon-inf.wilts.sch.uk All applications must be completed online via the Wiltshire Council Careers Site. Please do not submit a CV. (Please ensure that any accompanying information about how you meet the person specification is no longer than 2 sides of A4.) Closing date: Wednesday 3 May 2017 at midday Interview: planned for Wednesday 24 May and Thursday 25 May 2017 Safer Recruitment Clarendon Infants School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. All applicants will be subject to a full Disclosure and Barring Service check before appointment is confirmed. We are working together happily to learn about the Great Fire of London.