Proposed academy conversion. Consultation presentation November 2017

Transcription

1 Proposed academy conversion Consultation presentation November 2017

2 Our Vision for Roding Valley High School Community Build closer links to our local community Make RVHS the school of choice Continuity Work with people we know and trust Offer development opportunities to reduce staff turnover Culture Avoid a mega MAT that will consume RVHS Retain the best of RVHS - whilst embracing change Stability Take advantage of economies of scale Provide a learning (& working) environment to be proud of Achievement Maximise the potential of every student (& employee) Offer a greater choice of extra-curricular activities Page 2

3 What is the proposal? Roding Valley High School to join Chelmsford Learning Partnership, a multi academy trust being created by The Boswells School. Roding Valley High School is already benefitting from the executive leadership of Paul Banks, Headteacher at The Boswells School A close working partnership already exists between the two schools To control our own destiny.in a fast changing educational landscape. Page 3

4 The challenging educational landscape Page 4

5 Pupils, staff and schools will benefit from the Trust Page 5

6 What will stay the same at each school Unique ethos, values and approach Governing Body overseeing the school Head of School running the school Teachers and support staff working with their children Tailored approach to teaching and learning Personalised curriculum Name, logo and uniform Inclusive Admissions policy Funding and budget planning Page 6

7 Information on the other Chelmsford Learning Partnership schools Name of School Barnes Farm Infants Barnes Farm Junior Boswells Perryfields Infants Tyrells Type of School Community Community Academy Community Academy Age Range Number of Pupils Headteacher Most Recent Ofsted , Ms Vicky Walker Good March 2014 Mr Ross McTaggart Good July 2017 Mr Paul Banks Good Feb 2017 Mrs Amanda Reid Good Sept 2016 Ms. Amanda Daines Outstanding 2008 Page 7

8 Trust vision In all our schools, we strive for the following: Inspiring curiosity and a lifelong love of learning for all students Developing teaching that is good and aspiring to be outstanding across our schools Building capacity for sustained school improvement through strong leadership and the sharing of resources and good practice Enabling all our schools to be good and aspire to be outstanding Developing a shared level of accountability for the achievements and well-being of children across all our schools Retaining the distinct ethos and character of each school within our trust Page 8

9 Trust governance & leadership Local Governing Body (LGB) continues to oversee their school. Head of School remains responsible for running their school day-to-day. Headteachers of each school form the Leadership Group. CEO is accountable to DfE for Trust performance, leads intervention if necessary, chairs the leadership group and also oversees non-education functions of Trust e.g. finance and HR Board of Trustees accountable for performance of all schools and pupil outcomes; vast majority chosen from existing governing bodies for their relevant skills / expertise and all schools are currently represented Trust Members hold Trustees to account and are the guardians of Trust vision & ethos Page 9

10 How staff are affected Staff no longer employed by Essex County Council after conversion All staff will work for the new multi academy trust, Chelmsford Learning Partnership Transfer of employment under TUPE regulations with protection of employment terms & conditions of employment at point of transfer. Staff issued a statement of employment to check employment details are correct and up to date Full protection of pension rights The Trust has developed principles of employment, which are applicable after the point of transfer subject to the final TUPE consultation Page 10

11 Trust principles of employment Support high standards of education by being a fair, consistent, effective employer Aim to retain, attract and develop the highest quality workforce Commit to ensure Trust staff pay, terms & conditions are equal to or better than if working in an LA maintained school Agreement with unions on process for consultation and negotiation including pay awards Single-tier workforce: existing, promoted and new staff Work in their named school except for any role which is specifically designated as a Trust-wide role Any move or secondment within Trust with agreement of staff and schools Page 11

12 What are the next steps? Academy consultation period: Monday, November 13 th until Friday, December 15 th (4 weeks) Consulting with: Parents Staff Trade unions Pupils Other local schools Provided consultation pack of information Parent/carer and staff consultation meetings at Roding Valley High School Parents/carers and staff to complete survey and return to school by December 15 th Consultation report to be considered by Governing Body at Gateway #2 meeting in January Page 12