Royal School for the Deaf Derby ROLE SPECIFICATION

Transcription

1 Royal School for the eaf erby ROL SPCIFICATION TITL OF ROL Headteacher L Non Resident Heads Allowance ( 7,815) RSPONSIBL TO Governing Body OVRALL PURPOS To lead the School in accordance with applicable legislation, instruments of governance, terms of appointment and National Standards of xcellence for Headteachers To take the lead in new pupil recruitment, assessment and securing funding To provide effective leadership and management to secure a high standard of achievement and the safety and well-being of all children and young people at the School. In the short term, to complete the School s transition out of Special Measures; in the longer term to realise the aspirations of the School to become a good then outstanding provision and restore its reputation as a leader in educating deaf children and young people MAIN UTIS AN ACCOUNTABILITIS The duties and accountabilities listed below are shared with the senior leadership team (described under support for the role)and may be delegated to other members of the senior leadership team with the exception of that highlighted in bold which may only be delegated if the Headteacher is absent for an extended period and alternative Acting Headteacher arrangements are in place. VISION & VALUS In partnership with the Governing Body and school community the Headteacher will provide professional leadership and strategic direction, create a shared vision, shared values and a strategic plan to achieve the school s aspirations to become a good then outstanding provision for deaf children and young people. To provide overall strategic leadership in partnership with the Governing Body and Trustees to make certain children and young people achieve the best possible outcomes Lead by example demonstrating integrity, creativity, resilience and clarity drawing on own learning expertise and skills and those around them nsure the vision for the School is clearly articulated, shared, understood and translated into everyday practice that promotes and sustains continuous improvement Create an ethos within which all staff are motivated and supported to develop their own skills and subject knowledge, and to support each other Make sure strategic plans, school culture and curricula value the diversity, values and unique experiences of young deaf learners as well as the wider community and context of the school Page 1 of 5 Y:\inetpub\wwwroot\royalschoolforthedeaf\files\Vacancies\Headteacher\Headteacher Role Spec hr V4 FINAL.OCX

2 Royal School for the eaf erby ROL SPCIFICATION xploit opportunities for collaborative working with existing and new placement providers to ensure new pupil recruitment is able to sustain the longevity of the School To actively promote the school through marketing strategies and the use of new technologies including the school s website ORGANISATIONAL MANAGMNT Take overall responsibility for safeguarding and promoting the safety and well-being of children, young people and staff taking appropriate actions to ensure robust safeguarding arrangements are in place at all times. This includes supervision of the leadership and practice of the residential provision, sharing an on-call rota with the SLT, monitoring compliance and standards within the residential provision. xercise strategic, curriculum-led financial planning to ensure the equitable deployment of budgets and resources, in the best interests of pupils achievements and the school s sustainability. nsure the school s structure reflects its purpose and enables management systems, structures and processes to work effectively and in line with legal obligations evelop, implement and evaluate policies, practices and procedures that take account of national and local circumstances, policies and initiatives Produce and implement clear, evidence based improvement plans and policies for the development of the School and its facilities To take the lead in co-ordinating initial assessments of needs for potential new pupils and determining an appropriate fee banding To oversee the annual cycle of SN reviews for all children and take the lead in preparing document bundles for, and representing the School at, SN Tribunals SYSTMS & PROCSSS - SCURING ACCOUNTABILITY Welcome strong governance and actively support the governing body to understand its role and deliver its functions effectively in particular its functions to set school strategy and hold the Headteacher to account for pupil, staff and financial performance evelop and present a coherent, understandable and accurate account of the school s performance to a range of stakeholders including governors, trustees, parents, carers, local authorities and the ducation Funding Agency istribute leadership throughout the organisation, forging teams of colleagues who have distinct roles and responsibilities and hold each other to account for their decision making Manage the School s financial and human resources effectively and efficiently to achieve the School s educational goals, priorities and aspirations whilst maintaining a balanced budget Make sure the range, quality and use of all available resources are monitored, evaluated and reviewed to improve the quality of education for all pupils and provide value for money stablish rigorous, fair and transparent systems and measures for managing the performance of all staff, addressing any underperformance, supporting staff to improve and valuing excellent practice Page 2 of 5 Y:\inetpub\wwwroot\royalschoolforthedeaf\files\Vacancies\Headteacher\Headteacher Role Spec hr V4 FINAL.OCX

3 LAING LARNING AN TACHING Royal School for the eaf erby ROL SPCIFICATION The Headteacher has a key responsibility for raising the quality of teaching and learning. This involves promoting high expectations, maintaining and evaluating outcomes, establishing a successful teaching and learning culture where all pupils make good or better progress from their starting points. It is a statutory requirement for the Headteacher to develop and maintain clear arrangements for linking performance management to pay progression and to advise the Governing Body on teacher pay recommendations including whether or not applications to move onto or up the Upper Pay Scale should be paid on that range. nsure a consistent and continuous school-wide focus on pupils achievement, using data and benchmarks to monitor the progress of every child s learning Implement strategies which secure high standards of behaviour and attendance To teach (up to a maximum of three hours per week) a range of curricula over time demonstrating high expectations and outstanding learning and teaching etermine, organise and implement a diverse, flexible curriculum and exploit opportunities for individualised programmes of learning Take the lead role in ensuring excellent practice is disseminated between and amongst staff VLOPING SLF AN OTHRS ffective communication and relationships are key to effective headship. The Headteacher must build a professional learning community that enables others to achieve evelop and maintain effective strategies and procedures for staff induction, continuing professional development and performance management practices To ensure monies allocated to Continuing Professional evelopment (CP) activities are spent wisely on activities which directly impact on continually improving the school To promote the participation of staff (including self) in mandatory and non-mandatory CP activities; identify emerging talents, coaching current and aspiring leaders to attain excellence leading to clear succession planning Manage own workload and that of others paying regard to work/life balance for staff within realistic expectations of accountability To keep abreast of local and national developments, guidance and legislation impacting upon the School and use this knowledge to advice and develop the knowledge of governors and colleagues COLLABORATIV WORKING Create and maintain effective and inclusive partnerships with parents and carers to support and improve pupils achievement and personal development xploit opportunities for parents and carers, community figures, businesses, role models and other organisations to contribute to the life of the school Forge partnerships with other education providers to maximise opportunities for pupils to access a wide range of curricula; forge partnerships with a range of external agencies to ensure pupils achieve socially and emotionally as well as academically Page 3 of 5 Y:\inetpub\wwwroot\royalschoolforthedeaf\files\Vacancies\Headteacher\Headteacher Role Spec hr V4 FINAL.OCX

4 Royal School for the eaf erby ROL SPCIFICATION KY: A: Application form I: Interview/selection & assessment activities R: reference and other employment checks C: Certificate ducation/training/qualifications ssential/esirable Measured by: Qualified Teacher Status A/C Qualified Teacher of the eaf A/C NPQH A/C British Sign Language Level 2 or willing to start working towards this upon appointment A/C vidence of regular and appropriate professional development vidence of recent management development xperience ssential/esirable Measured by: 2 years post qualifying experience as an NPQH A Significant recent and relevant experience as a Headteacher or senior leader A proven track record of successful leadership including /R raising achievement xperience of working effectively at a senior leadership /R level in a Special School xperience of working effectively at a senior leadership A level in a Special School with a residential provision xperience of teaching and learning for deaf children and young people Statutory frameworks for residential special schools including Ofsted Welfare inspections and expectations Managing a sizeable budget and financial accountability Representation at SN Tribunals A Knowledge & Understanding ssential/esirable Measured by: Up to date knowledge and understanding of current and best practice including: Child protection and health and safety issues What makes a good/outstanding school Roles and remit of the Governing Body, placing authorities/consortiums, and the need for transparency and accountability Strategies for raising pupils achievement (educationally /R and socially) Strategic planning linked to school improvement including /R attendance and behaviour for learning eaf Community and Context, educational provision for deaf children and young people Principles of effective teaching and learning including /R assessment for learning Knowledge of Looked After The legislative framework for non-maintained residential schools Performance evelopment and Review Process and threshold process Indicative skills ssential/esirable Measured by: ffective financial management within a school /R environment Make points clearly based on an underlying rationale and Page 4 of 5 Y:\inetpub\wwwroot\royalschoolforthedeaf\files\Vacancies\Headteacher\Headteacher Role Spec hr V4 FINAL.OCX

5 Royal School for the eaf erby ROL SPCIFICATION listen to and understand those of others The ability to investigate, solve problems and make and implement decisions Good ICT skills etailed knowledge of the National Curriculum /R Skilled etailed knowledge of learning and teaching for deaf children and young people Personal qualities ssential/esirable Measured by: edicated to the safeguarding and welfare of children and /R young people Personal drive, enthusiasm and commitment to securing the best possible learning outcomes for every pupil /R An open, transparent, collaborative approach to managing people and other resources Fluent communication skills, the ability to persuade and influence others Credible, personal and professional integrity /R Technologically savvy, able to exploit new technologies to the benefit of the school vidence of being able to build and maintain constructive relationships with children and young people, staff, parents and carers and the wider community A good record of health, attendance and timekeeping /R Able to argue ones case rationally [Ability to manage own stress levels and sensitivity to stress in others?] Physical and Mental Health ssential/esirable Measured by: The ability to perform all duties and tasks with reasonable adjustment, where appropriate, in accordance with the quality Act 2010 Own physical and mental health does not constitute any risk to the health, safety or well-being of children or jeopardise the continuity of support the role provides to them Page 5 of 5 Y:\inetpub\wwwroot\royalschoolforthedeaf\files\Vacancies\Headteacher\Headteacher Role Spec hr V4 FINAL.OCX