вход по аккаунту


Caerphilly County Borough Council Website

код для вставкиСкачать
Length of the Process and
Resignation Dates
The Legal Framework
Full Governing Body Meeting
Selection Panel Meeting
Ratification Meeting
Declaring an Interest
The Process (Flow Chart)
One of the most important functions a Governing Body
will undertake is the appointment of a new
Headteacher or Deputy Headteacher. The quality of
leadership provided by the person appointed will be
crucial in determining the success of your school.
“Evidence shows that the quality of leadership is
the single most important factor under the
Governing Body’s control in determining the
success of a school”
At first the task of finding the right person for your
school may seem a little daunting, however, Caerphilly
Local Authority is committed to ensure that effective
support and guidance is available to assist you
throughout the Recruitment Process.
The purpose of this document is to:
Provide guidance to the governing body and
the school on the appointment process;
Provide a framework that will enable the
governing body, headteacher and the Local
Authority to work in partnership when
appointing Senior Leaders;
Ensure that the process followed is objective
and rigorous and complies with legal
How long will the process take?
The recruitment of a Headteacher or Deputy Headteacher can
take a number of months, it is therefore advisable to start
planning the recruitment process as soon as a resignation letter
has been received. (See resignation deadline dates).
Adequate time will need to be built into the process for
preparation, advertising, receipt & photocopying of application
forms, short-listing, seeking and receiving references and
Deadline dates for resignations throughout the academic
There are three resignation deadlines throughout the academic
year and these are listed overleaf. Headteachers, however, are
required to give three months’ notice with an extra month’s
notice during the summer term.
Headteachers are asked to provide a copy of their letter of
resignation to the Chair of Governors and Director of
Education. The Governing Body must ensure that the Local
Authority has been notified of the vacancy in writing before
taking any steps to advertise the post.
Once a resignation has been received the Governing Body
should arrange a meeting of the Full Governing Body and a
representative of the Director of Education to plan and agree
the appointment process.
Resignation Dates
Minimum of 3
months’ notice,
4 months in
Summer Term
Minimum of 2
months’ notice,
3 months in
Summer Term
31 January
28/29 February
31 August
(End of Summer
30 April
31 May
31 December
(End of Autumn
30 September
31 October
To leave at:
30 April
(End of Spring
The Legal Framework
The selection process and related procedures must be
conducted within the legal framework as defined in The
Staffing of Maintained Schools (Wales) Regulations
2006 and (Miscellaneous Amendments) (Wales)
Regulations 2007.
The Governing Body must ensure that the appointment
process is systematic, objective, transparent, fair and will
stand up to rigorous scrutiny and any possible challenge.
The whole process must comply with all anti-discrimination
legislation and the Data Protection Act 1998.
Outgoing or Acting Headteachers/ Deputy Headteachers
must not be involved in any way in the appointment of their
successor, furthermore they must withdraw from any
planned meetings of the Selection Panel.
The Director of Education or his/ her representative is
entitled to be present throughout the appointment process
to offer support and advise the Governing Body (this
applies to both Community and Foundation schools). The
decision on whom to appoint to Headship rests with the
Governing Body, however, the Governing Body has a duty
to consider the Director of Education’s advice before
making a decision.
Full Governing Body Meeting
The full Governing Body meeting will need to :•Confirm the membership of the Selection Panel (Some
Governors may have an interest and should not take part in
the process – see page 14)
пѓ�The Selection Panel must consist of at least three but no
more than 7 members; although an odd number is
recommended as in the event of an equal decision of votes
the Chair of the Panel will have a casting vote.
пѓ�One member of the Selection Panel should be elected as
Chair (this cannot be a member of staff at the school).
пѓ�The membership of the Panel may include persons who
are not governors and the extent to which such members
are entitled to vote is determined by the Governing Body,
however, the majority must be governors.
пѓ�All members of the Selection Panel must attend All
stages of the appointment process.
пѓ�No other members of the Governing Body should attend
meetings or act as observers as this may prejudice the
integrity of and independence of the Selection Panel.
•Review the Individual School Range (ISR)
It is recommended that the Governing Body review/confirm
the ISR for the school in consultation with the appropriate
Local Authority Officer, taking account of the school’s size
and circumstances.
All duties relating to the appointment of a Headteacher or
Deputy Headteacher are the responsibility of the Selection
Selection Panel Meeting
Agree a Person Specification, Job Description and an
The vacancy must be advertised in National publications,
as the Governing Body considers appropriate. The
Selection Panel is responsible for approving the advert,
including the cost, as this will be borne by the school’s
General Arrangements
The Panel will also need to set dates for Short-listing,
Interviews and Ratification meeting, agreeing timescales,
venues and refreshments as appropriate (all costs are
borne by the school’s budget). Agree who is responsible for
carrying out key tasks including who will provide information
for candidates.
Information for Candidates
The provision of good quality information to potential
applicants is an important element in the recruitment
The information pack will typically include:
•The School Prospectus
•Governors’ Annual Report to Parents
•Any recent School Newsletters
•RE2/SSSP forms (secondary schools only)
(sufficient copies must be provided prior to the advert
The Selection Panel:•Short-list candidates in accordance with the person
•Confirm the format of the interview process including
dates, visits, information for candidates and professional
interview panel arrangements.
All application forms will be anonymised for purposes of the
short-listing. Following the completion of this process by
the Governing Body Selection Panel, should it be identified
that an applicant who is disabled meets the essential
criteria for the post then the Panel will be advised by
Education Personnel that the individual must be invited to
Any decision of the Selection Panel must be taken by a
vote representing an absolute majority of all members of
the Panel (whether or not taking part in the vote). In the
event of a split vote the Chairman of the Panel will have a
casting vote.
Where considered appropriate the Selection Panel will
recommend to the Full Governing Body appointment of one
of the candidates.
Constructive and helpful feedback to unsuccessful
candidates is a very important aspect of the process. The
Director’s representative can undertake this on behalf of the
Governing Body. Many candidates choose to have
immediate feedback, and this should be given if requested,
but it is sometimes more useful to arrange a meeting or
telephone call at some other time.
Ratification Meeting
The Selection Panel recommends the appointment to the
full Governing Body. The offer of appointment is ratified by
the full Governing Body. (Meeting should be held
immediately after the interview process).
Declaring an Interest
The declaration of interest by teacher or staff representatives on
the governing body in the context of Headteacher and Deputy
Headteacher appointments may be contentious.
Schools will be well aware of The Government of Maintained
Schools (Wales) Regulations 2005, but it is important to
remember that:
•Teacher and staff governors do not automatically have to
withdraw where their interest is no greater than the generality of
the teachers in the school.
•Teacher and staff governors are not automatically restricted
from taking part in the appointment process as a member of the
Selection Panel.
•Teacher and staff governors cannot be required to withdraw as
a result of any consideration of the make-up of the Selection
•Teacher and staff governors are required to withdraw only if
internal candidates are being considered, whose appointment
would clearly result in a vacancy for which they could be a
candidate. Such a governor could still take part in the Selection
Panel if he/she has formally agreed in writing not to apply for
the vacancy or to seek any other benefit arising from it.
Selection Panel members must declare an interest if they have
or have had a connection to an applicant that may result in a
later challenge to their impartiality. If there is a disagreement
about whether a person is required to withdraw, it is for:The Full Governing Body to make a decision prior to the
appointment of the Selection Panel.
The Selection Panel to make a decision once the process has
The Process
Governing Body/Director receives written resignation.
Full Governing Body Meeting
•Confirm Selection Panel Membership
•Review School ISR
With support from Director’s Representative(s) and Clerk
to the Governing Body.
First Selection Panel Meeting
•Agree Advert, Person Specification, Information Pack
and Set Dates.
With support from the Director’s Representative(s).
Second Selection Panel Meeting
With support from the Director’s Representative(s).
With support from the Director’s Representative(s).
Ratification Meeting
Governing Body confirms appointment.
Размер файла
246 Кб
Пожаловаться на содержимое документа