How We Got Ourselves a New Head Teacher

8/3/2019 How We Got Ourselves a New Head Teacher

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How we got ourselves a new

Headteacher

A guide for the perplexed


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Get in there early

Its part of the duty of Governors to

concern themselves with the welfare of theHeadteacher, including their career

development.

So this should be a part of their PM routineand the subject of candid chats. Where

are they going after your school?


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Dont think this.(1)

I never want them to go.


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Why not?

One day they will have to go.

They will retire

They will change careers They will be so old they will wither away

before your eyes.


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Time

A Head is only there for a slice of time.

Time is NOT like a cake.

The School will be there after the Headhas gone, even if you are not, unless it isclosed down. Not a good outcome.


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Do think

I want my Headteacher to move on at theright time for them, and for the school.


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So make it happen

Encourage them to develop their skills

Keep talking

Make sure that they know that you willalways support them in their decision tomove on, whenever it happens.


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The benefits

Your Headteacher will give you as muchwarning as possible of their decision asthere will be a culture of openness.

The whole school will catch this cultureand staff movements will be untainted withsecrecy.

You will be prepared.


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The day dawneth

Your Headteacher tells you that they havedecided to leave.


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Dont think this.(2)

This is a disaster.


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Why?

Because it isnt. It is never bad news to lose

a Headteacher.

If they are a good Headteacher, then theywill have enriched the school, and they willhave left it better than when they arrived.

If they were a poor Headteacher, thenwhat are you moaning about?


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But what to do?

Get busy.

If the Headteacher has given you advancewarning, then seek their consent to sharethe news with a few Governors on aconfidential basis.

In that case, you have extra time to planthe steps you must take as soon as aformal resignation is received.


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Resignation Actions

The Headteacher will no doubt inform the staff ofthe school very soon after they give a letter ofresignation to the Chair of Governors.

This will mean that the news is in the publicdomain.

Chairs of Governors should seek supportimmediately from other Governors if they havenot already done so. It is dangerous to act alone.


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What to do about the Headteacher

Dont forget that they are there.

They should not actively participate in recruitinga successor, but their ideas should be listened

to. They are a useful barometer of staff concerns.

They will find it hard to make the change to

someone who is going. You owe them a duty ofcare.

Keep them informed.


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Dont think this.(3)

No-one must know.


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Why?

Because this is about as likely to work ascovering up the Eifel Tower.


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News Management

You should ensure that parents are aware thatthe resignation has taken place and thatGovernors are actively dealing with the matter of

securing a successor. Use the school newsletter.

Be positive. Use language of praise for theoutgoing Headteacher by all means, but ensureyou use words such as opportunity, taking

forwards, building on success, etc.


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News Management (2)

All Governors must be told as soon as possibleand the same message needs to go to them.

This is not spin. A new Headteacher will bring

you opportunities, will take you forwards(obviously) and will build on success.

The LEA must be told and should be asked tosupport the process.

A Press Release sounds like panic really andyou can rely on the Press to get it wrong.


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News Management (3)

Yes, this is important.

Parent Governors will be the conduit formost parental concerns. Make sure theyknow what is going on and are enthusedwith a positive outlook.

Make sure they come back to the Chair ofGovernors with any messages, good bador just plain mad.


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Call a Meeting

The next major task is to get Governorsworking to the end of appointing a newHeadteacher.

It is your responsibility. No-one else willtake the lead. Its no use waiting around.

So get them going


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Important decisions

The first thing to decide is whether theGovernors have the capacity to deal withthe appointment themselves, or whether

they wish to appoint recruitmentconsultants to do it.

The consultancy route is expensive, andwill disempower the Governors. But if theycant do it, its the only way.

So a skills audit is needed.


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If you appoint consultants

They will do (at most) what they say theywill do.

They will work best if you can properlyinstruct them in what you need.

This will involve Governors in a lot of workif it is done properly.

I dont have a lot to say about consultants

that is helpful, or even polite.


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Empowering yourselves

You can do this.

But you can only do it if you are preparedto work together and trust each other to dothings.

You must never be afraid to ask for help.

You must never be afraid to do the rightthing.


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Dont think this.(4)

We need someone just like the currentHeadteacher.


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Why?

When you appointed your currentHeadteacher, were they like they are now?

If they were, then you have failed themand they have failed you.

Marleys Ghost Moment. You areappointing a Head for the Future Schooland not the Past School.


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Getting outside help

You will need advice at various stages

You need to identify someone at the LEAwho will help. This might well be yourattached Inspector.

Your SIP is a key player. They know theschool as well as anyone.


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Get Governors to do things

A Group to work on the Job Descriptionand the Person Specification.

A Group to review the Vision of the Schooland to feed into the first Group.

A Group to work on an advertisement, thewording of which should be informed by

the above, but not dictated by it.

A Group to set up a website.


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Job Description and PersonSpecification

Capture the essence of the schoolsHeadteacher needs and update the Heads JobDescription. Think forwards.

Prepare a Person Specification to match. This is

a vital document and should not just be a wishlist.

These tasks are related and should involve aGroup of Governors. Remember that your

thinking may well be infused with where you arenow rather than where you will want to be. Be prepared to be flexible.


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Vision

This is a really important task, but is extremelydifficult. Your school Vision, on paper, will bestale unless you keep it up to date. Even then itwill reflect where you are currently heading.

There is even a chance you may not be able tofind it.

So play with it and think about the challenges

ahead. Again, be prepared to be flexible as yourideal Headteacher will certainly have a betterVision for your school than you can imagine.


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Advertisement

There is only one place to advertise and itis not Loot.

But the TES are really rather greedy.

Think about what you want from youradvertisement.


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Advertisement

All TES adverts now go on their website,so do a search in their Jobs section forHeadteachers in your sector. The more

there are, the more your advert will haveto stand out.

For Primary Headteachers, you should

weigh up whether a Headhunter will becheaper than advertising.


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Advertisement

Do some research. Call some of theschools who advertised a couple of weeksago and see whether their letterboxes are

full of applications. Bear in mind that mostapplications arrive within a few days of thedeadline.

Steal other peoples ideas. What looksgood?


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Dont think this.(5)

We must follow the trends in advertisingour vacancy.


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Why?

Most adverts are dull and boring. They say thatthe job is exciting and challenging, but they sayit with a leaden voice.

They use all the jargon. So you know it? They say too much. You need three or four

simple messages and a link to your website.

Be honest and stress the challenges. Thatswhat good Headteacher want. They dont need a

job in Dullsville, Tennessee.


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The Website

If you do this properly, it will save you awhole load of hassle.

Your website should contain links todownload all of the key documents.


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The key Documents

A letter from the Chair of Governors. The Schools Vision Statement The Job Description The Person Specification The School brochure

The School Profile The last OFSTED Report (and if it is old something like it but recent) The Advertisement text. The application form (dont forget this). Maps, pictures (try Google Earth), directions.

Links to the School website, the LEA and other local sites. Instructions


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The Website

The website should make it clear that all ofthe Key Documents are available fordownload.

The website should encourage emailapplications. This will save a lot ofscanning and copying.

The website should have a dedicatedemail address for the application, whichcan divert to the school office.


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The Website

Your ICT Department will leap at the chance todo your website. They should have the skills.

Make sure that the design is consistent with the

school website. Make sure it does what it should do by testing it.

Check every link.

The documents should all be in easy formats(pdfs or Word).

There should be nice pictures.


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Getting the Advertisement in

Choose your advertisement time if youcan. It may be better to wait.

In TES Advertisements, they go on theirweb pages a few days before paperpublication. Make sure your website is liveby the Tuesday before publication.


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Dont think this.(6)

Now the advertisements in, lets sit back

and wait.


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Why?

Because you need to get on withdesigning your shortlisting event and thefinal selection procedures.


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Shortlisting

This is very important.

Or is it?

You should treat it as an elimination

process rather than as an exercise indrooling.

You need to identify the nutters, the

people who send their applications toevery school in the country, and thecandidates who are not ready yet.


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Shortlisting

You need to have decided who will do theshortlisting at the initial Governors

meeting.

They should be assisted by the SIP or anLEA representative or both.


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Shortlisting

The criteria for shortlisting should reflectthe Person Specification. This is yourmain recruitment document and you will

return to it time and time again. Ensure that all shortlisters have the papers

in advance.

Allow enough time to go through andanalyse the applications.


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Shortlisting

The best applications will:

Demonstrate an appropriate and wellargued match with the Person

Specification. Evidence assertions.

Be literate.

Have no warning signs.Youll be surprised how few meet these

elementary requirements.


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Dont think this.(7)

They look really nice, does it really matterabout this or that in the PersonSpecification?


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Why?

If you have got your Person Specificationso wrong as that, it really is back toSquare 1.


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Do the homework

Check the websites of the schools yourapplicants come from. Do they look as if theyare coming from a well organised school? Readthe newsletters. Your applicant should get a few

mentions as a high-profile member of staff. Check the OFSTED reports for the School. Look

at the Leadership & Management section.

Check the CVA and recent results trends.

Try Googling the names. Always fun, sometimesrevealing.


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Warning Signs

People who have left their previous employ without anyobvious explanation.

People with embarrassing gaps in their history. People who use very emotive language. Never confuse

passion for education with being a crackpot. People who are so boring you start thinking about

something else. People who repeat the same phrases over and over

again.

People whose applications contain contradictions. People whose applications could be recycled with anyone of a zillion schools names where yours is.

People who just cant write for toffee.


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How to shortlist

Use a 1-4 numbering system for eachcriterion from the Person Specification.

1 = Does not meet

2 = Meets

3 = Exceeds

4 = Significantly exceeds


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How to shortlist

All shortlisters should be consistent withthemselves at least. A spreadsheet grid is agood tool for this.

Personal knowledge is likely to come into it, but

you should really shortlist on the basis of whatyou can see. If someone has a disability, then they should be

shortlisted if they meet all of the criteria.

With other candidates, you can decide howmany of those who meet the criteria should beshortlisted.


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How many to shortlist

More than 1 (or its back to Square 1)

No more than 8 (or its going to be a mad

mad selection process).


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Dont think this.(6)

We must appoint someone.