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Introducing Foundation Governors
*These notes relate especially to headteacher appointments. See end paragraph for Deputy Headteacher Appointments
The appointment of a new Headteacher can be one of the most daunting responsibilities a Governing Body faces. In recognition of this both the Diocese and Local Education Authority place a very high priority in providing detailed and continuous support throughout the process.
The Chair of Governors is advised to get in touch with the Diocesan Director of Education and Training as soon as it is known that a new appointment will be needed.
Governors of Voluntary Aided schools should check that they have accorded to the Chief Education Officer of the LEA 'advisory rights'. This entitles an officer of the LEA and the Diocesan Director of Education to attend all proceedings in relation to appointments.
Detailed guidance will be offered when required. There are, however, usually four stages in making an appointment.
Stage One: Preparation
An appointment timetable will have to be drawn up. Regard to resignation deadlines will be important.
Consideration by the whole Governing Body both of the process and the priorities in making an appointment. The school's Personnel Adviser as well as Diocesan and LEA Officers can offer support. This is the time to consider what sort of leader the school will be seeking at this time.
In a Church school it is important to consider what emphasis will be put on the importance of fostering the school's Christian ethos and whether a candidate with Christian commitment will be sought.
See Staff Appointments, Christian Leadership section.
The task of drafting the job description, person specification, school profile and advertisement will be addressed. The Diocese can, on request, provide a page "The Diocese of Ely and Church Schools" for inclusion in a School Profile booklet. Careful drafting of these documents is important since they will help an applicant to decide whether to apply and how to present his/her experience and views.
An Interview Panel will be appointed to shortlist, interview and recommend a candidate to the Governing Body for appointment. At a Voluntary Aided School, delegated authority to appoint may be granted to the Panel, though it is usually better for the whole Governing Body to make the appointment.
The panel should consist of an odd number of governors (three is the minimum; five is often the optimum). It should include Foundation Governor representation.At a Voluntary Aided school, the Panel may contain a majority of Foundation Governors (reflecting the balance of the overall Governing Body).
Stage Two: Shortlisting
Following national advertisement, the Panel meets to long/shortlist candidates for interview. Longlisting is only necessary if there is a very large field indeed. If there are insufficient candidates of the required calibre to justify holding interviews the Panel will want to decide whether to recommend to governors re-advertisement, or the appointment of an acting headteacher, or some other arrangement.
Before a date for shortlisting is finalised, consultation with Diocesan and LEA Officers is vital since their attendance is very important indeed.
Arrangements will be considered to allow shortlisted candidates to visit the school prior to interview.
Stage Three: Interviewing and Appointing
There are several formats that can be adopted. The Interviews will often be conducted over two days. Typically the first day will contain a number of activities and the second a more formal interview with the whole Interview Panel and Advisers.
The whole process should include a range of activities. These may include: Informal small panel Interview/Discussions on an aspect of Leadership (eg. Ethos and Community; Management and Personnel; Curriculum Development); a Pupil Involvement exercise; a Presentation; a Candidate Panel Discussion; an In-Tray Exercise; a Psychometric Exercise. Governors other than Panel members may be involved. Feedback should be offered to the Panel to enable them to prepare appropriate questions and areas for examination in the final formal interview.
Earliest consultation with the Diocese over interview dates is essential.
An planning the format and content of interviews regard should be had to equality of opportunity for all invited candidates (especially when there is an internal candidate).
An assessment grid could be provided in advance for members of the interview panel to record candidates answers. In preparing questions and the grid, reference should be made to the requirements originally set out in the person specification.
A clear statement that if offered the post they would accept, should be sought from each candidate at the conclusion of the formal interview (together with a contact telephone number).
Stage Four: The Appointment
Unless the Panel has been given delegated powers, the full Governing Body should meet as soon as practicable after the Panel has agreed its recommendation.
The Chair should inform the successful candidate as soon as the appointment has been agreed.
It is a courtesy also to contact unsuccessful candidates personally. An offer of detailed feedback from the LEA Officer and/or Diocesan Officer can usually be made.
Governors should always be aware that it is far better to make no permanent appointment than to appoint an unsuitable person.
Appointing a new Deputy Headteacher
Most of the above applies. However, the interview process itself, can be simplified. Due regard to the role of the Headteacher in the process and also to the likelihood of an internal candidate will be important.
Please contact the Schools RE Adviser once it is known that a new deputy headteacher appointment will be made, in order to establish optimum diary dates for shortlisting and interviews.
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