Appointing a Headteacher

• As soon as it is know that there is to be a vacancy the Governing Body should notify the Diocese and Local Authority (LA) at the same time and seek support and advice
• Governors are encouraged to informally discuss the appointment procedures with Diocesan and Local Authority Officers
• A date should be agreed for a specially convened meeting often called the ‘initial set up meeting’, at which the governors discuss the school’s requirements, appoint a panel to manage the process and agree the timescale for the appointment
• The membership of the panel should include at least one foundation governor
• All main categories of governor should be represented appropriately; but the panel should not be too large and have an ‘odd’ rather than ‘even’ number
• The panel is to shortlist, interview and if appropriate recommend an interviewee to the governing body for appointment.
• In a Voluntary Aided school, the governing body has to decide whether it should be a requirement of the job that the Head Teacher must be a member of the Church of England, or whether they wish a more general requirement for Christian commitment. The reasons for the decision should be minuted
• In a Voluntary Controlled or Foundation School, the governing body cannot require Church of England membership for the Head Teacher; but “regard may be had to [the candidate’s] ability and fitness to preserve and develop the religious character of the school”.
  
  

Timescale

The Appointment Panel will need to work ‘backwards’ when setting timescales because successful candidates need to give statutory notice as follows:

• By the end of October for appointments commencing in the spring term
• By the end of February for appointments commencing in the summer term
• By the end of May for appointments commencing in the autumn term
• For candidates who are serving Headteachers, an additional month’s notice is required
• Diocesan and LA advisors will give a general overview of the appointment process and the implications for governors then support you each step of the way. This will cover the appointment procedure; employment legislation; equal opportunity policy; confidentiality; safer recruitment guidance.

Tasks at the meeting

• Agree job description – models can be provided
• Discuss and agree person specification / selection criteria - The Job Description and Person Specification should include the Head Teacher’s strategic responsibility to preserve and develop the school’s religious character
• Agree salary range – the LA provide comparisons
• Decide how and where to advertise – wording, style
• Give consideration to timescales – for shortlisting; interviews; ratification of appointment
• Check when the advert needs to be with the LA
• At least 5 working days between closing date and shortlisting
• At least ten working days between short-listing and interview

Information pack to be sent to applicants

For example:

• A copy of the advertisement
• Letter from the Chair
• Information about the school
• Information about the LA
• Information about the diocese
• Details of the post
• Dates of the selection process
• Arrangements for pre-application visits to the school
• Application Form
• Job description
• Person specification
• Equal opportunities monitoring form
• Reference to safeguarding
• Any other information governors think would attract interested applicants to apply

Procedure

• Agree the composition of the appointment panel and the selection procedure. Ideally, those taking part should be available for the whole selection process

Following the above meeting

Chair of Governors to:

• Confirm advertisement wording with the LA
• Ensure agreed documentation is sent to the LA
• Confirm interview venue and arrangements
• Forward the letter from the Chair to the LA for inclusion in the pack
• Arrange for packs to be sent out on request
• Arrange for all applications received to be sent out to the appointments panel after the closing date
• Ensure that the diocese is kept fully informed at all stages

Shortlisting meeting

• Before the shortlisting meeting the appointments panel, LA and diocesan officers should be sent a copy of the job description, person specification and a copy of each candidate’s application
• The appointments panel should individually consider each application, the form and letter against the criteria agreed at the initial meeting
• The appointment panel agree confidentiality, equal opportunities and shortlisting procedure

• The appointment panel commence a first screening to rule out any candidates who do not meet the essential criteria.  Advice will be offered by the LA and Diocesan officers
• The panel will then consider all the other applications against the criteria and decide whether or not to produce a shortlist or re-advertise
• If a shortlist is produced, the appointment panel go on to finalise the selection procedure: tasks for interview day; areas of questioning; interview arrangements; use of references. Advice will be offered by the LA and Diocesan officers
• The panel will need to agree arrangements for shortlisted candidates to visit the school.  Usually the Chair of Governors or other delegated panel members oversees this. It often includes a tour of the school in action; meet pupils; opportunity for candidates to seek information

     

Inviting candidates for interview

• Normally the LA do this on behalf of the governing body and include arrangements for safeguarding and qualification checks
• The LA write to request confidential references
• The LA check for any reasonable adjustments required by candidates to allow them access for interview

Interview day

• Governors confirm arrangements for the day
• Decide how/if candidates will be ‘graded’ during the panel interviews and how these grades will be used
• The need for confidentiality and equal opportunities
• The questions and who will ask them
• Conduct during the interviews
• Following interviews, a discussion of the strengths and weaknesses of each candidate in turn in relation to the selection criteria
• A decision whether to appoint or re-advertise
• Conditionally offer post subject to ratification by full governing body
• Confirm start date and salary
• Decide how unsuccessful candidates will be told
• Full governing body meet to ratify the appointment
• Confirm the offer of appointment is subject to the usual checks
• Decide how the school community and parents will be told of the appointment
• Ensure that all notes, forms, letters and applications are given to the LA officer
• Agree feedback arrangements for unsuccessful candidates
• Governors agree induction arrangements and support for successful candidate