PREPARING FOR NPQH

1. PREPARING FOR NPQH

2. The Learn Together Partnership • Links the work of the Children’s Services in eight local authorities in our sub region • 8 partners are : - Liverpool,Knowsley,Halton,Sefton St Helens Wirral,Warrington and Cheshire • Supports a series of training events,networks and conferences • Each LA pays an annual contribution of £12,000 • LTP Coordinator (0.6) • There is a website www.learntogether.org

3. Preparing for NPQH • Attractions • Reservations. • Readiness • Action • Support

4. Intentions of the Session • To share the attractions, the reservations and the feelings associated with the potential for headship • To share information about the pathway to qualification • To consider readiness for application and to identify supporting evidence and next steps • To establish lines of communication for help and support

5. Intentions of the Session Within the context of leadership succession planning:- clarify the expectations and organisation of - the re-designed NPQH. - identify clear processes to lead and manage potential applications.- supporting progression towards NPQH completion.

6. Table Introductions • Name • School • Role and responsibilities • What excites you about the job ?

7. Authenticity “What works for one leader will not work for another. We think that those aspiring to leadership need to discover what it is about themselves that they can mobilise into a leadership context. They need to identify and deploy their own leadership assets” Goffee and Jones, 2008

8. Authenticity “I used to think there was a book about how to be a brilliant headteacher, in fact part of me still wishes there was; but I know now that if I am to be successful, I need to write the book myself. Maybe the exciting bit is the constant editing.” NPQH applicant - Sheffield

9. The Northern Partnership • The Centre for Educational Leadership (CEL) at The University of Manchester (Lead partner) • Carnegie Leaders in Learning Partnership at Leeds Metropolitan University • Teesside Business School at the University of Teesside • TNP delivers a range of leadership programmes

10. Background to Re-design of NPQH • Personalised. • Rigorous assessment linked to readiness. • Closeness to Headship. • Leadership experience in different context.

11. Revised model NPQH “Trainee headteachers” (4 to 12 months) Personal development plan created by participant and coach;supported by NCSL materials, peer learning and coaching for improvement Pre-entry stage Entry and development process Graduation process First headship Core leadership development provision Placement in another context NCSL seminars and master classes Research and policy Online activities Activities to stimulate interest in headship and help gauge readiness to apply Application supported by head - Online activities including 360° - Two day entry and development centre to assess motivation, capability and readiness Present portfolio of evidence - Panel assesses professional knowledge and understanding, leadership effectiveness and readiness for headship Coaching continues into headship - Links to headteacher performance management Additional leadership development activities Personalised and determined by development plan Available locally Underpinned by assessment framework and robust QA Coherent with other leadership development provision: masters level work Connected with performance management processes

12. Essential Elements • The redesign is a different model • For those motivated and ready to be a Headteacher within the next 4 - 12 months • Intended that the pilot trainees will be Heads by 2009 • Before assessment they are applicants not candidates • During assessment they are trainees not candidates • NPQH is a journey to Headship • Personalised and directed programme • Supported by rigorous assessment and experienced coaching

13. Are you ready for NPQH ? There is a self assessment diagnostic tool • Shaping the future • Leading learning and teaching • Developing self and working with others • Managing the organisation • Securing accountability • Strengthening community

14. Entry Stage - On Line Application • Readiness for Headship • Based on the 6 key areas for Headship – National Standards • Strong emphasis on Continuous Professional Development • 4 entry points per year • Evidence as the key – showing impact • Supporting statement from Headteacher or Line Manager

15. Entry Stage - Assessment and Development Centre • Two day face to face event • Completion of two on line self reflection activities prior to this • Engagement in 360 degree diagnostic process from others applicant works with including Headteacher • Range of assessment and development activities • Finish event with in depth interview with assessor • On completion begin personalised development stage as NPQH trainee Headteacher

16. Early issues arising • RAISE online – tracking progress; use of data. • Leadership styles & school contexts • Community engagement & multi agency • Coaching, delegation, holding accountable & empowering. • Vision & Strategy, including finance and curriculum. • Recruitment & performance • Self management & organisational skills. • Presenting to audiences, working with stakeholders

17. The Development Stage • 4-12 months • Regional introductory Day • Undertake placement in a different context – 5 to 20 days • Peer learning with other trainee Headteachers • Work based learning in current school or organisation • Attending National, regional and local events – seminars,conferences and masterclasses etc • One to one coaching upto 7 hours • Access to NCSL learning materials and research

18. Development Stage – The Challenges • Making the placement work – from both sides • Personalised v supported tracking • Maintaining a focus on necessary learning • Understanding the role of the coach

19. The Graduation Process • When you feel you are ready present your portfolio of evidence for graduate assessment • Panel interview with assessors including serving Heads • Essential Criteria: • credibility for headship • professional learning

20. Attractions and Reservations • What is the attraction? • What is stopping you?

21. Headship: The attractions, the reservations and the feelings. Individually: Take a look at yourself. (5 mins) As a pair: Exchange your thoughts. (Focus on the attractions at least as much as the reservations) (10 minutes) As a group: Identify some common questions, thoughts and feelings about the process. Be prepared to share with other groups

22. Preparing to make a successful application • Using the standards to inform application • Feedback from earlier assessment centres

23. The applicant perceptions Focussed and Fantastic development Motivating Stressful “complex, but productive” “several days of hard thinking.....” “the process was appropriate to the degree of self-knowledge needed for such a position...”

24. HELP! • Your family and friends • Your current HT and any others you know • Current, or prospective graduates • Your own personal and professional judgement • www.ncsl.org.uk

25. NCSL Rounds

26. With LTP Support

27. Learn Together Partnership • Panel will meet December 2 nd to view any submitted NPQH draft applications to them – these would need to be in to your L.A. Lead Officer by November 26 th latest • Individual feedback via the identified Local Authority Lead Officer • LTP group to organise a one day pre assessment series of support activities

28. Contacts • chris.wilkinson@knowsley.gov.uk • maureen.hints@liverpool.gov.uk • arthur.graley@halton.gov.uk • kgrice@warrington.gov.uk • pat.beatty@cs.sefton.gov.uk • suetalbot@wirral.gov.uk • rachaelrimmer@sthelens.gov.uk • www.ncsl.org.uk