Federation - leading to academy status?

1. Federation - leading to academy status? Part One Philosophy and Values Part Two Process and Practicalities

2. So where did it all start…???

3. Change. If we accept that change is constant then: • If you don’t like change, you’re going to like irrelevance even less. • Change brings opportunity.

4. What does change bring? • Fear • Confusion • Anxiety • Worry • Anger • Insecurity Vulnerability

5. Confront the Brutal Facts…(Yet never lose faith.) ‘You must maintain unwavering faith that you can, and will, prevail in the end – regardless of difficulties. AND at the same time have the discipline to confront the most brutal facts of your current reality, whatever they might be.’ Jim Collins – Good to Great

6. It takes courage to be vulnerable. It takes discipline to improve.

7. ‘I define vulnerability as uncertainty, risk, and emotional exposure.’ ‘Vulnerability is based on mutuality and requires boundaries and trust.’ Brene Brown – Daring Greatly

8. Vulnerability is key… • ‘If you want a culture of creativity and innovation, where sensible risks are embraced… start by developing the ability of leaders to cultivate an openness to vulnerability in their teams. And this, paradoxically perhaps, requires first that they are vulnerable themselves.’

9. So what’s stopping the risk? • ‘The secret killer of innovation is shame. You can’t measure it, but it is there. That deep fear we all have of being wrong, of being belittled and of feeling less than, is what stops us taking the very risks required to move our organisations forward.’

10. Ofsted

18. Ofsted

23. First the who… then the what. • “Look, I don’t really know where we should take this bus. But I know this much: If we get the right people on the bus, the right people in the right seats, and the wrong people off the bus, then we’ll figure out how to take it someplace great.” • Jim Collins – Good to Great

24. The Process and Practicalities. • Part 2 (Hang in there… someone intelligent speaks in a minute.)

25. Federation Brief • Why federate? • Rationale – academy agenda, not going away… • Alternatives? • Who will it benefit? • Children • Staff • Governors • Other stakeholders • Progress • Work to date – aligning values, systems, processes, building relationships, identifying goals and roles within federation. • Learning to be done. • Next Steps - Additional schools multi-academy trust?

26. Timeline • Governors agree • Expression of interest • Professional ‘dating’ • Partner selection • Staff, parent, LA and Diocese consultancy

27. Timeline • Formal Notice of Intended Federation • Legalities and finance • Final Governance models • Leadership structure (Roles and Responsibilities) Completion. Next school? Optimum size? (Same again, but far fewer people and far more experience for the next school and so on…)

28. Winterbourne Valley VA CE First School Cerne Abbas VE CE First School Head of Federation (The HoF!) School Manager and Admin Business and Finance Manager Leader of Learning KS2 teacher Leader of Learning KS2 teacher KS1 Teacher KS1 Teacher EYFS Teacher EYFS Teacher SEND Leader 0.6 3 x TAs 3 x TAs Handy person – 20hrs 3 x LSAs 3 x LSAs

29. The Process and Practicalities: Governance – a new approach. • Barbara Southcott • Vice Chair of Governors at Cerne Abbas CE VC First School.

32. Governance is the management of an organisation such that its stated standards and ethos of practice are constantly maintained and, where possible, improved.

33. Confirm implementation of National and legal educational requirements by reviewing progress and standards in the school based on the Head teacher's reports and independent assessments. 2. Review financial management and resource use through appropriate sub committees. 3. Be involved in staff appointments and most disciplinary procedures. Take on (as individuals) responsibilities in specific areas (Numeracy, SEND, Literacy, IT Safeguarding, Community relations).

34. 5. Provide general support for the school, celebrate excellence, ensure a safe environment for the children (and staff), maintain morale and nurture Christian values. 6. Be constantly aware of changes in the National and local educational environment and devise future development for the federated schools.

35. Governance Structure Federation Governing Body Chair of Governors + Lead Governors + Head of Federation Leader of Learning KS2 teacher KS1 Teacher Local Governing Body Lead Locality Governor Leader of Learning 5 other governors (one faith representative) Local Governing Body Lead Locality Governor Leader of Learning 5 other governors (one faith representative) Local Governing Body Lead Locality Governor Leader of Learning 5 other governors EYFS Teacher 3 x TAs 3 x LSAs Standards Committee Finance Committee Standards Committee Finance Committee Standards Committee Finance Committee

36. 1. The model is simple. 2. lt provides appropriate groups for the management of both local and Federation issues. 3. Communication throughout is good because of the cascade of representation. 4. There is a rapid response forum. 5. The model can accommodate the addition of a third (or fourth) school

37. Thank you for listening.

38. www.cerneabbas.dorset.sch.uk 01300 341319 office@cerneabbas.dorset.sch.uk