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Blackburn Diocese November 9th Alan Sieber

Governors make the Difference. Blackburn Diocese November 9th Alan Sieber. The challenge is primarily demographic. Source: DfES Analytic Services Teacher Flows 2007. Deputy. Middle Leader. 91. Differing views. Head s are positive about their role….

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Blackburn Diocese November 9th Alan Sieber

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  1. Governors make the Difference Blackburn Diocese November 9th Alan Sieber

  2. The challenge is primarily demographic Source: DfES Analytic Services Teacher Flows 2007

  3. Deputy • Middle Leader 91 Differing views Head s are positive about their role… … but prospective leaders often have negative perceptions. Top 7 reasons for not wanting to be head, % % 91 91 90 Stress Personal commitments Less pupil contact Less teaching involvement Not an ambition Admin demands 40.0 Inspection/ accountability 13.6 14.3 Enjoy role Confident Respected Source: MORI; Teacher Workload Survey; RBA; stakeholder interviews

  4. AT CURRENT RATES, ONLY A SMALL PORTION OF MIDDLE LEADERS WILL BECOME HEAD TEACHERS • 100 • Middle • Leaders • 10 Heads Convert Graduate Ambition • 43% of NPQH graduates are head teachers within 5 years • 84% of candidates graduate • 28% of middle leaders plan to take NPQH Source: MORI “State of School Leadership” Survey Results (RR633); NCSL research (not in public domain)

  5. Heads 33 15.9 5-6 5.1 Deputies 15.4 5-6 5.2 45 Understanding the Recruitment Market: The Recruitment Pipeline Requests for Information Applications Shortlisted Interviewed Secondary Leadership Posts, England & Wales, 2006/07 Source: EDS, June 2007 updated from 2008/9 survey by EDS for NAHT/ASCL

  6. Heads <20 4.8 3.2 2.7 Deputies 7.6 3.5 3.1 <20 Understanding the Recruitment Market: The recruitment pipeline Requests for Information Applications Shortlisted Interviewed Primary Leadership Posts, England & Wales, 2006/07 Source: EDS, June 2007 –updated from 2008/9 survey by EDS for NAHT/ASCL

  7. What does your next headteacher look like? Male? Aged between 35 and 45? White? Dressed by M&S? Middle Class?

  8. .. and after several years of getting worse, secondary re-advertisements are starting to reduce again. Source: Howson - An annual report on senior staff appointments and re-advertisements – 23rd annual report published January 2008

  9. Re-advertisement Rates Source: Education Data Surveys Annual Extract to National College of Schools in England

  10. Context How often is leadership succession planning discussed at your governing body meetings? 30 27 25 25 23 22 20 Percentage of respondents (%) 15 10 5 3 0 Never Less frequently Approximately More often than Don't know/ than once per once per year once per year would not like to Unweighted base=859 year say More than one-half of chairs of governors (52%) either never discuss or discuss leadership succession planning less frequently than once per year.

  11. Context Is your school prepared for the succession of the current headteacher? 45 40 40 35 30 27 25 25 Percentage of respondents (%) 20 15 10 7 5 0 0 Yes, we have Yes, we have No, we have not No, we have no I have no detailed plans in some plans in thought about it need to prepare opinion/ I don't place place at the moment know Unweighted base=852 65% of chairs indicated that their school is not prepared for the succession of the current headteacher

  12. Leadership Succession requires in the short term -retention of existing headteachers -alternative models of leadership -increasing the supply of quality candidates Beyond the immediate crisis leadership succession requires a culture of distributed leadership and leadership development throughout the profession.

  13. Country faces a shortage of high quality candidates for headship The situation is particularly acute in primary schools Potential consequences for quality of education in our schools are very serious Tackling this issue requires a concerted and united effort by all of us Short-term imperative but also medium-term agenda The Rochdale Challenge

  14. Table discussion; 1-How far is your governing body engaged with Leadership Succession? 2-What have you learnt so far from trying to respond to the challenges of planning for succession? (3-Is your interest in Leadership Succession focussed on the position of the head teacher or on the workforce as a whole?) 4-How does the emphasis on flexibility and collaboration sit with the current approach of your governing body? 5-What would help you to face the challenges of planning for succession more confidently?

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