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Gloucestershire vision Ensuring every child thrives and reaches their potential National challenges – local solutions Working in partnership Gloucestershire County Council is working in partnership with local organisations across the private, public and voluntary sectors to improve outcomes for all children and young people. One team – one focus, helping every child thrive and reach their potential pupil pupil 2020 Vision Report of the Teaching and Learning in 2020 Review Group 5 key drivers: Demographic Technological Environmental Economic Social pupil Personalised learning Professional teaching Networking collaboration Intelligent accountability pupil Making Good Progress Pilot School Improvement Partners Early Years Disciplined Innovation 14-19 Partnerships Succession Planning Success by Design packages pupil pupil 7 partnership elements 4 key levers Teaching and Learning in 2020 5 key drivers leadership building capacity We define moral purpose as a compelling drive to do right for and by students, serving them through professional behaviours that ‘raise the bar and narrow the gap’ and through so doing demonstrate an intent to learn with and from each other as we live together in this world. The G100 Communique Tomorrow’s Leaders Today “Succession Planning” GGA/LA October 1st 2007 The Succession Planning Challenge Global workforce trends Shifts in Education sector Key drivers at national, local and school level Demographics Percentage of teachers in each grade Heads 40 35 30 25 Deputies and Assistants Classroom and others Average age of first headship: • Primary 42 • Secondary 45 20 15 10 5 0 Under 25 Source: DFES 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60 and over Perceptions of headship Middle leaders Assistant/ Deputy Heads Job satisfaction New challenges Head teachers (decision to apply/ leave) Head teachers (general motivation) Dynamic role Make a difference Collegiality Governors support risks Shared values High standards ×Less pupil contact ×Stress ×Personal ×Less teaching priorities impact ×Administration ×Little on school ×Inspection/ ×Lack of challenge accountability ×Restricted ×Negative media image autonomy Re-advertisements 40% 35% 30% 25% Primary Secondary 20% Special 15% 10% 5% 0% 1997 1998 1999 2000 2001 2002 2003 2004 2005 Source: Hay • Trend increasing over time • Recent improvements for secondaries • Recent difficulties for specials ‘Hard to fill’ posts Likely factors • Location • Faith • Deprivation • Performance (at both ends of the spectrum) Possible factors • Urban location • Small schools Source: Hay Most hard to recruit schools are “average” • 75% of ‘hard to recruit’ primary vacancies are in community schools outside high cost Government Office Regions • We need a system-wide response not just a targeted one The ‘supply’ side 3,000 NPQH graduates seeking headship 47% already applied for headship 29% intend within 1 year 21% intend in over 1 year Their support requirements: Interview skills Mentoring Coaching Internships Our response – investing in local solutions Strategic response GB LA &c give good support more use of Trusts, Federati ons positive stories about headship paths to earlier leadership talented staff get on rapidly headship seen to be positive remodelled and distributed leadership talent and career management wider supply (e.g. bursars) improved ambition and quality more NPQH holders seek headship collaborative growing of leaders more women seek leadership adequate supply better recruitment in difficult areas more BME aspirants enough good leaders in the right places pensions support retention better retention fewer good HTs retire early Sustainable use of leaders by gnt & LAs governors’ recruitment effective & open better support from governors Diversity “We, the following organisations, agree to work together to increase the diversity of school leaders in order to make full use of the talents of all members of the workforce. Our first priorities will be gender and ethnicity. We will also consider disability, sexual orientation, age and religious belief.” National College for School Leadership, Training & Development Agency for Schools, General Teaching Council for England, London Centre for Leadership in Learning, National Union of Teachers, Association of Teachers and Lecturers, National Association of Head Teachers, Specialist Schools and Academies Trust, National Governors’ Association, the Church of England Education Service and the Catholic Education Service. GOVERNORS Vision to support enabling models of leadership PARENTS – I Opportunities to m speak & listen p r o NQT Identification of v career plan e d q u a l SUBJECT LEADER Curriculum i leadership of one t specific area of the y curriculum o f L e a r n i Debbie Innes – n ©September 2007 GREAT LEARNING LEADERS – Growing Leaders & capacity ASPIRANT LEADER SUPPORTING LEADER Opportunities for Business & International Placements Leading school based projects Creating capacity Opportunities to ‘Play with the train set’ SCHOOL LEADER SYSTEM LEADER Models of Successful school leadership Portfolio of System Leaders – increasing capacity PUPILS Improved quality of Learning…preparation for lifelong learning CURRICULUM LEADER/DEPARTMENT LEADER Team & curriculum leadership in one or more specific areas of the curriculum ADVANCED SKILLS TEACHER System Leadership of specific curriculum area Activity Aim: To promote the need for a local solution for Succession Planning & ensure the commitment of Governors. 5 minutes Using the placemat – place the cards in your envelope on the placement in the quadrant of the circle that you think is most appropriate 10minutes Discussion of areas where we are with Succession Planning 5 minutes Where next? http://www.ncsl.org.uk/mediastore/image2/tomorrowsleaderstoday/governersindex.htm Quick links Live now: David Bell asks for your views on work-life balance Recruiting head teachers and senior leaders (PDF, 316kb) Retaining school leaders: A guide to keeping talented leaders engaged (PDF, 266kb, 48 pages) Leadership succession - overview (PDF, 183kb) Turning heads (PDF, 291kb) Greenhouse schools (PDF, 280kb) NGA/NCSL discussion paper (PDF, 67kb) NGA conference letter (Word, 296kb) NGA presentation (Powerpoint, 2,264kb)