The document provides information about the governor and headteacher appointment processes in schools. It discusses that governors are responsible for appointing heads and involved in appointing senior leadership teams. The headteacher appointment process begins well before an advertisement and involves reexamining the school's vision. A panel is appointed to lead the process. Similarly for SLT appointments, the head is involved and governors provide input. More details are given on creating job specifications and interviewing candidates. The role and responsibilities of governors, heads, and staff are outlined.

2. Governors are
• Responsible for appointing Heads
• Involved in appointing SLT

3. Why do governors get to appoint ?
• Employers
• Responsible for vision
• Strategic

4. Headteacher Appointment Process
• Starts way before the advertisement appears!
 Re-examine vision
 Decide the direction of travel
 Look at recruitment agency options
 Appoint a panel

5. SLT Appointment Process
• Head is involved
• GB with input from Head may want to re-
examine the present structure and see if fit for
purpose
• Head invites governors to be part of the panel

6. Headteacher Appointment
- in more detail

7. • GB may re-examine vision
• GB appoints panel
• GB decides if a recruitment agency is to
be appointed

9. • A Head is not just for Christmas!
• GB needs to be clear where it wants
the school to be in next 3-5 years
• The direction of travel and the
destination will inform the recruitment
process
 Need potential head to ‘buy in’

10. • Panel members have to be governors
 Staff Governors role
• Usually 5, odd number is best
• Panel delegated the appointment process
 GB ratification
• Recruitment agency advises/runs process:
 DOES not have a vote

12. • Person specification and the job specification
 Informed by Vision
• Essentials and desirables
• Advertisement
• Application pack
• Short listing process
• Interview process

13. Job Spec
 The Core Purpose of this Role is:
 Strategic Direction and Shaping the Future
 Leading Teaching and Learning
 Developing Self and Working with Others
 Managing the Organisation
 Securing Accountability
 Strengthening Community

14. Person Spec
Measured By Essential or Desirable
Experience
At least 3 year s as DH in
secondary school
A E
SLT experience in a post
16 setting
A D
Skills, Abilities and
Knowledge
Ability to further develop
the vision
A,I E
Personal Qualities
Values diversity A,I E
Education
Good honours degree A E
NPQH or LPSH A D

15. You’ve seen the ad, now
what?

16. • School tours. Do go along
 If not mentioned in Ad, ask for one!
• NOT an informal interview
• Chance to see the school
 Decide if you’d like to work there
 And inform interview prep
• Visit IS confidential

17. What would you look at while
going around the school?

18. • Make sure the school and the job is for you
• Ask questions if something is not clear
• Make sure your vision matches that of the
governors

20. • Ask for Application Pack
• Look carefully at the job spec and the person
spec.
• Don’t be put off if you don’t have one or more
of the Desirables
• Do pay particular attention to the Essentials

21. What should you look out for when
filling in the application?

22. • Take time over it
• Answer the questions!
 But look for an opportunity to tell your story
• Proof read it
• Then proof read it again!

23. •Person Spec
•Essentials
•Desirables

24. • Governors don’t want to waste your
or their time.
• Short listing means you have every
chance of getting the job.
• Internal candidates?!

26. • Various tasks to check for different strengths
 Data
 Finance
 Interaction with students
 Writing
 Presentation
 Learning walk
• Specific panel interviews ie
 Leadership and management
 Teaching and learning

28. • Presentation
• Full Panel Interview
Then:
• Panel deliberations
• GB meeting to ratify
• CoG contacts you and formally confirms
the job

29. What do you think of the interview
process?

31. First few months as Head
• You will use the first few months to
know your students, staff, parents
and discuss your plans
• Build up a relationship with the
governors
• GB is there to support you
• Mentor?

33. • Ask for feedback
• Don’t let it affect your confidence
• Use it as a learning exercise
• Growth mindset!

35. Stand out from the crowd!
• Make sure you know that school and its
context so governors can see you leading it
• Be prepared to answer the questions,
“Why this school?” and “If offered the job,
will you accept it?”
• Learn about budgets and budgeting
• Let them see you want the job. If they feel
you don’t want it then they probably won’t
want you.

36. Credits
 http://hdwallpaperspretty.com/baby-hands-
images.html
 https://www.etsy.com/ca/listing/233601940/polka-
dot-gloves-pink-lace-gloves-finger
 Stuart Miles at http://www.freedigitalphotos.net
 Ambro at http://www.freedigitalphotos.net

37. QUESTIONS