Annual performance management procedures in Annually / as place required Review job descriptions on a regular basis, especially as trust grows SP4.3.2 Ensure lines of Lines of accountability Scheme of delegation published on accountability between addressed as part of the website 7/12/16 trustees and senior review of the SoD Terms of reference established for all members of staff Roles of both the the individual senior executives and 7/12/16 (centrally and in Principals and Bursars Groups groups schools) are clear and are established Chains of communication established transparent Annual performance All understand roles and Annually management procedures in responsibilities, confirmed by place performance management Lead Chair of Board Systems are in place to ensure information that comes to Board member sis manageable, allows the Board to have a clear view on how the school is progressing against its KPIs and enables to Board to support effective intervention SP4.4 MAINTAINING ADEQUATE RESOURCES CAPACITY SP4.4.1 To ensure SEE FINANCIAL PLANNING Annual plan (3 Central funding understood and effective financial AND POLICY FRAMEWORK year forecasts agreed management and Risk management ensures ensure that expenditure DoB&F appropriate spend on current pupils is targeted to provide and maintains adequate staffing to appropriate resourcing achieve excellence across all key stages SP4.4.2 To recruit Capacity assessment ongoing At 1 Growth of the Trust to 5 schools by additional schools drawn for growth primary phase 2017/18 and to 10 by 2019 from all phases and from Led by CEO and 1 MAT growth fund bid achieved Central teams secure and within a 40-minute drive positioned for growth secondary Trust website redesigned zone, with an overall aim Governance structure and phase school CEO training (Cranfield Business Primary to have 10 schools in the systems fit for growth, by 2017/18 School) completed recrutuitment led by Trust by 2019 retaining RSA distinctiveness EY&PCA Revised educational and commercial Flexibility to respond to KPIs intergeated into strategic plan reddicth pyramid Oct 17 following growth
Annual performance management procedures in place Review job descriptions on a regular basis, especially as trust grows Annually / as required SP4.3.2 Ensure lines of accountability between trustees and senior members of staff (centrally and in schools) are clear and transparent Lines of accountability addressed as part of the review of the SoD Roles of both the the Principals and Bursars Groups are established Annual performance management procedures in place Lead Chair of Board 7/12/16 7/12/16 Annually Scheme of delegation published on website Terms of reference established for all individual senior executives and groups Chains of communication established All understand roles and responsibilities, confirmed by performance management Systems are in place to ensure information that comes to Board member sis manageable, allows the Board to have a clear view on how the school is progressing against its KPIs and enables to Board to support effective intervention SP4.4 MAINTAINING ADEQUATE RESOURCES CAPACITY SP4.4.1 To ensure effective financial management and ensure that expenditure is targeted to provide appropriate resourcing across all key stages SEE FINANCIAL PLANNING AND POLICY FRAMEWORK DoB&F Annual plan (3 year forecasts Central funding understood and agreed Risk management ensures appropriate spend on current pupils and maintains adequate staffing to achieve excellence SP4.4.2 To recruit additional schools drawn from all phases and from within a 40-minute drive zone, with an overall aim to have 10 schools in the Trust by 2019 Capacity assessment ongoing for growth Central teams secure and positioned for growth Governance structure and systems fit for growth, retaining RSA distinctiveness Flexibility to respond to reddicth pyramid Led by CEO Primary recrutuitment led by EY&PCA At 1 primary phase and 1 secondary phase school by 2017/18 Growth of the Trust to 5 schools by 2017/18 and to 10 by 2019 MAT growth fund bid achieved Trust website redesigned CEO training (Cranfield Business School) completed Revised educational and commercial KPIs intergeated into strategic plan Oct 17 following growth
RRSAATstrategicdevelopmentandinvestmentplan2016.docx