Effectiveness All leaders and governors Rigorous accountability for the Consider appointment of Head To develop and embed a shared of leadership pursue excellence in all of new leadership team Ex of School if Ex HT position view and understanding of – and Headteacher, Deputy continues otherwise advertise for leadership, accountability and the school’s activities and management this is demonstrated by Headteacher, Team Leaders & position of Deputy Head review across all levels of an uncompromising and School Business Manager. Teacher. leadership. To eliminate any variation as well as inter highly successful drive to Governing boards to understand Review the job description, maintain the highest school variation (SJS & SFS). the structure and scope of the structure and scope of EX HT levels of achievement and EX HT and DHT role and all Leadership Team personal development for all pupils over a sustained period of time. All subject leaders to drive To ensure staff at all levels More staff seen to take on Embed a culture that everyone forward and realise our exhibit leadership skills, and that leadership responsibilities as understands they have a leadership ambitious, collegiate vision middle/senior managers are evidenced through role to play in the school, and that which ensures all children and identified and developed to performance reviews they feel empowered within their staff excel support effective succession area of remit to make a difference. planning Performance management is highly effective in developing potential leaders as well as maintaining high performance standards. External mini to look at Actions from review placed in Reviews lead to continuous how well the school’s SDP. development, identification of Leadership Team is working to schools strength and areas to support and improve learning. develop. Evaluate the use of and All TAs have consistently high Review roles and contribution made by teaching expectations of all pupils. They responsibilities for TAs to adopt assistants: have the subject knowledge and across the school. clear about their role and enable pupils to make very good Ensure training budget is knowledgeable about the progress across all subjects. assigned for TA development pupils they support To extend our parental The school has highly successful To continue timetable for engagement work strategies for engaging with Parent Workshops. targeting increased parents to the benefit of pupils, including those who find working parental involvement in Review parental involvement in our school. with the school difficult. Annual the school and implement any questionnaire. actions required.
Effectiveness of leadership and management All leaders and governors pursue excellence in all of the school’s activities and this is demonstrated by an uncompromising and highly successful drive to maintain the highest levels of achievement and personal development for all pupils over a sustained period of time. Rigorous accountability for the new leadership team – Ex Headteacher, Deputy Headteacher, Team Leaders & School Business Manager. Consider appointment of Head of School if Ex HT position continues otherwise advertise for position of Deputy Head Teacher. To develop and embed a shared view and understanding of leadership, accountability and across all levels of leadership. To eliminate any variation as well as inter school variation (SJS & SFS). Governing boards to understand the structure and scope of the EX HT and DHT role Review the job description, structure and scope of EX HT and all Leadership Team All subject leaders to drive forward and realise our ambitious, collegiate vision which ensures all children and staff excel To ensure staff at all levels exhibit leadership skills, and that middle/senior managers are identified and developed to support effective succession planning More staff seen to take on leadership responsibilities as evidenced through performance reviews Embed a culture that everyone understands they have a leadership role to play in the school, and that they feel empowered within their area of remit to make a difference. Performance management is highly effective in developing potential leaders as well as maintaining high performance standards. External mini review to look at how well the school’s Leadership Team is working to support and improve learning. Actions from review placed in SDP. Reviews lead to continuous development, identification of schools strength and areas to develop. Evaluate the use of and contribution made by teaching assistants: clear about their role and knowledgeable about the pupils they support Review roles and responsibilities for TAs to adopt across the school. Ensure training budget is assigned for TA development All TAs have consistently high expectations of all pupils. They have the subject knowledge and enable pupils to make very good progress across all subjects. To extend our parental engagement work targeting increased parental involvement in our school. To continue timetable for Parent Workshops. Review parental involvement in the school and implement any actions required. The school has highly successful strategies for engaging with parents to the benefit of pupils, including those who find working with the school difficult. Annual questionnaire.
St-Joseph-Strategic-3-year-2017-to-2020.docx