Survey Partners
Managing Staff Support Services in Education
Survey Report 2017
Human Resources Retention Payroll
Training Performance
Recruitment Development Contents
The Survey 3 Survey Methodology and Respondents Profile 4 Key Findings 5 Conclusion 13 Appendix 1: Full Survey Questions 15 Appendix 2: Participating Organisations 22
Acknowledgements
The survey team at iGov Survey would like to take this opportunity to thank all of those who were kind enough to take part - and especially to those who found the time to offer additional insight through their extra comments. We would also like to thank our partner, Selima, for their assistance in compiling the survey questions, scrutinising the responses and analysing the results.
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To contact the iGov Survey team: Email: [email protected] Tel: 0845 094 9567 Address: FAO Sandra Peet, Ingenium IDS Ltd, Mansion House, Wellington Road South, Stockport, Cheshire, SK1 3UA
Page 2 of 23 Managing Staff Support Services in Education 2017 The Survey
Ensuring staff members are fully supported in schools and colleges across the UK is crucial. Not only must they ensure that the correct people with the necessary skills are hired, but as competitiveness between education institutions to recruit and retain the best candidates grows, they must also ensure that experienced staff remain in post.
The growing strain on budgets and staffing requirements present a further headache for today's education leaders. According to a recent study by the National Association of Head Teachers (NAHT)1, 72% of schools fear their budgets will be unsustainable by 2019, and cite increasing payroll costs as a major contributing factor.
Furthermore, the report follows an announcement that revealed roughly 20% extra teachers will need to be recruited as examiners by 2019 as a result of rising student numbers and changes to qualifications2.
This raises a key challenge - with teachers under increasing pressure to deliver large workloads, it is now more important than ever that schools and colleges ensure their staff are fully supported and their needs are met.
In light of these challenges, iGov Survey have partnered with Selima, a leading developer of HR and payroll software, to examine how schools and colleges are supporting their staff. It considered: • how schools and colleges currently manage their HR and payroll functions; • the level of access to support services available to staff members; and • the strategies they employ for staff recruitment and retention
1 The National Association of Head Teachers (2017), ‘Breaking Point: A report of the school funding crisis in 2016/17’ [Online]. Accessed at: http://www.naht.org.uk/welcome/news-and-media/key-topics/funding/breaking-point-a-report-of-the-school-funding-crisis-in-2016-17/ (page visited on 26th January 2017)
2 Burns, J (2017) ‘Thousands of teachers needed to mark new GCSEs and A-Levels, says report’ [Online]. Accessed at: http:// www.bbc.co.uk/news/education-38689915 (page visited 26th January 2017) Page 3 of 23 Managing Staff Support Services in Education 2017 Survey Methodology and Respondents Profile
This survey was conducted by iGov Survey in partnership with Selima. The project ran from Monday 10th October to Monday 7th November 2016.
Survey respondents represented a broad cross-section of roles across schools, colleges of further education and multi-academy trusts. This included: Administration and HR Manager, Assistant Bursar (Business & Finance), Assistant Principal for Human Resources, Bursar, Business Director, Business Support Manager, Chief Operating Officer, Deputy Head, Director of Business & Finance, Director of Continuous Improvement, Director of Finance and Operations, Director of HR, Executive Headteacher, Finance and Business Director, Group Director HR and OD, Group Human Resources Operations Manager, Head of Human Resources & Legal Services, Head of ICT Department, Head of Information Systems, Headmistress, HR & Payroll Manager, HR & Recruitment Manager, Human Resources Adviser, Personnel Officer APT&C, Principal and Chief Executive, Resources Director, School Manager, Senior Deputy Head, and Support Services Co-ordinator.
212 individuals from 202 unique organisations participated in the survey, each of whom will have received a complimentary copy of the findings report. There was no inducement to take part in the survey, and Selima was not introduced as the survey partner.
The results displayed throughout this report are based on those who fully completed the questionnaire and are displayed as a percentage of this group, unless explicitly stated otherwise.
FIGURE 1: Sector Breakdown (%) 24% Colleges of Further Education 40% Multi-Academy Trusts 3% Independent Schools Primary Schools 15% Secondary Schools
18%
Page 4 of 23 Managing Staff Support Services in Education 2017 Key Findings
99% of survey participants believe that keeping comprehensive staff records is important
This includes information such as absence data, training and qualifications. There were no participants in our study who disagreed with this statement. While this is perhaps not surprising given the importance of ensuring education staff are fully trained and productive, it is good to see an overall recognition of the vital requirement for data.
FIGURE 2: To what extent do you agree with the following 1% statement: It is important for us to keep comprehensive records of staff such as absence information, training and qualifications. 26%
Strongly agree Agree Neutral Disagree 73% Strongly disagree
However, while many acknowledge the importance of data collection, the management of data can present problems. Over half of our participants (54%) told us that they are faced with a challenge to ensure staff data is accurate and up-to-date within their payroll solution, and 45% struggle to prevent or limit the effect of human error. Further challenges include avoiding the duplication of data (25%), providing data in the right format (21%) and accessing the historical payroll data (21%).
FIGURE 3: In terms of your payroll solution, which areas in the following list do you believe present a challenge for your school or college? Please tick all that apply.
Ensuring staff data is accurate and up-to-date Providing data in the right format Avoiding the duplication of data
Preventing or limiting the effects of human error Accessing historical payroll data Providing staff access to payslips
Other - please specify
Don’t know
0% 15% 30% 45% 60% Page 5 of 23 Managing Staff Support Services in Education 2017 Over a third (38%) of participants find it takes over eight hours a month to collate and provide the necessary data to payroll
A further 28% told us that they spend between four and eight hours collating and providing the data, including staff hours, pay changes and expenses claims. The long periods of time being spent on this task could be associated with the way in which HR records are being stored.
Two-thirds (66%) told us they use a combination approach to storing their date, which sees records stored via paper, spreadsheets, database software and HR software. The variety of locations may account for the time delays, as data must be pulled from numerous locations before it can be provided.
FIGURE 4: On average, how much time is spent per month by your department collating data to provide to payroll such as staff hours, pay changes and expenses claims?
Less than 4 hours per month
4 to 8 hours per month
8 to 16 hours per month
More than 16 hours per month
Other - please specify
Don’t know
0% 10% 20% 30%
FIGURE 5: How does your school or college store its HR records?
Paper-based software
Spreadsheets
Database software
HR software
A combination of above
Other - please specify
Don’t know
0% 14% 28% 42% 56% 70%
Page 6 of 23 Managing Staff Support Services in Education 2017 In contrast, the most common approach to providing a payroll function is via a third- party provider (36%). This is closely followed by those who manage the function in-house (33%), and those whose payroll is managed by their local authority (27%).
FIGURE 6: How is your payroll function managed within your school or college?
Payroll is managed in-house
Payroll is managed by a third- party provider
Payroll is managed by our local authority
Other - please specify
Don’t know
0% 8% 16% 24% 32% 40%
Page 7 of 23 Managing Staff Support Services in Education 2017 The most common staffing challenge across our participants is recruitment and retention issues (53%)
This is closely followed by 41% who found difficulties in managing change, and just under a third (32%) who have identified a key skills gap within their organisation.
FIGURE 7: In your opinion, what are the biggest staffing challenges facing your school or college? Please tick all that apply.
Key skills gap
Lack of effective management
Low employee management
Recruitment and retention issues Lack of clear guidance and Human Resource (HR) policies Poor performance management
Employee relation issues
Managing change
High levels of absence
Other - please specify
Don’t know
0% 15% 30% 45% 60%
Given the common issue of recruitment and retention, it is perhaps not surprising to see that the strategies taken to combat this are varied. When asked what they felt were the key factors to staff retention, the majority of participants (89%) felt that investing in training to develop new skills was the top contributing factor.
Two-thirds (66%) also feel that enhancing roles and responsibility played a role, and 58% felt flexible working was also key. Interesting, all these issues came ahead of rewarding high achievers by linking an element of pay to performance (53%) and increasing the basic rate of pay where possible (52%).
Page 8 of 23 Managing Staff Support Services in Education 2017 FIGURE 8: What do you believe are the key factors that contribute to staff retention? Please tick all that apply.
Increasing basic pay where possible Rewarding high achievers by linking an element of pay to performance Incentivising staff via a benefits package (exc. pay)
Enhancing role and responsibilities
Investing in training to develop new skills
Flexible working
1:1 contact time with their manager for reviews, catch-ups and mentoring
Other - please specify
0% 15% 30% 45% 60% 75% 90% However, despite an awareness of the importance of training and development, many organisations are not offering development opportunities organisation wide to assist recruitment and retention figures. Just over half (58%) told us that their organisation currently offered programmes such as this, whilst a further 24% state that staff members can request assistance with development opportunities but it is not offered as standard.
FIGURE 9: What do you believe are the key factors that contribute to staff retention? Please tick all that apply.
Development opportunities are offered organisation wide
Development opportunities are offered to a proportion of staff Staff are able to request assistance with development, but it is not offered as standard
Development opportunities are not offered
Other - please specify
Don’t know
0% 12% 24% 36% 48% 60% Page 9 of 23 Managing Staff Support Services in Education 2017 Most schools and colleges manage their HR solely in-house (54%)
By quite a margin, the second most common method of HR provision was via the institution’s local authority (19%), with third-party providers coming a close third (13%).
14% FIGURE 10: How does your institution currently manage HR?
HR is managed solely in-house 19% We use a third-party HR provider 54% Our HR is managed by our local authority Other
13%
When thinking about the functions that a HR solution provides, the most common was the ability to track start and leave dates of staff (84%), followed closely by a centralised database of staff records and the tracking of sickness (82%). Numbers dropped quite significantly amongst those who can report on absence trends (66%), despite the higher level of participants who track sickness.
In fact, many are not prioritising data analysis within their HR solution, with just 55% able to extract and analyse employee data, and 39% who can monitor training requests and outcomes.
FIGURE 11: Which of the following does your HR solution offer? Please tick all that apply.
Centralised database of staff records
Ability to track start and leave dates of staff
Tracking of sickness
Management of holiday requests
Ability to report on absence trends A portal or site to be used by staff (i.e. for managing leave, sickness, personal information)
Employee performance reviews
0% 18% 36% 54% 72% 90%
Page 10 of 23 Managing Staff Support Services in Education 2017 FIGURE 11: continued…
Ability to extract and analyse employee data
Handle staff complaints and requests
Monitor training requests and outcomes
Other - please specify
0% 12% 24% 36% 48% 60%
Surprisingly, just 36% state that all staff members within their organisation can access their HR solution to complete tasks such as requesting leave or updating personal details. Of those who don’t offer this to staff, a further 38% felt it would benefit their organisation.
FIGURE 12: In your school or college, are all staff members 2% currently able to access your HR solution to complete tasks such as requesting leave or updating their personal details? 36% Yes No Don't know 62%
The most common processes staff members can complete – amongst the group that allow their staff access to their HR solution – are requesting leave (86%) and amending personal details (81%). Over half (58%) are able to request additional training, again reinforcing the importance of personal development across the sector.
FIGURE 13: Which of the following tasks are staff members able to complete? Please tick all that apply.
Request leave
Amend personal details
File a complaint
Review sickness incidents
0% 18% 36% 54% 72% 90% Page 11 of 23 Managing Staff Support Services in Education 2017 FIGURE 13: continued…
Request additional training
Review employment contracts
Other - please specify
Don’t know
0% 12% 24% 36% 48% 60%
Page 12 of 23 Managing Staff Support Services in Education 2017 Conclusion by Wayne Blakemore, Chief Executive Officer at Selima
The survey identified a range of operational challenges in managing staff support services that were surprisingly common amongst our participants.
Whilst nearly all participants strongly agreed that it is important to keep comprehensive centralised records of staff and their employment, over half reported issues in ensuring that this data was up to date and accurate which, in turn, affects the quality of data sent to payroll. Nearly half of respondents reported challenges preventing errors in payroll, which paints a picture that paying staff accurately is an issue for many schools.
Being paid on time and accurately is a fundamental expectation of all members of staff so getting this right can be a boost for staff motivation and retention. A school’s payroll has to cater for complex employment terms and conditions, pension schemes and various adjustments to pay, all of which present a big admin challenge.
Getting staff pay right comes at a price with only 19% of participants reporting it takes less than 4 hours per month to collate data to send to payroll. Nearly half of the participants say they are investing up to 8 or even 16 hours of staff time per month to process data ready to feed into payroll with 18% reporting they spend more than 16 hours per month. That’s a lot of staff time and therefore money spent collating data and number crunching to feed payroll.
Whilst a reasonable proportion of participants have some form of HR software in place, a surprisingly high number of respondents (66%) also rely on spreadsheets and paper as part of their staff records system. This suggests that many HR software solutions in use have functionality gaps that need to be plugged by other means, which degrade the effectiveness of the overall solution.
The survey showed mixed results on employee engagement with the majority of respondents saying their staff did not have access to an employee portal for tasks like holiday requests, updating their personal profile, training requests, documents and so on. This implies many schools are relying on paper/manual processes for employee HR interaction when the technology is available to deliver comprehensive employee engagement portal functionality from the cloud to any device with automated approval workflows.
Page 13 of 23 Managing Staff Support Services in Education 2017 About Selima
Established for over 25 years, Selima is a leading developer and supplier of software and managed payroll services. We offer a comprehensive HR software and employee engagement solution tailor-made for the specific requirements of schools with their teaching and non-teaching staff. This eliminates the need for spreadsheets, paper and manual processes.
Selima’s powerful HR solution for schools will also reduce the staff hours taken to collate and process data to feed payroll plus improve payroll accuracy to keep everybody happy. Selima also offer a joined-up payroll bureau service to manage the payroll process.
Page 14 of 23 Managing Staff Support Services in Education 2017 Appendix 1: Full Survey Questions
Question: In your opinion, what are the biggest staffing challenges facing your school or college? Please tick all that apply.
Answer Percent
Key skills gaps 32%
Lack of effective management 17%
Low employee engagement 18%
Recruitment and retention issues 53%
Lack of clear guidance and Human Resource (HR) policies 7%
Poor performance management 19%
Employee relations issues 10%
Managing change 41%
High levels of absence 22%
Other - please specify 13%
Don’t know 1%
Question: How does your institution currently manage HR?
Answer Percent
HR is managed solely in-house 54%
We use a third-party HR service provider 13%
Our HR function is managed by our local authority 19%
Other - please specify 14%
Question: Which of the following does your HR solution offer? Please tick all that apply.
Answer Percent
Centralised database of staff records 82%
Ability to track start and leave dates of staff 84%
Tracking of sickness 82%
Management of holiday requests 55%
Ability to report on absence trends 66%
A portal or site to be used by staff (i.e. for managing leave, sickness, personal information) 42%
Employee performance reviews 46%
Ability to extract and analyse employee data 55%
Handle staff complaints and requests 48%
Monitor training requests and outcomes 39%
Other - please specify 9%
Page 15 of 23 Managing Staff Support Services in Education 2017 Question: In your school or college, are all staff members currently able to access your HR solution to complete tasks such as requesting leave or updating their personal details?
Answer Percent
Yes 36%
No 62%
Don’t know 2%
Question: Which of the following tasks are staff members able to complete? Please tick all that apply.
Answer Percent
Request leave 86%
Amend personal details 81%
File a complaint 38%
Review sickness incidents 57%
Request additional training 58%
Review employment contracts 42%
Other - please specify 10%
Don’t know 1%
Question: From where are staff members able to access this solution? Please tick all that apply.
Answer Percent
Computers connected to our network 79%
Mobile devices connected to our network and used for work purposes 45%
Mobile devices outside of our network 31%
Other - please specify 21%
Don’t know 3%
Question: Is this something you feel would benefit your organisation and its staff?
Answer Percent
Yes 38%
No 42%
Don't know 20%
Page 16 of 23 Managing Staff Support Services in Education 2017 Grid Question: With regards to staff data, which of the following types of information does your school or college currently collect or plan to collect in the future? Demographic information (such as name, gender, age, etc)
Answer Percent
Currently collect 94%
Plan to collect 6%
Employment information (such as start date, hours worked, hourly pay, etc)
Answer Percent
Currently collect 99%
Plan to collect 1%
Training and development
Answer Percent
Currently collect 88%
Plan to collect 12%
Performance reviews/ 1:1s
Answer Percent
Currently collect 90%
Plan to collect 10%
Absence data, including illness
Answer Percent
Currently collect 99%
Plan to collect 1%
Staff complaints
Answer Percent
Currently collect 80%
Plan to collect 20%
Career history
Answer Percent
Currently collect 81%
Plan to collect 19%
Page 17 of 23 Managing Staff Support Services in Education 2017 Emergency details
Answer Percent
Currently collect 99%
Plan to collect 1%
Job responsibilities
Answer Percent
Currently collect 90%
Plan to collect 10%
Question: How does your school or college store its HR records?
Answer Percent
Paper-based storage 8%
Spreadsheets 1%
Database software 9%
HR software 13%
A combination of above 66%
Other - please specify 2%
Don’t know 1%
Grid Question: To what extent do you agree with the following statements? It is easy for us to assess staff information including that held on paper
Answer Percent
Strongly agree 26%
Agree 48%
Neutral 14%
Disagree 10%
Strongly disagree 2%
The vast majority of our data is held digitally but we do still have essential information stored on paper
Answer Percent
Strongly agree 23%
Agree 53%
Neutral 11%
Disagree 9%
Strongly disagree 4%
Page 18 of 23 Managing Staff Support Services in Education 2017 It is important for us to keep comprehensive records of staff such as absence information, training and qualifications
Answer Percent
Strongly agree 73%
Agree 26%
Neutral 1%
Disagree 0%
Strongly disagree 0%
The ability to analyse and audit mileage and expense claims from our staff is important
Answer Percent
Strongly agree 17%
Agree 37%
Neutral 28%
Disagree 14%
Strongly disagree 4%
Question: On average, how much time is spent per month by your department collating data to provide to payroll such as staff hours, pay changes and expenses claims?
Answer Percent
Less than 4 hours per month 19%
4 to 8 hours per month 28%
8 to 16 hours per month 20%
More than 16 hours per month 18%
Other - please specify 3%
Don’t know 12%
Question: In terms of your payroll solution, which areas in the following list do you believe present a challenge for your school or college? Please tick all that apply.
Answer Percent
Ensuring staff data is accurate and up-to-date 54%
Providing data in the right format 21%
Avoiding the duplication of data 25%
Preventing or limiting the effects of human error 45%
Accessing historical payroll data 21%
Providing staff access to payslips 15%
Other - please specify 6%
Don’t know 10%
Page 19 of 23 Managing Staff Support Services in Education 2017 Question: How is your payroll function managed within your school or college?
Answer Percent
Payroll is managed in-house 33%
Payroll is managed by a third-party provider 36%
Payroll is managed by our local authority 27%
Other - please specify 3%
Don’t know 1%
Question: What do you believe are the key factors that contribute to staff retention? please tick all that apply.
Answer Percent
Increasing basic pay where possible 52%
Rewarding high achievers by linking an element of pay to performance 53%
Incentivising staff via a benefits package (excluding pay) 43%
Enhancing roles and responsibilities 66%
Investing in training to develop new skills 89%
Flexible working 58%
1:1 contact time with their manager for reviews, catch-ups and mentoring 53%
Other - please specify 4%
Question: Does your school or college offer professional development opportunities as part of its recruitment and retention strategy?
Answer Percent
We offer development opportunities organisation wide to assist recruitment and help retention 58%
Development opportunities are offered to a proportion of employees to help retention 13%
Staff members are able to request assistance with development opportunities but it is not offered as a 24% standard
Development opportunities are not offered within our organisation 1%
Other - please specify 3%
Don’t know 1%
Page 20 of 23 Managing Staff Support Services in Education 2017 Question: With regards to succession planning, which of the following best describe your school or college? Please tick all that apply.
Answer Percent
We have no formal succession planning 40%
Staff career development plans include promotion routes 31%
Key achievers are highlighted ready to step up to more senior roles 33%
We pre-assess staff ready for promotion into specific roles when they become vacant 10%
We have a full succession plan for all senior posts in the organisation 10%
Other - please specify 3%
Don’t know 10%
Question: Is your school or college planning to review the way in which it manages its HR and payroll functions?
Answer Percent
Yes, within six months 12%
Yes, within one year 6%
Yes, within two years 4%
Yes, but we currently have no timescales 19%
No 52%
Don't know 7%
Page 21 of 23 Managing Staff Support Services in Education 2017 Appendix 2: Participating Organisations
COLLEGES OF FURTHER EDUCATION
Abingdon And Witney College Moulton College Barnet and Southgate College New College Pontefract Barton Peveril College Newbury College Bolton College Newcastle College Borders College Newham College Bradford College Northern College for Residential Adult Education Ltd Bridgend College Oldham Sixth Form College Central Bedfordshire College Pembrokeshire College Central Sussex College Priestley College Chichester College Queen Mary's College City College Coventry Richmond Upon Thames College City College Norwich Scotland's Rural College City of Westminster College Selby College Colchester Institute South West College Coleg y Cymoedd Southport College Derwen College Stockton Sixth Form College Gloucestershire College Stratford upon Avon College Harlow College The City of Liverpool College Havering Sixth Form College The Oldham College Hereford College of Arts The Sixth Form College Colchester Hugh Baird College West Kent College Joseph Chamberlain Sixth Form College West Lothian College King George V College Wiltshire College Leeds College of Building Wyggeston and Queen Elizabeth I College Leyton Sixth Form College
MULTI-ACADEMY TRUST
Academy Transformation Trust Diocese of Coventry Multi Academy Trust Bedfordshire East Multi Academy Trust (BEMAT) Northern Education Trust Cabot Learning Federation Woodard Academies Trust Cambridge Meridian Academies Trust
INDEPENDENT SCHOOLS
Ackworth School Handcross Park Preparatory School Barfield School Lord Wandsworth College Berkhamsted School Loughborough Grammar School Brentwood Preparatory School Merchiston Castle School Broomwood Hall School Milton Abbey School Bute House Preparatory School Pennthorpe School Caldicott School Queen's College Prep School Canford School St Columba's College Cheltenham College St Helen's School Copthorne Preparatory School St John's College Cornfield School St Mary's School Davenies School St Peter's School (Inc St Olaves and Clifton Pre-Prep) Downe House St Swithun's School Finton House School The Beacon School Gresham's School Wilds Lodge School
Page 22 of 23 Managing Staff Support Services in Education 2017 PRIMARY SCHOOLS
Acorns Primary School Myton Park Primary School Acresfield Community Primary School Our Lady of the Rosary Catholic Primary School Aston and Cote Church of England Primary School Park Primary School Balfour Junior School Parsons Heath Church of England Voluntary Controlled Primary Bewick Bridge Community Primary School School Brookfield Community Primary School Portishead Primary School Bursted Wood Primary School Springwell School Christ The King RC Primary School St Johns Meads C of E Primary Churchdown Village Infant School St Martin's East Woodhay Church of England Voluntary Aided Diss Infant and Nursery School with Children's Centre Primary School Dry Drayton CofE (C) Primary School Steeton Primary School East Wickham Primary Academy Surlingham Community Primary School Flora Gardens Primary School Swallownest Primary School Forest Town Primary School Tannery Drift School Great Barford Lower School The Bromley-Pensnett Primary School Honilands Primary School The Grove Primary School J H Godwin Primary School The Rosary Catholic Primary School Lena Gardens Primary School Thorndown Primary School MacIntyre Academy, Oxford Woodland View Junior School
SECONDARY SCHOOLS
Bashetc Meldrum Academy Bleasdale House Community Special School North Berwick High School Bluecoat Academy Northgate School Arts College Brackenfield Special College of Cognition and Learning Nova Hreod Brecon High School Ossett Academy and Sixth Form College Brentford School for Girls Park House School Carter Community School Parkwood Academy Castle High School and Visual Arts College Peterhouse School Chailey Heritage School Queensferry Community High School Charnwood College Ralph Allen School Chatham Grammar School for Boys Rosebery School Chesterton Community College Sharnbrook Upper School Chichester High School for Girls Sherwood Park School Christ's Church of England Comprehensive Secondary School Sir Charles Kao UTC Clacton County High School South Axholme Community School Corpus Christi Catholic Sports College Southgate School Durham Sixth Form Centre St John's School Featherstone High School St Joseph's School Fulham Cross Girls' School and Language College St Margaret Ward Catholic Academy Furze Platt Senior School St Margaret's Church of England High School Hans Price Academy Stratton Upper School and Community College Harmonize Academy The Billericay School Hatch End High School The Bishop's Stortford High School Heatherwood School The Burton Borough School Hendon School The Coningsby Centre Herschel Grammar School The Frances Bardsley School for Girls Hessle High School The Gordon Schools Hinckley Academy and John Cleveland Sixth Form Centre The King Edmund School Impington Village College The Ladies' College Jordanhill School The Marlborough Church of England School Kennet School The Nottingham Emmanuel School Kesteven and Grantham Girls' School The Queen Katherine School Kilton Thorpe School The Radclyffe School King Edward VI School The Redhill Academy Kirkintilloch High School Tring School Le Rocquier School Turriff Academy Linlithgow Academy Wade Deacon High School Madani Muslim High School (VA) Wales High School Mayflower High School Weald of Kent Grammar School Melbourn Village College Witchford Village College
Page 23 of 23 Managing Staff Support Services in Education 2017