Little Paxton Primary School

Welcomes You Head Teacher Information and Application Pack March 2018

Learn Enjoy Achieve Essential Information Head Teacher Required for September 2018 Salary range: L17 – L23 Application closing date: 9.00am 10th April 2018 Interview dates: 18th and 19th April 2018 Address: Little Paxton Primary School Gordon Road Little Paxton Cambs PE19 6NG

Telephone: 01480 375600 Email: [email protected] Website: www.littlepaxton.cambs.sch.uk School Data: Please follow the links below for our most recent reports and data.

Ofsted Report: https://reports.ofsted.gov.uk/inspection-reports/find-inspection-report/provider/ELS/110733

DfE Performance Tables: https://www.compare-school-performance.service.gov.uk/school/110733

School visits: You are warmly welcomed to visit our school before completing your application. Please contact Jackie, Fay or Bella in the School Office (01480 375600) to make an appointment.

Little Paxton School is an equal opportunities employer. We welcome applications from all sections of the community and applicants will not be discriminated against on the basis of race, religion, ethnic origin, nationality, age, gender, sexual orientation, disability or marital status. Letter from the Chair Little Paxton School Governing Body

14th March 2018 h Dear Colleague, Thank you for your interest in our school. As you will see in the following pages you will be joining our school at an exciting time. We offer you an opportunity to come and be part of a forward-looking, successful school; the challenge is to ensure that high standards are maintained whilst the school continues to grow and develop. Our Head Teacher is moving on after 7 years in post and we are seeking a highly motivated and inspirational leader to take the school forward on the next stage of its journey. The successful candidate will have the opportunity to shape the strategy for the coming years. The school is nearing the end of a planned period of growth. We have grown from being a one-form to a two-form entry school; in September there will be 13 classes (almost all single age group) which will rise to 14 classes once pupil numbers allow. We anticipate the roll being between 340 and 350 in September; it will ultimately reach 420. The school primarily serves the village of Little Paxton, although a number of families choose to come to our school from outside the village. The school had a 7 classroom extension built in 2016/2017 to accommodate the increase in pupil numbers that has resulted from several building developments within the village. Much of the existing school was extensively remodelled and refurbished during the construction work. The Head Teacher salary range has been reset to reflect recent changes and will be kept under review and amended as necessary as the school fills. The last full Ofsted inspection was in February 2012. The school was judged as outstanding; the area for development was identified as: ensuring that there is always sufficient challenge for older pupils in mixed age classes. Clearly much has changed since then but KS1 and KS2 results for 2017 demonstrate that effective teaching and learning remains the key feature at Little Paxton School enabling all our pupils to progress well and achieve high standards. We have worked hard to develop a robust assessment system for tracking pupil progress that is easy and efficient for staff, the senior leadership team and governors to use. As we near the end of this period of growth we are looking to the future and considering a number of options. On the school site there is a privately run before and after school club and also a preschool for 2 – 5 year olds run by a committee on a voluntary charity basis. Both these facilities are well used by parents in the village; in fact both are oversubscribed. We are currently investigating ways to increase the space available and also funding streams that would support us to do this longer term, we may eventually look at managing either or both as school-run settings. Another avenue of enquiry is the possibility of becoming an academy and forming or joining a multi academy trust. The Governing Body last investigated this possibility in 2016 and decided, at that time, that this was not the in the interests of the school. Although we have not, to date, seen compelling evidence to make us change this decision we are continually open to new ideas and may choose this option in the future. Our new Head Teacher would, of course, have a large part to play in any such decision. Little Paxton is very much an outward looking school, keen to innovate and embrace the new. We have formed a strong partnership with two other local schools: Priory Park Infant School and Priory Junior School – both in St Neots – and have worked on a number of very successful projects with them. We have, somewhat unusually, 1.6 Deputy Head Teachers: two people each on 80% contracts. Our staff have been involved in a number of local and national initiatives, most recently with the Maths Hub led by the CAM Academy Trust and also the SCITT program run by the Cambridge Teaching Schools Network. Several of our staff are accredited county moderators for end of key stage assessments. We actively encourage our staff to undertake new challenges and we see CPD as an essential ingredient in a successful school. In your role as Head Teacher at Little Paxton School you would have many opportunities to develop professionally. Little Paxton is not a school that stands still; we continually strive for improvement in all areas. The Staff and Governors are committed to working with the Head Teacher to make this happen. You are warmly invited to visit our school to see for yourself. Please contact Jackie, Fay or Bella in the School Office (telephone number 01480 375600). The successful candidate will be included in all decision making from the start; you would be welcome at Governing Body meetings, finance meetings (including budget setting for 2018/2019) and any staff recruitment necessary for next year. The children at Little Paxton are lively, enthusiastic learners who need a new Head Teacher who will ensure that, as the school continues to grow and embrace the challenges ahead, their needs remain at the forefront. Our staff are highly skilled and well motivated; they are all fully committed to maintaining the high standards that have already been achieved. If you have the drive, skills and experience to lead our school and be part of our future I do hope you will apply. I look forward to receiving your application. Yours sincerely,

Penny Conway Chair of the Governing Body

Little Paxton Primary School is special because …

“Great teachers “Adults “We learn in who are very give you enthusiastic an exciting chances” about us getting way” a good education”

“Personal “Young people who are warm, “A culture for touch and “Great enthusiastic and a learning for student Team Spirit” pleasure to be with” staff and centred” children”

Some views from Pupils, Parents and Staff.

Our new Head Teacher should be …

“Someone who we “Encourages “Values and every can say ‘hello’ to in inspires” member of our classroom” staff”

“Nice but “Delightful,

“Excellent strict when generous “Honest” communicator” they need to and fair” be”

Some views from Pupils, Parents and Staff.

Little Paxton Village and School Little Paxton is a village of approximately 3500 residents, a couple of miles north of the market town of St Neots. It is within easy reach of the cities of Cambridge and Peterborough. Listed in the Domesday Book as ‘Pachestone’, the village in its current form took shape in the 1960s and ‘70s. This is when the school was built, although it has been substantially modified and extended since then. The village has very good transport links. The A1 and A14 trunk roads are nearby and St Neots is on the East Coast mainline with frequent trains to North and South. The , a long distance footpath follow- ing the from Buckingham to Kings Lynn, passes through the village. Paxton Pits Nature Re- serve, a Site of Special Scientific Interest, is on the edge of the village. With over 10km of walks and nature trails, it is used and enjoyed by our pupils. Paxton Lakes Sailing Club, based on a lake adjacent to the Nature Reserve, is a leisure amenity that serves the wider community. Sailing courses for children and adults are run during the summer months.

Facilities within the village include a Doctor’s surgery, a pharmacy, the village church, a hairdressing salon, a small supermarket and newsagent, a take-away and the village pub. A number of businesses operate on the Conservatory Village situated on the northern edge of the village. Many groups and clubs meet in the Village Hall or in the local Scout Group Headquarters, as well as in the School hall or the Community Room on the school site. A Preschool and an Out-of-School Club operate on the school site.

The school consists of fourteen classrooms, a large multi-use hall, a small studio hall, a food technology room, a library, five group rooms and several other group-work areas as well as associated offices and ancillary areas. Outside there is a large playground, with a dedicated Foundation Stage area. The school playing field has space for two football pitches, in addition to a quiet garden area and an outdoor classroom.

As well as our Head and 2 Deputy Head Teachers (each working 0.8 FTE), there are 16 other members of the Teaching Staff (including the SENDCo and 4 Phase Leaders), 22 Teaching Assistants (including an Inclusion Worker and 3 HLTAs) and 19 members of the Support Staff. Little Paxton School Association is a group of hard- working parents, friends and staff who organise social and fund-raising events for children and adults through- out the year. They are very innovative in their approach and have raised significant sums of money over the years.

The school roll is presently 330 and is set to rise to 420 over the next few years as we admit pupils from the new developments within the village. Over the last decade there have been 3 separate developments in Little Paxton: the ‘Island’ site to the southwest, the ‘Samuel Jones Mill’ site to the west and the ‘Bydand Lane’ site in the centre of the village. Together these have provided approximately 600 new homes. There are currently plans for a further 200 homes on the Riversfield site to the southwest and future development may also occur on the 54 acre ‘Cosy corner’ site to the northwest between the village and the A1.

An Ofsted Inspection in February 2012 judged the school to be outstanding. We have certainly not stood still since then and have continued to make changes and improvements to the curriculum, the assessment and recording systems as well as the fabric of the building itself. The school is graded as a ‘light touch’ school by the Local Authority. We regularly undertake rigorous self-assessment and are always open to new ideas and initiatives. In an ever changing educational landscape we seek to remain at the forefront; never forgetting that our primary purpose is the provision of excellent education opportunities to meet our children’s needs.

Are you ready to take up the challenge and be part of our future success?

Head Teacher Job Description

This job description should be read in conjunction with the National Standards of excellence for Head Teachers and the Conditions of Employment for Head Teachers (in the School Teachers Pay and Conditions document published by the DfE). It will be reviewed at least annually as part of Head Teacher Performance Management.

Core Purpose The core purpose of the Head Teacher is to provide professional leadership and management for the school. This will continue to secure the achievement of high standards in all areas of the school's work through the current period of growth and beyond. To maintain the school’s success the Head Teacher will: 1. Provide vision, direction and leadership for Little Paxton Primary School. 2. Ensure the highest possible quality of education for all its children to maintain high standards. 3. Lead the school’s ongoing development of the learning environment and curriculum to nurture the talents of all, and ensure that all children have the opportunity to achieve their full potential. 4. Build and maintain effective partnerships with parents, other local schools, the local churches and the wider community for the benefit of the school and its children. 5. Ensure accurate school self evaluation by monitoring and analysing all aspects of the school’s performance, to inform school im- provement planning. 6. Work with the Governing Body, Senior Leadership Team and School Staff, to develop a strategic view for the school in the con- text of its wider community. 7. Ensure that Little Paxton Primary School provides a caring, nurturing and safe environment central to the ethos of the school and its teaching.

Shaping the future – Strategic direction and development of the school Working with the Governing Body and key stakeholders to create a shared vision and strategic plan which inspires and motivates pupils, staff, parents and all other members of the school community and to develop the ethos of the school and its values, the Head Teacher will:

1. Work strategically; build and communicate a coherent vision. 2. Lead and manage the change agenda smoothly. 3. Maintain high morale and set high professional standards. 4. Inspire, challenge, motivate and empower others to carry forward the vision. 5. Model the values and vision of the school

Leading Teaching & Learning The Head Teacher is responsible for the provision of an education that can fulfil the potential of each pupil whilst providing equal opportunities for all pupils, supporting pupils’ special educational needs and being sufficiently challenging for all pupils. The Head Teacher will create a successful learning culture by:

1. Modelling personal enthusiasm for and commitment to learning; always seeking to develop self and others. 2. Demonstrating the principles and practice of effective teaching and learning. 3. Implementing research and debate about effective learning and teaching; not afraid to innovate and equally not afraid to retain effective, proven methods. 4. Monitor and evaluate the quality of teaching and the standards of pupil achievement and attainment, and set challenging tar- gets for all. 5. Celebrate success and excellence in all aspects of school life and robustly challenge poor performance.

Developing Self and Working With Others The Head Teacher will engage with the internal and external school community to secure equity and entitlement. This includes col- laborating with staff, parents and carers and other schools and agencies for the well-being of all children and developing extended services to meet the needs of the community. The Head Teacher will be skilled in: 1. Engaging, developing and empowering the staff in the vision, aspirations and well being of the school and its pupils to achieve full potential. 2. Maintaining and developing a strong and mutually supportive partnership with parents and carers, by encouraging active in- volvement and co-operation in their children’s education and in all aspects of school life. 3. Engaging in dialogue which builds partnerships and community consensus on values, beliefs and shared responsibilities. 4. Listening to, reflecting and acting on stakeholder feedback that enhances the education of all pupils. 5. Encouraging the involvement of governors in the life of the school; adopting an inclusive, consultative approach towards them, and recognising the importance of their role in defining the strategic aims of the school by engaging with them in a willing dialogue. 6. Maintaining and further developing the strong links that Little Paxton has with other local schools and with others working in education.

Managing The Organisation The Head Teacher will provide successful management and administration of the school, and will be committed to continuous im- provement of organisational structures and functions based on rigorous self-evaluation and in line with legal requirements. Respon- sibilities will include: 1. Sustaining and developing existing structures and systems; prioritising, planning and organising self and others. 2. Making professional, managerial and organisational decisions based informed judgements, and thinking creatively to antici- pate and solve problems. 3. Promoting good staff morale, by providing positive leadership, and enabling staff to achieve a healthy work-life balance. 4. Dealing with matters of staff discipline and grievance in accordance with policies and procedures adopted by the Governing Body. 5. Taking responsibility for the day-to-day organisation, deployment and effective management of the staff and resources of the school. 6. Proposing to the Governing Body’s Finance Committee a balanced budget which meets the needs and addresses the priorities within the school development plan and to work with the Governing Body to ensure the school delivers effective financial management. 7. Effectively managing the school’s financial budget to ensure delivery of agreed standards; and to constantly monitor and re- view this budget and to take action as appropriate, bringing any actual or anticipated overspend to the immediate attention of the Chair of the Finance Committee. 8. To present monthly budgetary control and forecast outturn reports to the Finance Committee with an analysis of the figures. 9. To ensure compliance with all applicable LA and DfE policies, in consultation with governors and staff and to provide all neces- sary information to the LA and DfE 10. To ensure that all aspects of school performance are monitored and evaluated in a robust, cyclical manner; to maintain rec- ords of self evaluation and to identify areas for improvement so as to ensure that a school development plan based on robust self evaluation is in place, is delivered, and impacts on school improvement.

Securing Accountability The Head Teacher is accountable to the Governing Body for the school, its environment and all its activity. The Head Teacher also must fulfil the wider accountabilities in relation to pupils, parents, carers, the Local Authority and other relevant stakeholders. This includes to:

1. Engage the school community in the systematic and rigorous self-evaluation of the work of the school and work closely with the Governing Body to ensure that effective school self-evaluation informs school improvement priorities. 2. Ensure the roles and accountability of all members of staff are clearly defined, understood and effectively managed and that performance management and appraisals are undertaken. 3. Collect and use data to understand the strengths and weaknesses of the school. 4. Be responsible for promoting and safeguarding the welfare of children and young persons

Other The Head Teacher has overall responsibility for all aspects of school life. As such other responsibilities will include: 1. To establish and implement policies which ensure that the security, safety, maintenance and cleanliness of the school and its surroundings conform to statutory and local regulations. 2. To liaise as necessary with any other recognised body or agency in the furtherance of the school’s needs, or those of any pupil, employee or parent/carer. 3. To play a leading role in the shaping of the school ethos, where each individual regardless of creed and ethnic background is given equal opportunity to develop intellectually, spiritually, morally, socially and culturally.

This job description is not exhaustive. The Head Teacher may also be required to undertake additional duties at the reasonable request of the Governing Body.

Little Paxton School is committed to safeguarding and promoting the welfare of children and young people and expect all staff to share this commitment. The successful candidate will be subject to an enhanced disclosure check by the Disclosure and Barring Service.

Cambridgeshire Context

Cambridgeshire is the fastest growing county in the country and one of the main economic drivers for the UK. The 0-19 population of Cambridgeshire is expected to increase by 18.5% between 2016 and 2036, although not evenly across the county. Cambridge City is expected to grow by 12.3% over this period, while South Cambridgeshire is facing an increase of 29.4%. There are around 137,800 children and young people under the age of 18 years living in the county, which represents 21% of the total population. The level of free school meals is lower than the national average. Nationally 14.5% of primary pupils and 13.2% of secondary pupils are eligible; across Cambridgeshire the levels are 9.8% and 8.3% respectively. Children and young people of school age from minority ethnic groups account for 12.2% of primary pupils and 9.4% of secondary pupils, compared with 31.4% and 27.9% respectively for the country as a whole. Locally, the largest minority ethnic group is Asian (3.8% of school-aged children). Travellers of Gypsy Roma and Irish heritage account for 0.7% of the school age population compared with a national average of 0.4%. Cambridgeshire is a relatively prosperous county. Our children generally have above average health, educational attainment and life chances. However there are pockets within the county where deprivation levels exceed or equal the national average, particularly in parts of Wisbech, North and the north east of Cambridge City. A particular feature of Cambridgeshire is that deprivation is spread widely across the county. 65% of children living in low income families live in our more affluent areas. Cambridgeshire County Council's Equality Pledge: “We believe in the dignity of all people and their right to respect and equality of opportunity. We value the strength that comes with difference and the positive contribution that diversity brings to our community. Our aspiration is for Cambridge and the wider region to be safe, welcoming and inclusive.”

Cambridgeshire Authority Conditions of Employment

The successful candidate will be required to satisfy the authority of his/her physical fitness before the ap- pointment is confirmed. In accordance with the requirements of the Home Office and the Department for Education and Skills the appointment is subject to an enhanced check from the Disclosure and Barring Ser- vice (DBS). The appointment will be subject to the Education Committee’s regulations and the provision of the Teacher’s Superannuation Acts and National Insurance Acts. If you opt to join or remain a member of the Teacher’s Superannuation Scheme, Superannuation contributions will be deducted from the Teacher’s salary in accord- ance with the Teacher’s Superannuation Acts for the time being in force and Teacher’s Superannuation Regu- lations from time to time made thereunder. Information about the Teacher’s Superannuation Scheme is available from the Local Authority. The appointment will be terminable by three calendar months’ notice in writing on either side expiring at the end of a Spring or Autumn Term (i.e. 30 April or 31 December) or by four calendar months’ notice expir- ing at the end of a Summer Term (i.e. 31 August).

Head Teacher Person Specification Selection decisions will be based on the criteria outlined below. At each stage of the process, an assessment will be made by the appointment panel to determine the extent to which the criteria have been met. When completing your application paperwork, you should ensure that you address each of these criteria and provide supporting evidence of how you meet the criteria through reference to work or other relevant experience. Requirements Essential Desirable Source of evidence Qualifications  Qualified Teacher Status  NPQH or Application form / and profes-  Evidence of ongoing equivalent Interview sional develop- professional development  Experience of leading/ ment working within You will hold: an outstanding leadership team Experience  Proven successful senior leader-  Experience as Application form/ ship experience as a Head, a National or references/ Acting Head or Deputy Head Local Leader of interview/ You will have: Teacher Education or discussion/  Successful teaching experience other role in presentation across the primary age range supporting an-  Demonstrated pro-active track other school record of leading change  Experience in  Evidence of implementing strat- at least two egies for ensuring high stand- schools ards of teaching and learning  Held lead re-  Previous experience and re- sponsibility / sponsibility for managing budg- designated ets, securing funding and devel- person respon- oping resources sibility for child protection Skills and quali-  An excellent communicator with good  Able to market References/ ties interpersonal skills and promote the interview/  An expert in inspiring staff and other school to ensure discussion/ stakeholders with a clear educational the school is at the presentation vision focused on teaching and learn- heart of the com- You will be: ing munity  Able to demonstrate skills in thinking and planning strategically  Problem solving and solutions focused in your approach

 Forward looking, positive and entre- preneurial  Accomplished in leading a team and delegating effectively, empowering, valuing and developing other staff  Proficient in the use of a variety of strategies to monitor and evaluate standards and to take action to im- prove performance and outcomes  Keen to use new technologies to en-

hance organisational effectiveness.  Able to prepare children for the op- portunities and challenges of the 21 st century by supporting developments in ICT.  Skilled in leading change positively and effectively.  Skilled in managing performance of a diverse workforce to ensure positive contribution.  Experienced in managing difficult rela- tionships with parents/carers/staff. Knowledge and  A thorough understanding of national  Involvement in Application form/ understanding agenda in education local and national references/  A good knowledge of EYFS, KS1 and teaching and interview/ KS2 learning initiatives discussion/  A well developed understanding of  A desire to pro- presentation You will possess: what makes for effective teaching and mote sport and learning physical well-  An understanding of equality of op- being as well as portunity, child protection and diversi- outstanding art, ty issues music and cultural  An understanding, knowledge and a diversity clear vision of creative approaches to the curriculum. Attitudes/  A passion for making a differ- Application form/ Values ence to children’s lives. references/  High aspirations for all children. interview/  Emotional resilience when discussion/ faced with challenges presentation You will have:  A commitment to working in partnership with staff, gover- nors, parents and the wider community  A commitment to supporting other schools  A commitment to personalising learning Suitability to  Able to meet all vetting require-  Trained in safer Application form/ work with ments for working with children recruitment references/ and young people procedures. interview/ children  Able to demonstrate commit-  Experienced in discussion/ You will be: ment to the protection and working with presentation safeguarding of children and partner agen- young people cies in child protection matters.

In short – you will be a great Head Teacher!

Cambridgeshire: Support for New Head Teachers

In the first term, Headteachers new to headship or new to Cambridgeshire will have access to an early introductory meeting with an Education Adviser, who will outline the support available for new Headteachers in Cambridgeshire. The Local Authority provides an induction programme (New to Headship) which runs continuously throughout the academic year and offers regular opportunities to meet with colleagues who have also recently been appointed. Meetings take place in schools across the county, over the year. These feature contributions from serving Headteachers and LA representatives and provide opportunities for discussion and networking with other new Headteachers. The meetings focus on key operational and strategic issues such as school development planning, financial management, health and safety. The National College for School Leadership also licenses regional institutions to deliver school leadership training, including the National Professional Qualification for Headship. For more information visit: www.gov.uk/government/publications/licensees-national-qualifications-and-study-modules-for-school- leaders

In the East of , the following are the nearest licensees:

Leadership East: http://leadershipeast.org/ EMLC: www.emlc.co.uk

The Governing Body is fully committed to the continuing professional development of all staff including the Head Teacher. If the successful candidate has not already achieved the National Professional Qualification for Headteachers (NPQH) we would actively encourage and support him/her to follow this course.

Selection Process

Advertisement: 14th March 2018.

Advertisement published in TES and on EPM website.

Closing date for applications: 9.00am, 10th April 2018.

Applicants are invited to complete the attached application form and submit a letter of application. Your letter of application should address the attributes identified in the Person Specification with particular emphasis on how you would use your skills and experience to manage the final stages of growth and continue the development of the school. It should not exceed 1000 words in length. Curriculum Vitae will not be accepted. Completed applications should be submitted to: EPM Ltd, St John’s House, Spitfire Close, Ermine Business Park, Huntingdon, Cambs, PE29 6EP; or by email to [email protected]

Short listing: 1.00pm, 12th April 2018.

The Head Teacher Recruitment Panel will consider all applications received by the deadline and invite for interview those candidates who best fulfil the selection criteria outlined in the Person Specification. Candidates shortlisted for interview will be informed by email on 12th April.

Interview dates: 18th and 19th April 2018.

Candidates will be asked to take part in a variety of activities and meet in various formal and informal contexts with pupils, staff and governors. Shortlisted candidates will be provided with further details.

Appointment: 7.00pm, 19th April 2018.

Full Governing Body will meet to receive recommendations from the Recruitment Panel and to ratify the appointment of the new Head Teacher. Interview candidates can expect to hear from the Chair by telephone shortly after this meeting.

Are you ready ...

… to learn, enjoy and achieve with us?

And suddenly, you know ...

It’s time to start something new

and to trust the magic of new beginnings.