Little Thurrock Primary School Telephone 01375 373586

LITTLE THURROCK PRIMARY

SCHOOL

Appointment of Headteacher

Information for Candidates

Appointment of Headteacher

School Little Thurrock Primary School Telephone 01375 373586

Website www.littlethurrock.thurrock.sch.uk School Group Size Group 4 NOR 555 Salary Range L21 – L27 (Enhancement available)

Selection Arrangements - The Process

Thank you for your interest in the Little Thurrock Primary School Headteacher post. Please note that it is possible to type directly into the boxes on the application form; you will need to open the document in Microsoft Word. If you select Save As from the File menu, you should be able to save your changes to the form, although you may need to use a different file name. Please do not complete the form in the Pages application on an Apple Mac.

All fields are compulsory; if you have no convictions, cautions or pending prosecutions, please enter ‘None’ in the appropriate boxes. The Name, Signature, Date and Post applied for fields must all be completed in full; it is not possible to upload an electronic signature to this version of the form so please type your name into the Signature box.

Once you have completed the application form, save it and ensure that it is returned, marked Confidential, by email to Helen Edwards at helen.edwards@essex.gov.uk

If you are shortlisted, you will be sent a Thurrock occupational health questionnaire which you will need to complete and return to this office prior to interview.

To enable us to continue providing the best possible service to our schools, please let me know where you saw this post advertised.

We look forward to receiving your application; please do not hesitate to contact Helen Edwards on 01245 436247 if you have any queries.

Closing date: 15 March 2013 at Noon

Shortlisting date: 18 March 2013

Interview date(s): 25 March 2013

Candidates selected for interview will be contacted soon after shortlisting.

Please be aware that as the applicant you are responsible for ensuring that your application reaches us before the stated closing date, as late applications may not be accepted.

Visits to the school are warmly welcomed. Please contact Mrs Tina Lee on 01375 898361 to arrange an appointment.

Little Thurrock Primary School Governing Body Telephone :01375 373586 Rectory Road, Grays, Headteacher: Mrs L. Jackson Fax :01375 371183 Essex, RM17 5SW e-mail: [email protected]

Letter from Chair of Governing Body

Dear Applicant

Thank you for your interest in the post of Headteacher at Little Thurrock Primary School. Enclosed/Attached is additional information about our school and the area which we serve which we hope you will find informative and interesting. The post of Headteacher becomes vacant from September 2013 following the decision of our current Headteacher to retire. We are looking to appoint a Headteacher who: ¾ Has a proven track record of leading the development of high quality teaching and learning in the primary phase ¾ Can demonstrate determination, imagination and commitment to sustained improvement ¾ Has the highest expectations for the learning, achievement and behaviour of all children ¾ Can nurture, inspire, challenge and motivate pupils and staff alike ¾ Will maintain and strengthen links with parents, governors and the wider community ¾ Has the ability to raise attainment with a clear vision and passion for education. We believe in strong leadership combined with effective delegation to our committed staff. We have a deputy Headteacher who has been in post 4 years to support the Head Teacher in this role. The school has a warm and friendly atmosphere with well behaved pupils who enjoy coming to school. The staff are energetic, dedicated and professional and the governing body are supportive and encouraging. The parent body and School Association are both interested and supportive. We hope that you will take the opportunity to visit the school and trust that you will find that the school is welcoming and the visit informative and helpful in your decision to apply for the post of Headteacher. Please ring Tina Lee on 01375 898361 to arrange your visit to the school. Further information about the school is available from www.littlethurrock.thurrock.sch.uk. We look forward to receiving your application and hope to meet you at the interview.

Bethan Rew Chair of the Governing Body

The Post

The current vacancy is for a Headteacher to start in September 2013. Little Thurrock is a Group 4 school which had an annual intake of 75 until 2010. Since September 2011 the local authority temporarily increased the intake to 90 and this has now been confirmed and the new intake for the school. We currently have 555 children in school and this will increase to 630 over the next few years. Planning for the extension to the school to accommodate the additional children is underway. The starting salary for the post will be within the range L21 to L27 with the potential for an enhancement in specified circumstances for the successful applicant.

The School

Community Little Thurrock Primary School is a popular school with the pupils predominantly coming from the local area. Although it is a large primary school it is a friendly school with a warm and welcoming atmosphere and the children are generally well behaved.

Premises Little Thurrock Primary School was established in 1908. Extensive additions to the building were completed in 1994 and in September 2004 new staff facilities were completed. More recently the Early Years accommodation has been extended and updated. A demountable classroom has recently been added which is used for the breakfast and after school clubs and as additional teaching space. The school has 19 teaching areas, two halls, and a number of special resource and group teaching areas. Every room has its own stock cupboard and a large sink for practical work. There is access from every room to an outside work area and wheelchair access to the building. The school has large fields and playgrounds, play areas and conservation areas.

Where is the School? Little Thurrock Primary School is located in Grays, Essex. Grays is part of the unitary authority of Thurrock.

The school is situated in a residential area serving mainly private housing with a parade of local shops nearby.

The area is easily accessible from the M25 and has good rail links to London. The large Lakeside Shopping Centre and retail parks are close by.

Staff

The teaching staff currently consist of: ♦ 1 Headteacher ♦ 1 deputy Headteacher ♦ 19 class based teachers ♦ 2 part time teachers, non class based ♦ 1 part-time music teacher ♦ 1 SENCO for 4 days per week

We also employ: ♦ 23 Learning Support Assistants (3 part-time) who either give general support in classes or work with SEN children either individually or in small groups. (12 of which work as lunchtime supervisors) ♦ 2 HLTAs ♦ 2 full-time clerical assistants and 1 part time – 2 mornings a week ♦ 1 finance administrator ♦ 7 meal supervisors/midday play leaders ♦ 1F/T caretaker ♦ 1 part-time caretaker ♦ 1 ICT apprentice technician ♦ 1 part-time ICT manager (1/2 day per week)

Classes and Activities

There are currently 555 children in the school with a recently increased intake of 90 children per year. They are organised into: ♦ 3 early years classes ♦ 3 year 1 classes ♦ 3 year 2 classes ♦ 5 year 3 & 4 classes (2 x Yr 3, 2 x Yr 4 and 1 mixed Yrs 3 & 4) ♦ 5 year 5 & 6 classes (2 x Yr 5, 2 x Yr6 and 1 mixed Yrs 5 & 6)

Throughout the school classes are mixed ability but children in KS2 are in sets for maths. Read Write Inc has been introduced in the school in May 2012. In early years and KS1 all classes are single year group. In KS2 there are 2 mixed age classes. The decision on which children to put in the mixed year classes is taken thoughtfully taking into account many factors. As the school now grows to its increased intake the need for the mixed year classes will diminish. The staff and parents provide a large number of extra curricular activities and the school takes part in a number of local sporting leagues and tournaments.

Parental and Community Involvement

We have a very supportive parent body and an active and successful School Association which works hard to provide additional events for the children and to raise additional funds for the school. The school is now let providing useful links with our community and good income for the school. There is a breakfast and after school club to help parents with childcare provision.

Finance and Premises

The school is well supported in these two areas. The school’s budget is in excess of £1.9 million and we had a carry over of £177,224. The school has had its own local cheque account and the payroll and personnel functions for the school are provided by Essex HR The school premises are in good order with regular redecoration of the classroom being carried out.

Governing Body.

We have a complete Governing Body of 17. The Governing Body meets at least once per term and the Headteacher and the Deputy Headteacher attend these meetings. In addition to the statutory committees we have 3 working committees: Pupil Related and Curriculum Finance and Premises Personnel

Headteacher Job Description

School Little Thurrock Primary School

Job Title Headteacher

Accountable to The Governing Body

Main Purpose To provide professional leadership for Little Thurrock Primary School which ensures its continued success and improvement with all members of the school community and providing and environment for teaching and learning that empowers both staff and pupils to achieve their fullest potential.

We are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment.

Main Tasks 1) Strategic direction and development of the school: mission and leadership.

The Headteacher working with the Governing Body, develops a strategic view of the school and its community; analysing and planning its future needs.

1.1 Lead by example, provide inspiration, motivation and embody for the pupils, staff, governors and parents the vision, purpose and leadership of Little Thurrock Primary School.

1.2 Inspire and lead the whole school community.

1.3 Work in partnership with Governing Body, staff, parents, LA and local community.

• To create a learning culture and ethos, providing educational vision and direction, which secures effective teaching, successful learning and achievement by pupils and sustained improvement in their spiritual, moral cultural, intellectual and physical development; preparing them for the opportunities, responsibilities and experiences to adult life. • To create and implement the strategic plan and annual improvement plans, underpinned by sound financial planning, management and organisation to secure the whole school improvement maintaining the cycle of continuous self-evaluation and school improvement planning.

• To formulate the overall aims and objectives of the school in accordance with the mission statement and strategic plan. • To ensure that policies and practices take account of national, local and school data, inspection and research findings. • To monitor, evaluate and review the effects of policies, priorities and performance of the school in practice and take appropriate action. • To ensure the management of finances, organisation and administration support the school’s vision and aims. • To implement the Governing Body’s policy on Equal Opportunities and inclusion for all staff and pupils.

1.4 Ensure that all those involved in the school are committed to its vision, ethos and aims, motivated to achieve them and engaged in meeting long, medium and short-term objectives and targets that secure the educational success of the school.

2) Teaching and Learning

Within the context of Little Thurrock Primary School, the search for excellence is pursued through teaching and learning and takes place in the context of the individual needs and aspirations of the pupils.

2.1 Create and maintain an environment and code of behaviour that promote and secure good teaching, effective learning and high standards of achievement, good behaviour and discipline and which enables teachers to meet the standards set out in the professional development framework.

2.2 Determine, organise, implement and monitor the curriculum and its assessment to ensure that they: • meet with statutory requirements; • are relevant to the needs of all pupils; • fulfil the Headteacher’s duties under the 1998 Standards and Framework Act and any subsequent revisions in relation to the National Curriculum.

2.3 Ensure that improvements in literacy, numeracy, science and information and communication technology are priority for all pupils, including those with special educational needs.

2.4 Ensure that pupils develop study skills in order to learn more effectively and with increasing independence.

2.5 Determine, organise and implement a policy for the spiritual, moral, social and cultural development of pupils and their personal and health education.

2.6 Monitor and evaluate the quality of teaching and standards of learning and achievement of all pupils at the school.

2.7 Determine and implement policies which promote: • self-discipline and regard for authority and the law; • good conduct and behaviour; • positive strategies for developing good race relations and dealing with racial incidents; • positive strategies and programmes for pupils’ support and clear guidance on exclusions and other disciplinary matters; • good attendance and punctuality.

2.8 Develop effective links with the community, business and industry to extend the curriculum and enhance teaching and learning, which appropriate working with and liaising with other educational institutions, Higher Education Establishments, collaborative.

2.9 Create and maintain an effective partnership with parents to support and improve pupils’ achievement and personal development.

2.10 Promote an extended curriculum in accordance with the educational aims of the school that include maintaining and developing the school’s international links.

2.11 Participate, to such an extent as may be appropriate having regard to the headteacher’s other duties, in teaching pupils at the school.

2.12 Maintain the principle of assessment for learning and effective use of pupil’s data, in order to set challenging yet realistic targets to move pupils on.

3) Leadership and Management

The role of the Headteacher is one of leadership. In the teaching and management of staff their unique contribution as individuals should be valued and recognised.

3.1 Lead by example as a model of professional conduct and presentation, demonstrating high personal standards of expertise and commitment.

3.2 Maximise the contribution of staff to improve the quality of education provided and standards achieved and ensure that constructive working relationships are formed between staff and pupils.

3.3 Develop good working relationships with the governors, staff, pupils, parents/carers, community and the LA.

3.4 Plan, allocate, support and evaluate work undertaken by groups, teams and individuals, ensuring clear delegation of tasks and devolution of responsibilities in a manner consistent with the conditions of employment.

3.5 Implement and sustain effective systems for the management of staff performance, incorporating performance management.

3.6 Lead the continuing professional development (CPD) of staff through example, looking to develop the leadership capacity of CPD within the school.

3.7 Motivate and enable all staff in the school to carry out their respective roles to the highest standards, through high quality CPD based on assessment of needs and systematic monitoring and evaluation.

3.8 Lead and manage the staff in ways that reflect and meet the Governing Body policies. Ensure that professional duties are fulfilled as specified in the Terms and Conditions of Service of Teachers, including those for headteacher.

3.9 Arrange for a deputy headteacher or suitable person to assume responsibility for the discharge of the headteacher’s function at any time when absent from school.

4) Efficient and effective deployment of staff and resources

In Little Thurrock Primary School, ensure that the deployment of all staff, finance, resources, time and energy reflect the aims of the school community and the needs of all pupils.

4.1 Participate in the recruitment and selection of the highest quality teaching and support staff who are able and willing to contribute to the ethos of the school.

4.2 Work with senior colleagues to deploy, develop and retain all staff effectively in order to improve the quality of education and raise standards for all pupils.

4.3 Contribute to the formation of policies and procedures of the Governing Body concerning the school’s resource and asset management.

4.4 Set appropriate priorities for expenditure, allocation of funds and effective administration and control by: • effective management of the school’s budget; • rational allocation and monitoring of time, space and material resources; • ensuring effective and safe arrangements for the siting and storage of materials and equipment.

4.5 Manage and organise the accommodation efficiently and effectively to ensure it meets the needs of the curriculum, the pupils and health and safety regulations.

4.6 Make arrangements for the security and effective supervision of the school building, contents and grounds.

4.7 Ensure that any lack of maintenance, repairs or modification, including breaches of Health & Safety legislation is acted upon promptly and in accordance with the delegation arrangements of the Governing Body.

4.8 Ensure effective working relationships with external agencies and services contracted to the school, to the Governing Body and to the LA.

4.9 Manage, monitor and review the range, quality and use of all available resources in order to improve the quality of education, improve pupils’ achievements, ensure efficiency and secure value for money.

5) Accountability

The headteacher of Little Thurrock Primary School recognises his/her responsibilities and the responsibilities of the Governing Body as specified in national legislation.

5.1 Create and develop an organisation in which all the members of the school recognise that they are accountable for the success of the school.

5.2 Provide information, objective advice and support to the Governing Body to enable it to meet its responsibilities for securing effective teaching and learning and improved standards of achievement, and for achieving efficiency and value for money.

5.3 Present a coherent and accurate account of the school’s performance in a form appropriate to the range of audiences, including governors, the LA, Ofsted, DfE and others to enable them to play their part effectively.

5.4 Ensure that parents/carers and pupils are well informed about the curriculum, attainment and progress and about the contribution they can make in supporting children’s learning and achieving the school’s targets for improvement.

5.5 Carry out any such duties as may be reasonably required by the Governing Body.

The appointment is subject to the current conditions of employment in the School Teachers’ Pay and Conditions as they relate to headteachers.

Headteacher Person Specification Little Thurrock Primary School

The following outlines the key skills and experience required for this position. The selection panel will assess each candidate against the criteria listed below expecting candidates to demonstrate knowledge and understanding of each area and show evidence of having applied (or an awareness of how to apply) this knowledge and understanding in the school context. The panel will use the following assessment tools: application form; interview/assessment activities; reference and other employment checks.

Assessment Essential Desirable A – Application I – Interview R – Reference The candidate is committed to safeguarding and promoting the welfare of children and A/I/R E young people and expects all staff and volunteers to share this commitment.

Shaping the future. Knows about ways to build, communicate and implement a shared vision and strategic plan A/I E which inspires and motivates the school community. Experience of successfully initiating, implementing and evaluating change and A E development. Is committed to inclusion and the ability and A/I/R E right of all to be the best they can be. Is committed to setting and achieving of A/I/R E ambitious, challenging goals and targets. Knows about leading change, creativity and A/I E innovation.

Leading, learning and teaching. Knows about strategies for raising achievement A/I E and achieving excellence. Knows about the principles of effective A/I E teaching and assessment for learning. Knows about the development of a A/I D personalised learning culture within the school. Is able to use date, benchmarks and feedback to monitor progress in children’s learning and A/I E development to inform personalisation.

Developing self and working with others. Is able to build and motivate a strong team that enables: all staff to carry out their respective roles to the highest standard and all staff A/I/R E working effectively together to deliver school improvement. Knows about the relationship between managing performance, CPD and sustained A/I E school improvement. Knows the significance of interpersonal relationships, adult learning and models of A/I D continuing professional development (CPD). Managing the organisation. Knows about the principles and strategies of A/I E school improvement. Knows about strategic financial planning, budgetary management and principles of best A/I E value. Make professional, managerial and organisational decisions based on informed A/I/R E judgements.

Securing accountability. Is committed to the school working effectively and efficiently towards the academic, spiritual, A/I/R E moral, social, emotional and cultural development of all its pupils. Is committed to individual, team and whole‐ school accountability for pupil learning A/I/R E outcomes. Knows about stakeholder and community engagement in, and accountability for, the A/I D success and celebration of the school’s performance.

Strengthening community. Is able to build and maintain effective relationships with parents, carers, partners and A/I/R E the community that enhance the education of all pupils. Knows about the wider curriculum beyond school and the opportunities it provides for A D pupils and the school community. Knows about the benefits of working with other A D agencies and opportunities for collaboration.

Professional qualifications and experience. Qualified teacher. A E Senior leadership experience in the primary A E phase. Serving Headteacher or NPQH in the primary A D phase. Evidence of professional development. A E Evidence of the ability to successfully acquire and apply new skills and knowledge in a A/R E professional context.

Recruitment and Selection Policy Statement

1. The safe recruitment of staff in schools is the first step to safeguarding and promoting the welfare of children in education. The school is committed to safeguarding and promoting the welfare of children and young people and expects all staff, volunteers and other workers in the school to share this commitment. It is recognised that this can only be achieved through sound procedures, good inter-agency co-operation and the recruitment and retention of competent, motivated employees who are suited to, and fulfilled in the roles they undertake.

2. This school recognises the value of, and seeks to achieve a diverse workforce which includes people from different backgrounds, with different skills and abilities. The school is committed to ensuring that the recruitment and selection of all who work within the school is conducted in a manner that is systematic, efficient, effective and promotes equality of opportunity. Selection will be on the basis of merit and ability, assessed against the qualifications, skills and competencies required to do the job. The school will uphold its obligations under law and national collective agreements to not discriminate against applicants for employment on the grounds of age, sex, sexual orientation, marital status, disability, race, colour, nationality, ethnic origin, religion or creed.

3. The school will implement robust recruitment procedures and checks for appointing staff and volunteers to ensure that reasonable steps are taken not to appoint a person who is unsuitable to work with children, or who is disqualified from working with children, or does not have the suitable skills and experience for the intended role.

4. The school will ensure that the terms of any contract with a contractor or agency requires them to adopt and implement measures described in this procedure. The school will monitor the compliance with these measures and require evidence that relevant checks have been undertaken for all workers deployed to the school.

5. The following pre-employment checks will be required: • receipt of at least two satisfactory references* • verification of the candidate’s identity • a satisfactory CRB disclosure. • verification of the candidate’s medical fitness • verification of qualifications • verification of professional status where required e.g. GTC registration, QTS status (unless properly exempted) • the production of evidence of the right to work in the UK.

NB It is illegal for anyone who is barred from working with children to apply for, or work in a school in any voluntary or paid capacity.

*In exceptional circumstances, where you have good reason not to want your referees to be contacted prior to interview, you should set out your reasons with your application form. The school will liaise with you and where they

agree to defer in such cases, referees will be contacted immediately after interview and before an offer of employment is made.

6. The school will keep and maintain a single central record of recruitment and vetting checks, in line with the DCSF requirements.

7. The school requires all staff and volunteers who are convicted or cautioned for any offence during their employment to notify the school, in writing of the offence and penalty.

8. All posts within the school are exempt from the Rehabilitation of Offenders Act 1974 and therefore all applicants will be required to declare spent and unspent convictions, cautions and bind-overs, including those regarded as spent and have an Enhanced Criminal Records Disclosure. A previously issued Criminal Records Bureau Disclosure Certificate will only be accepted in certain restricted circumstances.

The School is committed to ensuring that people who have been convicted are treated fairly and given every opportunity to establish their suitability for positions. Having a criminal record will not necessarily be a bar to obtaining a position. This will depend on the background, nature and circumstances of the offence(s). The School’s Recruitment (Pre-employment checks) Procedure outlines the considerations that will be taken into account when determining the relevance of a criminal record to the post.

The Criminal Records Bureau has published a Code of Practice and accompanying explanatory guide. This School is committed to ensuring that it meets the requirements of the Criminal Records Bureau in relation to the processing, handling and security of Disclosure information.

A copy of the School’s Recruitment Procedure is available from the school upon request.