1

A Small School with a Big Heart, guiding our children to becoming kind and

courageous citizens.

Headteacher Candidate Information Pack

Puers Lane

Jordans

Beaconsfield

Buckinghamshire

HP9 2TE

Telephone: 01494 874217

Email: office@jordans.bucks.sch.uk

2

Welcome letter from Nick Hunt,

Chair of the Board of Governors

Dear Candidate, On behalf of the Board of Governors, I would like to thank you for your interest in the role of Headteacher at Jordans School. Our current Headteacher, Hannah Bancroft is sadly relocating to Devon and we are seeking a replacement to start in either Spring or Summer 2019. Jordans School is a thriving infant school that has been developed in recent years to provide outstanding facilities for learning including new playground facilities, a breakfast and after school club. From September 2019, we will be expanding to have a three form reception intake. Our committed and passionate teaching team, with the support of the Board of Governors, ensure our pupils obtain the best possible education and are nurtured to reflect the school’s ethos of becoming kind and courteous citizens, whilst striving to achieve their full potential. We are seeking to appoint a Headteacher who is truly enthusiastic about education and committed to the care and development of every pupil so that they achieve their full potential in a vibrant and dynamic school. Our success has been built on hard work, enthusiasm, open-mindedness, fairness and good organisation; we are focused on appointing the right person to lead the school into the future. You don’t need to be a current Headteacher to apply for this role. We welcome applications from ambitious and experienced Deputy Heads who are looking for a well-supported first Headship. We have identified a supportive mentor, who is a former Headteacher and is currently an Education Consultant to help you. Our current Headteacher works 4 days per week, we are happy to consider candidates who are looking for a similar working week or full-time working. I look forward to receiving your application. Yours faithfully,

Nick Hunt Chair of the Board of Governors

3

About Jordans School and village

Jordans School is located in the village by

the same name, situated approximately

three miles from Beaconsfield, and within

a similar distance to the M25 and M40.

The village takes its name from a 17th

century Quaker farmstead. The village

estate was formed in 1915-16 when land

became available and was intended to be

a community for all. The village

comprises of a number of houses, a

community run village shop and post-

office as well as green spaces.

Jordans Village School was opened in 1943 in the Village Hall with 12 children on the roll.

A year later, it moved to the present site, and these premises were extended in 1966. By

this time, there were over 100 children at the school and for many years the total hovered

around this figure when it was a combined First and Middle school and catered for 5 to 11

year olds. In the 1980s, the school became a First School.

As of January 2018, there were 68 children on role. However, from September 2019, we

will have an intake of 90 pupils. We have three classrooms, a hall, a library and small

group working area, an office and a kitchen. We have a dedicated and enthusiastic team

of 19 staff in the school. Our vision for Jordans School extends beyond the classroom and

the curriculum to the culture and ethos that is at the heart of the school’s learning

environment.

“Educating the mind without educating the heart, is no education at all.” (Aristotle)

Our core values underpin all of our decisions: Courage and Kindness. Our children place great importance on the characteristics of trying hard, being curious, working as a team, being caring, kind and loving; being brave and thoughtful. We have a dedicated and passionate staff team that offer an inclusive learning environment. Our curriculum is rich in creativity, curiosity, excitement and fun. Growth Mindset principles across the school develop our children’s perseverance, challenge and risk taking skills. Our children are thriving, they are healthy and happy.

4

Jordans School Association (JSA)

A Parent Teacher group operates to fund-raise for the school. It also provides a focus for

parents to meet and socialise. The money raised by the JSA has helped to provide

playground equipment, ICT equipment, interactive whiteboards and classroom equipment,

as well as funding exciting trips and visits by theatre groups and musicians. Several events

are organised each year, including a Spring Fair, Quiz Night and a Murder Mystery

Evening. Parties and film evenings are also planned for the children.

Community Links Jordans School is at the heart of village life and we encourage the children to take part in

local activities such as the annual Summer Fair and Flower Festivals. At Christmas pupils

sing to the residents at the lunch club. The children dance every year with other small

schools in Buckinghamshire. We have regular visits from the school nurse, local policeman

and other speakers.

5

Headteacher Job Description The School Teachers’ Pay and Conditions Document gives details of the role and professional responsibilities of the Headteacher. Within that framework, the Governing Body and LA are seeking to emphasise the following: Job Purpose To create a happy and successful school by:

Providing a clear vision for its future and positive, incisive leadership for sustainable success.

Developing and managing the school efficiently and effectively, building on its current strengths and securing prolonged improvements.

Establishing a positive ethos which reflects a commitment to high achievement, an effective learning environment, good relationships and equality of opportunity for all children.

Forging and developing supportive relationships and positive liaison with parents, governors, the community, other schools, the Local Authority, Ofsted and the various services and agencies which support the school including the ALPs cooperative trust partners.

Job Specification Strategic Direction and Development of the School

To lead and manage the school’s annual planning, monitoring, budgeting and evaluation procedures in

partnership with the Governing Body

To review and implement the School Development Plan which, through appropriate consultation,

identifies appropriate priorities and targets for ensuring that pupils achieve high standards and make

progress.

To ensure school improvement, the achievement of objectives and the educational success of the

school.

To facilitate and initiate new ideas and encourage development in the curriculum and methodology.

Teaching and Learning To create and maintain an environment which promotes and secures good teaching, effective learning,

high standards of achievement and attainment, good behaviour and discipline. To ensure the successful implementation of the National Curriculum, Early Years Foundation Stage and

wider curriculum and local management of schools for the direct benefit of children and their learning.

To foster excellent practice and high standards across the full age and ability range.

To ensure the care, well-being and fulfilment of potential of all children in an environment in which

each child is nurtured and valued.

6

To promote the use of the computing curriculum to benefit children’s learning and support

management systems whilst ensuring that e-safety in a high priority for all stake holders.

Ensure that children progress well using effective monitoring and tracking.

To develop and maintain programmes of extra-curricular activities.

To develop effective links with the community and parents to extend the curriculum and improve

pupils’ achievements and personal development.

To promote respect and understanding of diverse cultures, languages and ethnic groups, including

faith groups.

Leading and Managing Staff

To develop, support, empower and sustain individuals and teams.

To ensure that effective working relationships are formed between staff, and between staff and

between staff and pupils.

To implement and sustain effective systems for the review and performance management of staff.

To lead, co-ordinate, motivate and support the full school staff team, ensuring effective staff

development and training, with opportunities for each individual’s personal and professional growth

within the wider staff team.

To ensure that the professional duties of staff are fulfilled, as specified in the Terms and Conditions of

Service of Teachers.

To lead 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.

Create an inclusive and diverse workplace where everyone is treated with respect and dignity.

Systems and Processes

To provide information, advice and support to the Governing Body to enable it to meet its responsibility for securing effective teaching and learning, and improved standards of achievement and value for money.

To deploy staff and resources efficiently and effectively in line with the objectives in the School

Development Plan and within the school budget.

To ensure effective administration and control.

To manage and organise accommodation efficiently and effectively to meet the needs of the

curriculum and health and safety regulations.

Manage and organise the accommodation and running of the school to ensure it meets the needs of

the curriculum, the pupils, security and Health and Safety Regulations.

To ensure that parents and pupils are well informed about the curriculum and targets for

improvement.

To ensure the school provides value for money in terms of the educational standards achieved and

quality of education provided.

7

To take lead responsibility for safeguarding and child protection.

To provide advice, training and support to other staff on child welfare, child protection and the

identification of children’s needs.

To make referrals in line with the Child Protection Policy.

Jordans School is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment. The above list of duties and responsibilities is not exhaustive, but gives an indication of the main aspects of the role. The job description and person specification will be regularly reviewed by the Headteacher and Governing Body.

Terms and Conditions of the Role

Salary: L8-12 - £48,602 - £53,520

Hours: Part-time or full-time. Permanent

Start Date: January or April 2019.

8

Jordans School Headteacher Person Specification

Person Specification - Criteria

(E)

Essential

(D)

Desirable

Method of Assessment: A – Application Form/Letter

C – Certificate I – Interview

R – References

Qualifications and

experience

*Qualification evidence

will be requested at

arrival if you successfully

called for interview

1 Graduate with Qualified Teacher Status. (E) A/C

2 Further relevant post graduate study (recent NPQH

preferred). (D) A/C

3 Evidence of Continuous Professional Development. (E) A

4 Substantial successful leadership experience in a senior

role in primary school(s) across both Key Stage 1. (E) A

5 Experience in a senior role in Early Years Foundation Stage. (D) A

6 Experience in 2 or more schools as QTS. (D) A/I

7

Direct experience of:

Safeguarding and promoting the welfare and wellbeing of pupils.

School strategic development planning and self- evaluation.

Raising standards in learning and teaching and improving outcomes.

Recruiting and developing skilled and effective teams throughout the school.

Effective change management.

(E) A/R/I

8

Development of effective and sustainable relationships,

respect and credibility working with key stakeholders

including staff, pupils, families, Governors, other schools,

the wider community and other external partners and

organisations.

(E) A/I

9 Experience of effective management of people and

financial resources (E) A/I

Qualities and

knowledge 10

Having vision and ambition with the ability to think and

work strategically. Able to build and communicate a

coherent vision of excellence and equality, empowering all

pupils and staff to contribute and excel.

(E) I

9

Person Specification - Criteria (E) Essential

(D) Desirable

Method of Assessment: A – Application Form/Letter

C – Certificate I – Interview

R – References

11

Recent evidence of planning and leading whole school improvement initiatives and policies which have a demonstrable impact on pupils’ attainment. Ability to demonstrate a secure understanding of the relationship between self-evaluation, performance management, Continuing Professional Development and sustained school improvement.

(E) A/I

12

Knowledge and understanding of and ability to respond to current educational policies and practices including statutory requirements and the legal framework in which schools operate. Political insight and knowledge of national trends that could impact upon the school.

(E) A/I

13

Vision to lead on continuous site development, including bidding for external grants to continue to deliver a modern, fit for purpose and effective environment to support the vision and objectives of the school.

(D) A/I

Pupils and staff

14

Practitioner with a clear understanding of what makes good and outstanding learning, teaching and assessment, leading by example. Track record of the professional development of teams and staff to raise the quality of teaching to improve outcomes.

(E) A/I

15 Commitment to provide a rich and varied curriculum to meet the needs of all pupils.

(E) A/I

16

Ability to develop, empower and support individuals and teams, to recognize and promote excellence and the skills and resilience to challenge poor performance across the school.

(E) I

17 Commitment to and ability to implement an ethos of the highest standards of pupil behaviour, standards and welfare.

(E) I

18 Ability to implement strategies to celebrate diversity and to ensure inclusion, access and equality of opportunity so that all pupils achieve their full potential.

(E) I

Systems and

process

19

An understanding of how to develop an accountability framework that includes the whole school community (teachers, pupils, parents, Local Authority) and implement them with the support of the Senior Leadership Team.

(E) A/I

20

Strong financial awareness and commercial acumen and the ability to understand, plan and manage the budget, with experience of making effective use of resources including the Pupil Premium, Sports and CIF Grants.

(D) A/I

10

Person Specification - Criteria (E) Essential

(D) Desirable

Method of Assessment: A – Application Form/Letter

C – Certificate I – Interview

R – References

21 Commitment and proven experience of effectively implementing procedures for safeguarding and promoting welfare of pupils and staff.

(E) A/I

22

Ability to develop and maintain effective relationships with the Chair of Governors and Governing Body to ensure effective governance and successful implementation of the Governing Body’s responsibilities.

(E) I

23 Effective people management capabilities including the understanding of the role of appraisal, staff development and school improvement.

(E) I

Self-improving

school system

24 An understanding of, and sensitivity to the needs of all members of the school and the wider community.

(D) A/I

25 Ability to build trusting relationships and inspire commitment to support the academic, spiritual, moral, social and cultural development of pupils.

(E)

26

Ability to engage the school community in systematic and rigorous self-evaluation combining the outcomes of this with external evaluations to support continuous development of the school.

(D) I

27

Commitment to collaborative working both internally and with other schools to improve outcomes and the ability to develop opportunities, initiatives and partnerships to derive maximum benefit for the school and its stakeholders.

(D) I

Personal qualities

28

Passionate about education, inclusion and success for all. Leading by example with optimism, empathy and integrity to inspire, motivate and generate trust in others and the ability to build and develop teams across schools.

(E) A/I

29

Highly effective and creative communicator (oral and written) with the skills and confidence to negotiate and consult across a wide range of decision makers and partners.

(D) A/I

30

Ambitious, driven and resilient with a collegiate approach. High expectations and good judgement to recognize and reward professional excellence, and recognize and deal effectively with poor performance.

(E) I

31 Ability to generate commitment to change and develop strong teams to manage it effectively.

(E) I

11

OFSTED Inspection Report (February 2011): Summary

The full OFSTED Report can be found on the following link:

https://reports.ofsted.gov.uk/provider/21/110241

12

Application Process

Safeguarding Jordans School is committed to the protection and safety of its pupils and all posts within school are subject to an Enhanced Disclosure and Barring Service (DBS) check. References will be taken up prior to interview. School Visits We encourage all applicants to make a school visit. This can be arranged by contacting, Mrs Lesley Delveno in the school office on 01494 874217 or by email at office@jordans.bucks.sch.uk Applications Please send your completed application form to Nicholas Hunt, Chair of Governors, care of

office@jordans.bucks.sch.uk by 9am on Monday 26th November 2018. Please note that we do not accept CVs. We are an equal opportunities employer, welcoming applications from all sections of the community. Interviews Interviews will be held during the week commencing 10th December 2018, at the school, and are expected to take most of the day. Candidates will be asked to undertake a range of activities and we will ensure that you have plenty of opportunity to ask all of the questions you may have. The Selection Panel reserves the right to hold a second round of interviews if two or more candidates perform equally well at first interview.

The Selection Panel will notify you of its decision as soon as possible after the interviews have concluded. Candidates who are unsuccessful at interview will be afforded an opportunity for feedback on their performance if they wish.