Archived decisions

HAMPSHIRE COUNTY COUNCIL

Report

Committee:			Children and Young People Select Committee
Date of meeting:			2 July 2009
Report Title:			Response to Recommendations: Recruitment and Retention of Teachers and Head Teachers Review
Report From:			Education Personnel Services, Hampshire Teaching and Leadership College and Governor Services
Contact name:		Carolyn Hughan
Tel:	01962 874820			Email:	[email protected]

1. Purpose of Report

1.1. To respond to recommendations in the report of the Review of Recruitment and Retention of High Quality Teachers and Headteachers 2009

2. Contextual Information

2.1. To consider the responses made on behalf of the Executive Member for Children's Services

Section 100 D - Local Government Act 1972 - background documents
The following documents discuss facts or matters on which this report, or an important part of it, is based and have been relied upon to a material extent in the preparation of this report. (NB: the list excludes published works and any documents which disclose exempt or confidential information as defined in the Act.)
Document	Location
None

IMPACT ASSESSMENTS:

1. Equalities Impact Assessment:

1.1. None

2. Impact on Crime and Disorder:

2.1. N/A

3. Climate Change:

3.1. How does what is being proposed impact on our carbon footprint / energy consumption?

N/A

a) How does what is being proposed consider the need to adapt to climate change, and be resilient to its longer term impacts?

N/A

Carolyn Hughan

01962 874815

18 May 2009 [email protected]

Dear Councillor Evans,

Please find enclosed the local authority (LA) officers' responses to the recommendations made by the Children and Young People Select Committee on 12 March 2009. The Reponses have been made by representatives from Education Personnel, Governor Services and Hampshire Teaching and Leadership College (HTLC). The representatives consulted with Area Directors and the senior inspector for Special Educational Needs.

We are pleased to note that the committee's report highlights and celebrates the very good work that is already taking place in Hampshire to recruit and retain high quality teachers and headteachers. In addition to our responses to each recommendation we would like to highlight the following contextual points:

1. Cultural change

· succession planning has not traditionally been an explicit part of the schools' or the local authority's (LA's) strategic planning

· systems to identify and nurture leadership potential have now been established however will take time to become part of the culture e.g: the Talent Management System

· succession planning is a system-wide issue and involves a cultural change in how schools and the LA identify and nurture talent.

· schools have responsibility for developing the workforce and the LA works with schools to support and extend their thinking and actions for improvement

· Education Personnel Services, Hampshire Teaching and Leadership College and Governor Services will continue to lead many aspects of professional development to support this cultural change and to support school improvement

2. Area Directors and District Managers work in their local areas with their teams of Primary Phase Inspectors and Advisory Headteachers. They are all significant players in the recruitment and retention of teachers and headteachers. Their role in future developments needs greater emphasis than is currently the case within the recommendations.

We would be happy to discuss any points raised by our responses.

Yours sincerely,



Carolyn Hughan, Janet Sheriton, Anthea Bastow

Contents

Letter to Councillor Evans from Carolyn Hughan,

Anthea Bastow and Janet Sheriton

1. Response to recommendations 1

2. Glossary of commonly used acronyms 15

Appendix

A. Review of recruitment and retention of high

quality teachers and headteachers -

Executive summary conclusions & recommendations



Hampshire County Council

Children and Young People Select Committee

Review of Recruitment and Retention of High Quality Teachers and Headteachers

2009

A response from Education Personnel Services, Hampshire Teaching and Leadership College (HTLC) and Governor Services



Children and young people select committee -

Review of recruitment and retention of high quality teachers and headteachers

Glossary of commonly used acronyms

AD Area Director

AST Advanced Skills Teacher

DM District Manager

EMAS Ethnic Minority Achievement Service

EPS Education Personnel Service

FCM Future Change Makers

GS Governor Services

HCC Hampshire County Council

HE Higher Education

HTLC Hampshire Teaching and Leadership College

ITT Initial Teacher Training

LA Local authority

LA Leadership adviser

LDC Leadership Development Centre

NCSL National College for School Leadership

NQT Newly Qualified Teacher

Ofsted Office for Standards in Education

PDA Professional Development Adviser

SAP Systems Applications and Products in data Processing

SEN Special Educational Needs

SIP School Improvement Partner

SWA School Workforce Adviser

TDA Training and Development Agency

TMS Talent Management System

The responses link to The Children and Young Person's Plan 2009-2012 Priority 3: 3.2; 3.3; 3.4; Priority 6: 6.1

Recommendation	Response	Timescale	Who
1. That Education Personnel Services and Hampshire Governor Services undertake further work to agree with schools and governing bodies ways in which they may capture more accurate data showing teachers' destinations when they move from or between Hampshire schools, so that they may understand the reasons for teachers leaving Hampshire schools and use this information to devise more effective recruitment and retention strategies.	Developments in SAP will enable EPS to capture data which schools will be inputting for the school Census. SAP will include a new field on destinations. An objective in Hampshire's Training and Development Agency (TDA) plan includes the capture of baseline data for under-represented groups. EPS will continue to work with schools on the actions which are required as a result of the capture and analysis of data EPS has appointed a member of staff to focus on the collection and analysis of data e.g. turnover, absence Governor Services will use the normal communication systems to keep governors informed about the outcomes of analysis	Academic year 2009-2010	EPS GS
2. That Education Personnel Services and Hampshire Teaching and Leadership College consider how information regarding the current workforce's career aspirations can be collected and collated centrally to assist with workforce planning and targeting of continuing professional development.	The Talent Management System (TMS) has been established to identify current and potential leaders. The open and managed sides of the system will provide data on aspirations. HTLC and EPS hold termly meetings to review progress with TMS and to plan improvements. Individual data is currently collected from HTLC core leadership programmes, e.g: Future Change Makers and Leadership Development Centre. A new programme launched in Autumn 2009 for middle leaders will collect data on participants. A HTLC administrator (to be appointed September 2009) and a School Workforce Adviser have been given a specific brief to collate, analyse and improve data collection and to produce bi-annual reports for HTLC and EPS which will inform professional development Note: TMS has huge potential to provide information which will increase more targeted support for individuals. The use of the TMS will take time as it is a new system and involves a cultural change for schools and the Local Authority to use a more systematic approach to talent identification and support.	TMS launched September 2008 Data reports July and January annually Sept 2009 On-going	School Workforce Adviser and Leadership Adviser HTLC EPS
3. That Hampshire Education Personnel Services and Hampshire Teaching and Leadership College undertake further work to identify and log details of retiring headteachers who would be prepared to take on work following retirement in support of Hampshire leadership development and school improvement.	HTLC and EPS will continue to liaise with Area Directors to identify retiring headteachers who have the qualities, behaviours and proven track record to support the professional development of other leaders. There is already extensive practice of using retired headeachers deployed in areas by Area Directors. The TMS will be used to `log' the details and expertise of those in the pool.	TMS used to log details from Autumn 2009	SWA, Leadership Adviser, Area Directors
4. That greater resource be invested in offering headteachers advice and counselling on career options after formal retirement.	Succession planning should be an integrated part of a school's strategic plan and aligned with performance management systems. Discussion about preparation for retirement will be done at a local level and as part of performance management. Area Directors and District Managers will discuss options with headteachers and will also signpost headteachers to HTLC and EPS to discuss plans and contractual implications including pensions advice. See also recommendation 3.	On-going	Area Directors EPS HTLC Governor Services
5. That greater emphasis is put on ensuring women in secondary schools have the opportunity and are encouraged to participate in programmes such as those put on by Hampshire Teaching and Leadership College.	All programmes are accessible to all current and aspiring leaders in schools. A communications strategy is in place which uses a range of methods to promote all programmes, e.g: Schools Communications, fliers, HTLC Directory, promotional events, telephone calls to schools, briefings at conferences. The evidence from the core leadership programmes does not support the concern about secondary female leadership e.g. FCM 2009 5 out of the 10 secondary school participants are female. Male and female headteacher facilitators are role models in the programmes. 32 out of 72 secondary headteachers are female; females make up 65% of senior leadership teams. There is a balance of male (50.8%) and female (49.2%) assistant headteachers. There is a difference at deputy level of male (55.3%) and female (44.7%). All recruitment is carried out observing the Equalities criteria and the best person for the role is appointed regardless of gender.
6. That the Education Advisory Panel requests a report detailing measures being taken to ensure gender equality in Hampshire's teacher recruitment practices, e.g. through governor training on fair recruitment practice.	We await further information. Governor training is currently available on fair recruitment practices which is both centre based or delivered in schools. The LA supports governors with headteacher appointments in many different ways e.g. on-line resources. Governor Services would welcome the Advisory Panel setting an expectation that governors involved in recruitment must be trained
7. That Education Personnel Services and Hampshire Teaching and Leadership College considers how to capture information about the continuing professional development needs of Hampshire teachers, particularly those in the 35-45 and over 50 age groups.	The Talent Management System will be used to capture information. See also response in recommendation 2. Continuing Professional Development Leaders from primary and secondary schools are invited to a regular CPD meeting with the Professional Development Adviser (PDA). The group identifies priorities for professional development and could possibly make the age groups identified an area for further research.	On-going from Autumn 2009	HTLC EPS
8. That Education Personnel Services leads on the development of a clear strategic statement as to how high quality BME teachers will be recruited and retained in Hampshire. This strategy to address elements including the role of governor training, how teaching as a career is `sold' to BME candidates, the role of collaborations between ITT providers and the local authority and schools in facilitating BME teachers' access to appropriate school placements for school-based practice.	EPS has included an objective in the TDA plan to carry out work on capturing baseline data on underrepresented groups. EPS will work with, HCC's Equalities Adviser to develop the plan and make improvements. EPS will continue to work with partners such as EMAS, Governor Services and ITT EPS will review the advertising of vacancies and the web page.	2009 and on-going	EPS
9. That the Education Advisory Panel commission a report into the full range of financial incentives available to governing bodies to attract teachers to Hampshire, along with details of how these incentives are currently being used in Hampshire schools.	There is information available to governing bodies in the Statutory Pay and Conditions Framework for Teachers
10. That Education Personnel Services and Hampshire Governor Services ensure that stronger messages about the positive impact of collaborations e.g. school clusters on staff wellbeing and professional development are communicated to schools and governing bodies in Hampshire and that information about such collaborations - and their effectiveness - is reported to the Education Advisory Panel on a regular basis.	EPS and GS are closely working with HCC legal services to provide advice to schools to further develop collaborative working. Children's Services are facilitating the development of local children's trust partnerships and extended school clusters. The partnerships will build on existing collaborative arrangements between schools. Hampshire Governors Services has done an enormous amount of work in this area and switched resources in order to cover the work. Further resources would need to be allocated to expand this work. Well being is now part of The Healthy Schools Award. The number of schools with healthy schools status is 535; Hampshire exceeds the national target of 75%. A well-being conference held in 2008 was attended by over 100 colleagues. Investment has been made in producing resources to promote well-being e.g. publications and posters for all schools. Resources are available on the EPS website. Outcomes from the Innovation, Communication and Collaboration project facilitated by HTLC will available Autumn Term 2009 Well-being, including dedicated headship time, will continue to be a priority and is part of the TDA plan. A resource pack will be developed and workshops available for heads and governors and new leaders. New headteachers' induction explicitly focuses on well-being.	Ongoing Autumn Term 2009 Spring/summer 2010	EPS GS Area Directors HTLC EPS HTLC
11. REID: That the possibility of having schools with sixth forms alongside the sixth form college model be examined further, especially given the Government's plans for raising school leaving age.
12. That Hampshire Governor Services targets advice to governing bodies on the need to produce high quality promotional material for their schools, including school websites.	Promotional materials for recruitment are part of the package of advice and support from Area Directors and District Managers and EPS for headteacher recruitment Advice is available from the LA to develop school websites and marketing strategies
13. That the Education Advisory Panel reviews the feasibility of asking the most outstanding headteachers to work in the most disadvantaged areas, possibly on a part-time or secondment basis.
14. That the highly damaging effects of negative media coverage on the teaching profession are countered by the Executive Member for Children's Services (Education) in Hampshire through a constant campaign to praise the achievements of schools and their staff.	Hampshire press office works in partnership with schools, EPS and the Executive Member for Education to promote good news
15. That the Executive Member for Children's Services (Education) considers using some of the positive findings of this review to promote Hampshire as an excellent place to develop a career in teaching.	Hampshire is promoted by EPS in many different ways including: -recruitment fairs -Teach Hampshire website TMS is part of the website -vacancy bulletin -local recruitment campaigns e.g. Basingstoke -EPS uses promotional materials from the tourist office to promote Hampshire Currently EPS is developing links with Job Centre Plus EPS' promotional material includes the slogan `More diversity, more opportunity' emphasising Hampshire as a large authority where individuals will have many and varied opportunities to develop their career pathways HTLC and EPS will work together to help potential applicants become aware of, and use, the TMS	2009-2010	HTLC/EPS
16. That the Education Advisory Panel requests a report on the impact of forthcoming regulations relating to the local authority role to report non-compliance with workforce reforms. This report to include details of roles and responsibilities for monitoring compliance.	Evaluation carried out by EPS showed that over 90% of those schools which returned the questionnaire were compliant with workforce reforms. Monitoring is part of the remit of the School Workforce Adviser appointed 2008 Governors have a responsibility to monitor compliance in schools
17. That the Education Advisory Panel requests a report considering opportunities for introducing flexible career paths for teachers in Hampshire (i.e. use of gap years) to improve staff wellbeing.	This is a matter for individual governing bodies and national conditions of service. HTLC and EPS published a paper `Building Capacity for Sustained Improvement' which was circulated to all schools. This paper offered different models of leadership and recommended governing bodies discussed the paper with the head and leadership team. Flexible working is promoted as long as it is in the interests of operational effectiveness. There are many examples of Headteachers and governing bodies supporting sabbaticals, secondments, action research, inquiry visits nationally and internationally as part of a school's commitment and systematic approach to professional growth and recruitment and retention. Awareness has been raise through headteachers' conferences, governors' briefings, District Managers work with schools
18. That Hampshire Governor Services investigates ways of raising awareness and providing information about the use of more flexible staffing arrangements, including new models of headship, for governing bodies in Hampshire.	As 17.
19. That the need for governors to make full consideration of the options available to provide administrative support to teachers/headteachers is promoted and monitored by Hampshire Governor Services and Education Personnel Services.	Workforce reform - see recommendation 16.
20. That the Education Advisory Panel requests a report providing information about schools which have implemented workforce reforms, with details of their impact and outcomes.	Workforce remodelling case studies appear on EPS' website OfSTED look at workforce reforms as part of inspection HMI inspect at least one school in several authorities and in 2009 it was a Hampshire school
21. That Education Personnel Services and Hampshire Teaching and Leadership College ensure that mentoring and training support to new headteachers is provided as an organisational norm immediately on appointment.	This is already in place as an organisational norm. Area Directors and District Managers ensure that each new headteacher has a mentor. A record of mentors is kept by HTLC and protocols are sent to each mentor. An experienced, retired headteacher has been employed by HTLC to undertake a review of mentoring arrangements and impact in Hampshire. This review began in January 2009. The outcomes, when known, will form part of HTLC's improvement and developmental work. All new headteachers have an allocation of funding (EHP) from the National College of School Leadership (NCSL). At Hampshire new heads' induction information is provided on HTLC's coaching database. New heads are encouraged to use some of their EHP funding on coaching which is in addition to their mentor. Acting heads are given a mentor by Area Directors/District managers and acting heads are invited to Hampshire's induction for new heads	Outcomes of review: June 2009	HTLC (Leadership Adviser with Area Directors)
22. That Education Personnel Services develops stronger links with initial teacher training providers in order to present the best career opportunities to NQTs and allow them to make considered choices when seeking their first teaching jobs i.e. through presence at career fairs.	The Professional Development Adviser (PDA)has close links with all local higher education establishments and meets regularly with representative from HE and schools. The PDA will be working with EPS and primary phase inspectors on NQT induction. HTLC will make available the leadership map for the NQT conferences. Behaviour and attendance - one of HIAS team has gone to Southampton University to deliver a module and the group will be tracked by HIAS. The group will take accreditation in the modules pilot with Southampton	PDA October 2009	EPS HTLC
23. That Education Personnel Services considers the benefit of working with the region's initial teacher training providers to address recruitment to initial teacher training for shortage subjects.	Education Personnel works with ITT providers and also links with the TDA regionally. EPS focuses on providers who have graduates qualified in shortage subject areas and attends their recruitment fairs. EPS invites headteachers of schools with shortage subjects to attend the fairs and if they are unable to attend they are asked to send their school prospectus.	On-going	EPS
24. That Hampshire Governor Services makes better use of opportunities to deliver training to clusters of schools in local areas to reduce travelling time for governing bodies and improve access to governor training across the board.	Compared with the national data Hampshire governors are high attenders of training. Benchmarking data shows that the average attendance per 100 governor places in Hampshire is 134 and nationally it is 68. Governors in Hampshire are twice as likely to have attended training compared with the national average. In 2007-8 980 hours of training were delivered to governing bodies at their own schools on a topic of their choice; this is 57% of the 1716 hours training delivered in 07-08 and over 1o times the national average. In addition to taking training to each governing body in its location on demand (this has happened since 1990) the training provision has been enhanced by e-learning. Cluster training is available in any area of the county where a number of governing bodies request it either as a one-off or on a regular basis. There is no evidence to suggest it is an access issue. The Governing Body is legally able to pay expenses; it is a governing body decision whether they do. Governing bodies are encouraged to have an Expenses Policy and examples are available from Governor Services. OfSTED reports on national benchmarking data show that governance is good or better in about 70% of Hampshire schools and satisfactory or better in 97% of schools.
25. That School Improvement Partners do not support the same school(s) for more than 3 years, so as to maintain the independence of the SIP and its ability to challenge school performance in a constructive way.	An evaluation of secondary SIPs was carried out across 72 schools in 2007. One of the recommendations was that SIPs supported the same school for up to five years. An evaluation of primary SIPs work will be carried out in the Autumn Term. Training for SIPs is provided by the senior advisers for secondary and primary education working with Area Directors and HTLC - the training makes clear expectations of SIPs and the agenda for the visits so that SIPs provide challenge. Guidance on SIPs and their work in schools is available on the Children's Services website	Autumn 2009 Twice a year	HTLC/Senior Primary Adviser Senior advisers; Area Directors; HTLC
26. That the Executive Member for Children's Services (Education) considers how the Local Authority and Hampshire schools could create a requirement for School Improvement Partners to submit regular reports to governing bodies on agreed aspects of school performance in order to provide early indications of any upcoming performance or staffing issues.	Each SIP provides a report after each visit. Guidance on visits is available on the Hants web page.
27. That an overarching strategy for school leadership development in Hampshire in drawn up stating the full strategic aims of the programmes and identifying clear success criteria against which progress can be monitored and evaluated. WHO?	A strategic plan for leadership development has been created by a group represented by heads, cross-phase, LA officers, and NCSL. This plan will be approved by the Deputy Director of Children's Services so that the implications for other areas of Children's Services may be addressed	To be published Autumn 2009	Leadership Adviser John Clarke
28. That information about the Hampshire Teaching and Leadership College's projects forms part of Member induction training at HCC, in time for the new administration in 2009.	HTLC awaits the invitation
29. That the Executive Member for Children's Services (Education), together with the Schools Forum, considers the cost-benefit of investing more heavily in HTLC's leadership development projects, to increase the programmes' capacity and improve awareness of their availability amongst schools and governing bodies as a way of protecting the school workforce of the future in Hampshire.	The core programmes are currently heavily subsidised by Schools Forum funding up to 2011. On-going funding is essential to recruit and retain high quality leaders in Hampshire.
30. That the Executive Member for Children's Services considers how a requirement could be put in place for all Hampshire headteachers to evaluate future potential amongst their staff and enable teachers to participate in leadership training.	The National Agreement which defines staff development as an entitlement will help here. Headteachers are able to use Performance management as a way to identify leadership potential and plan appropriate development HTLC will continue to support schools in making succession planning and building leadership capacity an integral part of strategic thinking. HTLC offers a wide range of support including a toolkit for `Raising Aspirations'.	On-going	HTLC
31. That, as part of its focus on special school recruitment in 2009, Education Personnel Services investigates with initial teacher training providers and Hampshire special schools ways of addressing the shortage of teachers with specialist SEN knowledge in Hampshire.	The TDA plan includes a focus on special school recruitment. The bid includes working with NQTs, ITT providers, improving the website, secondments and flexible working between schools. EPS already works closely with Special School Heads' Executive who will advise on the plan and participate in the delivery.	From Autumn 2009	EPS Inspector for SEN
32. That Education Personnel Services, together with Hampshire special schools, ensures that career opportunities for staff in special schools are more visibly promoted and encouraged.	Recommendations 32 and 33 see recommendation 31 Collaboration between schools will extend opportunities for leadership development Teach Hampshire website enables schools to use a flag system to prioritise vacancies in special schools EPS will continue to use targeted recruitment campaigns and communications e.g. Hampshire Now
33. That Education Personnel Services, together with Hampshire special schools and initial teacher training providers, investigate the best ways to provide school-based practice for trainee teachers in Hampshire special schools.	Recommendations 32 and 33 see recommendation 31
34. That the Education Advisory Panel commissions a report on the role of multiple learning difficulty schools in educating children with behavioural, emotional and social difficulties.