Pastoral Leader
Durrington High School
West Sussex
- Expired
- Salary:
- DMAT M1 – UPR3 plus leadership allowance £4,000 - £6,000
- Job type:
- Full Time, Permanent
- Start date:
- September 2020
- Apply by:
- 20 April 2020
Job overview
A fantastic opportunity to join a team of senior leaders and school determined to become world class in all that we do!
Are you seeking a substantial whole school leadership role? Can you bring drive, enthusiasm and a genuine passion for teaching young people to our school? Are you committed to each and every child thriving, having a happy and successful education?
Durrington High School is one of just a few national Research schools and a number of staff and teams are recognised both locally and nationally for the work they do. Our School Centre for Initial Teacher Training (SCITT) recently graded as Outstanding has brought another dimension to our work. Company leaders have significant responsibility within the school and genuinely do transform the lives the young people they work with. Our student population is divided into seven companies, each led by a Company Leader and their team. As a dynamic team of leaders, we are excited about how we continue to develop the school and improve the learning and life chances of our students.
As a trust, we understand the importance of looking after our staff. From a rich and varied internal CPD program (led by our research school team) to the externally accredited NPQSL/ML we invest heavily in staff, our most valuable resource. We pay above national scales and staff have access to an excellent well-being package as part of their contract. We place high regard on recruiting and retaining excellent staff to ensure all students achieve beyond their expectations. We have an excellent track record of recruiting, retaining and promoting our best staff; will you choose to be part of our future success?
If you feel that you can bring something special to our school and Trust, we want to hear from you now! If you would like further information or a telephone call with the Executive Headteacher/line manager, which we welcome, please visit our website http://www.durringtonhigh.wsussex.sch.uk/wordpress/ http://dmat.education/ or contact admin@durring.com
Closing date: 9am 21 April 2020
Durrington High School as part of the Durrington Multi Academy Trust has a commitment to safeguarding and promoting the welfare of children. All staff that meet ‘regulated activity’ will be required to undertake an enhanced Disclosure and Baring Service (DBS) with Barred Lists check before employment commences.
Attached documents
About Durrington High School
Working at Durrington
At Durrington we have worked hard to develop a culture in our school where teachers and leaders are looked after, supported and professionally enriched. We would love to hear from you if you think that you might want to play a part in the exciting Durrington journey! In an ever-changing educational landscape, we focus on clear priorities:
- Ensuring all staff are able to have a sensible work/life balance - this means that we constantly review what we do, so teachers and leaders are able to focus on their core purpose.
- An evidence informed approach to teaching and CPD - we don’t want our teachers wasting their time on low-impact, gimmicky approaches to teaching. We want them to shape their teaching around what research evidence says is most likely to work. As one of only 39 Research Schools in the country, we are at the forefront of ensuring everything we do is informed by research evidence.
- Developing and growing our own excellent leaders, who in turn are able to nurture their own high-performing teams.
- Appointing external candidates with shared values, who will thrive in our school.
Looking After Our Staff
At Durrington we know that our staff are our most valuable resource. As a result, we have put in place a number of strategies to alleviate the pressures on staff. These include:
- We have moved away from a ‘tick-box’ approach to teaching and have embraced a ‘tight but loose’ approach. We want teaching to be tight, in terms of focusing on sound, evidence-informed pedagogical principles, but loose in terms of how this is interpreted in classrooms by subject specialists.
- Each department has developed their own streamlined feedback and homework policies, aimed at reducing workload whilst optimising impact.
- Teachers are not expected to write lengthy reports for students, but to record a current and projected grade for students and a judgement grade for effort and homework. •
- Enhanced pay scales and rapid progression opportunities.
- Teacher non-contact time above the national average.
- We have just three data collection points for each year group in a year, informed by ongoing assessment of student progress.
- We do not grade lesson observations.
- Fortnightly joint planning CPD within curriculum teams saves a significant amount of time for individual teachers.
- INSET days are used for collaborative planning in curriculum teams.
- Teachers are not expected to keep lengthy ‘evidence files’ for appraisal.
- All staff are registered with Healthshield for a range of wellbeing and practical support services with benefits including a variety of treatments for musculoskeletal issues, 24/7 GP and Employee Assistance Programme.
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