Deputy Headteacher
Durrington High School
Worthing West Sussex
- Quick apply
- Expired
- Salary:
- DMAT Leadership 18-22 (£60,450 - £66,671) more for an existing exceptional Deputy Headteacher
- Job type:
- Full Time, Permanent
- Start date:
- Aril or September 2018
- Apply by:
- 26 January 2018
Job overview
Deputy Headteacher Durrington High School Salary DMAT Leadership 18-22 (£60,450- £66,671, more for an existing , exceptional Deputy Headteacher) Required from April or September 2018 As a school leader, do you make a difference and are you seeking a new challenge in 2018? Do you want to work with a successful and forward- thinking school and Trust? We believe that all children are entitled to an excellent education, that staff are valued and should work within a professionally stimulating environment which supports them in achieving excellence. You will be a successful, existing senior leader, passionate about your work and committed to improving your own practice and impact. This is a newly-created post due to our Trust development and being designated one of only twenty-two research schools in the country in September 2017. If you would like to join a team of high-performing leaders who are committed to ongoing improvement, improving the life chances of young people and who enjoy working together, we want to hear from you now! Durrington High School is part of Durrington Multi Academy Trust (DMAT) and is a large and oversubscribed school with 1680 students on roll in years 7 to 11. Within the Durrington Multi Academy Trust, we place high regard on recruiting and retaining excellent staff to ensure all students achieve beyond their best. Durrington High School has a sustained track record of improvement for over a decade and we want to continue getting better. We are proud of our school and are always relentless in our efforts to give our students the very best education they deserve. If you would like further information, please visit our website http://www.durringtonhigh.w-sussex.sch.uk/wordpress/ http://dmat.education/ or contact Justine Kentfield Director of HR (DMAT) jkentfield@durring.com for an application pack, to arrange a confidential telephone call with Sue Marooney or to book on to one of our arranged tours. Closing date Friday 26 January 9am. 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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