A deputy head would expect to have a job description which included substantial whole-school responsibilities. These might be functional, for example direction of the curriculum or pastoral provision, or they might be sectional, for example overall direction of specified year groups or key stages.

Specific functions, such as liaison with feeder schools and direction of staff professional development, should be listed. For a sole deputy, the duty to cover for the head’s absence would be included; otherwise this might be delegated to another deputy, or shared.

A good job description would indicate that it was not set in stone, but subject to amendment from time to time on either side. It would also allow for additional tasks to be set, at the head’s discretion.

Annual target-setting must be related to both the individual’s job description and to the school’s development plan. Targets should not cover the whole range of a deputy’s work, but should specify particular areas to be assessed for that year. Both parties should agree on the matters that are to have priority for the year. They should be relatively few, capable of being both achieved and assessed, and with clear criteria against which success can be measured.