Headteacher Recruitment Sample Clauses

Headteacher Recruitment. The Diocesan Education Team offer support to Governing Bodies to successfully recruit new church school headteachers and to ensure their smooth transition into church school headship. For further details about the support available with Headteacher Recruitment, please visit our website. Communication between the Diocesan Education Team and the Governing Body of a Church School Good communication is the key to a good relationship. The DBE commits to maintain regular and meaningful communication with the governors of church schools in the Diocese of Worcester through the Diocesan Education Team. In return, the DBE asks that governing bodies keep in touch with the Diocesan Education Team, and reply to requests for information. All information requested will enable the Diocesan Education Team to fulfil its vision and purpose to love, to learn, and to serve governors of Church of England schools. In the Summer Term of each academic year, the EOE will request a skills audit for completion by the full governing body and by MAT boards, by October half-term. By requesting this information, the Diocesan Education Team intends to provide the governing body and MAT boards with an annual opportunity to review its capacity, skills-base, and effectiveness. The skills audit will also inform the Diocesan Education Team’s planning of the following year’s training programme. At the same time, the EOE will circulate questions which we suggest are discussed at the first full governing body meeting of the Autumn term. These questions will focus governors’ thoughts on the impact of the school’s Christian vision and values; the impact of the governing body on the life of the school; and next steps for the school as a church school. A reminder will be sent at the beginning of the Autumn term. The Diocesan Education Team offer a facilitated 1 hour meeting between headteachers, Chairs of Governors and Ex-officio foundation governors, when at least one is new to their role. This is in order to explore the context of the school and the interconnectedness of these roles. To organise a meeting such as this, please contact the EOE. Communication between the Diocesan Education Team and Clerks to Governors of a Church School As stated on the previous page (p. 19), the DBE commits to maintain regular and meaningful communication with the Clerks to Governors of church schools in the Diocese of Worcester, through the Diocesan Education Team. In return, the DBE asks that Clerks to Governors ke...
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Headteacher Recruitment charged service INDICATIVE FEE: £1900 plus VAT Deputy Heads/Assistant Heads (all schools) and RE Head of Department (secondary schools) – fees on application Employee Related Support – fees advised on application
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Headteacher Recruitment advice gifted
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Headteacher Recruitment. Advice Gifted The DBE should be involved in the recruitment of all Headteachers of church schools and academies. Outgoing Headteachers are asked to indicate their intention to the Diocesan Director of Education (DDE). Chairs of Governors are asked to liaise with the DDE to set a date and time to discuss the recruitment process. Following these initial contacts arrangements may be made with the Local Authority. The DBE will be provide guidance and advise on your requirements for pre-appointment preparation, including:  setting up the selection panel  legally sound wording and placement of advertisements  the job description and person specificationselection methods and interview techniques  bespoke governor training, if required  attendance at shortlisting meetings and interviews (first and subsequent advertisements of post)  provision of professional debriefing for candidates on behalf of the governing body, if requested All newly-appointed Headteachers will have an induction programme – welcome letter, initial visit by a DBE Officer and where required, a DBE Mentor Headteacher and identification of development needs relating to church school leadership and management. Discretionary charges may be applied if the recruitment is requiring excessive DBE time; this will be discussed with you prior to any charges being incurred.
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Headteacher Recruitment. Charged Service In addition to the Gifted Service, the DBE is able to fully manage the recruitment of a new Headteacher. This includes:  Creating the PDF pack for prospective candidates  Designing the job advert  Liaising with TES etc.  Handling all communication with prospective candidates  Liaising with the school / Academy for prospective candidates to visit  Making all the arrangement for interview days including creating activities, shaping the interview questions for assessment and producing the timetable  Arranging the shortlisting meeting  Seeking references for candidates  Offering feedback to unsuccessful candidates  Providing all information to the school and LA (if applicable) in order for contract of employment to be issued and for payroll purposes The price below is for 1 recruitment campaign, if the campaign results in interviews then the fee will apply regardless of whether or not the school appoints one of the candidates to the role. All advertising fees and venue fees for holding interviews or other meetings are to be met by the school. Headteachers are asked to inform the DBE as soon as they know there is to be a vacancy for such a post. The DDE will be available to advise and / or support the process from shortlisting to appointment of new post holder. This service is free but an extended package is offered if support with the administration of the process is required (this would be chargeable). Through its quality assured partners and consultants the DBE is able to provide access to HR support for a variety of employee related areas. Provision of employer-related advice, including contracts of employment, support with disciplinary or grievance hearings; support with recruitment other than those roles above. Headteacher Performance Management The DBE is able to provide schools with an external adviser to work with the Governors and the Headteacher on the Headteacher Performance Management meeting. This support consists of separate one hour meetings with the headteacher and governors, followed by a joint meeting and all preparation work and report writing. This is also available as part of a school review package. The external advisor would undertake a mid-year review in order to have an in depth knowledge of the school and help to shape professional objectives to optimise impact. The DDE is able to provide legal support and expertise in respect of trust and property issues. Buildings (VA Schools) The DBE has a statutory duty t...
Sample 1
Headteacher Recruitment. Fully Managed Service In addition to the Gifted Service, the DBE is able to fully manage the recruitment of a new Headteacher. This includes:  Creating the PDF pack for prospective candidates;  Designing the job advert;  Liaising with TES etc;  Handling all communication with prospective candidates;  Liaising with the school / Academy for prospective candidates to visit;  Making all the arrangement for interview days including creating activities and interview; questions for assessment and producing the timetable for the days;  Arranging the shortlisting meeting;  Seeking references for candidates;  Offering feedback to unsuccessful candidates;  Providing all information to the school and LA (if applicable) in order for contract of employment to be issued and for payroll purposes. The price below is for 1 recruitment campaign, if the campaign results in interviews then the fee will apply regardless of whether or not the school appoints one of the candidates to the role. All advertising fees and venue fees for holding interviews or other meetings are to be met by the school.
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Related to Headteacher Recruitment

  • Recruitment When advertising for employees, the contractor will include in all advertisements for employees the notation: "An Equal Opportunity Employer." All such advertisements will be placed in publications having a large circulation among minorities and women in the area from which the project work force would normally be derived. a. The contractor will, unless precluded by a valid bargaining agreement, conduct systematic and direct recruitment through public and private employee referral sources likely to yield qualified minorities and women. To meet this requirement, the contractor will identify sources of potential minority group employees, and establish with such identified sources procedures whereby minority and women applicants may be referred to the contractor for employment consideration. b. In the event the contractor has a valid bargaining agreement providing for exclusive hiring hall referrals, the contractor is expected to observe the provisions of that agreement to the extent that the system meets the contractor's compliance with EEO contract provisions. Where implementation of such an agreement has the effect of discriminating against minorities or women, or obligates the contractor to do the same, such implementation violates Federal nondiscrimination provisions. c. The contractor will encourage its present employees to refer minorities and women as applicants for employment. Information and procedures with regard to referring such applicants will be discussed with employees.

  • Periodic Recruitment The State reserves the right to add new Contractors during the term of the Centralized Contract via periodic recruitment. OGS will formally announce when the periodic recruitment Solicitation is issued. It is at the discretion of OGS when a future periodic recruitment shall commence. A periodic recruitment will be publicly announced through all standard means including, but not limited to: the NYS Contract Reporter; and OGS website. All OGS Centralized Contracts awarded under the Periodic Recruitment will commence upon OGS approval. All Contracts will co-terminate on the then current end date of the Centralized Contract or at the end of any approved extension or renewal period

  • Non-Recruitment The Executive agrees that the Company has invested substantial time and effort in assembling its present workforce. Accordingly, the Executive covenants and agrees that during the Term and the Post-Termination Period, he shall not, directly or indirectly through any other person or entity, solicit, induce or influence (other than pursuant to general, non-targeted public media advertisements), or attempt to solicit, induce or influence, any employee of the Company to leave his or her employment.

  • TRAINING AND EMPLOYEE DEVELOPMENT 9.1 The Employer and the Union recognize the value and benefit of education and training designed to enhance an employee’s ability to perform their job duties. Training and employee development opportunities will be provided to employees in accordance with Employer policies and available resources. 9.2 Attendance at employer-required training will be considered time worked. The Employer will make reasonable attempts to schedule employer-required training during an employee’s regular work shift. The Employer will pay the registration and associated travel costs in accordance with Article 23, Travel, for employer-required training.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • Training and Education SECTION 1 – Law Enforcement Supervisors’ Training

  • Workforce A. The Contractor shall employ only orderly and competent workers, skilled in the performance of the services which they will perform under the Contract. B. The Contractor, its employees, subcontractors, and subcontractor's employees may not while engaged in participating or responding to a solicitation or while in the course and scope of delivering goods or services under a City of Xxxxxx contract or on the City's property . i. use or possess a firearm, including a concealed handgun that is licensed under state law, except as required by the terms of the contract; or ii. use or possess alcoholic or other intoxicating beverages, illegal drugs or controlled substances, nor may such workers be intoxicated, or under the influence of alcohol or drugs, on the job. C. If the City or the City's representative notifies the Contractor that any worker is incompetent, disorderly or disobedient, has knowingly or repeatedly violated safety regulations, has possessed any firearms, or has possessed or was under the influence of alcohol or drugs on the job, the Contractor shall immediately remove such worker from Contract services, and may not employ such worker again on Contract services without the City's prior written consent.

  • Training a. The employer, in consultation with the local, shall be responsible for developing and implementing an ongoing harassment and sexual harassment awareness program for all employees. Where a program currently exists and meets the criteria listed in this agreement, such a program shall be deemed to satisfy the provisions of this article. This awareness program shall initially be for all employees and shall be scheduled at least once annually for all new employees to attend. b. The awareness program shall include but not be limited to: i. the definitions of harassment and sexual harassment as outlined in this Agreement; ii. understanding situations that are not harassment or sexual harassment, including the exercise of an employer's managerial and/or supervisory rights and responsibilities; iii. developing an awareness of behaviour that is illegal and/or inappropriate; iv. outlining strategies to prevent harassment and sexual harassment; v. a review of the resolution of harassment and sexual harassment as outlined in this Agreement; vi. understanding malicious complaints and the consequences of such; vii. outlining any Board policy for dealing with harassment and sexual harassment; viii. outlining laws dealing with harassment and sexual harassment which apply to employees in B.C.

  • Non-Recruitment of Employees During the Restricted Period, Executive will not, directly or indirectly, solicit, recruit or induce any Employee to (i) terminate his or her employment relationship with the Company or any of its Subsidiaries or (ii) work for any other person or entity engaged in the Business.

  • Training Program It is agreed that there shall be an Apprenticeship Training Program, the provisions of which are set forth in Exhibit "D", which is attached hereto and forms part of this Agreement.

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