STAFF EMPLOYMENT HANDBOOK
STAFF HANDBOOK
THE GOVERNORS
The Governors and Staff - Lady Eleanor Holles School
THE HEADMISTRESS
Welcome from the Head Mistress - Lady Eleanor Holles School
SCHOOL SENIOR MANAGEMENT TEAM
Understanding who is in charge of what in school is essential. To help you to get to know these vital faces and names, we provide you below with an overview of the LEH Senior Management structure: Senior Management Team (SMT) - Who we are
NON-TEACHING DEPARTMENTS
Who we are at LEH
THE FRIENDS OF LADY ELEANOR HOLLES (The Friends)
The Friends (Parents’ Association) exists to raise money for the School, thereby providing equipment or facilities that are additional to those funded from fee income. They also play a vital role in promoting a sense of community within the School by running social events for both parents and students throughout the year. Over the years this hardworking organisation has donated substantial funds to the School. On occasion, staff may be asked to volunteer to do some work in support of The Friends, which allows the School to support The Friends, and staff are asked to co-operate fully where they can. Current Council Members
The Chair – Steph Wheeler - flehschair@lehs.org.uk
The Treasurer – Chrissy Williams - flehstreasurer@lehs.org.uk
The Secretary – Sai Iyer - flehssecretary@lehs.org.uk
USEFUL INFORMATION AT A GLANCE
ACCESS TO SCHOOL
The School buildings are normally open during term time Monday to Friday from 6.30am (7.30am in the Junior School for Breakfast Club) until 7.00pm and students are present from 8.00am until 4.00pm, although many stay later to take part in extra-curricular activities. It should be noted, however, that many evening activities (e.g. Parents’ Evenings, concerts, etc.) take place during the week and therefore parents, staff and students will be on the School site up to as late as 10.30pm. In addition, the Sports Hall and Swimming Pool are let out to outside organisations in the evenings up to 9.30pm. At weekends the facilities are regularly used for events. However please be aware that the building will only be open at weekends while an event is taking place. During school holidays, buildings are generally open but during reduced hours. Please check in advance with Facilities if you are unsure – you might set the alarm off.
A breakdown of times for registration, assemblies and arriving and leaving both the Senior and Junior Schools can be found on the SharePoint.
ASSEMBLIES
It is an expectation that all teaching staff should attend the weekly Assemblies; if they are unable to do so they should get permission in advance from the Deputy Head Pastoral (if they are Form Tutors) or the Deputy Head/Head of Junior School. All Tutors in the Senior School should also attend the weekly section assemblies if taking registration on that day, unless given permission by the Heads of Section or the Heads of Year not to do so.
FINANCIAL AND CONTRACTUAL MATTERS
In financial and contractual matters, the School places significant emphasis on the importance of probity, financial control and honest administration. The arrangements for the prevention and detection of fraud are kept under review.
Employees who have a responsibility for financial transactions, e.g. the ordering of goods and services on behalf of the School, must ensure that the procedures in respect of the collection and handling of monies and keeping of accounts are observed.
Contractual arrangements and expenditure on behalf of the School must not be incurred, directly or indirectly, except with the authorisation of the appropriate line manager.
ALLOWANCES/EXPENSES
Should you use your car on official school business, or to travel to a location other than your place of employment, you will be reimbursed at current motor mileage allowance rates. You should note that your car insurance policy should include cover for business use. Any other costs that you incur whilst working away from school e.g. hotel costs, meals, rail fares, etc, will be reimbursed in full on production of receipts if the planned absence has been approved by the line manager. A summary of the School’s financial policies and procedures can be found on the Communications Site.
MOBILE PHONES
Staff should only use mobile phones in private areas, such as departmental offices or in the Staff Room: they should not be used in classrooms or corridors. Mobile phones should not be visible on desks, or in the classroom.
PRINTING, PHOTOCOPYING AND SCANNING
Every member of staff has a swipe card/ID card/PIN which unlocks any photocopier around the school Photocopiers for the use of students are located in the Sixth Form Library and in the Learning Resource Centre (LRC).
Scanning: You can scan documents from all the photocopiers and send them to yourself as emails.
SHAREPOINT
SharePoint is the School’s intranet (internal webpage) to which staff will have access at the start of their employment. On these pages staff will be able to find information about the different departments, policies and procedures, financial and absence forms, catering menus and much more.
SMOKING
Staff are not allowed to smoke anywhere on site other than in the designated smoking areas which are behind the front of the Gateway Car Park and by the East Gates. The School’s non-smoking policy also applies to e-cigarettes/vaping, which are also restricted on site.
STATIONERY
Stationery orders for the Senior School must always be processed through the School Office and supplies are kept in the Stationery Room. As a school we are endeavouring to use all existing stocks of stationery before ordering anything new – please check with the School Office if you have particular requirements.
In the Junior School, stationery is ordered through the School Office and approved by the Head of the Junior School. There is a stationery cupboard in the Junior School Office.
Staff should be aware that school property and facilities are provided for official School business. These facilities may only be used on a personal basis if agreed by the Head Mistress (for teaching staff) or the Director of Finance and Operations (for non-teaching staff).
TELEPHONE LIST
A telephone list with staff’s internal telephone numbers is accessible here. Contact details are also available on Outlook.
VARIOUS ADMINISTRATION FORMS
A range of school forms, for example staff expenses claim forms, cover request forms, and any other relevant forms are in the relevant Administrative Section of the Communications Site. Staff Forms
PROFESSIONAL BEHAVIOUR EXPECTATIONS/STAFF CODE OF CONDUCT
All staff are expected to behave courteously and professionally towards other colleagues and are entitled to fair and reasonable treatment at work. Any member of staff who feels that they have been treated unfairly or unreasonably in any way has recourse to the Grievance Procedure with the assurance that they can do so in confidence.
Rudeness will not be tolerated at LEH, and if any member of staff feels that another member of staff has been rude to them, they should discuss the issues with their line manager or the Deputy Head. If a parent
is rude to a member of staff, then this should be discussed, again, with either the line manager (a Head of Department, or Head of Year) or a member of SMT. Staff should take a record of any exchanges with parents.
Harassment takes many forms ranging from tasteless jokes and abusive remarks to pestering for sexual favours, threatening behaviour and actual physical abuse. Whatever form it takes, personal harassment is always taken seriously and is totally unacceptable.
We recognise that personal harassment can exist in the workplace, as well as outside, and that this can seriously affect employees' working lives by interfering with their job performance or by creating a stressful, intimidating and unpleasant working environment.
Colleagues are encouraged to report to a manager any behaviour by another staff member they consider to be unprofessional or unethical. This may include behaviour that you believe violates any law, rule or regulation or represents corrupt conduct, substantial mismanagement of resources, or is a danger to public health or safety or to the environment. Reports of such behaviour will be protected against reprisals providing the claim is based on a reasonable belief, is reported to an appropriate person and is in no way vindictive.
Our employment policies are designed to produce a framework within which all staff are treated in a fair and consistent manner. They have been developed to ensure that staff are aware of what is expected of them and what the School, for its part, offers in return.
All policies and procedures, including HR policies, are available to view and download from SharePoint staff are required to maintain standards of conduct, behaviour and professionalism appropriate to a leading educational establishment.
Staff are required to work to the best of their ability and use their best endeavours to promote and develop the School and its interests generally. It is an implied term of all employment contracts that staff will work honestly and loyally for the School. Equally, the School has a responsibility to act fairly and reasonably towards its staff and to provide a safe working environment in which staff can maintain a satisfying working life. Mutual trust and confidence are fundamental to the existence of the employment relationship. Instances where staff conduct themselves in a manner which is regarded as inappropriate may be treated as serious offences, or even gross misconduct under the School’s Disciplinary Procedure. For teaching staff, this includes adherence to the national Teacher Standards.
ALCOHOL AND SUBSTANCES
Staff must not attend work under the influence of, or have their work performance impaired by, alcohol or illegal substances. If a member of staff is found to be under the influence of alcohol or illegal substances at work, disciplinary action may be taken. Staff are not allowed to drink alcohol at work or during working hours, unless specifically sanctioned by Senior Management as part of an official end of term or special event, and only where alcohol is provided by the School. Social events, (such as leaving parties) at which alcohol may be provided, should normally be arranged to take place after working hours. Colleagues are expected to consume alcohol responsibly, maintain professional conduct and ensure that their actions always uphold the School values and do not compromise the safety or wellbeing of anyone; both during such events and in their professional capacity.
With regards to alcohol consumption whilst on a school trip the current policy can be found here: Trips and Expeditions Policy
Where a member of staff is involved with illegal substances or the excessive use of alcohol outside work, and this results in wider public attention which may be detrimental to the member of staff, the School will consider the impact that this may have on the individual’s employment, including consideration of the impact that this may have on the School’s reputation or standing in the community.
Staff who suspect or know that they have a substance abuse problem are encouraged to seek help and treatment voluntarily either through the School’s resources (the Medwyn Occupational Health Services
or the confidential counselling service available through BHSF or through outside agencies of their own choosing.
Staff taking prescribed medication are advised to seek advice from their GP or the School’s Occupational Health Advisor about the possible effects on performance and discuss the situation with their line manager or with the HR Department.
ANTI-BRIBERY
Staff should not accept any personal benefits or gifts of any kind from a third party (organisation, contractor, supplier, member of the public, parent, pupil or prospective parent or pupil), unless to refuse would cause offence and the gift is of small intrinsic value, i.e. less than £50. Receipt of gifts having a value greater than £50 must be notified to the Director of Finance and Operations.
For further information, please see the Anti-Corruption and Bribery Policy Anti-Corruption and Bribery Policy.pdf.
BEHAVIOUR OUTSIDE HOURS OF DUTY
Staff must conduct their personal affairs in a manner that does not affect their official duties. Staff must be aware that their activity or behaviour outside of working hours could bring the reputation of the School into disrepute.
CONFLICT OF INTEREST
It is in an employee’s own best interest to avoid placing themselves in situations where a conflict of interest might arise. They must not use their position to further their own private interest or the interests of others who do not have the right to benefit under the School’s policies. If in any doubt, employees should consult their line manager or the HR Department.
A conflict of interest may arise where an employee wishes to engage in other employment. In such a situation, unless otherwise stated in their contract, the employee must seek the consent of the Head Mistress. Staff must not engage in outside employment, or conduct business, trade or profession, outside the School, while employed by the School, where it might interfere with their work within the School or generate a conflict of interest, without written authority from the Head Mistress. If approval is granted, it is the employee’s responsibility to ensure that at all times the additional employment does not interfere with work performance and that there is no actual conflict of interest.
When it comes to private tuition, teaching staff are not allowed to tutor pupils from LEH Junior or Senior Schools. Should they wish to undertake private tuition with pupils from other schools they must first gain permission from the Head Mistress.
CONTRACTUAL PAY
PAY PERIOD
The pay month is the calendar month. Basic salaries/wages are paid on or around the last working day of each calendar month. Any pay queries that you may have should be raised with Payroll.
OVERPAYMENTS
If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from
your next payment, but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a longer period.
CRIMINAL OFFENCES
Employees must immediately inform HR if charged with a criminal offence punishable by imprisonment or other restrictions that would significantly affect their ability to perform normal duties. Serious misconduct or criminal offences committed during or outside working hours, which may bring the employee, other employees or the School into disrepute, may be subject to action under the School’s Disciplinary Procedure. An employee who is charged with a criminal offence should notify the Head Mistress, in writing, on notification of such an offence. This also includes some elements of driving offences. An employee will not be considered for dismissal or otherwise disciplined merely because he or she has been charged with or convicted of a criminal offence. However, the question may arise in such circumstances as to whether the employee's conduct warrants action because of the implications for the employee’s role. Each case will be treated individually in accordance with the particular circumstances. See the Disciplinary Procedure for further details.
DRESS CODE AND APPEARANCE
Staff should dress appropriately for work to convey a professional image to the students, to visitors to the School, and to external contacts. They should ensure that their standard of dress and the type and style of clothes and personal ornamentation worn are appropriate to the nature of their duties and responsibilities. Denim, and sport shoes (other than in PE department) displaying large branding are generally viewed as not appropriate attire. On INSET days and during the school holidays the dress code is informal.
The School values and welcomes diversity in its workforce and will take account of cultural and religious dress requirements with sensitivity by ensuring that employees are free to observe them insofar as this does not breach health and safety and security rules, nor impede communication.
In all cases, employees are expected to conform to the requirements to wear special clothing for health and safety reasons and to wear any uniform supplied to them in the appropriate setting.
It is an expectation that full-time teachers are present on site from 8.00am. Departure time after lessons have concluded depends on teaching commitments (including, in the Senior School, crossed-off time). Core working hours are from 8am to 4pm.
PENSION SCHEMES
We operate a contributory pension scheme for non-teachers that you will be auto enrolled into (subject to the conditions of the scheme). Teachers will be enrolled into the Teachers’ Pension Scheme although they may also choose to participate in a separate contributory pension scheme. Further information can be found here on SharePoint.
DEDUCTIONS
You agree that deductions from your pay will be made for the following costs incurred by the School in relation to your employment. The School expressly reserves the right to make these deductions:
• any fines, penalties or losses sustained that is the result of your carelessness, negligence, deliberate vandalism, dishonesty or a breach of School rules
• any monies paid or payable by the School to any third party due to any conduct undertaken by you for which we may be deemed vicariously liable
• any unauthorised personal use of mobile telephones provided to you for use
• any holiday pay relating to leave you have taken in excess of that which you have accrued at the point of termination
• the amount of any overpayment of wages
• outstanding loan or wage advance repayments
• any other sums owed to the School by you
• any deductions elsewhere under this contract in relation to which the reserved right to deduct applies
• in relation to deductions authorised by any separate agreement into which the School has entered with you.
You understand and agree that the School may make these deductions from all monies due to you.
RELATIONSHIPS AT WORK
LEH is keen to promote a professional and respectful working environment for all colleagues. While positive working relationships are encouraged, all interactions must maintain clear professional boundaries.
All colleagues are expected to behave professionally and appropriately at all times whether on school premises, at school events or in any situation where they are representing the School.
Colleagues in a relationship should be mindful of the impact their relationship may have on others and the overall working environment and ensure it does not create awkwardness among others.
Any personal relationship (i.e. romantic, family or close friendships) that could create a real or perceived conflict of interest, lead to any actual or perceived favouritism, unfair treatment or bias in professional decisions or influence professional judgment, must be declared to the DSL or the People team.
Personal relationships must not lead to breaches of confidentiality concerning pupils, staff, or School operations.
STAFF WHO ARE LEH PARENTS
A number of teaching and non-teaching staff in the Junior and Senior Schools are also parents of LEH pupils. These staff should ensure that they do not use their position as a member of staff to further their interests as a parent. For example, concerns about their daughter’s progress should be raised by email from their personal email address or by appointment with the appropriate member of staff made in the usual way.
RECOVERY OF MONIES OWED AND RETURN OF PROPERTY
At the request of the School, or in any event before your last date of employment or last working day with the School, you are expected to return all school property in your possession, or under your control including, but not limited to, computer or office equipment, keys and security passes, books, documents, correspondence, student lists, magnetic disks, tapes or other software storage media and all other property belonging to the School.
If you leave your employment with any outstanding loans, contractual debts or repayments due to the School, or have failed to return any school property in your possession despite a request to do so, you agree that an appropriate deduction may be made from any moneys due to you in your final pay to recover such outstanding monies (or in the case of goods, the market value of any such property at the time). If it is not possible to recover the debt in this way, then the School may seek repayment from you by another method.
The School reserves the right to issue civil proceedings for the outstanding amount or the return of (or equivalent value of) withheld property.
RISK ASSESSMENT
Departments are responsible for completing their own risk assessments in order to ensure that students, staff and visitors are properly protected from foreseeable risks.
If you are involved in leading and helping on trips you will have received training from the School’s Educational Visits Co-ordinator (here are the slides from trips training at the start of the academic year including information on risk assessment which can be found on the Educational Visits page on SharePoint). It is important that you familiarise yourself with the School's Risk Assessment Policy. In particular, it contains a proposed risk assessment in the event that there is no pro-forma for a specific event for which you are preparing a risk assessment. If you are in any doubt, please speak to the Estates Manager or Deputy Head Pastoral (Senior School) or Deputy Head of Junior School
SAFEGUARDING CHILDREN AT LEH
We are committed to safeguarding and promoting the welfare of children and young people and expect our staff and volunteers to share this commitment. The DSL team are Amanda Poyner, DSL; Sara Wilson Deputy DSL; Katie Sinnett Deputy DSL; Paula Mortimer, Deputy DSL (Junior School); Rebecca Yates, Deputy DSL (Junior School).
The safeguarding policy can be found on SharePoint.
All staff are issued with a card which is always carried behind their ID card on their lanyard (doublesided with staff absence number/procedures).
A member of staff is who is concerned and wishes to raise an issue relating to safeguarding or safeguarding practices, in particular that concerns are not being addressed, should report the matter as outlined in the School’s Safeguarding (Child Protection) Policy.
EMPLOYMENT FACTS AND MATTERS
ALL STAFF COMMITTEE
The All Staff Committee (ASC) was founded to facilitate a genuine exchange of views and information between staff and the leadership of the School. Staff are informed about developments and initiatives, and through the relevant staff representatives, management seek and consider staff views and feedback and take this information into account in decision-making.
The Senior Staff Teaching Forum (TSF) provides a forum to discuss issues and opportunities that relate to teachers and the teaching environment. The group works in partnership with other representative bodies such as the All-Staff Committee and teaching unions.
ANNUAL APPRAISALS/PROFESSIONAL REVIEW
Following a successful probation, all members of staff will join the Professional Review process with their Head of Department or line manager to review the year that has passed and to set new objectives for the year ahead. Any training needs will be discussed and agreed during the annual appraisal process.
CHANGES IN PERSONAL DETAILS
You must notify us of any change of name, address, telephone number, etc., so that we can maintain accurate information on our records and contact you in an emergency, if necessary, outside normal working hours.
CONTINUING PROFESSIONAL DEVELOPMENT
The School values all its staff and is committed to providing opportunities for all colleagues to undertake training and development required for their personal growth, improvement of their skills and/or knowledge, career progression, and maintaining the high standards of our School. As a new member of staff, any training and development needs will be discussed with you as part of your induction and during your probationary period.
The budget for staff development is held by the Deputy Head (for senior teaching staff) and the Head of Junior School, and the Director or HR (for non-teaching staff). If your application to attend a training event is supported by your line manager, you should complete a Staff Development INSET Application Form, available on EveryHR, which will be submitted to your line manager for approval. It will still be subject for final approval by the Deputy Head. It should be noted that courses must not be booked prior to budget approval.
Continuing Professional Development (CPD) is provided internally for staff through workshops and speakers on INSET days and the Staff Professional Development Programme during the year. Nonteaching staff are welcome to attend teaching staff INSET where relevant, and additional training is provided for them during INSET days and ad hoc during the year.
The School also offers study support with qualifications and apprenticeships. Further information on what qualifies for this type of support and how to apply can be found on the SharePoint.
INDUCTION PERIOD
Teaching and non-teaching staff have a formal induction process with an induction programme which is carried out by the line manager and also, in the case of teaching staff, your SMT mentor. For teaching staff this includes timetabled weekly meetings.
During this stage you are finding out about basic procedures and guidelines. Guidance will be provided by your line manager and work colleagues and if you are unsure or need further advice and assistance, please ensure that you ask your line manager.
PROBATIONARY PERIOD
All new staff are required to work a probationary period as stated in their contract of employment. For teaching staff this is usually eleven months, and for non-teaching staff usually six months. During the probationary period your performance will be assessed against the requirements of the job description and the needs of the post and reviewed at mid-term point. The probation will not be passed/confirmed until such time that you are informed of this in writing. The School reserves the right to extend probation periods by up to one additional term where appropriate for teaching colleagues and three months for non-teachers. The appointment will only be conformed upon a successful completion of the probation period.
STAFF BENEFITS
Information on what benefits are available to LEH staff can be found here on SharePoint.
STAFF WELLBEING
We recognise that sometimes you may face certain challenges in your work and home life that are difficult to deal with. As part of our cash plans’ health cover, BHSF we provide access to a confidential and professional life management service that provides you with a qualified counsellor who can offer personal support for any practical or emotional challenges you may be facing. The service is initially provided via telephone and online advice but up to eight face-to-face meetings may be arranged where this is felt clinically appropriate. This service is totally confidential.
ATTENDANCE AND ABSENCE
CROSSED-OFF TIME (SENIOR TEACHING STAFF)
Afternoon crossed-off time
Where staff have double crossed off time in Periods 6 and 7, they can leave school at 2.45pm, having checked with the Data Office that they aren’t needed for cover. Staff are still required to attend all after-school meetings as required and must be available for school trips where necessary. Where staff have a single crossed off time in Period 7, they can leave school at 3.15pm, having checked that they are not needed for cover. The same rules apply about after-school meetings and trips.
As you may be needed at short notice, crossed-off time should not be used for a regular commitment.
If a member of senior teaching staff is not teaching period 7 they may leave at 3.30, if not used for emergency cover.
Morning crossed-off time
A small number of teaching staff have crossed-off time at the beginning of the day. Subject to arrangement with their co-tutor (3rds-U5) or an arrangement for a reserve tutor (Sixth), they are not required in school until 10 minutes before the end of their crossed off time i.e. 10 minutes before start of P2 (similar to part-time teachers who don’t teach P1).
Staff should attend their agreed place of work for the hours specified in their contract of employment. Any variation to these terms, e.g. a request to work from home on occasion, must be agreed with their line manager in advance.
LEAVE OF ABSENCE IN WORKING HOURS/DURING OR OUTSIDE TERM TIME
All teaching staff are expected to arrange routine medical, dental, ophthalmic examinations and nonurgent treatment during school holidays or during non-teaching periods wherever possible. If this is not possible, the Head Mistress may grant exceptional leave of absence and staff should complete Other Absence Request on the School’s HR system, EveryHR.
Non–teaching staff are also expected to arrange these appointments out of normal working hours where possible, but if this is not possible, then at the very start or end of the working day. Where this is not possible your line manager may ask you to complete Other Absence Request on the School’s HR system, EveryHR which has to be authorised by your line manager and the Director of Finance and Operations. Alternatively, following discussion with your line manager, it may be possible for you to make up working time granted in this manner.
If you leave the school site during working hours for any reason, you must inform your line manager.
Part-time non-teaching staff who need to take a day off during term time should complete Other Absence Request on the School’s HR system, EveryHR, which must be approved by their line manager and then have overall approval by the Director of Finance and Operations who will sign it off as either paid or unpaid leave.
Full-time non-teaching staff should book holiday using the School’s self-service online system, EveryHR HR will provide a username and the password.
PLANNED ABSENCE
Requests for time off for compassionate leave, or requests to attend other events /occasions including religious holidays, must be made in advance using the School’s HR system, EveryHR. Where the leave taken is for an emergency, or for family care leave, the request should be completed after your return to work. Please note that this system is not to be used to request time off to attend work related training events. Any medical appointments should be supported with evidence of the confirmed meeting (for example, a screenshot of the text from the surgery or hospital, or the scanned letter confirming dates and times). Absence from a parents’ evening should be avoided at all costs and must be agreed in advance by the Deputy Head or Head of Junior School.
RECORD-KEEPING
Employers are responsible for the payment of Statutory Sick Pay to their employees and in consequence detailed records have to be kept determining entitlement and to justify the payments made.
SICKNESS OR UNPLANNED ABSENCE REPORTING AND REQUESTING LESSON COVER
All staff should follow the School’s sickness absence reporting procedures if they are unwell and cannot attend for work. The Staff Ill Health Absence Policy is available on the Communications Site for further information.
Senior School teaching staff: if you are unable to attend school due to sickness or other unforeseen circumstance, you must telephone the staff absence answer line, 020 8783 9920 or email cover@lehs.org.uk before 7.30am on the first day of absence, stating your name, department and the reason for your absence. Cover will then be arranged for the day. It is your responsibility to set work for classes you are missing. If you are too unwell to set work, then this will be set by your Head of Department. This work should be put in the folder in the staff team. You must also inform your Head of Department about your absence.
By 3.15pm on the first day you must call the answer line or email cover@lehs.org.uk again to inform the School of your intended return. If your absence goes on longer than one day, you are required not only to call/email again by 3.15pm on the first day but also call the answer line by 3.15pm on the day prior to your return to work.
Junior School teaching staff: If you are unable to come to school, please telephone the Deputy Head of the Junior School on 07958 708330 and notify them before 7.30am. Where appropriate, cover information should be uploaded to the cover folder in the Junior School Staff Team.
Non–teaching staff: if you are unable to attend school due to sickness or other unforeseen circumstance, you must telephone or email your line manager to report your absence by 8.30am. Line managers must report this information to the Director of HR to be recorded.
By 4.00pm on the first day you must call or email your line manager again to inform the school of your intended return. If your absence goes on longer than one day, you are required not only to call or email again by 4.00pm on the first day but also call or email your line manager by 4.00pm on the day prior to your return to work.
RETURN TO WORK
You should notify your line manager as soon as you know on which day you will be returning to work if this differs from the date of return previously notified.
If you have been suffering from an infectious or contagious disease or illness such as rubella or hepatitis you must not report for work without clearance from your own doctor.
Periods of sickness absence and other absence are recorded by staff on the School’s HR database system, EveryHR. All staff must complete a form on EveryHR to report all periods of sickness absence. A GP certificate is required for more than seven calendar days of continuous sickness. Doctors’ certificates must be sent to your line manager or the HR Department as soon as possible. The School uses Medwyn Health as its Occupational Health advisory service if necessary.
Upon returning to work after any period of sickness/injury absence, you may be required to attend a ‘return to work’ interview to discuss the state of your health and fitness for work. Information arising from such an interview will be treated with strictest confidence.
Submission of a medical certificate or sickness self-certification absence form, although giving us the reason for your absence may not always be regarded by us as sufficient justification for accepting your absence. Sickness is just one of several reasons for absence and although it is understandable that if
you are sick, you may need time off, continual or repeated absence through sickness may not be acceptable to us.
In deciding whether your absence is acceptable or not we will consider the reasons and extent of all your absences, including any absence caused by sickness/injury. We cannot operate with an excessive level of absence as all absence, for whatever reason, has an adverse impact on the School.
We will take a serious view if you take sickness/injury leave which is not genuine, and it could result in disciplinary action being taken.
If we consider it necessary, we may ask your permission to contact your doctor and/or for you to be independently medically examined by our Occupational Health Specialists, Medwyn Health.
MATERNITY/PATERNITY
For further information, please follow the links to our policies: Maternity Leave Policy and Procedure Paternity Policy
Members of staff who take maternity/paternity leave, are entitled to retain their School iPads; however, School laptops have to be returned before maternity/paternity leave begins. Please note that there is no expectation for you to work during this time and the equipment is purely to allow you to stay connected and/or access resources should you chose to.
TEACHER COVER
At least seven days prior to a planned absence a Cover Request Form must be completed, which can be found here, for each day of absence. The form requires staff to arrange their cover within their department wherever possible. An exchange of staff duties, where applicable, must also be arranged well in advance of the day. If this is not possible speak to the Data Office. Set work must be put in the folder in the staff team and (if there are physical copies to hand out) in relevant lesson pigeonhole in the staff room. Any absences must be approved by, firstly, the line manager/Head of Junior School and then by the Deputy Head/Deputy Head of Junior School. If the absence is for a medical appointment, then supporting documentation must be provided with the application (this can include screen shots of text messages sent by the surgery or hospital). Full details of the condition you are seeing a health professional about can be redacted in this supporting documentation for reasons of privacy.
Planned absence requests (including CPD request) must be made in advance using the School’s HR system, EveryHR. If the request is for less than a whole day, staff must specify the timings when completing the EveryHR form so that appropriate lesson cover arrangements are put in place by the Deputy Head of the Junior School. Junior School teachers must upload cover information to the cover folder in the appropriate folder in Teams.
FULL-TIME NON-TEACHING STAFF HOLIDAY ENTITLEMENT AND CONDITIONS
ANNUAL HOLIDAYS
Your annual holiday entitlement is shown in your individual Statement of Main Terms of Employment.
It is our policy to encourage you to take all of your holiday entitlement in the current holiday year. We do not permit holidays to be carried forward other than in unusual circumstances and then only with prior approval of the Director of Finance and Operations, and NO payment in lieu will be made in respect
of untaken holidays other than in the event of termination of your employment.
You must complete a holiday request through the HR system, EveryHR, and have it approved by your line manager before you make any firm holiday arrangements.
When requesting holidays the following rules will apply:
1. You should give at least one month’s notice of your intention to take holidays.
2. You may not normally take more than two working weeks consecutively.
3. Holiday will normally be allocated on a "first come - first served" basis at the discretion of the line manager to ensure that operational efficiency and appropriate staffing levels are maintained throughout the year.
4. Holidays can be booked for the next calendar year before September of the previous year or whenever the annual planner is available, whichever is sooner.
5. Your holiday pay will be at your normal basic pay.
JURY SERVICE
The School will pay staff up to two weeks' salary to attend jury service. We may be able to extend payment for up to four weeks in exceptional circumstances. Supporting documents will be required to qualify for pay whilst on jury service. It is a condition of this allowance that the School may request that you apply for a postponement if the timing of the jury service is for a period which may present operational difficulties.
PUBLIC/BANK HOLIDAYS
Your entitlement to public/bank holidays is shown in your individual Statement of Main Terms of Employment.
STAFF MEETINGS
INSET DAYS
There are usually two INSET days before the students return at the start of term in September, two in January and one in April (this can change depending on need). These are compulsory for all teaching staff and count as part of term time for non-teaching staff. A short staff meeting for all members of teaching and non-teaching staff in the Junior and Senior Schools is held at the start of each INSET day. The day may also include training provided internally or by an outside speaker, and department time. All members of staff should attend and part-time staff who would not normally work on these days will be paid for their attendance. To facilitate this for part-time teaching staff, the dates are publicised two years in advance. INSET training is also provided for non-teaching staff on these days. Additional twilight INSET and other training happens across the year during the school day.
STAFF MEETINGS
These are held regularly throughout the year on pre-arranged days at 4.10pm in the Senior School and Thursdays at 4pm in the Junior School. All full-time teaching staff are expected to attend unless they have a duty. Part-time teaching staff attend if they are in school for Period 6. Non-teaching staff are invited to attend meetings which affect their roles. The meetings usually last for an hour. If there are items which any member of staff wishes to include on the agenda, the Head Mistress/Head of the Junior School should be asked in advance. Everyone's views are welcome when an item on the agenda is under discussion. Some evenings may be used as Twilight INSET sessions; details will be provided about the content of these in advance.
SENIOR SCHOOL STAFF BRIEFING
This is held every Wednesday at 8.30am in the Theatre except in weeks when there has been a Staff Meeting on a Monday after school. All senior teaching staff are expected to attend, and non-teaching staff are welcome. Minutes on the briefing are distributed to all staff.
JUNIOR SCHOOL STAFF BRIEFING
This is held every Tuesday at 8.20am in the Staff Room. All Junior teaching staff are expected to attend, and non-teaching staff are welcome.
OTHER MEETINGS
(Unless otherwise stated, attendance at these meetings is a requirement of those members of these groups; non-attendance has to be approved by the appropriate member of SMT and, if necessary, a colleague asked to attend instead)
Departmental Meetings
Heads of Departments Meetings
Academic Committee Meetings
Learning & Teaching Committee
House Staff Meetings
Pastoral Committee Meetings
Year Meetings
One meeting a week is held, either in a timetabled period or during lunch. Minutes should be taken and shared with the Head Mistress and all SMT.
Meetings are held once every half term.
These are held approximately once per term.
These are held once every half term.
Heads and Assistant Heads of House meet once per half term.
These are held approximately once per term.
Half termly.
Digital Strategy Group
Junior School Coordinators Meetings
Junior School Subject Coordinator Meetings
Joint LEH/Hampton Deputy Heads Committee
These are held on Friday afternoons every six weeks.
Once per term.
Subject coordinators should arrange a subject meeting once per term.
The committee consists of A Poyner, D James (LEH), and S Hendry, P Message, M Nicholson and O Morris (Hampton) Occasional Meetings for Special Purposes
These are held for all members of staff to discuss information prior to public examinations, school examinations, staff presentations, etc.
VISITORS AND COMMUNICATIONS
Staff should refer to the Visitors’ Policy prior to inviting a visitor into school. All visitors must be signed in and out of the school at Reception/Facilities or the Junior School Office. Please tell Reception if you are expecting a visitor – Ext: 0 or reception@lehs.org.uk or junior-office@lehs.org.uk. It is helpful for the Receptionist or Junior School Secretary to know who is expected. This allows for a better welcome for your visitor. Let Reception know where you will be when your guest arrives. Your visitor will be issued with a visitor badge which they must wear, and they must be accompanied at all times. If you are bringing in an outside speaker, you must complete a Visiting Speaker Form, or any person who will be working with students you must notify HR in advance. Staff should refer to the Visitors’ Policy when inviting a visitor into school.
ASSEMBLY NOTICES
The assembly notice book is kept in the Staff Room on a hook on the Noticeboard. Any member of staff who needs to have a notice read out in Assembly should write the notice in the book. The Junior School, assembly notices should be emailed to the Head of Junior School. Assembly awards and certificates should be handed to the PA to Headmistress.
THE SCHOOL CALENDAR
A Dates Approval Form (DAF) must be completed prior to arranging an event, trip or activity both in (IDAF) and out (EDAF) of school. Once approved, it will pass to the School Office who will enter the date on the school calendar. A parent version of the calendar is also displayed on MySchoolPortal (MSP).
EVENTS OF THE WEEK
A summary of the coming week’s events (and a draft of the following week’s events) is displayed on SharePoint and on the Senior School Staff Room Noticeboard each Friday afternoon. Events of the week in the Junior School are included in the weekly Briefing minutes.
THE FRIDAY POST
The Friday Post is a weekly newsletter sent to all parents at the end of the week. All staff are encouraged to contribute to it, and it is a way of celebrating the many achievements of our pupils and staff; it also provides essential information about upcoming events. In the Senior School the Post is edited by the Deputy Head and Marketing, and by the Head of the Junior School. All stories for the Friday Post have to be submitted by Thursday lunchtime in the Senior School and Thursday breaktime in the Junior School.
ABSENT STUDENTS
Staff organising a day trip should email a list of pupils who will be absent to office@lehs.org.uk at least one week before the trip. A list of absent pupils is available on the Events of the Week page on SharePoint; a copy is also displayed on the Staff Room Noticeboard each Friday afternoon. In the Junior School, staff are made aware of planned trips through the DAF process and in weekly briefings. When only a select group of pupils will be absent, trip leaders will email a list of students to the relevant members of staff.
STUDENT PHONE CALLS
Pupils in Middle and Upper School should have their mobile phones locked in their Yondr pouch, between 8.45am-4pm. If they have forgotten their Yondr pouch they should hand their phone into the School
Office. Sixth Form students may use their mobile phones in their Common Room. Should a pupil need to phone a parent they should approach their Head of Year or the School Office.
Junior School pupils should hand their mobile phones in at the Junior School Office.
COMMUNICATION IN THE EVENT OF AN EMERGENCY OR UNPLANNED SCHOOL CLOSURE
If there is an unplanned school closure the Head Mistress, in consultation with the Director of Finance and Operations, will set in motion a plan whereby staff and parents will be informed by text message and email of the School’s closure. A notice will also appear on the Sschool’s website. Please ensure that the Data Office have your up-to-date email address and mobile phone number to ensure that you can always be contacted.
CONTACT WITH THE MEDIA
Dealing with the media, whether the press or television or radio, requires specific skills and expertise and therefore all communications with the media relating to the School’s activities are normally handled by the Director of Development and Communications. Contact with the media, unless an express part of the employee’s job, should only take place with the prior authority of the Director of Development and Communications. All contacts from the media, e.g. for statements or comments, should be referred to the Director of Communications and Development, or in her absence, to the Head Mistress, Deputy Head or Director of Finance and Operations.
COMMUNICATING WITH PARENTS
WRITTEN COMMUNICATIONS WITH PARENTS
The main form of written communication to parents is via the Senior and Junior Friday Posts, written each week by the Deputy Head of the Senior School and the Head of the Junior School. All information for inclusion with the post should be received by the Deputy Head or Head of the Junior School by 2pm on a Thursday, copied to Marketing/ JS Secretary.
Trip letters should be approved by the Educational Visits Coordinator and the Deputy Head Pastoral in the Senior School and the Head or Deputy Head of the Junior School. The Deputy Head Pastoral/Head of Junior School should approve them before they are sent to parents.
Practical information for parents is held on the MySchoolPortal, including the Parent Handbook and school calendar. The school operates a number of social media accounts. Staff are encouraged to keep the Marketing Department updated with news of trips, visits and other events, including photographs for use on social media and the website.
Should staff receive a letter or email direct from parents, this should be referred, via CPOMS, to the relevant Head of Year, Head of Department, or member of the Senior Management Team, except for very routine matters (for example, an enquiry about a pupil’s work) .
Staff should communicate with parents from their school email address. They should not divulge personal email addresses, or other personal information including their home address, to parents.
The Heads of Section and Heads of Departments will be happy to check any communication with parents before it is sent. Emails to parents should be copied to the relevant Head of Section, Head of Year, or Head of Department, for information via CPOMS.
Parents receive grade cards, written reports and meet teachers at Parents’ Evenings to discuss their daughter’s progress throughout the year. See the Assessment and Reporting Policy (Senior School) and Assessment, Recording and Reporting Policy (Junior School) for more information.
EMAIL SIGNATURES
All staff need to set up their own email signature. A template for the standard LEH email signature and instructions on how to complete this requirement can be found on the SharePoint.
TELEPHONE COMMUNICATION WITH PARENTS
A brief written record should be made of such communication e.g. by e-mail as a follow-up to confirm the content of the call and any agreed actions. Emails should be copied to the relevant Head of Section, Head of Year or Head of Department(s) for information. A brief record of the conversation should be entered on CPOMS. Teachers in the Junior School may contact parents by phone and a brief record should be made on CPOMS. Personal phone numbers should not be disclosed to parents.
NON-TEACHING STAFF COMMUNICATION WITH PARENTS
As a general rule, non-teaching staff do not communicate with parents, either in writing or by telephone, unless this forms an intrinsic part of their role. Where appropriate, non-routine communication should be authorised by the line manager before it is sent, and if there is any doubt, then the relevant line manager should consult.
RELATIONSHIPS WITH PARENTS
When on School business, staff should address parents by their formal names, and vice versa.
All written or email correspondence with or about parents should remain professional at all times. Such documentation may be subject to a Subject Access Request or could be used in any ensuing complaint, and an untoward comment could lead to unforeseen and unintended consequences.
Staff should not be drawn into complaints or criticism about the School or other staff. Rather, parents’ concerns should be referred to the relevant member of the Senior Management Team. A member of staff who feels that a boundary has been crossed should report this to the Deputy Head/Head of Junior School. The School’s Complaints Policy sets out the procedure followed in the case of a complaint, but it is extremely rare for these to progress beyond the informal stage. Every effort should be made to resolve matters through discussion and mutual agreement.
PERSONAL USE OF SOCIAL MEDIA – A GUIDE FOR ALL STAFF
This brief guide is designed to support your personal and professional use of social media in order to keep students, you and your job safe
COLLEAGUES WHO ARE ALSO PARENTS
Be aware that a colleague who is also a parent is likely to have other parents as contacts. It is possible that pupils and parents may be able to see your content through this colleague. Consider customising the access that they have to your profile.
FRIEND REQUESTS FROM CURRENT/FORMER STUDENTS
You must not accept friend/connection requests from current pupils, or their parents. Think carefully about accepting requests from former students until at least three years after they have left school. Although it can be a valuable way of keeping in touch with your past students, they may still have younger siblings or friends at the School. Consider customising the access that they have to your profile. Please refer to Appendix 4 in the Safeguarding (Child Protection) Policy. All alumnae can be encouraged to sign up to Holles Connect and can join from the end of Upper Sixth.
PASSWORDS
Make sure your password is strong and secure. A mixture of lower- and upper-case letters, symbols and numbers will make it stronger. Change your password regularly and do not share it with anyone.
PRIVACY SETTINGS
If you have a personal social media account, you should make it private. Guidance on how to ensure your accounts are private can be found on SharePoint. Even if the account is private, users can usually see your profile picture so use an appropriate shot. Using a variation of your name can make it harder for pupils and parents to find you.
Avoid attaching any contact information to your account. Except for networking sites (e.g. LinkedIn) you should think whether it is necessary to include your employment details on social media.
Social networks often tag your location. You can prevent social media from accessing your location by turning off location services.
LOGGING OUT
Always log out of online accounts when leaving a device.
TAGGING
You can use settings to make sure you have appropriate tags or are notified when somebody tags you.
THINK BEFORE YOU POST
Retweeting or reposting can be seen as endorsement. Ensure you have fully read the content of any articles you may ‘like’. Make sure any groups that you join are private.
USE OF INTERNET, SOCIAL MEDIA AND EMAIL
School internet and e-mail facilities are provided for staff to be used for communication, business and educational purposes in serving the interests of the School, and of our pupils, parents and customers
during normal operations. Limited personal use of the internet and personal devices during working hours is permitted by the school provided that it does not interfere with the proper performance of the member of staff’s duties.
Misuse of e-mail or internet may expose both staff and the School to civil or criminal proceedings, and staff should be aware that e-mail messages can be used as evidence in Court and Employment Tribunal cases in the same way as printed documentation. The School’s Acceptable Use of IT Policy provides relevant guidance to staff
HEALTH AND SAFETY
The School places great importance on health and safety matters and undertakes to conduct its operations in such a way as to ensure the health and safety of all its pupils, staff, visitors and the general public. To this end, the School endeavours to create and develop a working environment in which there is an awareness of the vital importance of health and safety. The School encourages all staff to participate in developing and practising safe working methods as well as to have regard for the welfare of themselves and others.
The School has a Health and Safety Policy and a Fire Risk Policy with detailed guidance on particular issues. Employees should familiarise themselves with these Policies and the relevant provisions and observe them at all times. In particular, they should:
• co-operate with management to meet the health, safety and welfare requirements and follow laid down procedures;
• not misuse or damage any health and safety equipment or items;
• inform management of any serious or imminent dangers to health, safety or welfare;
• wear special protective equipment if supplied for health and safety reasons;
• report all accidents and injuries, no matter how minor.
CHILDREN AND PETS
During the school day staff must not bring children under the age of 18 (except for those who are current or prospective students) or pets onto site without specific prior permission from the Head Mistress, the Deputy Head or the Head of the Junior School. Similarly, at any other time (e.g. the school holidays), staff must seek the permission of the Head Mistress, Deputy Head, Director of Finance and Operations or the Head of the Junior School.
PERSONAL PROPERTY AND VEHICLES
Whilst the School will take all reasonable precautions, it regrets that it is unable to accept responsibility for personal property, including vehicles brought onto the site. Valuables should not be brought to work, and you should keep essential belongings with you. Lost and found property should be reported/taken to the School Office.
SECURITY
It is a requirement for all staff to wear ID badges whilst on school premises, to help with security and access to the school buildings, and to implement our responsibilities to care for and protect young people. This means that any adult on the school site can be clearly identified as a member of staff or a visitor. ID badges should always be visible.
The exceptions are those staff engaged in activities where this might compromise health and safety or hygiene; e.g. those working in workshops, laboratories, working with and preparing food, operating machinery, etc. Those staff are expected to wear ID at all other times on the school site. Persistent failure to wear an ID badge when required to do so may result in a disciplinary warning.
All staff have the authority of the Head Mistress to challenge any adult who is not known to them and who is on site and not wearing a Visitor or ID badge and take unaccompanied visitors to Reception.
CONFIDENTIALITY AND GDPR
Staff should keep confidential all information relating to the affairs of the School that is not in the public domain.
Staff may have access to confidential information about children and young people to undertake their responsibilities. In some circumstances they may have access to, or be given, highly sensitive or private information. These details must be always kept confidential and only shared when it in the interests of the child to do so. If staff are in any doubt about whether to share information or keep it confidential, they must seek guidance from a senior member of staff or the Designated Safeguarding Lead. The School’s Code of Conduct for Working with Children and Young Adults (Appendix 4 of The Safeguarding Policy) provides further information.
CONFIDENTIALITY
You must always be aware of the confidentiality of information gained during your duties, which in many cases includes access to personal information relating to pupils, their families, and other staff. It is expected that you understand the importance of treating information in a discreet and confidential manner, and your attention is drawn to the following:
1) All documentary or other material containing confidential information must be always kept securely when not being used by a member of staff and must be returned to us at the time of termination of your employment with us, or at any other time upon demand;
2) Information regarding the School and students must not be disclosed either orally or in writing to unauthorised persons. It is particularly important that employees should ensure the authenticity of telephone enquiries;
3) Conversations relating to confidential matters affecting the School, employees, and students should not take place in situations where they can be overheard (i.e. in corridors, lunch hall, reception areas, lifts, etc.);
4) Any breach of confidentiality may be regarded as misconduct/gross misconduct and be the subject of serious disciplinary action.
The importance of confidentiality cannot be stressed too much, and it is important that it be borne in mind at all times.
For the purposes of clarity, you shall not at any time (save as required by law) before or after the termination of your employment, disclose such information to any person without our prior written consent.
COPYRIGHT
Copyright exists, in one form or another, in virtually everything we use: books, journals, magazines, newspapers, illustrations, photographs, CDs, DVDs, television and radio broadcasts, computer programmes etc.
The creators of copyright works have a right to licence their use, and to be paid when they are used.
Generally speaking, copyright lasts for 70 years after the date of an author’s death. However, there is often more than one copyright in a work; for example, a CD recording of a pop single comprises separate copyrights in the musical composition and the sound recording; in addition, there will be copyright in the artwork and the graphic layout.
Therefore, if you copy them, you may well need to have authorisation from the rights holder(s).
In practical terms, this will often mean obtaining the relevant licence from one of the UK’s collective licensing agencies.
Some of the activities for which you would most likely need a licence are:
Photocopying from books or magazines
Recording terrestrial or cable television programmes
Holding a disco
Putting on plays, musicals or concerts
Showing DVDs in the classroom or at film clubs
Each department is responsible for ensuring that all necessary copyright licences have been obtained for its activities.
The School belongs to the following organisations:
The Copyright Licensing Agency (CLA) which licenses the reproduction of extracts from books, journals and magazines.
The Educational Recording Agency which grants permission to "record all cable and broadcast programmes for educational purposes and also make copies of those recordings for educational purposes."
The Performing Rights Society which licences the use of music in recordings, broadcasts, and public performances of all kinds.
The Director of Finance and Operations holds these licences, and his advice should be sought in the first instance.
DATA PROTECTION/GDPR
Staff must comply with the Data Protection Act 2018 and detailed guidance is contained in the School’s Data Protection Policy. The primary points are set out below, but it is important that you familiarise yourself with the Data Protection Policy since the obligations apply to each member of staff individually in addition to the School as a whole.
1) Data Breach
One of the key obligations of GDPR is that the School must report certain types of data breaches to the ICO. Examples of what might constitute a data breach are set out in the Policy but include: (1) loss of an unencrypted laptop, or a physical file containing personal data; (2) any hacking of the School's systems; (3) sending an email containing personal information to the wrong recipient. It is imperative that if any member of staff becomes aware of an actual or suspected data breach (however insignificant it may seem) they must report it to the Director of Finance and Operations as soon as it comes to their attention so they can consider what action (if any) needs to be taken. As stated in the Policy, a data breach will not always be a serious conduct issue or breach of policy, but failure to report a breach will be a disciplinary offence.
2) Subject Access Request
Individuals have a right of access to data held by the School, known as a Subject Access Request (or SAR). A SAR can come from staff, parents or pupils. Any request must be in writing (this includes email) but there is no need to mention data protection/SAR. There is a strict time limit (one calendar month)
in which the School has to respond to a SAR (note there is no exemption for weekends/school holidays) so it is imperative that staff forward any such request (even if you are not sure if it is a SAR) to the Director of Finance and Operations immediately on receipt.
3) Data Security
One of the most important data protection principles is the obligation to keep data secure. Appendix 2 of the Data Protection Policy sets out guidance on best practice for staff in order to keep data secure and this includes the following: (1) No work should be emailed to personal email addresses in order to work offsite; (2) Documents should not be saved on a personal computer and you should not download and save any documents on any personal iPad/mobile; (3) unauthorised software including public domain software, USBs, external hard drives, CDs or internet downloads must not be used. However, Appendix 2 of the Data Protection Policy also sets out some guidance and links to the alternative methods in which staff can work and gain access to the LEH system whilst not in school. If a member of staff is using any non-School devices, they must ensure that they are sufficiently secure by following the guidance set out in the LEH Security Policy for Home Computers and if there are any issues they should speak to IT.
SCHOOL PROPERTY AND COPYRIGHT
All written material, whether held on paper, electronically or magnetically which was made or acquired by you during the course of your employment with us, is our property and, where appropriate, our copyright. At the time of termination of your employment with us, or at any other time upon demand, you shall return to us any such material in your possession.
REVIEW
This Handbook will be reviewed on a regular basis in accordance with any legislative developments, the need for good practice and to keep it up to date.
This Handbook does not form part of your contract of employment, except to the extent required by law.
D James, Deputy Head
P Mortimer, Head of the Junior School
ADDENDUM
SMT Responsibilities
Job title
Deputy Head
Deputy Head (Pastoral)
Responsibilities
• Whole school strategy
• Academic strategy and specifically the objective ‘Be a Bold Voice for Girls’ Education’
• External relations including Reach Academy Partnership; ISSP; SHINE, CCF
• Educational research: external relations and internal oversight
• ISI preparation Line management of a significant number of academic departments (shared with DH Academic) as well as Careers, Exams, Learning Support, and Outdoor Education.
• Investigation of stage 2 parental complaints and staff disciplinary matters
• Teaching staff recruitment
• New teaching staff inductions
• Teaching staff professional development
• Chairing of Academic Committee Chair of Academic Committee
• Academic risk assessments
• Oversee charitable activity and line manage School Charity coordinator
• Line management of service volunteers
• Liaison with Hampton School
• Whole school Strategy
• Designated Safeguarding Lead
• Pastoral strategy and specific oversight of the objective ‘A Culture of Success for All’
• Oversight of pastoral care of all pupils
• Student behaviour (including on coaches)
• Senior school staff welfare
• Line management of Heads of Section, S chool nurse and counsellors, and Head of Life Advice
Deputy Head (Academic)
Assistant Head (Academic)
• Oversight of School calendar through line management of the Calendar Coordinator
• Oversight of weekly logistic arrangements
• Oversight of Co-curricular programme and House system through line management of Cocurricular Coordinator
• Oversight of Trips and Visits through line management of EVC
• Liaison with Hampton School
• Whole School strategy
• Academic strategy overseeing the objective Academic Excellence in Every Area
• Responsible for quality of teaching and learning
• Chairing Teaching and Learning Committee
• Line manage Assistant Head (Academic) and through them maintain oversight of pupil tracking and performance and timetabling
• Chair HoDs
• Line manage significant number of HoDs in collaboration with the Deputy Head.
• Oversight of pupils high performance programme and academic enrichment programme
• Oversight of School digital strategy
• Manipulate and present data to inform strategic decisions, improve organisational efficiencies, track pupils performance and to support all staff as appropriate to use data to inform their work
• Analyse academic performance data to identify trends, strengths, and areas for improvement.
• Oversee the school timetabling process
• Manage the options process
• Oversee reporting and parents evenings