Deputy Head of School Improvement

Salary: £75,002-£78,821/£82,653

Deputy Head of School Improvement

Mae’r ddogfen hon ar gael yn Gymraeg / This document is also available in Welsh.

Deputy Head of School Improvement – Primary Schools

Deputy Head of School Improvement – Secondary & All Through schools

Soulbury Scale Points (26-29 plus 3 SPA’s)

£75,002-£78,821/£82,653

These critical roles sit within the Education and Inclusion Services Directorate which provides high quality support services to its 111 schools, which includes 52 learning support class provisions, four ALN schools (a further one in development) and two pupil referral units. Supporting the Head of School Improvement, you will be instrumental in delivering effective strategic approaches to meeting the diverse needs of our learners, schools and communities.

Our new school improvement model is based on a collaborative model and the post holders will be actively involved in encouraging school-to-school working, shared responsibility, and a shift from competition to collaboration, where leaders play a key role in sharing best practice and supporting each other to raise standards across the system. The Deputy Head of School Improvement will focus on ensuring that the school improvement service is well placed to respond effectively to current and future challenges in the delivery of high performing support services for our schools.

The successful applicant will have a proven track record in delivering high quality services and effective working with schools and partners will be key. If you are a creative strategic and solution focused thinker, committed to continuous improvement and forging strong relationships we would love to hear from you.

For an informal discussion about the role please email Tim Britton, Strategic Lead for Education & Inclusion Services at tim.britton@rctcbc.gov.uk

Protecting children and vulnerable adults is a core responsibility of all staff appointed to the Council.

In addition to this safeguarding responsibility, the successful applicant for this role will also be subject to an enhanced disclosure and barring service check.

The Council values diversity in its workforce. We are committed to ensuring that no unlawful discrimination occurs in the recruitment and selection process on the grounds of age, sex, race, disability, sexual orientation, transgender, including those with non-binary identities, religion or belief or pregnancy and maternity. We offer a number of staff networks for employees including the Allies Network, a Disability and Carers Network and Perthyn our LGBTQ+ Network.

An application submitted for this post in Welsh will not be treated less favourably than an application made in English.

As part of the Council’s longer term objectives in relation to the Welsh language and its Workforce Planning Strategy, it is committed to a guaranteed interview scheme for Welsh-speakers of Level 3 and above. If you meet the essential criteria as identified in the person specification for the job and are a Welsh-speaker of Level 3 and above, you will be invited to interview if you choose to participate in the scheme.

In support of the Council’s voluntary pledge to support the Armed Forces, the recruiter must always be prepared to ensure that applicants who have identified themselves as members of the Armed Forces including Service Leavers, Veterans or Reservists and who meet the essential criteria of the person specification, are offered an interview.