school development planning initiative in-school management review: in-school management review:...
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School Development Planning Initiative
In-School Management Review:In-School Management Review:
Planning for School ImprovementPlanning for School Improvement
ProgrammeProgramme
Why In-School Management Review? What has past experience taught us? Review process ISM Team – planning for team
development
Planning for school improvementPlanning for school improvement
Consider ISM in your school …
Focus Responsibility Authority Accountability Supports available
Ideally … Ideally …
Consider your current schedule of posts and in- school management: Are you satisfied that it:
Meets the most important school needs in the organisation, pastoral care and curricular areas?
Nurtures teacher professional development?
Enhances School Leadership?
i.e. distributed among senior staff & collaborative & team based
Buzz - Self Evaluation Buzz - Self Evaluation ( (Looking at our SchoolLooking at our School – DES Booklet) – DES Booklet)
Awareness among staff of Post of Responsibility structure and schedule of duties?
POR –are they implemented properly? Are procedures followed in assigning
duties? Relevance and clarity of duties? Monitoring and review of duties?
Restructuring In-School ManagementRestructuring In-School ManagementCirculars etc.Circulars etc.
To improve significantly the operation of in-school management
To match the responsibilities of the posts more clearly to the central tasks of the school
To provide for professional development
To provide opportunities for teachers to assume responsibility for instructional leadership, curriculum development, staff development, academic and pastoral development
ReviewReview
Every two years (recommendation Vol. Sec.)
Specific review of a post upon request by either post holder or management
New posts
Need to ensure equity, proportionality and relevance
All staff have a part to play in identifying school needs and in being consulted on schedule of posts
Scope of ISMScope of ISMConsiderations for Review Considerations for Review
Organisational
CurricularPastoral
ChallengesChallenges
Climate for discussion Tradition School needs and pressures Time-scale Capacity Other …
In–School Management Review
A Process
A Possible Review ProcessA Possible Review Process14 Stages14 Stages
1. Board of Management endorses a review process and is actively engaged throughout
2. Agreed core principles to underpin review are established
3. Whole staff participate in an initial facilitated review of school needs
4. A representative post-review task group is set up
Stages …Stages …
5. Task Group collate, consult and draft proposals for further staff review/ discussion
6. Task Group draft a proposed list of school needs to be met within a revised schedule of posts
7. Whole staff, following consultation, agree proposed list of needs that might be catered for in a revised post schedule
8. Board considers and ratifies list of school needs to be met within a revised post schedule
Stages …Stages …
9. Principal draws up a draft post schedule, aligning agreed needs to available posts
10. Following consultation with the staff, Principal refines the schedule for presentation to Board
11. Board considers and provisionally ratifies the schedule
12. Principal allocates revised posts through consultation with post holders individually
13. Board ratifies final schedule and allocation of revised posts
14. Department of Education & Science is notified of revised schedule of posts & allocations
Understanding the role of the BOMUnderstanding the role of the BOM
Initiates Contributes to needs analysis Monitors progress Considers and ratifies list of needs to be
met within revised schedule Considers and ratifies revised schedule Ratifies allocation of posts in revised
schedule
Agreed Core PrinciplesAgreed Core Principles
What principles or values, in your view should be considered in the review of post duties and the ISM process?
What has past experience taught us?
Full Staff - Needs Analysis - 1Full Staff - Needs Analysis - 1
Prompt:Consider the three main domains of school life – Organisation, Pastoral & Curriculum (teaching & learning)
What are the current needs of the school?
What new needs have emerged in our school since ….?
Are there any needs that have been met by another source?
Further comment?
Posts of Responsibility Posts of Responsibility Notes re Staff Needs Analysis Notes re Staff Needs Analysis
Note:1. You are not drafting posts but identifying needs2. You will have an opportunity to prioritize later3. No decisions will be made about posts today4. You can propose/comment at staff meeting5. Proposals for a list of school needs that can be
met within a revised schedule will be brought back to the staff for discussion and amendment
6. Individual post holders will have an opportunity for discussion with the principal on the basis of experience, skills, interest etc before a final agreement on an altered post occurs.
Full Staff Needs Analysis - 2 Full Staff Needs Analysis - 2
Categorise needs under headings such as discipline, curriculum, organisation, pastoral etc.
Which are essential?Which are important?Which are desirable (wish list)?Which are being met (or might be met) by other means?
Task CommitteeTask Committee
Examine and collate data from needs analysis
Distil key needs and present discussion document to staff
Task Group draft a proposed list of school needs that can be met within a revised schedule of Posts
Look at other schools
Establishing a Task groupEstablishing a Task group
Suggested composition:
PrincipalDeputy Principal2 Assistant Principals2 Special Duties Teachers2 Non-post holders
Brief of POR Task GroupBrief of POR Task Group
The brief of the group is to prepare a discussion document---not to produce a completed ‘take it or leave it’ document
The group will have to consult with staff at every opportunity in order to keep the review process going
The review and amendments take time
Role of PrincipalRole of Principal Is actively involved throughout the ISM Review
process Is normally a member of the Post-Review Task
Group Draws up a draft post schedule, aligning agreed
needs to available posts Consults with the staff on the emerging schedule Refines the draft schedule Presents the agreed draft to the Board for
provisional approval Consults with post-holders towards the allocation of
posts in the revised schedule and, where applicable, the undertaking of new duties to cater for new agreed school needs
Brings draft agreed allocation of posts to the Board
Seminar Workshop Seminar Workshop
Strengths & Challenges
Important considerations
ISM ProcessISM Process
Restructuring In-School ManagementRestructuring In-School Management
Central purpose of ISM is to support learning and teaching in the school
There are many tasks beyond classroom teaching required to create an appropriate learning environment
ISM forms a management team collectively and with whole staff to help to achieve school aims
Role – systems and proceduresRole – systems and procedures
The closer discussion and decision gets to each individual classroom and the school systems and procedures as they directly impact upon the classroom and the teachers and students who reside there the more influential that process will be re promoting school improvement
Responding to School Needs - the Responding to School Needs - the emerging role of the AP - emerging role of the AP - SDSD
Post Duties
Management Team
LeadershipManagement
Culture
ProfessionalDevelopment
Key change agents.School culture,
tradition.Other factors ..
Emerging Model of In School Emerging Model of In School ManagementManagement
The school embraces a collaborative leadership culture focused on teaching and learning
Which means that: ISM post holders exercise responsible and
collaborative leadership rather than solely performing pre-defined tasks
This is underpinned by a shared commitment of staff and senior management
Achieving outcomes that enhance teaching and learning shapes tasks and roles within ISM
Capacity is a priority, including time for meetings & planning built into timetable
Buzz Buzz Challenges to ISM as Team?Challenges to ISM as Team?
People both want and don’t want the responsibility of leadership and voice both views in different contexts
All empowerment involves a risk and requires learning & patience
Time is at a premium – there isn’t enough to meet competing school needs
Structural constraints: the widespread absence of real competition for
posts inherited assumptions that underestimate the
complexity of schools and organisational needs
inequitable tasks inessential or less significant tasks Varied levels of performance
Strategy for the future???Strategy for the future??? Identify & Agree – where are you now? (what is working
well and what obstacles stand in the way of developing successful team management – Principal, Deputy & Assistant Principal)
What would your school seek to gain from successful team management?
Agree what immediate key steps you should now take? What steps should be planned to progress the
formation of a senior management team in the medium term? (what needs to be put in place to enable these steps to be taken?)
What resources are needed? Success criteria – What would count as success? How
would you tell? How would we communicate with all staff about
such developments?
In your folder …In your folder …
Expense claim forms Substitution forms Evaluation forms
ClosureClosure Next steps
National Office: Tel: 01-8057729
Regional Office: Tel:
www.sdpi.ie
Email: