PREPARING FOR NPQH

The Learn Together Partnership

• Links the work of the Children’s Services in eight local authorities in our sub region

• 8 partners are : - Liverpool,Knowsley,Halton,Sefton St Helens Wirral,Warrington and Cheshire

• Supports a series of training events,networks and conferences

• Each LA pays an annual contribution of £12,000• LTP Coordinator (0.6)• There is a website www.learntogether.org

Preparing for NPQH

• Attractions• Reservations.• Readiness• Action• Support

Intentions of the Session

• To share the attractions, the reservations and the feelings associated with the potential for headship

• To share information about the pathway to qualification

• To consider readiness for application and to identify supporting evidence and next steps

• To establish lines of communication for help and support

Intentions of the Session

Within the context of leadership succession planning:- clarify the expectations and organisation of

- the re-designed NPQH. - identify clear processes to lead and manage

potential applications.- supporting progression towards NPQH completion.

Table Introductions

• Name• School• Role and responsibilities• What excites you about the job ?

Authenticity

“What works for one leader will not work foranother. We think that those aspiring toleadership need to discover what it is aboutthemselves that they can mobilise into aleadership context. They need to identifyand deploy their own leadership assets”

Goffee and Jones, 2008

Authenticity

“I used to think there was a book about how to be a brilliant headteacher, in fact part of me still wishes there was; but I know now that if I am to be successful, I need to write the book myself. Maybe the exciting bit is the constant editing.”

NPQH applicant - Sheffield

The Northern Partnership

• The Centre for Educational Leadership (CEL) at The University of Manchester (Lead partner)

• Carnegie Leaders in Learning Partnership at Leeds Metropolitan University

• Teesside Business School at the University of Teesside

• TNP delivers a range of leadership programmes

Background to Re-design of NPQH

• Personalised.• Rigorous assessment linked to readiness. • Closeness to Headship.• Leadership experience in different context.

Underpinned by assessment framework and robust QACoherent with other leadership development provision: masters level work

Connected with performance management processes

Coaching continues

into headship

- Links to

headteacher

performance

management

Entry and developm

ent process

Pre-entry stage

Graduation

process

Activities to stimulate interest in headship and help gauge

readiness to apply

Application supported by

head -

Online activities including 360°

-Two day entry

and development

centre to assess motivation,

capability and readiness

Present portfolio of evidence

- Panel

assesses professional knowledge

and understanding

, leadership

effectiveness and

readiness for headship

First headship

Core leadership development provision Placement in another context

NCSL seminars and master classes Research and policy

Online activities

“Trainee headteachers” (4 to 12 months)

Personal development plan created by participant and coach; supported by NCSL materials, peer learning and

coaching for improvement

Additional leadership development activities

Personalised and determined by development planAvailable locally

Revised model NPQH

Essential Elements• The redesign is a different model• For those motivated and ready to be a Headteacher within

the next 4 - 12 months • Intended that the pilot trainees will be Heads by 2009• Before assessment they are applicants not candidates• During assessment they are trainees not candidates• NPQH is a journey to Headship• Personalised and directed programme • Supported by rigorous assessment and experienced coaching

Are you ready for NPQH ?

There is a self assessment diagnostic tool• Shaping the future• Leading learning and teaching• Developing self and working with others• Managing the organisation• Securing accountability• Strengthening community

Entry Stage - On Line Application

• Readiness for Headship• Based on the 6 key areas for Headship –

National Standards • Strong emphasis on Continuous Professional

Development• 4 entry points per year• Evidence as the key – showing impact • Supporting statement from Headteacher or

Line Manager

Entry Stage - Assessment and Development Centre

• Two day face to face event• Completion of two on line self reflection activities

prior to this• Engagement in 360 degree diagnostic process from

others applicant works with including Headteacher• Range of assessment and development activities • Finish event with in depth interview with assessor• On completion begin personalised development

stage as NPQH trainee Headteacher

Early issues arising

• RAISE online – tracking progress; use of data.• Leadership styles & school contexts• Community engagement & multi agency• Coaching, delegation, holding accountable &

empowering.• Vision & Strategy, including finance and curriculum.• Recruitment & performance• Self management & organisational skills.• Presenting to audiences, working with stakeholders

The Development Stage • 4-12 months • Regional introductory Day• Undertake placement in a different context – 5 to 20

days• Peer learning with other trainee Headteachers• Work based learning in current school or

organisation• Attending National, regional and local events –

seminars,conferences and masterclasses etc• One to one coaching upto 7 hours • Access to NCSL learning materials and research

Development Stage – The Challenges

• Making the placement work – from both sides• Personalised v supported tracking• Maintaining a focus on necessary learning• Understanding the role of the coach

The Graduation Process

• When you feel you are ready present your portfolio of evidence for graduate assessment

• Panel interview with assessors including serving Heads

• Essential Criteria:• credibility for headship• professional learning

Attractions and Reservations

1. What is the attraction?2. What is stopping you?

Headship: The attractions, the reservations and the feelings.

Individually: Take a look at yourself. (5 mins)

As a pair: Exchange your thoughts. (Focus on the attractions at least as much asthe reservations) (10 minutes)

As a group: Identify some common questions,thoughts and feelings about the process.

Be prepared to share with other groups

Preparing to make a successful application

• Using the standards to inform application• Feedback from earlier assessment centres

The applicant perceptions

Focussed and Fantastic developmentMotivating Stressful“complex, but productive”“several days of hard thinking.....”“the process was appropriate to the degree ofself-knowledge needed for such a position...”

HELP!

• Your family and friends• Your current HT and any others you know• Current, or prospective graduates• Your own personal and professional

judgement• www.ncsl.org.uk

NCSL Rounds

With LTP Support

Learn Together Partnership

• Panel will meet December 2 nd to view any submitted NPQH draft applications to them – these would need to be in to your L.A. Lead Officer by November 26 th latest

• Individual feedback via the identified Local Authority Lead Officer

• LTP group to organise a one day pre assessment series of support activities

Contacts

• chris.wilkinson@knowsley.gov.uk• maureen.hints@liverpool.gov.uk• arthur.graley@halton.gov.uk• kgrice@warrington.gov.uk• pat.beatty@cs.sefton.gov.uk• suetalbot@wirral.gov.uk• rachaelrimmer@sthelens.gov.uk• www.ncsl.org.uk