BISHOP CHALLONER

CATHOLIC COLLEGIATE SCHOOL

POLICY : LEADERSHIP & MANAGEMENT

AIMS
To fully introduce policies and provision for the Every Child Matters Agenda

To ensure effective and efficient management and leadership of Bishop

Challoner Catholic Collegiate School.

To encourage visionary ethos at all levels of management.

To raise achievement.

To ensure leadership and management at all levels is clearly understood.

To put in place clear and just structures and systems in order that the
school runs efficiently.

Define Leadership & Management as it is on the Job Descriptions.

To use a range of procedures and styles in showing leadership.

LEADERSHIP PRINCIPLES
• To articulate and show the vision of the Collegiate School
• Identifying and showing the principles by which the school is run
• Understanding of the Catholic Ethos
• To take account of student views and suggestion
• Commitment to a quiet calm environment in which all of the
community can work
• Be role models to other members of staff and to the students
• Show respect to all members of the school community
• Understanding of the deprived backgrounds to which some of our
young people belong
• Praise more than criticise

MANAGEMENT PRINCIPLES
Summary of the general approach to be taken by managers and the
principles to which they must show practical commitment, for example:

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• To provide guidance, process and systems, define directions, give a
lead to planning, create practical frameworks which facilitate the work
of others, solve problems, evaluate, and monitor.
• To arrange consultation with relevant parties before decisions are made
• To delegate decision-making to appropriate levels and allow others to
be involved
• To maximise the potential of those managed, and support them through
professional development
• To listen and implement the student voice
• To introduce the structures and process for every child matters
• To give a lead in putting the school strategy for self evaluation into
practice, for example, by making sure that the relevant ‘data’ is
collected, made available and used to inform managers’ decisions
• To ensure that the maximum amount of ‘educational value’ is added for
all the students in their charge and that ‘value for money’ is achieved
in the use of the school resources entrusted to them
• To bring abut the reality of the school as a distinctively Catholic
community by carrying out any of school-wide strategies to promote
gospel values
• Ensure equal opportunities
• Acknowledge cultural diversity

MANAGEMENT DEVICES
Brief itemisation of the principal devices for planning, operation and
evaluation, the purpose of each and the links between them.

• The school improvement plan (SIP)

• The Mission Statement and aims
• The inset plan and policy
• Self evaluation and resultant reports
• Performance management & threshold
• The financial plan, the annual budget, the annual accounts and the
school audit
• The school analysis of results and educational value added
• The attendance records and reports.
• CAT, SATS, POSI, RAISE On Line & Fischer Family Trust

MANAGEMENT STRUCTURES
Separate sheet updated regularly

PAY STRUCTURE
Flat structure – Assistant Directors Points L18 - L22 + 2 Governors
Agreement.

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LEVELS AND AREAS OF RESPONSIBILITY

Lists of management posts grouped by 3 general levels of responsibility

Senior
Middle
Classroom Staff

Each post is identified by clear responsibilities in a job description and a

cash value attached.

MANAGEMENT TEAMS
Staff operate in different management teams with regular meetings. All
are inter-related and work systematically
E.g. Leadership of the Collegiate School
Leadership of individual schools
Faculty meetings
Year Leader Meetings
Subject meetings
Cross Phase meetings assessment, raising achievement
Staff meetings

The leadership persons have a responsibility to be role models to the staff

in worker ethic, behaviour and attitude. Quality teaching is our top priority
and teaching our students must take priority over other tasks.

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 CODE OF PRACTICE
LINE MANAGING CURRICULUM OR
GUIDANCE & ACHIEVEMENT STAFF

Members of the leadership team will line manage curriculum faculties and
guidance & achievement teams.

To lead efficiently and effectively the management must be consistent and

fair.

• The line manager must meet at least twice per term with the
curriculum leader to set agenda and monitor progress

• The line manager must see the HOF teaching at least once per year

• The line manager will check the curriculum folder, the lessons plans,
etc. or the year folder and PSHE schemes

• The line manager will raise any issues of concern at the Leadership
Team meetings

• The line manager will countersign stock and equipment books

• The line manager will ensure

1. the individual plans are drawn up according to the SIP by July

each year
2. the middle managers produce an annual evaluation

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