Post of Responsibility Review

1. Post of ResponsibilityReview 23rd August 2006

2. The Current Reality • The variety of models and practices across schools • Procedures for appointment • The personnel available • Duties / responsibility / roles / authority

3. Context • Co-ed Voluntary Secondary School • 2000 – 300 students 4 A.Principals, 5 S.Duties posts • 2005 – 380 students 6 A.Principals,10 S.Duties posts 1 Co-ord of Programmes • The Complexity of School 2000-2005

4. History of Posts • P.C.W. 1998 • Recognition of seniority • Administrative duties v. Roles of responsibility • Not student focused • The culture of dependency • Inequity in distribution of duties

5. Our Hopes • An honest appraisal and audit of our present needs • Responsibility for the investment in personal expertise and financial cost • The supports necessary for the teacher to do his/her job well

6. Our Hopes Cont. • A P.O.R structure – student focused, supporting learning and teaching • Ownership of / and responsibility on part of Post holders • Fair and equitable distribution of duties • A meaningful year head / class tutor structure supported by P. And D.P

7. The Encouragement • The larger staff • A highly committed staff • The wealth of talent • Energy and commitment of so many Post holders • Timing

8. An Opportunity for Teachers To assume responsibility for: • Instructional Leadership • Curricular Development • The Management of Staff and their Development • Academic and Pastoral work of the School

9. The Possibilities Offered • A middle management / leadership structure with meaningful responsibility • Continuous professional engagement and development of teachers • Response to the evolving nature and needs of the school • A structure – student focused, supporting learning and teaching

10. The Challenge • The courage to take a critical look at our present practice • The matching of personal expertise with the actual needs of the school • The professional development of staff • The responsibility for the financial investment • The encouragement of teachers without ‘Posts’

11. Advice and Consultation • Colleagues – Principals and Deputies • Members of staff • S.D.P.I – Initial and ongoing • Board of Management • Meeting of staff • Whole staff in-service

12. The Planning Team • Invited staff to nominate: 2 Assistant Principals 2 Special Duties Teachers 2 Non Post Holders Deputy Principal Principal

13. Tasks • To audit the present provision • To add and subtract from this list • To prioritise • To work back and forth with teaching staff • To have final draft proposal by April ‘06

14. Timeframe • 1.5 Years • Bi-monthly meetings of core group • Regular feedback to whole staff • Invite expertise • Support of S.D.P.I

15. Challenges • Balance on the planning team • Timing of Meetings • The ‘Leadership’ responsibility • Consistency of meetings

16. Lessons Learned! • Clarity of purpose • Clarity of expectation • Listening • Encouragement • Patience • Timing

17. Evaluation • Timeframe • Regional Co-ordinator S.D.P.I • An enhanced Year Head / Tutor system in place in September 2006!

18. Sustainability – The Challenge! • Confidence • Clarity of purpose • Hard work behind the scenes • Encouragement • The Swan!!