Join the Teaching Leaders Primary coaching team

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1 Join the Teaching Leaders Primary coaching team

2 Teaching Leaders and TL Primary programme overview Teaching Leaders is an education charity, specifically focused on developing outstanding middle leaders. We believe that middle leaders play a key role in addressing educational disadvantage. With seven years experience in middle leadership development, we now work with 271 primary schools nationwide. Becoming a Development Coach is an exciting opportunity to support the development of high-potential middle leaders working in challenging contexts to improve the life chances of children. The Teaching Leaders programme model focuses investment on those with the highest potential whilst ensuring a greater number of middle leaders can be supported to make an impact on school improvement as well as contributing to their own personal development. In Year One of the TL Primary programme, the programme supports middle leaders (TL Primary Associates) from eligible primary schools in developing their skills and focusing their impact on school priorities building a national movement and local network. Towards the end of that first year, TL Primary Associates undergo an assessment process, which selects those with the highest potential to go through to year two and become TL Primary Fellows. A number of new second year participants join the programme directly at that point. The second year of the TL Primary programme is more intensive, with a focus on individual development across the school or between schools to build system leadership capacity. To find out more about the Teaching Leaders Primary programme, click here. To apply for the Development Coach role, click here. Deadline Monday 14 March The growth and development of people is the highest calling of leadership. Booker T Washington

3 Our mission, vision and values Mission To address educational disadvantage by growing a movement of outstanding middle leaders in schools in challenging contexts. Vision Teaching Leaders vision is of a better society: one where life chances are not predetermined by social class, nor shackled by education disadvantage In the belief that children s success at school can be driven not by social background but by the quality and kind of education they receive, we want to strengthen the capacity of those who lead teaching and learning closest to the action on the front line of schools in challenging contexts: middle leaders. Values We strive to demonstrate our values in everything that we do and are looking for Development Coaches who are aligned with these values: Optimistic Innovative Collaborative Uncompromising Personal.

4 About the Development Coach role Coaching is a central part of our participants experience and development. Coaches are the link between the training and the school context, supporting participants to incorporate this learning into their practice as middle leaders. It is the most personalised element of the programme, enabling participants to see a direct impact within their roles, their leadership and consequently in outcomes for their pupils. An understanding of best practice enables Development Coaches both to support participants in designing their plan to improve pupil attainment (the Impact Initiative) and at the same time to provide appropriate challenge to their thinking. The Development Coach role is a two-year commitment supporting primary middle leaders to improve pupil outcomes in their areas of responsibility. I consider myself incredibly lucky to have had the opportunity to work with a wellrespected Coach. I have been impressed with her knowledge, understanding and the way she has helped me. Her wealth of experience and knowledge can only benefit middle leaders who are just starting out in their careers and who have a wish to learn. Naomi Peters, TL Primary Associate, Oasis Academy Warndon

5 About you Professional experience Recent experience of senior leadership in an educational institution. Worked in a school within a challenging context Desirable: Coaching experience and qualifications. Knowledge and skills An ability to employ a variety of coaching models and techniques, adapting approaches in accordance with the needs of the group and individual participants An understanding of the challenging environments in which our participants work Experience of coaching or developing individuals or groups Excellent organisation and time management skills with an ability to meet deadlines Effective communication and IT skills. Values and attributes An ability to inspire and motivate others Cultural fit you should be aligned with our mission and values, and be flexible and comfortable being a part of a growing, dynamic organisation A commitment to your own learning and a desire to develop as a coach and professional An ability to act as an ambassador for Teaching Leaders, demonstrating a commitment to, and passion for, the programme when representing our organisation.

6 Teaching Leaders commitment to you Development Opportunities to develop and reflect on your coaching practice and expertise in a supportive environment with your peers and the Regional Head of Coaching. Membership of EMCC You will receive complimentary membership of EMCC, which can provide you with an accreditation route and enable you to network right across the EMCC. Flexible working This role can enable you to continue other work alongside a coaching commitment that suits you. Induction You will receive a full induction to support you with understanding TL systems and coaching philosophy. You will work alongside like-minded individuals providing an opportunity for you to reflect and develop your own practice.

7 TL Coaching Approach We appreciate diversity in coaching styles whilst encouraging a level of consistency to ensure all our participants receive a high quality programme. We therefore ask you to: Demonstrate a commitment to your continuing professional development Build confidence through feedback, encouragement, support and appropriate challenge Inspire Fellows to see themselves as agents for positive change in their schools Strive to develop and maintain successful working partnerships Demonstrate an understanding of others needs Challenge Fellows to take appropriate action and not to seek to create dependence Communicate Fellows progress with key stakeholders while maintaining agreed levels of confidentiality Engender confidence in Fellows to raise aspirations and achievement of their teams and pupils. Support participants in using a variety of school data sources Enable participants to learn and modify behaviour through reflection, analysis and judgement Facilitate successful problem solving techniques by asking challenging questions Behave professionally at all times, establishing a contract and setting appropriate boundaries with participants. Leadership and learning are indispensable to each other. John F. Kennedy

8 Your commitments to Teaching Leaders TL Coaching is not about providing the answers; it s about creating a safe climate and culture of support in which Middle Leaders can have the time to reflect upon the challenges they might be facing and can offer support to each other in working towards finding solutions. Geraldine Herrick, TL Primary Development Coach We expect our coaches to: Coach within our framework: we ask our Coaches to utilise their educational experience and knowledge of coaching within the framework of our coaching programme, which is defined by an agenda and timeframe Complete and submit Coaching Visit Reviews after each visit and submit feedback on the participants development for inclusion in the Termly Progress Reports Support participants in using our programme tools Commit to attend all coach development sessions and one to one discussions with the Regional Head of Coaching Undergo a DBS check for Teaching Leaders.

9 Appendix one: contract Year One Typical coaching load: approx. 30 Associates A one hour remote coaching session with each Associate each term (Skype or telephone) Year Two Typical coaching load: approx. 15 Primary Fellows Two one-hour individual remote coaching sessions with each Fellow each term (Skype or telephone) Core Amount Covering payment for Year One Primary Induction Weekend or Year Two Residential (plus on-going development, supervision and 1:1s with regional Head of Coaching) Amount based on coaching load Year One amount August 2016-July ,800 (equivalent to 4.5 days ) 200 Per Primary Associate Year Two amount August 2017-July ,200 (equivalent to 5.5 days) 400 Per Primary Fellow Total salary based on typical coaching load 7,800 8,200

10 Appendix two: assessment and selection Application process We believe remote assessment activities provide an objective method for assessing Development Coach candidates and ensuring that they have the appropriate skills, values, and personal attributes to work with our participants, partner schools and organisation. The application and assessment process enables us to understand you and your strengths better, so we can make the best appointments for our organisation and match successful candidates most effectively with our participants. We will review all applications received by the deadline and those who are shortlisted will be invited to participate in a telephone interview and, if successful at this stage, Remote Assessment Activities including a short observed remote coaching session. Dates Closing date for applications is Monday 14 March 2016 Telephone interviews will be held (by individual arrangement) in April Successful applicants will be invited to participate in further Remote Assessment Activities including an observed coaching session These activities will take place in April and May Please be aware we do not have capacity to give feedback at the application stage due to the high volume of applications we receive.

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