Learning Director Secondments 2013 - The Overview

Aims

1. To provided experiences and work shadowing opportunities to members of staff interested in leading students in the future.
2. To provide enhanced leadership opportunities for Learning Directors in the mentoring and coaching of staff who express an interest in becoming learning directors into the future.

Programme Offer

• The programme includes an induction and registration period followed by a main learning element achieved through the activities below. Secondees have opportunities to lead their own learning through the initial brokering of their project and through their own personal learning blog.  At the end of the secondment Staff will be expected to feedback to other school leaders as to the success of their projects in moving students’ progress forwards over the 5 month period. The main learning Element of the secondment includes the following activities:

Leading Progress

• Secondees are expected to discuss and then carry out an agreed project with their Learning Director Mentor. Projects should be designed to allow measurable success in improving student progress over the period of the secondment.

Leading Worship

• In order that staff members have opportunities to actively promote the ethos of the school and the ethos of a particular student cohort, Secondees are expected to lead 6 worship sessions throughout the secondment at least three of which should be aimed at the whole year group.

Leading Community

• Similar to that which is written above but within non-worship settings including afternoon whole year group assemblies

Knowing the Role

• Perhaps the most important part of the 5 month period, secondees will work closely with a named Learning Director with whom they can meet and shadow on various activities.  Activities could include scheduled learning walks, meetings with parents, Learning Director Meetings and Key stage meetings.

Online Learning

• All staff taking part in Learning Director Secondments can record their learning experiences in a learning Blog.  Senior staff will be able to offer coaching questions in order to further develop learning and understanding of leadership at this level.  Given that the time scale of the secondment is 5 months, the Blog will be opened for reflection in week long windows at the end of each term, there is an expectation that staff will engage in this process to develop learning.

Reporting and Impact

• Present evidence of the Impact of their project in a 10 minute presentation followed by questions to SLT and Learning Directors at the end of their secondment (May 2013)