Arrangements For Delegated Responsibilities

ARRANGEMENTS FOR DELEGATED RESPONSIBILITIES

Notes Applicable to All Groups

Headteacher to be ex-officio member on all committees other than where this is prohibited by statute, or there is a conflict of interest.  Designated senior staff may attend in his absence without voting rights.

RESOURCES COMMITTEE

Quorum: 3 (of which 2 must be non staff)

  • To consider the budget allocation from the LA and approve a budget plan for the financial year;
  • To monitor expenditure and examine projected outturn figures during the course of the financial year and to receive annual financial statements (outturn) in the agreed format currently in use;
  • To determine rules for virement of money between accounts during the financial year, and to make any appropriate adjustments in expenditure plans as necessary, delegating aspects to the Headteacher as agreed annually;
  • To monitor pupil premium and sports funding expenditure and ensure the information is published online.
  • To ensure compliance with requirements of SFVS and any other such statutory notices.
  • To make recommendations to the Governing Body on relevant matters such as formula review, etc.;
  • To determine a staffing budget (teaching and support staff) for the school which is sustainable within the overall budget.  In practice precise curriculum modelling, determination of need, etc., is delegated to the Headteacher who will establish exact staffing levels within this overall ‘envelope’ and in accordance with the school’s staffing structure (see below).
  • To determine a staffing structure (teaching and support staff) for the whole school in accordance with statutory requirements and to make the necessary arrangements to ensure the school is fully staffed.
  • To determine all H.R. / personnel policy matters related to the employment of staff by Rye Hills School where the Governors are the relevant body, or have discretion.
  • To receive any initial indications of possible redundancy at an institutional level and, where necessary, refer the matter for detailed consideration to the Governors’ Hearing Committee, who shall make any formal decision on this matter;
  • To be responsible for all issues relating to the appropriate resignation and/or retirement of staff.  In practice this responsibility is delegated to the Headteacher, who will make arrangements for appointments in accordance with the school’s procedures (q.v.).
  • To undertake all the functions of the Governing Body as proprietor of the Rye Hills site and its buildings under the terms of the school’s Foundation status.
  • To have oversight of all matters pertaining to the security, good order, maintenance, health and safety of the site and its buildings.
  • To oversee and set policy on all school catering matters.
  • To establish policy and priorities for expenditure for the Devolved Capital budget and any other monies either allocated to the Committee or which are ring-fenced to areas within the Committee’s remit.
  • To ensure the School is compliant with current legislation and good practice in Health & Safety, site security and environmental sustainability, receiving regular inspection reports as required.
  • To enter into and monitor contractual arrangements on behalf of the Governors in areas falling within the Committee’s remit, at all times following the principles of ‘best value’, current statutory guidance on such matters and any other relevant legislation.
  • Any or all of the above may be delegated to the Headteacher except where this is prohibited by current legislation, either long-term or on a case-by-case basis.  Where such delegation occurs, the Headteacher shall report back to the Committee at least annually.

PAY REVIEW COMMITTEE / PERFORMANCE MANAGEMENT

Quorum: 3 (2 for performance management)

Remit

  • To carry out all statutory functions in relation to the annual review of teachers’ salaries, and where appropriate, to carry out a similar function for support staff.
  • To carry out all statutory functions in relation to the annual review of the salaries of the Headteacher and others on the Leadership Spine.
  • To hear requests from individual members of staff for regrading.
  • To agree an annual timescale for meetings with the external adviser;
  • To ensure that the school documentation required by the external adviser is supplied;
  • To undertake the performance review of the Headteacher and agree objectives for the year;
  • To monitor objectives during the year;
  • To review objectives at the end of the year, producing a written statement on the Headteacher’s performance.

PUPIL DISCIPLINE COMMITTEE

Membership

3 or more governors not paid to work at the School and not previously involved in the case selected by the Chair of Governors on a case by case basis.  Due consideration will be given to the potential conflict of interest that may arise from using parents on the Governing Body, but they are not excluded from membership

Quorum: 3

Remit

to determine matters relating to pupil exclusions as from time to time set out in statutory guidance.

SCHOOL IMPROVEMENT COMMITTEE

Quorum:      3

Remit

  • To agree informal targets for pupil attainment
  • To agree statutory targets for attendance and to report these to the full Governing Body for onward transmission to the LA;
  • To ensure that the school’s curriculum and assessment policies and procedures meet statutory requirements;
  • To monitor the impact of pupil premium expenditure in ‘narrowing the gap’
  • To monitor and evaluate public examination results, and report on these to the full Governing Body;
  • To consider annually the curriculum requirements of the school  (both teaching and para-professional) and make recommendations to the Finance and Staffing Committee for budget allocation;
  • To oversee the implementation of the School Improvement Plan;
  • To compile and approve the School Profile;
  • To take responsibility for the formulation of policy in relation to Sex and Relationships Education (SRE), Charging and Remissions, student discipline, Home School Agreement, Drugs Education and any other similar or curriculum-related area;
  • To receive minutes of Staff/Governor Forum meetings to identify required actions

LOCAL GOVERNORS’ ASSOCIATION REPRESENTATIVE

Chair

COMPLAINTS PROCEDURE

In accordance with the agreed policy the Chair will be forwarded any complaints to be dealt with as casework and, if necessary, presented at the next appropriate committee meeting for governors to consider if there are policy implications.

STAFF DISCIPLINARY, DISMISSAL, REDUNDANCY AND

APPEALS COMMITTEES

The governing body has delegated the power to appoint and dismiss staff outside of the Senior Leadership Team, to the Headteacher.  Therefore, in the event of a potential redundancy situation, the initial stages indicated below are delegated to the Head Teacher, with the support of two governors (not paid to work at the school) nominated by the Chair:

  • To identify the need for staff reduction and, if necessary, set the criteria for nomination and the timetable for the process.
  • To liaise with and consult relevant professional associations and trade unions.
  • To nominate a member of staff to be dismissed in relation to over-established posts, in accordance with the set criteria.

A Hearing and/or Appeals Committee, as set up below, will consider the latter stages of the redundancy process, as appropriate.

The governing body has also delegated to the Head Teacher the power to take appropriate action under disciplinary and capability procedures.  These committees will, therefore, also be utilised to manage issues arising from capability, disciplinary, pay review, performance management and grievance procedures.

Hearing Committee

Membership:

This committee will comprise at least three governors, excluding those employed to work at the school, as selected by the Chair of Governors. Involvement of any governor at an earlier stage of proceedings will exclude them from membership of this committee

Quorum:      3

Remit:

This committee will:

  • hear cases arising from disciplinary or capability procedures where the member of staff in question is the Head Teacher or another member of the Senior Leadership Team and to determine the appropriate course of action, which may include dismissal
  • hear cases arising from disciplinary or capability procedures for members of staff outside the Senior Leadership Team in cases where the Head Teacher has prior involvement in the investigation and cannot, therefore, lead the hearing stage
  • make decisions in relation to redundancy and early retirement where the member of staff in question is the Head Teacher or a member of the Senior Leadership Team

Appeals Committee

Membership:

This committee will comprise at least three governors, excluding those paid to work at the school, as selected by the Chair of Governors.  Involvement of any governor at an earlier stage of proceedings will exclude them from membership of this committee

Quorum:      3

Remit:

This committee will hear any staffing appeals, including:-

  • Appeals under disciplinary, capability, redundancy, early retirement or grievance procedures
  • Appeals against pay decisions, in accordance with the school’s Pay Policy
  • Appeals arising from performance management procedures, including any appeal from the Head Teacher

Appeals under disciplinary, capability, redundancy, early retirement or grievance procedures

Appeals against pay decisions, in accordance with the school’s Pay Policy

Appeals arising from performance management procedures, including any appeal from the Head Teacher