HEADTEACHER Pinderfields Hospital Pupil Referral Unit

HEADTEACHER
Pinderfields Hospital Pupil
Referral Unit
“Pupils join the PRU with a very wide variety of starting points, both in
ability and age. The vast majority of pupils make good and sometimes
outstanding progress in personal skills, particularly in gaining
confidence and self-esteem.” Ofsted June 2014
Pay Range L11– L17 (£49,481—£57,237)
Required for September 2016

Contents
1.
Welcome from the Chair of the Management
Committee
2. Our School
3. Accountabilities, Context & Challenge
4. Pupil Performance Data
5. Contact Details
6. The Wakefield Council Offer
7. Headteacher Induction
8. Living and working in the Wakefield area
9. The Role
10. Advert
11. Job Specification
12. How to apply / Feedback

1. Welcome from the Chair
Dear Applicant
Thank you for your interest in applying for the position of Headteacher of Pinderfields Hospital
Pupil Referral Unit (PHPRU).
We are a small, split-site and inclusive special PRU with a warm, welcoming learning environment
for our pupils who have a range of medical needs including those relating to mental health. In
June 2014 an Ofsted Inspector said:
“Pupils try very hard to live up to the high expectations of behaviour and attitudes set for them
and as a result behaviour is exemplary.”
“Pupils say they feel safe and well cared for. This is because staff ensure that each pupil’s
individual needs are met very well.”
“The development of pupils’ confidence and self-esteem is a strength, because staff have expert
knowledge of how to manage pupils with mental health needs.”
“Learning is enriched by visits and residential experiences, especially for children who attend the
Early Years Assessment Centre and those who attend the Wrenthorpe Centre. It gives priority to
meeting pupils’ health, communication and learning needs. Partnership with mainstream schools
is very effective in ensuring that the pupils do not fall behind their peers.”
Owing to the retirement of our outstanding and highly regarded Headteacher, the Management
Committee is seeking to appoint an inspirational leader who has the energy and enthusiasm to
lead, manage and inspire all of our stakeholders. Candidates should have a good understanding of
teaching and learning across all stages, combined with excellent interpersonal skills to motivate a
team of highly dedicated, experienced and flexible teaching and support staff.
As a tour of the PRU will not be offered on either of the interview days, we warmly encourage you
to visit, prior to application, and see for yourself the tremendous potential our provision offers.
Please contact Diane Cameron, Business Manager, on 01924 303695 who will be able to arrange a
suitable date and time for you to visit.
We look forward to receiving your application and being able to consider how you can take our
provision to the next level.
Mrs O A Hughes
Chair of the Management Committee

2. Our School
Pinderfields Hospital School was established in 1948 by the Local Education Authority to meet the
educational needs of children in hospital. We still do this today but our provision has extended to
include educational opportunities for children and young people aged 2 to 19 years with a medical
need, including those relating to mental health, in a range of settings.
In 2013 we became a Pupil Referral Unit. We believe that all children and young people are entitled
to:
Their needs being recognised and addressed
A personalized curriculum
The opportunity to participate, achieve and progress
An uninterrupted education
National assessment
Experience success
We endeavour to provide a range of learning experiences in a caring and secure atmosphere, where
both effort and achievement are encouraged and praised.
We always respond to the changing needs of our pupils and encourage them to contribute in a
positive way to the environment, the community and the society in which they live.
We make every effort to foster personal and moral values, respecting all races, cultures and
disabilities.

2. Our School
At Pinderfields Hospital Pupil Referral Unit everyone matters, so as a whole
school community we all try to:
Be healthy
• Choose a healthy diet
• Join in physical activities to the best of our ability
• Promote healthy messages and lifestyles
• Seek help and advice and always support others
• Know how and where to get help and advice
Stay safe
• Follow school rules, school policies and procedures at all times
• Value school equipment and use it wisely
• Maintain a pleasant school environment
• Promote anti-bullying
Enjoy and achieve
• Make school a happy place
• Attend and be punctual
• Work hard to achieve the best for ourselves and others
Make a positive contribution
• Treat everyone with respect and consideration whatever their beliefs
and culture
• Contribute to the development of the school
• Support and take part in school activities
Achieve economic wellbeing
• Take opportunities to gain skills and knowledge for both present and
future employment
• Maintain a good work-life balance

2. Our School
“Pinderfields Hospital PRU is honestly rather difficult to describe.
When I arrived here I was extremely timid, and I was basically
nothing but anxiety and depression walking around in human form.
Being here has helped me grow as a person, and given me goals. I
once had no motivation, no hope for the future, nothing. And
coming here was the best thing I could have done. I’ve developed
friendships, learnt to trust people again. I am now looking forward
to starting Art College in September thanks to various members of
staff giving me the confidence to apply. I can’t imagine my life
without receiving help from the Hospital PRU, all I know is that it
would be similar to how it was before, which is a horrible thought. I
intend to help school to give other people like myself a second
chance, it is truly an asset to the district and should be given more
recognition for the astonishing work they do.”
Former Student July 2015

2. Our School
The Early Years Assessment Centre
http://pinderfieldshospitalpru.co.uk/downloads/EYAC_Brochure.pdf
Children attend the Early Years Assessment Centre from 2 years of age. They have a
medical condition/disability where it is regarded that further multi professional
assessment of the child’s needs will be necessary to determine their future educational
placement. The focus of this educational setting is assessment, which provides accurate
information about the child’s level of development, and physical needs to inform and
facilitate future provision.
“Children in the Early Years Assessment
Centre make an excellent start to their
learning. This is because it benefits from
being co-located with a mainstream school
and that the partnership with families is
strong.” Ofsted June 2014
“Children in the Early Years
Assessment Centre may join at
the age of two years. These
children often have complex
physical and sensory needs. The
children make excellent progress
personally, socially and in
communicating, because their
needs are assessed and met very
well.” Ofsted June 2014

2. Our School
Hospital and Interim Tuition
http://pinderfieldshospitalpru.co.uk/downloads/Hospital_Tuition.pdf
There is one paediatric ward at Pinderfields General Hospital for patients from birth to
eighteen, as well as specialist provision for burns and spinal injuries. As children are in
hospital for a variety of medical reasons, these must be the first consideration in any
educational provision.
We provide:
Ward or class based tuition for in-patients
Support for children making the transition from hospital back to school
Individual or group tuition for children who are too ill to access full-time education
in their usual school
Multi-agency responsive support for school aged children with a life threatening
or life limiting illness
“Pupils on the in-patient ward at the
hospital make good progress,
because they are reassured and enjoy
their school work.” Ofsted June 2014
“Pupils who receive home tuition
make good progress as a result of the
individual attention they receive.
Those pupils who can are enabled to
make the transition to attending the
main site in a short space of time,
because this is managed carefully and
gradually.” Ofsted June 2014

2. Our School
The Wrenthorpe Centre
http://pinderfieldshospitalpru.co.uk/?page_id=33
If a child or young person is unable to attend school for a while because of a medical or
mental health problem, we will, in consultation with parents and other professionals,
seek an alternative way of maintaining their education. We may offer individual or small
group tuition for pupils who are too ill to access full time mainstream education or those
who are making the transition from hospital back to school. This alternative provision
would normally take place either at the Wrenthorpe Centre or Carleton Centre. Only in
exceptional circumstances, dictated by the child’s medical condition, will tuition take
place in the home.
The aim of alternative educational provision is to reintegrate these pupils into full time
mainstream or special education at the earliest opportunity. In the interim, there is a
need to ensure access to quality education, for opportunities for working in partnership
with other agencies e.g. Child & Adolescence Mental Health Service, Educational
Psychology Service and Educational Welfare Service
“Having my son at Pinderfields has been
quite an experience. They never gave up
and he has been quite a challenge. I
cannot name anyone in person as
everyone has been wonderful. But
thank you from the bottom of my heart”
Parent former pupil July 2015
“Staff are skilled in maintaining
a lively and positive
atmosphere at all times. This is
because the organisation of
learning ensures that pupils are
calm and stress free.” Ofsted
June 2014

2. Our School
Bespoke Support for other schools and academies
Support for young people with a medical need, which includes mental health issues such as
anxiety, depression, phobias, or eating disorders, where presenting behaviours is below the
threshold that triggers sustained involvement with specialist services
Bespoke training to groups of students relating to emotional well-being and mental health
Bespoke INSET training for staff relating to emotional well-being and mental health
The above services are purchased through Service Level Agreements
“The teacher has been
amazing and extremely
understanding and helpful.
She has helped my son a lot
and he absolutely loves his
lessons. Thank you so much
for everything.” Parent of offsite
pupil December 2015

3. Accountabilities, Context & Challenge
TYPE CATEGORY PHASE AGE RANGE NOR GROUP SIZE
Hospital PRU
Maintained -
Community
Special
2 - 19 yrs
PERFORMANCE
Good
Variable
(funded for 40
currently)
SCHOOL DEVELOPMENT PLAN / SELF EVALUATION FORM / AREAS FOR IMPROVEMENT
Ensure the increased provision from 6 fte to 11 fte and relocation of the Early Years Assessment Centre
(Sept 2015) continues to provide high quality early years education and assessment.
Further develop partnerships with Wakefield Special Schools and PRUs and other professionals
Ensure teachers can deliver an appropriate curriculum to meet the individual complex needs of pupils
Ensure successful transfer of Headship
2
PUPILS SCHOOL ADDITIONAL FACTORS
FREE SCHOOL MEALS
Variable
MULTIPLE SCHOOLS
No
LEADING A TEACHING SCHOOL
No
ENGLISH AS AN ADDITIONAL
LANGUAGE
Variable
PUPIL MOBILITY
0%
LOOKED AFTER CHILDREN
Variable
SEN/SCHOOL ACTION PLUS
Variable
ATTENDANCE
Variable—due to medical need
including mental health issues
DISPERSED SITES
Yes
Wrenthorpe Centre
Pinderfields Hospital
Pinderfields EYAC
BUDGET
Stable
STAFFING STRUCTURE
17.19 FTE
SPECIALIST UNITS
EXTENDED SERVICES
No
GOVERNANCE
Management Committee
SCHOOL TO SCHOOL SUPPORT
(Excluding regular collaboration)
Via Special School/PRU Memorandum
of Understanding
PARTNERSHIPS
Member of Education & Inclusion LA
Directorate
Social Services
Health
CAMHS
Therapy Services
Date Completed :23 December 2015

4. Pupil Performance Data
PHPRU 2015 examination results – students with a medical need
Level 1 Level 2 GCSE AS Level A Level
Functional Skills
6 passes
Health & Social
Care
1 pass
Maths 1B, 1F,
2G, 2U
English
Literature 1B
English Language
1C, 1E, 2G
Science 1D, 1E,
2F, 1G
French 1D
History 1D
Art 1A*
Creative Writing
1B
Creative Writing
1A
History 1B
English
Literature
1B
89% of grades achieved were at a predicted or higher than predicted grades despite interrupted
education.
The 11% of grades that were below predicted grades were made up of just two students who failed
to attend for some exams and had severe attendance issues, particularly towards the second half of
the academic year.
20% of students accessed home tuition and sat exams at home
Only 22.9% of candidates country-wide achieved A-A* in A levels
All students achieved positive outcomes in relation to their current circumstances
100% of students went on to further education or employment

5. Contact Details
Pinderfields Hospital Pupil Referral Unit, Wrenthorpe
Centre, Imperial Avenue, Wrenthorpe, Wakefield WF2
0LW
Telephone: 01924 303695
Website: www.pinderfieldshospitalpru.co.uk
Wakefield Council Twitter: @MyWakefield
Wakefield Council Facebook: www.facebook.com/
mywakefield

6. The Wakefield Council offer
A range of opportunities
Wakefield provides a wide range of opportunities for those
fortunate enough to secure a leadership or teaching post in a
school:
The quality of education provided by the 144 schools
and academies continues to improve. In August 2015,
for example, the percentage of children attending
‘good’ or better schools increased to 81%. The rate of
improvement is faster than the national average.
Wakefield is on the up.
Effective partnership working with and between
schools is a priority in Wakefield. This has led to new
opportunities for school leaders and staff to work in
partnership to develop new sustainable ways of
working, enhanced provision, and improved outcomes.
Wakefield Strategic Alliance, a partnership between all
Wakefield schools will soon be in existence to support
this work.
More Good Governance: Reviews of governance,
National College training, mentor support and
enhanced recruitment strategies have strengthened
governance of schools.
The Council is committed to providing a visit from
School Improvement Advisers to all schools and
academies each term—’Keeping in Touch’ visits. There
are opportunities for school leaders and effective
classroom practitioners to provide school to school
support. These opportunities align to the Teacher and
Headteacher standards and pay progression and
encourage effective individuals to become system
leaders.
Wakefield Partnership for Initial Teacher Training
(WPITT) is the only provider nationally to maintain its
‘outstanding’ grade when inspected in 2013. High
quality training for those entering the profession is on
our doorstep.
A wide range of support services including curriculum,
music, SEN, and inclusion.
A range of benefits
Wakefield wants the best Leaders and Teachers to work in
the district. Therefore, new opportunities are available to
those coming from outside the district to lead or teach in a
Wakefield school:
Headteachers are encouraged to become NLE’s and
LLE’s and are deployed to support local schools.
Teachers and Leaders are encouraged to become
SLE’s and are deployed to support local schools.
There is an extensive training programme available
via the local authority and Teaching Schools.
Wakefield has four Teaching Schools.
The two-day residential Headteachers’ Conference is
an annual highlight of the CPD programme. This has
been held in York in recent years with a range of high
quality keynote presenters and workshops.
Opportunities to become a Specialist Leader of
Education (SLE), Local Leader of Education (LLE) and
National Leader of Education (NLE) are promoted and
suitable candidates are encouraged to take this next
step in their career. Information events for candidates
and those who aspire to become accredited are run on
a regular basis.
A range of leadership programmes have been
commissioned, including Aspiring System Leaders and
Aspiring Middle Leaders programmes delivered by
schools for schools.

7. Headteacher induction
Wakefield Council is committed to supporting all Headteachers’ who are new in post. This might be a
first headship or an experienced Headteacher who is new to Wakefield.
Our induction processes aim to:
support Headteachers’ new to their role, or new to Wakefield, to enable them to be fully
effective as quickly as possible and become familiar with Wakefield’s systems and
procedures.
support new Headteachers’ professional development enabling them to continue to
improve their skills of leadership and management.
At the conclusion of the induction period the new Headteacher should have a good knowledge of
Wakefield Council personnel and procedures and have identified any specific, personal, continuing
professional development needs.
There are 6 training opportunities for new Headteachers’ spread over the first year of headship.
These are designed to provide appropriate and relevant information to new Headteachers’ and those
who are new to headship in Wakefield. These include finance, HR and Governance; school
improvement planning and self evaluation; safeguarding and health and safety. There are also
sessions to support Headteachers’ in developing resilience and capacity to deal with difficult
situations and people.

8. Living and working in the Wakefield area
Wakefield and the surrounding towns and villages can
offer a great deal to those thinking of relocating to the
area. The district has a superb range of housing, from
new executive builds and period detached properties to
semi-detached and terraced homes, both for sale and to
let in the buoyant rental market.
Across the area, there are a range of both public and
private schools and two further education colleges,
Wakefield College, which is currently undergoing an
extensive programme of investment and Pontefract New
College, the first sixth form college in the country to be
awarded the highest possible grades in all areas under
an Ofsted inspection regime which came into force in
2012.
Transport links and networks are very accessible as the
district is located at the crossroads of the M62/M1. The
city of Wakefield has a new railway station at Westgate,
on the East Coast Main Line, along with 900 rail parking
spaces for commuters. In addition, an extensive
refurbishment of Kirkgate Railway Station is also
underway. For amenities, the city and town centres
offer good sport facilities, both public and private,
including the leisure and entertainment complex at
Xscape, and retail centres hosting big name stores and
independent businesses, restaurants and retailers.
Local festivals are as diverse as an annual Miners Gala,
Wakefield Festival of Food, Drink and Rhubarb, Pontefract
Liquorice Festival, Seaside in the City, Wakefield Lit Fest and a
large number of local galas and shows run by local
communities.
Open spaces, waterways and country parks are plentiful.
These include the Trans Pennine Trail, sailing and watersports
at Pugneys Country Park, walking and nature at
Newmillerdam Country Park and RSPB Fairburn Ings. You can
even take part in wild swimming at Nostell Priory too.
For more information about the district and its communities,
take a look at these online resources:
‘Stats Facts and Maps and Wakefield State Of The
District report – the Wakefield Data Observatory
http://observatory.wakefield.gov.uk/
Experience Wakefield – The Wakefield culture and
Leisure website: www.experiencewakefield.co.uk
To order a Visitor Guide: http://
www.experiencewakefield.co.uk/Brochure.aspx
Take a look at 10 of the best local cultural twitter
accounts to follow: http://buff.ly/1jCzSG6
The district has seen a renaissance in terms of culture,
events and tourism in recent years. For those interested
in world class art, visit The Hepworth Wakefield and
Yorkshire Sculpture Park, both nationally acclaimed
galleries which are part of the Yorkshire Sculpture
Triangle. Grass roots arts also flourish, Wakefield has a bi
-monthly art walk which includes 18 venues and The Art
House is currently refurbishing a former Victorian library
building to transform it into 34 artists’ studios and new
exhibition space.
Heritage gems include The National Coal Mining
Museum for England, National Trust Nostell Priory and
the remains of Pontefract Castle, which hosts annual
Proms at the Castle concert.

9. The Role
The Management Committee are seeking a Headteacher who will:
Be committed to developing a dynamic school culture and ethos of
achievement, excitement and enjoyment in a safe, caring environment where
everyone is valued and happy.
Be an inspirational role model with strong leadership, management and
organisational skills, who displays authority and sensitivity.
Be passionate about teaching and learning and believe in maximising the
potential of all children to be the best that they can be.
Be committed to supporting pupils with SEN.
Have proven successful leadership experience across all key stages including
early years.
Have the ability to sustain and enhance our excellent relationships with
parents, staff, Committee Members and the community.
Be able to develop and manage traded services to generate income.

10. Advert
Pinderfields Hospital Pupil Referral Unit
Wrenthorpe Centre, Imperial Avenue, Wrenthorpe, WAKEFIELD, West Yorkshire, WF2 OLW
Headteacher
Group 2, Pay Range L11 – L17, £49,481 - £57,237 Starting salary dependent upon experience
Required for September 2016
Post Ref: Post Ref: 220059
Owing to the retirement of our highly regarded Headteacher, the Management Committee is seeking to appoint a strong
and effective leader to manage a team of highly experienced, flexible teaching and support staff.
Pinderfields Hospital Pupil Referral Unit (PHPRU) provides educational opportunities for children and young people
between 2 and 19 years with medical needs in a range of settings.
The range of provision is complex and includes:
An Early Years Assessment Centre;
Hospital and Interim Tuition, which includes multi-agency responsive support for children with a life-threatening or lifelimiting
illness;
Education support for secondary-age pupils at the Wrenthorpe Centre; and
Bespoke support to other schools and academies through Service Level Agreements
The Management Committee is looking for an exceptional individual who:
can provide high calibre, inspirational leadership to continue the PRU’s journey from good to outstanding;
is passionate about teaching and learning and believes in maximising the potential of all children and young people in
this fully inclusive Pupil Referral Unit; and
has the ability and commitment to build on our excellent working relationships with a range of stakeholders including
parents, Management Committee, other schools and academies, outside agencies and the wider community
We can offer a warm and friendly environment. The Management Committee is fully committed, active and supportive
and in June 2014 Ofsted Inspectors said, amongst other things:
“Pupils say they feel safe and well cared for”
“The development of pupil’s confidence and self-esteem is a strength”
“Learning is enriched by visits and residential experiences, especially for children who attend the Early Years
Assessment Centre and Wrenthorpe Centre”
We warmly encourage you to visit, prior to application, to see for yourself the tremendous potential our provision offers.
Please contact Diane Cameron, Business Manager, on 01924 303695 who will be able to arrange a suitable date and time
for you to visit. Please note a tour of the PRU will not be offered on either of the interview days.
For more information about the PRU please visit our website (www.pinderfieldshospitalpru.co.uk)
For further information please visit: www.wakefield.gov.uk/jobs. Alternatively, you can contact the Recruitment Line on
0345 8506506 (typetalk calls welcome) or email: jobs@wakefield.gov.uk
Completed application forms should be returned to the Pinderfields Hospital Pupil Referral Unit, Wrenthorpe Centre,
Imperial Avenue, Wrenthorpe, WAKEFIELD, West Yorkshire, WF2 OLW / admin@hospitalschools.wakefield.sch.uk by
Tuesday 2nd February 2016.
Interview dates: Wednesday 24th and Thursday 25th February 2016
Our PRU is committed to safeguarding and promoting the welfare of children and expects all staff to share this
commitment. Satisfactory pre-employment checks and references will be required. You will also be required to complete
an Enhanced Disclosure Application Form and to provide criminal conviction information. Shortlisted candidates will also
be required to make a declaration under the Childcare (Disqualification) Regulations 2009.

11. Job Specification
Job Title: Headteacher
Group of School: 2 Indicative Pay Range (7 pts): L11-L17 (£49,481—£57,237)
Reporting to: Chair of Management Committee
Location: Pinderfields Hospital Pupil Referral Unit
Service Directorate: Children & Young People
The overall purpose of the post of Head teacher:
The Head teacher will be responsible for the internal organisation, management and control of the PRU in
accordance with safeguarding legislation, School Teachers’ Pay and Conditions Document, the policies of the
Management Committee (including its annual budget), applicable legislation and the policies of Wakefield
Council. The Head teacher, working with the Management Committee, Senior Leadership Team and PRU staff
will develop a strategic view for the PRU in the context of its wider community and will ensure accurate PRU selfevaluation
to inform school improvement planning.
Specifically:
To lead and manage the 29fte place PRU and ensure the commissioned service of the Early Years
Assessment Centre for 11 places and the Hospital Impatient Unit.
To interface strategically with schools, other education providers and partner agencies (particularly
Health)
To develop and manage traded services to generate income
To provide professional leadership of the PRU which secures its success, ensuring high quality
education for all its pupils and improved standards of learning and achievement.
Requirements for the post
Essential
Desirable
Qualifications First degree/teaching certificate
and Qualified Teacher Status.
Recent professional development
relevant to Senior Management.
Experience Background in Special Education.
Curriculum Development
Responsibility in a core subject.
Successful and relevant teaching
experience.
Able to manage and share
confidential items appropriately
and deal sensitively with difficult
situations.
Have had or be undertaking further study
relevant to headship (e.g. Diploma or Higher
Degree).
National Professional Qualification for
Headship (NPQH)
Senior or whole PRU management at
Headteacher, Deputy Headteacher or
Assistant Headteacher level.
Successful leadership of a team
Working in other schools or other relevant
phase.
Working with children who have a medical
need including mental health.
Working with children who present
challenging behaviour.
Understanding of age (2-19) related
expectations at all key stages and
assessments.

11. Job Specification
Requirements for the post
Qualities & Knowledge Hold and articulate clear values and moral purpose, focused on providing a world-class
education for the pupils they serve.
Demonstrate optimistic personal behaviour, positive relationships and attitudes towards
their pupils and staff, and towards parents, Committee Members and members of the
local community.
Lead by example - with integrity, creativity, resilience, and clarity - drawing on their own
scholarship, expertise and skills, and that of those around them.
Sustain wide, current knowledge and understanding of education and PRU systems
locally, nationally and globally, and pursue continuous professional development.
Work with political and financial astuteness, within a clear set of principles centred on
the PRU’s vision, ably translating local and national policy into the PRU’s context.
Communicate compellingly the PRU’s vision and drive the strategic leadership,
empowering all pupils and staff to excel.
Pupils & Staff Demand ambitious standards for all pupils, overcoming disadvantage and advancing
equality, instilling a strong sense of accountability in staff for the impact of their work on
pupils’ outcomes
Secure excellent teaching through an analytical understanding of how pupils learn and of
the core features of successful classroom practice and curriculum design, leading to rich
curriculum opportunities and pupils’ well-being.
Establish an educational culture of ‘open classrooms’ as a basis for sharing best practice
within and between schools, drawing on and conducting relevant research and robust
data analysis.
Create an ethos within which all staff are motivated and supported to develop their own
skills and subject knowledge, and to support each other.
Identify emerging talents, coaching current and aspiring leaders in a climate where
excellence is the standard, leading to clear succession planning.
Hold all staff to account for their professional conduct and practice.
Systems & Process Ensure that the PRU’s systems, organisation and processes are well considered, efficient
and fit for purpose, upholding the principles of transparency, integrity and probity.
Provide a safe, calm and well-ordered environment for all pupils and staff, focused on
safeguarding pupils and developing their exemplary behaviour in the PRU and in the
wider society.
Establish rigorous, fair and transparent systems and measures for managing the
performance of all staff, addressing any under-performance, supporting staff to improve
and valuing excellent practice.

11. Job Specification
Systems & Process Welcome strong governance and actively support the Management Committee to
understand its role and deliver its functions effectively – in particular its functions to set PRU
strategy and hold the Headteacher to account for pupil, staff and financial performance.
Exercise strategic, curriculum-led financial planning to ensure the equitable deployment of
budgets and resources, in the best interests of pupils’ achievements and the PRU’s
sustainability.
Distribute leadership throughout the organisation, forging teams of colleagues who have
distinct roles and responsibilities and hold each other to account for their decision making.
The Self-Improving
School System
Create an outward-facing PRU which works with other schools and organisations - in a climate
of mutual challenge - to champion best practice and secure excellent achievements for all
pupils.
Develop effective relationships with fellow professionals and colleagues in other public
services to improve academic and social outcomes for all pupils.
Challenge educational orthodoxies in the best interests of achieving excellence, harnessing
the findings of well evidenced research to frame self-regulating and self-improving PRU’s.
Shape the current and future quality of the teaching profession through high quality training
and sustained professional development for all staff.
Model entrepreneurial and innovative approaches to school improvement, leadership and
governance, confident of the vital contribution of internal and external accountability.
Inspire and influence others - within and beyond schools - to believe in the fundamental
importance of education in young people’s lives and to promote the value of education.
Key Outcomes/ Activities
Whole School Organisation, Strategy and Development
Provide overall strategic leadership and, with others, lead, develop and support the strategic direction, vision, values
and priorities of the PRU.
Develop, implement and evaluate the PRU’s policies, practices and procedures.
Ensure the vision for the PRU is clearly articulated, shared, understood and acted upon effectively by all.
Work within the PRU’s community to translate the vision into agreed objectives and operational plans which will
promote and sustain school improvement.
Create an organisational structure which reflects the PRU’s values, and enables the management systems, structures
and processes to work effectively in line with legal requirements.
Produce and implement clear, evidence-based improvement plans and policies for the development of the PRU and
its facilities.
Safeguarding and Behaviour
Manage the PRU’s responsibility for safeguarding pupils’ wellbeing and in providing a safe environment in which
pupils can learn.
Ensure good order and discipline amongst pupils and staff.

11. Job Specification
Key Outcomes/ Activities
Teaching and Learning
Lead and manage teaching and learning throughout the PRU. Including ensuring, save in exceptional circumstances,
that a teacher is assigned in the school timetable to every class or group of pupils-
in the first, second, third and fourth key stages, for foundation and other core subjects and religious education;
and in the preliminary stage. (as applicable).
Teach (where applicable).
Ensure a consistent and continuous PRU-wide focus on pupils’ achievement, using data and benchmarks to monitor
progress in every child’s learning.
Ensure that learning is at the centre of strategic planning and resource management.
Determine, organise and implement a diverse, flexible curriculum and implements an effective assessment
framework.
Management of Staff and Resources
Lead, manage and develop the staff, including appraising and managing performance.
Develop clear arrangements for linking appraisal to pay progression and advise the Management Committee on pay
recommendations for teachers, including on whether a teacher at the PRU who applied to be paid on the upper pay
range should be paid on that range.
Organise and deploy resources within the PRU.
Manage the PRU’s financial and human resources effectively and efficiently to achieve the PRU’s educational
goals and priorities.
Manage and organise the school environment efficiently and effectively to ensure that it meets the needs of
the curriculum and health and safety regulations.
Promote harmonious working relationships within the PRU.
Maintain relationships with organisations representing teachers and other members of the staff.
Lead and manage the staff with a proper regard for their well-being and legitimate expectations, including the
expectation of a healthy balance between work and other commitments.
Treat people fairly, equitably and with dignity and respect to create and maintain a positive culture.
Professional Development
Promote the participation of staff in relevant continuing professional development.
Participate in the arrangements for own performance and further training and professional development.
Develop and maintain a culture of high expectations for self and for others and take appropriate action when
performance is unsatisfactory.
Accountability
Consult and communicate with the Management Committee, staff, pupils, parents and carers.
Fulfil commitments arising from contractual accountability to the Management Committee.
Ensure individual staff accountabilities are clearly defined, understood and agreed and are subject to rigorous review
and evaluation.
Work with the Management Committee (providing information, objective advice and support) to enable it to meet its
responsibilities.
Develop and present a coherent, understandable and accurate account of the PRU’s performance to a range of
audiences including Committee Members, parents and carers.

11. Job Specification
Key Outcomes/ Activities
Work with Colleagues, other Relevant Professionals and the Community
Collaborate and work with colleagues and other relevant professionals within and beyond the PRU including relevant
external agencies and bodies.
Build a culture and curriculum which takes account of the richness and diversity of the PRU’s communities.
Collaborate with other agencies in providing for the academic, spiritual, moral, social, emotional and cultural wellbeing
of pupils and their families.
Build a collaborative learning culture within the PRU and actively engage with other schools to build effective
learning communities.
Responsibility for Resources:
Employees (supervision):
For all staff employed to work at the PRU (Teaching and Support Staff) except for staff employed to provide school meals/
cleaning through a service level agreement.
Financial:
Overall responsibility for the agreed PRU budget which includes the setting and overall monitoring to ensure effective spend
and income generation.
Physical:
Overall responsibility for the physical resources held in the PRU e.g. manual or computerised information; data and records;
office and other equipment; tools and instruments; vehicles; machinery; fixtures and fittings; goods, stocks and supplies.
Employment Checks:
The following employment checks are required:
Identity Check
Childrens Barred List
Prohibition from Teaching Check
Evidence of a satisfactory safeguarding check e.g. Enhanced DBS Check
Evidence of entitlement to work in the UK
Childcare Disqualification Declaration
Evidence of Essential Qualifications – see page 2 of this Job Specification
Two satisfactory references (including current or most recent employer)
Confirmation of medical fitness for employment
Registration with appropriate bodies (where applicable)
Date completed: January 2016

12. How to Apply/Feedback
Post reference: 220059
For information about how to apply for this post please visit:
http://www.wakefield.gov.uk/residents/jobs-and-learning/jobs-and-careers/how-to-apply
For further information about the PRU please visit: www.pinderfieldshospitalpru.co.uk
Completed application forms should be returned to Pinderfields Hospital Pupil Referral Unit,
Wrenthorpe Centre, Imperial Avenue, Wrenthorpe, WAKEFIELD, West Yorkshire, WF2 OLW /
admin@hospitalschools.wakefield.sch.uk by: Tuesday 2nd February 2016
Shortlisting: 4th February 2016
Interview dates: Wednesday 24th and Thursday 25th February 2016
We are committed to promoting the welfare and safeguarding of children and expects all staff to share
this commitment. You will be required to complete a Disclosure Application Form and to provide
criminal conviction information. Shortlisted candidates will also be required to make a declaration
under the Childcare (Disqualification) Regulations 2009.
We look forward to receiving your application for this post. However, should you decide not
to apply or if you are unsuccessful in being shortlisted or appointed we would welcome some
anonymised feedback from you. We’re always looking to develop our offer to attract the best
Leaders and Teachers.
Please take two minutes to complete our online survey:
www.surveymonkey.com/s/HeadteacherRecruitment
Vacancy email alerts
Other Wakefield schools may be looking for a Headteacher, too. Register for email alerts via
the following steps:
Visit: http://tinyurl.com/TeachInWakefield
Search for ‘Headteacher’
Select ‘Click here to save this search as a job alert’ and
Click ‘New user registration’ to enter your contact details