Federation - leading to
academy status?
Part One
Philosophy and Values
Part Two
Process and Practicalities
So where did it all
start…???
Change.
If we accept that change is constant then:
 If
you don’t like change, you’re
going to like irrelevance even
less.
 Change
brings opportunity.
What does change bring?
 Fear
 Confusion
 Anxiety
 Worry
 Anger
 Insecurity
Vulnerability
Confront the Brutal Facts…
(Yet never lose faith.)
‘You must maintain unwavering faith
that you can, and will, prevail in the
end – regardless of difficulties. AND at
the same time have the discipline to
confront the most brutal facts of your
current reality, whatever they might
be.’
Jim Collins – Good to Great
It takes courage to be
vulnerable.
It takes discipline to
improve.
‘I define vulnerability as
uncertainty, risk, and emotional
exposure.’
‘Vulnerability is based on
mutuality and requires
boundaries and trust.’
Brene Brown – Daring Greatly
Vulnerability is key…
‘If
you want a culture of creativity
and innovation, where sensible
risks are embraced… start by
developing the ability of leaders
to cultivate an openness to
vulnerability in their teams. And
this, paradoxically perhaps,
requires first that they are
vulnerable themselves.’
So what’s stopping the risk?
‘The
secret killer of innovation is
shame. You can’t measure it, but
it is there. That deep fear we all
have of being wrong, of being
belittled and of feeling less than, is
what stops us taking the very risks
required to move our
organisations forward.’
First the who…
then the what.
 “Look,
I don’t really know where we
should take this bus. But I know this
much: If we get the right people on
the bus, the right people in the right
seats, and the wrong people off the
bus, then we’ll figure out how to
take it someplace great.”

Jim Collins – Good to Great
The Process and Practicalities.
Part
2
(Hang in there… someone intelligent speaks in a
minute.)
Federation Brief
•
Why federate?
–
–
•
Who will it benefit?
–
–
–
–
•
Rationale – academy agenda, not going away…
Alternatives?
Children
Staff
Governors
Other stakeholders
Progress
Work to date – aligning values, systems, processes,
building relationships, identifying goals and roles within federation.
– Learning to be done.
–
•
Next Steps - Additional schools multi-academy trust?
Timeline
 Governors
agree
 Expression
of interest
 Professional
 Partner
 Staff,
‘dating’
selection
parent, LA and Diocese consultancy
Timeline
 Formal
Notice of Intended Federation
 Legalities
 Final
and finance
Governance models
 Leadership
structure (Roles and Responsibilities)
Completion. Next school? Optimum size?
(Same again, but far fewer people and far more
experience for the next school and so on…)
Cerne Abbas VE CE First School
Business
and Finance
Manager
Head of
Federation
(The HoF!)
KS1 Teacher
KS1 Teacher
EYFS Teacher
EYFS Teacher
3 x LSAs
School
Manager
and Admin
Leader of Learning
KS2 teacher
Leader of Learning
KS2 teacher
3 x TAs
Winterbourne Valley VA CE First School
SEND
Leader 0.6
Handy person –
20hrs
3 x TAs
3 x LSAs
The Process and Practicalities:
Governance – a new
approach.
 Barbara
 Vice
Southcott
Chair of Governors at Cerne Abbas
CE VC First School.
Governance
is the
management of an
organisation such that its
stated standards and
ethos of practice are
constantly maintained
and, where possible,
improved.
1.
Confirm implementation of National and
legal educational requirements by
reviewing progress and standards in the
school based on the Head teacher's
reports and independent assessments.
2. Review financial management and
resource use through appropriate sub
committees.
3. Be involved in staff appointments and
most disciplinary procedures. Take on (as
individuals) responsibilities in specific
areas (Numeracy, SEND, Literacy, IT
Safeguarding, Community relations).
5. Provide general support for the school,
celebrate excellence, ensure a safe
environment for the children (and staff),
maintain morale and nurture Christian
values.
6. Be constantly aware of changes in the
National and local educational
environment and devise future
development for the federated schools.
Governance Structure
Federation Governing Body
Chair of Governors + Lead Governors + Head of Federation
Leader of Learning
KS2 teacher
KS1 Teacher
Local Governing Body
Local Governing Body
Lead Locality Governor
Leader of Learning
Lead Locality Governor
Leader of Learning
5 other governors (one
faith representative)
5 other governors (one
faith representative)
Local Governing Body
EYFS Teacher
Lead Locality Governor
Leader of Learning
3 x TAs
5 other governors
3 x LSAs
Standards Committee
Finance Committee
Standards Committee
Finance Committee
Standards Committee
Finance Committee
1. The model is simple.
2. lt provides appropriate groups for the
management of both local and Federation
issues.
3. Communication throughout is good
because of the cascade of representation.
4. There is a rapid response forum.
5. The model can accommodate the
addition of a third (or fourth) school
Thank you for listening.
www.cerneabbas.dorset.sch.uk
01300 341319
office@cerneabbas.dorset.sch.uk