Meeting
Title:
Responsible TBAP
Leadership team
member:
Prepared By :
TBAP HRFM
Committee
Date
Item Number
TBAP(15)3
Minor reorganisation of the TBAP executive leadership function
Seamus Oates, Executive Headteacher
Seamus Oates, Executive Headteacher
1.
1.1
Purpose
This report outlines proposals to change the executive leadership structure of the TBAP MultiAcademy Trust.
1.2
The proposal is to create a new tier of TBAP executive leadership with both new and redesignated executive senior leadership posts to fully support the expanding structure of the
TBAP MAT.
2
2.1
Background
The strategic TBAP leadership team currently consists of all Heads of School, Heads of
Services, Executive PA, TBAP Student Services Managers’ Lead, and Head of Business
Development and Operations: all of whom report to the Executive Headteacher. The
Executive Headteacher directly line manages 10 staff at present. As the Trust grows, more
direct lines would be created leading to an unsustainable management structure.
2.2
This year’s planned growth of the TBAP Trust into the AP sector within Cambridgeshire and
the East of England provides a good opportunity to build an executive structure that can
support ‘growth and build’ capacity. In addition, we need to maximise any future
opportunities to be able to solidly grow the business and copyright the TBAP models and
brand, resulting in the generation of significant income possibly through the creation of a
TBAP Trading arm.
2.3
We propose the establishment of two new Executive Head positions which will mirror the
Regional Schools Commissioner structure; we are currently working with both the ‘North West
London and South Central’ and ‘East of England and North East London’ commissioners. We
plan to add additional Executive Head positions, as needed, to reflect expansion into
additional RSC regions as the TBAP Trust grows during the next 5 years.
2.4
We also propose the establishment of a Chief Operating Officer position to lead and further
develop the twin strands of operational delivery and business development.
2.5
The communications strategy of the Trust is increasingly important and it is crucial that the
CEO maintains a direct overview and retains day-to-day control alongside key TBAP-wide
projects. Therefore we propose a new position of TBAP Senior Executive Officer to reflect the
varied and extensive role of the current Executive PA
2.6
The roles of Head of CSS and Head of the Teaching School Alliance will both be uplifted to
Executive roles to reflect the increasing breadth and strategic importance of the roles to the
growth of the Trust.
2.7
The current role of TBAP Head of Student Services will be re-designated as TBAB Lead for
Safeguarding and Children’s Welfare and line management of this position will move into CSS.
If agreed this will create a vacancy for a student services manager at BAPA.
3
3.1
Structure Charts and Staffing Implications
The current and proposed staffing structure for TBAP Executive Leadership is summarised in
appendices 1 and 2.
3.3
The two new Executive Headteacher positions will be based in an existing TBAP academy and
will have up to 6 Heads of School reporting directly to them. The positions will be paid on the
Headteacher range L30-40. The Executive Heads will report directly to the CEO and be
responsible and accountable for the performance of the AP Academies in their region. They
will report to the Trust Board on their academies’ performance. Key accountabilities for the
Executive Heads will include: Line management and support of Heads of School
 Recruitment of staff
 Implementation of the TBAP way and TBAP systems
 Challenge Partner and Ofsted inspections of the TBAP Academies
3.4
The new position of Chief Operating Officer (COO) will be paid at an executive level on the
SMG pay range for senior managers SMG2 - The COO will report directly to the CEO. The COO
will hold strategic responsibility for the following areas across the TBAP Trust: Line management and support of the 5 Business Hub Managers
 Line management of a new position of Head of Product development
 Development of TBAP regional hubs
 Sponsorship growth
 Developing innovation and new ways of working
 Developing new business models
 Delivering TBAP 2020
 Trust finance
 Trust income generation
 Producing reports for the Board and Committees
 TBAP Trust Company Secretary
Page 2 of 7
 Capital projects
 Trust buildings and assets
 ICT infrastructure and support
 Contracts and procurement
3.5
The new position of TBAP Senior Executive Officer will be paid at a NJC middle management
level at PO 4/5 The post holder will report directly to the CEO and will be responsible for PA
support, TBAP Communications and marketing, and TBAP Projects. Key responsibilities will
include

PA support to the CEO

Delivery of TBAP projects

Development and co-ordination of the TBAP communications strategy

Line management of TBAP projects interns

Line management of a communications BSP

Contributing to the TBAP vision and long term development

Horizon scanning and identifying new models of AP
3.6 The new position of Head of Product Development will be phased in as the Trust grows over
the next 5 years
3.7 The current Head of CSS and Head of the Teaching School Alliance will both be uplifted to
Executive Head status and form part of the TBAP Executive leadership team. The Exec Head of
CSS will take on additional strategic responsibility for SEN across TBAP in addition to line
management of the TBAP lead for Safeguarding and Children’s Welfare. The Exec Head of the
Teaching School Alliance will play a lead role in developing the TBAP CPD offer and model of
school to school support. Both roles will be expected to make a significant contribution to the
development of the TBAP trading services arm.
4.
Financial Implications
4.1 This proposal creates 8 new positions: the Chief Executive Officer, Chief Operating Officer,
TBAP Lead for Safeguarding and Welfare, Exec Head of CSS, Exec Head of TBAP TSA and Senior
Executive Officer posts will be assimilated from existing positions with an approximate total
annual cost of £36,544. The creation of two additional Executive Head posts will have a total
maximum additional cost £251,222. The creation of the additional post of TBAP lead
Safeguarding and Welfare will cost £61,186. This gives a total expected additional annual cost
of £348,962.
We anticipate accessing the following funding to build this capacity into the Trust:
Income
Capacity grant
Additional Academies East
Additional Academies west
Business support grants
TOTAL
2015/16
£100,000
£32,000
£58,400
£35,000
£225,400
Page 3 of 7
2016 /17 0nwards
£0
£179,200
£170,400
£35,000
£384,600
5.
Indicative Timetable
5.1
Informal consultation has already taken place on the proposed reorganisation with the
respective members of staff from within the organisation.
5.2
Formal consultation regarding the new executive structure will be undertaken with all staff in
December 2015.
5.3
It is anticipated that the successful applicants for the new positions will be recruited between
January and March 201
Page 4 of 7
Appendix 1
Current Structure
Executive
Headteacher
Heads of
School
x6
TBAP SLT
TBAP SSM
lead
Head of TSA
Extended SLT
Head of
Business
Development
and Operations
Local
Leadership
team
Heads of
Service x 4
Head of CSS
Executive PA
Chief Executive
Officer
TBAP Executive LT
Exec
Head of
CSS
Chief
Operating
Officer
TBAP Extended
Executive
Heads of
Business
Hub X4
Head of
Exec
Head of
TSA
TBAP Lead
Safeguarding
and welfare
Product and
Delivery
Local
Leadership
Team
TBAP Extended SLT
Page 6 of 7
Executive
Headteacher
West
Heads of
School x6
Local
Leadership
Teams
Executive
Headteacher
East
Senior
Executive
Officer
Heads of
School
x6
Local
Leadership
Teams
Communications
BSP / TBAP Intern