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Head Teacher Vacancy Wiggonby Church of England School.

Head Teacher Vacancy Wiggonby Church of England School.

Application pack

for the post of



Wiggonby Church of England

Primary School







  • Advertisment
  • Letter from the Governors
  • Job Description
  • Person Specification
  • Application form (attached separately)
  • Guidance notes (attached separately)


FULL TIME HEADTEACHER (with a teaching commitment)

Wiggonby Church of England Primary School

Start date:                  Spring Term 1st January 2019

Salary:                         Group 1 Leadership Range L6-L12 £44,544 - £51,639 depending on experience

Age Range:                 2-11 years old

NoR:                            64 (inc. 12 in Nursery)


With grace and love, we dream and achieve

Do you share our vision?

Following the promotion of our current Headteacher, the governors of our well-supported and close-knit rural Church of England primary school want to appoint an aspirational and caring Headteacher who will build on our secure foundations.

Wiggonby has a great view of the north lakes hills, and borders the Solway Area of Outstanding Natural Beauty to the south west of Carlisle.  We are seeking to appoint a dynamic Headteacher to continue to promote high standards of learning within our distinctively Christian ethos of mutual care, and an aspirational, creative curriculum that emphasises nurturing the whole child.  We benefit from an active and supportive local community, including strong partnerships with the local church, Parents group (PAWS), and the Margaret Hodgson Trust, which enriches the educational experiences offered to our young people.

Wiggonby Church of England School is proud of its extended provision, out-of-school activities and active parents’ association. In 2014 we were rated ‘good’ by OFSTED (with ‘outstanding’ leadership & management, and pupil behaviour & welfare) and ‘outstanding’ in our SIAMS report.

We would like to hear from you if, with wise humility, you will:

  • Lead our school ‘family’ by example in pursuing our distinctive Christian ethos of caring aspiration;
  • Seek to develop a genuine love for the children & school and build strong community relationships;
  • Be an approachable, collaborative, inspirational, mentoring visionary for our strong staff team;
  • Keep children at the heart of the holistic learning process so that they can flourish and excel.

In return we can offer delicious puddings and:

  • A dedicated, skilled, mutually supportive staff team committed to care for and develop each child;
  • Children who say they would like you to be: kind, thoughtful, inspiring and ‘yourself’;
  • Our support in your continued professional development.

Visits to the school by prospective candidates are strongly encouraged to experience our friendly school community first hand.  Please contact Mrs Nicky Corfield (Headteacher) on 016973 42752 or email: to arrange a visit.

Wiggonby School is committed to safeguarding and safer recruitment. Applicants will be required to undertake pre-employment checks which will include references, health, right to work in UK, DBS and, a declaration that neither they nor anyone who lives in the same household is a disqualified person under the childcare (disqualification) Regulations 2009

To apply, please visit the school website to download the application form.  All completed forms are to be returned to   

The closing date for applications is noon on Friday 15th June 2018.

Interviews will be held on Tuesday 26th & Wednesday 27th June 2018.  

Wiggonby Church of England Primary School


016973 42752

Dear Applicant,

Welcome from the Governing Body. We are delighted that you are interested in the position of Headteacher at Wiggonby Church of England Primary School. Our present Headteacher has been appointed to lead a significantly larger school. We are looking for someone to further develop our school to achieve our mission and build on our recent developments and successes.

We are a small, financially secure rural school, located in Wiggonby village, a few miles south west of Carlisle, with pupils from our surrounding villages and the town of Wigton. We enjoy a strong partnership with St Andrew’s church, and are grateful for the strong support of parents and the Margaret Hodgson Trust. We currently have 64 pupils (including 12 in the nursery) which will rise in September as our intake exceeds those leaving.

Copies of our current OFSTED report (‘Good’ - with ‘Outstanding’ Leadership & Management, and Pupil Behaviour & Safety) and ‘Outstanding’ Church Schools’ Inspection report (SIAMS) and all other information regarding the school are available on the school website.

As well as our achievements and community relations, we are also proud of:

  • Our enthusiastic children who particularly love dressing up for World Book Day;
  • Our musical collaboration with Carlisle Cathedral’s “Sing Up” initiative;
  • Our vibrant school environment – both building and atmosphere - and prayer garden;
  • Our friendly & skilled staff team who put the needs of each individual at the heart of all they do;
  • Our varied curriculum (including outdoor teaching and ‘Forest School’ curriculum) with a focus on engagement, early intervention, high aspirations and expectations;
  • Strong and effective links with the Solway and Wigton Cluster, LASL and Diocese;
  • Our delicious puddings!

In small schools, a ‘hands on’ approach by the Headteacher is critical to success, and so the post will include a teaching commitment. With small schools being complex organisations, the governors recognise that the job of Headteacher is multifaceted, and are committed to provide additional support to our new Headteacher in the initial stage of their appointment.

We very much look forward to receiving your completed application form and covering letter by noon on Friday 15th June, and would value any visit you may be able to make to see us beforehand. Applications should be emailed to or posted to the Clerk to the Governors at the address shown above. Please ensure that the ‘Additional information section’ and covering letter combined do not exceed 4 sides of typed A4. We will inform all applicants by 21st June whether you have been shortlisted for interviews on Tuesday 26th and Wednesday 27th June.

Yours faithfully,


Rev Tudor Boddam-Whetham,

Chair of the recruitment panel


Wiggonby Church of England School



The job description encompasses:


Adapted from the National standards of excellence for Headteachers(2015) (non-statutory requirement)

The Headteacher will:


Qualities and knowledge

  1. Hold and articulate clear values and moral purpose, showing a commitment to our Christian vision and Christian values, and be focused on providing a world-class education.


  1. Drive the strategic leadership, empowering all pupils and staff to excel; and demonstrate our vision and values in everyday work and practice.


  1. Demonstrate optimistic personal behaviour, positive relationships and attitudes towards pupils and staff, and towards parents, governors and members of the local community modelled on the values that underpin the life of the school.  Invite  members of those groups into the school to enhance and enrich the school and its  value to the wider community.


  1. Lead by example - with integrity, creativity, resilience, and clarity - drawing on their own scholarship, expertise, and skills, and that of those around them.


  1. Sustain wide, current knowledge and understanding of education and school systems, including church school systems, locally, nationally and globally and pursue continuous professional development.


  1. Work with political and financial astuteness, within a clear set of principles centred on the school’s vision and values, ably translating local and national policy into the school’s context.


  1. Provide for the daily act of collective worship in accordance with Wiggonby Church of England School’s Christian ethos, in consultation with the governing body, and enable it to be central to the life of the school.


Pupils and Staff

  1. Create a distinctively Christian ethos underpinned by the school’s vision and values within which all staff are motivated and supported to develop their own skills and subject knowledge, and support each other.


  1. 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.


  1. 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.


  1. 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.


  1. Identify emerging talents, coaching current and aspiring leaders in a climate where excellence is the standard, leading to clear succession planning.


  1. Hold all staff to account for their professional conduct and practice.


  1. Promote and champion extra-curricular activities (including but not limited to lunch/after school clubs) to provide additional opportunities for pupils. Obtain support and commitment from staff and parents to deliver these effectively.


Systems and process

  1. Welcome strong governance and actively support the governing body to understand its role and deliver its functions effectively – in particular its functions to set school strategy, to hold the Headteacher to account for pupil, staff and financial performance, and to maintain its distinctive Christian character.


  1. Ensure that the school’s systems, organisation and processes are well considered, efficient and fit for purpose and uphold the principles of transparency, integrity and probity and the school’s values.


  1. Provide a safe, calm and well-ordered environment for all pupils and staff, focused on safeguarding pupils and developing exemplary Christian behaviour in school and in the wider society.


  1. 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, in the context of the school’s identity.


  1. Exercise strategic, curriculum-led financial planning to ensure the equitable deployment of budgets and resources, in the best interests of pupils’ achievements, and the school’s sustainability.


  1. 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.


  1. Develop strategies and implement initiatives to ensure the future sustainability of the nursery and school.


The self-improving school system

  1. Create an outward-facing school which works with other schools and organisations - in a climate of mutual challenge - to champion best practice and secure excellent achievements for all pupils.


  1. Develop effective relationships with fellow professionals and colleagues in other public services to improve academic and social outcomes for all pupils, including building a creative partnership with the church that fosters the spiritual development of the children.


  1. Challenge educational orthodoxies, including from a church school perspective, in the best interests of achieving excellence, harnessing the findings of well evidenced research to frame self-regulating and self-improving schools.


  1. Shape the current and future quality of the teaching profession, for church and non-church schools, through high quality training and sustained professional development for all staff.


  1. Model entrepreneurial and innovative approaches to school improvement, leadership and governance, confident of the vital contribution of internal and external accountability, and of church school values.


  1. Inspire and influence others - within and beyond the school - to believe in the fundamental importance of education in young people’s lives and to promote the essential quality of value based education.


  1. Set ambitious targets and deliver continuous improvements to meet the objectives set with the Governing Body. Obtain full support and commitment from all stakeholders to achieve these objectives.


NB: On appointment, the job description will be reviewed to take account of the strengths of the successful candidate and the specific needs of the school.


Wiggonby Church of England School (HEADTEACHER) - PERSON SPECIFICATION








1.   Professional Qualifications

  1.   Qualified Teacher   Status.
  2.   Evidence of continuing professional development relating to school   leadership and curriculum development.
  •   Attainment of a relevant qualification (e.g. C of   E PQH, the Christian Leadership Course) or the willingness to undertake a   relevant leadership qualification.
  •   Training relating to Budget and Education Management.
  •   SENCO qualification.

Application Form



2.   Experience Recent and successful experience of:

  1.   Leadership and management in a primary school.
  2. Teaching at a   primary school (for a minimum of 5   years).
  3. Having a   significant positive impact on standards and pupil progress.
  •   Teaching in more than one key stage/subject.
  •   Working with other agencies for   the well- being of all pupils and their families.
  •   Managing a delegated budget.

Application   Form Interview References



3. Knowledge Understanding of:

  1.   The school’s distinctive Christian character, and   the requirement of Collective Worship and RE to be central to the life of the   school.
  2.   Strategies for raising standards of achievement for all groups of pupils.
  3.   Principles of school self-evaluation and   developing effective teaching practice.
  4.   Strategies to develop partnership with parents and enhance community links.
  5. The range of   data available for the evaluation and improvement of school performance and   how to share this in an accessible way with staff, governors and parents.
  •   The legislative framework for the school’s work, including governance of a   VA school.
    •   Personnel issues and strategic financial planning.
    •   Strategies to develop   collaborative work with other schools.
    •   Current educational developments and their implications for leading schools.
    •   Good practice in EYFS provision.

Application   Form Interview References



4. Professional Skills

Ability to:

  1. Promote and   develop the distinctive Christian character   and ethos of the school.
  2.   Promote and model a healthy work/life balance   reflecting the Christian identity of the school.
  3.   Monitor and evaluate the performance of people and policies.
  4. Demonstrate a   commitment to safeguarding and the welfare of children.
  5. Maintain   positive relationships with the Governing   Body, external agencies, the LA, Diocese, the local church, other schools   & parents.
  •   Demonstrate exemplary teaching practice.
    •   Foster links with other schools; locally, nationally and internationally   in a Christian context.
    •   Use relevant experience of   personnel issues and performance management   in the life of the school.
    •   Use new and emerging technology to enhance learning and effectiveness.

Application   Form Interview References


5. Personal Qualities Evidence of:

  1. Creative   thinking and a vision for the future.
  2. The ability to   relate to and communicate constructively with a variety of stakeholders.
  3. Leadership with   the strength to challenge and manage under-performance.
  4. Commitment to our Christian vision.
  •   A personal Christian commitment and involvement in   a local church.
  •   Commitment to best practice and current trends   & initiatives in education.
  •   Providing leadership in collective worship.

Application   Form Interview References


6.  School

specific needs

Evidence of:

  1. Understanding   the need to develop and promote flourishing leadership qualities in staff   members to inspire, motivate and challenge, pupils and others within the context of a changing educational   environment.
  2. Developing   strategies and implementing initiatives to promote the school in the wider   community ensuring the future sustainability of the school.
  •   Promoting opportunities to involve parents, the church and community in   the life of the school.
  •   Developing our ‘unique selling points’ to become the school of choice.

Application   Form Interview References












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