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      • Why succession planning matters
      • The case for action
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What we know about succession planning

After a successful pilot phase in 2006–07 involving 10 local authorities, the succession planning initiative was rolled out to all local authorities from September 2007.

Through our work we can report that:

• DCSF School workforce in England (2009) statistics indicate that headship vacancies have remained low and stable for the second year running at 0.7 per cent (140 vacancies).
• We have exceeded our targets on temporarily filled posts, which have remained stable at 2.7 per cent, which equates to 560 posts.
• 100 per cent of local authorities signed annual partnership agreements to work with us on succession planning between 2007 and 2010.
• Some 97 per cent of local authorities have developed a succession planning strategy and have begun implementing their plans.
• As at July 2009, we have provided targeted funding to 71 local authorities, which has assisted 1,132 NPQH graduates with:
  • 43 per cent of wave 1 (346) having already achieved headship and 20 per cent (152) achieving a next-stage promotion (likely to be a deputy headship)
  • 30 per cent of wave 2 (65) having already achieved headship and 18 per cent (60) achieving a next-stage promotion
• Wave 3 is currently under way, with 44 bids for support from local authorities and some collaborative bids encompassing a strong focus on rural local authorities with a high number of small primary schools, faith and black and minority ethnic bias. It is anticipated that this wave will support approximately 800 candidates, with a split between NPQH graduates and those who are pre-NPQH.
• Just over 9,000 NPQH graduates receive support from the National College's Be a head relationship marketing programme for NPQH graduates. Of those, 3,400 are actively applying for headship and want to be a head within a year.
• We are working in partnership with the National Governors' Association (NGA) and the National Co-ordinators of Governor Services (NCOGS) to help governors plan for leadership succession. This includes developing leadership talent, and retaining and recruiting great headteachers. The results from activity in 2008–09 show that:
  • 63 per cent of governing bodies surveyed are now discussing succession planning at least once a year compared with45 per cent in the baseline group of March 2008
  • 57 per cent of governing bodies surveyed say that their school is prepared for succession planning compared with 34 per cent in the baseline group of March 2008
• The National College's Headship Index, which measures the appetite for school leadership, shows that aspiration for headship has increased for the third year running. Over 1,000 teachers across the country took part in the survey, and were able to share their views about why they want to progress to headship. Some 41 per cent of the teaching population have their sights set on becoming a head and one in 10 of these are determined to get there within the next three years. View the results of the 2009 Headship Index and read the press release.

Related publications and resources

• Recruiting headteachers and senior leaders: seven steps to success
• Career moves
• Be a head
• Targeted support for succession planning
• Governing schools
• Toolkit for governors
• 2009 Headship Index results
• Succession planning: key themes for school governors

Further information

For further information, email the succession planning team at successionplanning@nationalcollege.org.uk.