Members' library

• Leading schools
  • Succession planning
    • Recruiting headteachers and senior leaders
      • Recruitment process
        • Recruitment process step 1: preparing to recruit
        • Recruitment process step 2: defining the need
        • Recruitment process step 3: attracting candidates
        • Recruitment process step 4: selecting a candidate
        • Recruitment process step 5: appointing a candidate
        • Recruitment process step 6: planning for induction
        • Recruitment process step 7: evaluating the process

Recruitment process step 6: planning for induction

The recruitment and selection process does not end when you appoint a new headteacher. During the induction stage, you will organise a programme that provides the new headteacher with the support, information and contacts he or she will need in order to make a good start in your school.

• About induction
• Things to consider
• Checklist for induction

About induction

Your new headteacher will feel supported by the governing body and more confident in taking up the reins if you provide an effective induction programme.

Induction is the responsibility of governors and is too often unstructured and left to chance. It begins as soon as the appointment has been agreed and works best if you start planning early.

What to include

Agree a programme of visits and meetings with your new headteacher. It is common for the chair to be the main contact with the new headteacher, but your appointee might also welcome assistance in organising discussions with staff and the outgoing headteacher.

Induction should make use of any relevant data gathered during the selection process. You should also investigate the growing number of formal programmes available nationally and locally for induction, especially if it is your new headteacher's first post.

For first-time headships, be aware of the National College’s Early Headship Provision, which provides funds and opportunities.

Newly appointed headteachers will benefit from having a mentor, which your local authority should be able to provide. Your local authority may also offer an induction programme to complement your own, and a pack of information for headteachers who are new to the authority.

Things to consider

• A well-planned induction is essential to enable the new headteacher to get up to speed as quickly as possible.
• Make as much use as possible of data generated by the interview process to begin the headteacher’s performance management and professional development.
• The chair of governors should devote some time to facilitating the new headteacher’s entry into formal and informal local networks.
• The local authority will be a good source of advice on induction.
• See if your local authority can arrange a mentor from among the experienced local headteachers, but be aware that your headteacher will have preferences and expectations of their own. Discuss it first.
• For first-time headteachers, Early Headship Provision provides funds and opportunities.
• Make an audit of useful information and keep the new headteacher informed and involved in any substantive decisions that occur between appointment and taking up post.

Checklist for induction

At the end of the induction stage, you will have:

• obtained information about local and national provision for induction
• agreed a programme of induction to the school
• considered ways of welcoming the new headteacher to the community

Related publications and resources

• Recruiting headteachers and senior leaders: seven steps to success