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Frequently asked questions about leadership capacity

Questions and answers

1. What is the difference between a co-headteacher and a shared headteacher?

The terms ‘co-head’ and ‘shared headteacher’ have no formal status as particular roles or job titles. They may be used interchangeably to describe more than one individual working part-time to cover a full-time headteacher post. The key term used in employment law is 'job share' as there cannot be two people with headteacher responsibility at the same time in the same school; education legislation is based on each school having a single full-time responsible leader. However, there are no restrictions on this job being shared as long as the responsibility and accountability is clear. The term co-headship is not used by the National College because two people cannot be jointly responsible for an area of the school's operation at the same time.

A job share is a formal arrangement in which two people voluntarily share the responsibilities of one full-time post, with the salary and leave entitlement being distributed on a pro-rata basis. A job-share post remains a full-time post undertaken by two people, which can revert to a full-time post occupied by one person if required.

A person who is a job-share headteacher part of the time may have another role in the school, such as a deputy head, in order to make up full-time employment. It is important to be clear, however, when such a person is responsible as headteacher and when they are acting in another capacity.

2. Do job-share headteachers share equally the full responsibilities for the school?

Yes – job-share headteachers share overall responsibility. However, in practice it is helpful for staff, pupils and parents if there are clear definitions of role distribution. For example, if one of the job-share headteachers leads on a particular key stage then this should be known by parents to ensure they have access to the appropriate leader. The headteachers should develop an arrangement with the governing body that can be clearly communicated and monitored. This is especially true for the purpose of a school inspection.

3. Can a job share arrangement account for more than 100 per cent of the school year (for example, two heads working 60 per cent each)?

No – the role cannot be more than 1.0 FTE (full-time equivalent) and the working arrangement must be clear in order to define who is performing the role at any given time. A solution to allow some kind of crossover is to appoint two heads on a contract that is a mix of headteacher and deputy headteacher. For example, if a school employed two individuals on a 50 per cent headteacher contract and 10 per cent deputy headteacher contract they would both work three days a week allowing for crossover. In order to work, this arrangement requires clear guidelines about who is responsible at a given time, especially when both people are present.

4. Who is accountable to Ofsted and the governing body?

Job-share headteachers are both accountable to Ofsted and a school’s governing body in order to ensure that statutory duties are fulfilled based on the agreed division of roles and responsibilities.

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