Local Governing Body - Overview

Weyfield Primary Academy Local Governing Body - Overview

Weyfield is an academy as part of The Kemnal Academies Trust (TKAT). 

TKAT is a multi-academy trust which was established on 1st September 2010.  Its constitution is set out in the Articles of Association and this is shared with individual academies via the Scheme of Delegation.  TKAT have, through the Scheme of Delegation, established Local Governing Bodies for each of the Academies.

 Please click here to link to the Scheme of Delegation

The Local Governing Body of each of the Academies is responsible for fulfilling the strategic and operational governance role in the conduct of the Academy.

 Please click here to link to the Directors of the TKAT Board.           (http://www.tkat.org/96/meet-the-team)

Please click here to link to Governance information relating to TKAT, including the structure of governance and relevant details about Trustees terms of office, attendance and business interests.

(http://www.tkat.org/140/governance)

 Please click here for key documents including the Master Funding Agreement, Articles of Association and Accounts.

(http://www.tkat.org/93/documents)

 Weyfield Primary Academy Local Governing Body (LGB)

 Mission Statement

(This is on website under Governors Vision Statement) click here to see

As Governors we will work with staff and parents to help children enjoy their learning and achieve of their best in all aspects of school life. Our vision for our children is evidenced in the school’s vision:

‘’Raising expectations, creating opportunities, celebrating success. We will provide every child with an outstanding education, so that they can develop into confident young people with a sense of self-worth -who believe they can make a difference in the world’’

and values:

‘Academic Excellence, Building Character, Happy-Healthy-Safe’.

We would like to see Weyfield Primary Academy continue its positive trajectory in achieving an outstanding provision, therefore as Governors we aim to:

  • Improve the school’s year on year achievement levels

We work closely with the Headteacher to ensure a cycle of continual improvement.  Governors are individually linked with school priorities and undertake regular visits to school relating to their specific responsibilities. We ensure support for all groups of children, to include boys, girls, more able, vulnerable learners, pupil premium and children with special educational and/or medical needs is of the highest standard so all children are supported to achieve their best potential.
 

  • Develop the Governing Body to provide more challenge, rigour and strategic support to the school.

Support the Headteacher and Staff, as well as constructively challenge and build on their own expectations to ensure the best possible outcomes for children are achieved. Continually evaluate strategic plans and policies. Provide input into school development plans, to include curriculum development, which cover the school’s immediate future and show the longer term progress the school will make over the next three to five years.

Ensure that the school is financially sound, making best use of its income in ways which have a positive impact on the quality of teaching and learning, achievement, assessment and pupils’ experience of school.

 

  • Develop a more visible and transparent style of governorship within the school community in order to ensure that parents and pupils are being heard and involved.

We’d like to create and sustain a school community in which all parents and carers, pupils, staff and visitors feel welcomed and valued. We want to ensure that everyone has the opportunity to contribute to the development of the school and the quality of education it provides, through the sharing of ideas, developments, achievements, celebrations, needs and concerns. We also aim to learn from the best: working in collaboration with other schools in our local community and the wider education community to share best practices and ensure that all pupils receive the best provision possible.
 

Membership

We currently have 11 governors:

         1 Headteacher

         1 staff governor

         3 parent governors

        6 appointed governors

Chair of Governors:               Fotini Stamou a parent governor

Vice-Chair of Governors:        Dan Houzego a parent governor

Link to constitution document, once agreed.

Please see Governor details here for details or our current and recent LGB members.  If you wish to contact governors, please do so via the school contact details.

 Structure

There are six meetings of the full Local Governing Body each academic year.  In addition to this, there two committees who have delegated responsibility laid out in their terms of reference.

 Resource Committee

Delegated

  1.  Financial policy and planning
    1. To review, adopt and monitor a Finance Policy which includes the local scheme of delegation for spending and budgetary adjustments (virements) for the committee, headteacher and other nominated staff.
    2. To review, adopt and monitor all additional financial policies, including a charging and remissions policy.
    3. To establish and maintain a three year financial plan, taking into the account priorities of the school’s improvement strategy, roll projection and signals from central government regarding future years’ budgets, within the constraints of available information.
    4. To make decisions in respect of service level agreements.
    5. To ensure that sufficient funds are set aside for pay increments as set out in the Pay Policy and as recommended by the headteacher.
    6. To establish the annual and longer-term salary budgets and other costs relating to personnel, e.g. training.

 

  1. Financial monitoring
    1. To monitor the income and expenditure throughout the year of all delegated and devolved funds against the annual budget plan.
    2. To receive at least termly budget monitoring reports from the headteacher.
    3. Subject to the local scheme of delegation, to approve any budgetary adjustments that will from time to time be necessary in response to the evolving requirements of the school.

The headteacher is authorised to commit expenditure without the prior approval of the committee in any emergency where delay would result in further damage or present a risk to the health and safety of pupils or staff. In this event the headteacher would normally be expected to consult the committee chair at the earliest opportunity.

3.   Facilities

             a. To review and make decisions in respect of service agreements and insurance

             b. To determine a list of premises priorities and a means of implementation

 c. To monitor the policy for the use of the school premises and letting arrangements

             d. To monitor asset register maintenance in the school

4.    HR (staffing and pay)

a.    Receive, review and monitor the Staffing element of the School Development Plan and School Improvement Plan on a termly basis.

b.    Receive, review and monitor a short and medium term staffing structure which should meet the needs of the School and be financially viable.

c.    Recommend the annual budget required for pay purposes, including provision, for discretionary pay awards arising from performance reviews

d.   Keep informed of relevant developments via the Trust’s HR function including legislation and  statutory guidance affecting the Pay Policy and to review and to recommend changes or modification  as appropriate and at least annually

e.    Receive, review and monitor the processes in place for recruitment, retention, professional development, performance management and the welfare of staff.

Pay Committee 

The School LGB is responsible for adopting and implementing this policy.  The governing body has fully delegated its powers to the pay subcommittee to administer the Pay Policy on its behalf. Responsibilities are delegated as follows:

  1. The pay sub-committee is responsible for reviewing and  agreeing staff salaries as recommended by the Headteacher in accordance with the School’s financial budget plan and this policy, and for making recommendations to the governing body for the annual budget needed for pay;
  2. An appropriate appeals panel will be responsible for hearing appeals from staff in respect of pay decisions.

 Impact Statement

Please click here to see the latest impact statement