Seeking advice from noblegiraffe and any HODs!

[IHeartKingThistle]

Sorry, need advice!

I’m the one who went back to teaching last year - you guys were very helpful then and I’m so pleased I came back.

Anyway, I’m at a small comprehensive. I teach secondary English part-time, as a job share which works brilliantly. We also share the 2nd in Dept job. I love the school but it has its issues.

We’re expecting OFSTED any time and things are, predictably, getting more pressured in school. Lots of resignations this term. We had an external consultant in to meet with a few departments. He met all of us and at the end of the process our HOD was asked to leave. They remain in post until they can find a new job. The consultant also fed back that myself and my job share were very strong and as a result we have been asked to take on the HOD job, initially in an Acting role.

WWYD? There are so many variables. It’s all such a mess. There are things that haven’t been done by current HOD that we didn’t even know about. It wouldn’t be taking the reins, it would be overhauling and implementing the whole shebang. Things need to change now, which is awful as HOD is still in post and not in a good place mentally - we are so fond of them and want to support them. We never had HOD in our sights, never wanted it. But it’s undeniably a great opportunity.

If we take it we want to go in with our eyes wide open. We have talked to the Head, which clarified a lot, and we will do so again soon. So, in conclusion (!), I need advice on

a) what information I need and what to ask
b) whether to take it
c) if we did take it, what to prioritise and how to, essentially, not be shit and make everyone hate us

Any help? Please? It’s such a weird situation.

Not intending to be harsh but if you were second in dep how did you not realise what was going on? You say that you would need to change all sorts but if you were doing your job well then wouldn't you hold some of this responsibility?

Are you sure your hod isn't being scapegoated or are they older and expensive or outspoken?

I think a good dep is a team who all know what is going on and all support and contribute together.

It doesn't sound harsh - we can't believe we didn't know either. HOD is lovely and doesn't like putting work on people but SLT had assumed the things they were asking for had been passed on to the rest of the Dept and they just hadn't been, at any point. We initially were really concerned that it was a scapegoating situation but it's become very clear that it is on HOD's head, awful as that is. We have supported them and will continue to do so. Our responsibilities have been mainly curriculum-based and we've been doing those. We are on it, but there are aspects of the HoD role we don't know about (data, laser meetings, all that) and that was where the shortfall was happening. I've only been there a year!

So you're right, it wasn't a Dept that was functioning well even if we thought it was. Obviously if we take this job (co-HODs, if I didn't make that clear) we want to build a Dept that does function well and transparently. It's all gone horribly wrong but I'm looking for advice on where to go from here. The looking back and handwringing is being done already, believe me

And we repeatedly have asked for more info and more responsibility on the grounds that we didn't want HOD to burn out. It has not been forthcoming and to challenge that would have meant going over their head. Maybe we should have but it didn't feel right to do that. We knew they were taking on a lot of work but had no idea about the extent or seriousness of it, or that a lot of it just wasn't being done. Argh.

It's a hard one all right. I think another concern might be the setting you two up as scapegoats if ofsted are due. Your op saying lots of resignations hints that yours is not a happy place to work. I was in a vaguely similar situation once, really naively thought that I was appreciated and doing a good job. Then I was the next target. Now I would like say keep your head down and avoid responsibility unless in a school you know is supportive.

Thanks @winewolfhowls that is a concern. It's very likely that HOD will still be there when OFSTED arrive though and I can't imagine how we do it in that situation!

I have found the school nothing but supportive so far, but I'm now wondering how that can be the case for everyone with so many resignations. We're talking about members of SLT plus other HODs and other teachers. Some obviously just relocating etc but not all. No idea what's going on. This is why I don't want to go into anything without all the info. Got nothing to lose by asking awkward questions at this point, I reckon!

There’s pretty much no way you can take on HoD role without pissing off the department:

1. You’ll have to start making them do the extra stuff they were supposed to be doing that the original HoD didn’t pass on
2. You’ll be promoted to an unadvertised position and that will rankle even if you are totally the best people to do it
3. Current HoD is still around. Awkward.

Other cons:

1. It’s Acting HoD only. What are the chances that you’ll steer the department through the storm of Ofsted only for the position to go to someone willing to do it full time while you get bumped back down to Deputy?
2. Ofsted are coming. They decide to deep dive English. Are you willing to prepare for and take on that responsibility given that you weren’t actively seeking promotion?
3. Staff are leaving and you don’t know why. Are there other secrets that Ofsted may uncover and they’re jumping ship before being found out? Or is the head a bully? People talk, you must be able to get the gossip.
4. If you do step up, who will be your acting deputy? Will they take on all the stuff you are doing now or will there be the idea that joint HoD don’t need a deputy?

But if you don’t take the job then someone else will have to. Who will that be? Getting a new HoD is always a worrying time because they could do things very differently.

They're enormous cons, aren't they? And terrifying ones.

But your final point is the one we keep coming back to. They could parachute in someone awful and it could be awful - I've been there before. And a difficult situation with autonomy is better than a difficult situation where you are powerless, isn't it? Marginally?

Everyone we've spoken to (only really SLT as no one else knows, not even HOD) says we're capable and to do it. They say there's no hidden agenda behind this. But how can we possibly know that?

Thank you for responding, knew you'd be incisive!

Btw the Dept is TINY. It's 5 full time roles (job share and I count as one) so 6 actual people currently. 2 are leaving. So we don't even know what the Dept will look like in this imaginary future because we don't know who we'll be working with.

I suppose the positives are that it’s only acting, so if it turns out to be bad you can step back down, and there are two of you so it won’t all be on you.

Why are two of your tiny department leaving? At Easter? That’s not normal?

If going for it I’d want nailing down
The deputy role - are they going to be hiring to fill this and if so what happens if you want it back?
Non-contact time - can this be bumped up to acknowledge that you are not simply taking on a role but also clearing a backlog?
Training - what support will you be given?
Timescales - how long before they make things permanent?
Jobshare technicalities - will you both be expected to attend all HoD meetings?

Great stuff - all going on the list!

Well one of the leavers is HoD and the other had resigned prior to all this and not related to it at all - new job want them at Easter.

Really appreciate the late-night advice.

How has the HOD been asked to leave? Have they been put on a support plan? How can they be there until they get a job? Your biggest reason not to touch the role is that the SMT appear to be scapegoating and acting illegally. They will do it again if it suits them. I wonder how many of the HODS’ failings are theirs.

Up with a sick child here so I’ll add my in my viewpoint. It’s very easy as a conscientious person who works hard to think that i can fix whatever historic problem has just been uncovered by someone leaving or being put on capability/forced out. SLT present it as a wonderful opportunity, and you think that you won’t possibly make the same mistakes that your predecessor did.
A cautionary tale-in my last school there was some appalling mismanagement, every single one of the SLT who were there last year when I left has now either been sacked or gone off with stress. There is not a single teacher working there at all who was there when I started 5 years ago. The new SLT have gone in with a really judgemental attitude of ‘well I can fix this’ and it has just gone from bad to worse because the Head and bursar are so unbelievably toxic. The new people have unimaginable workload and expectations placed on them by the horrible head, and are now fucking it all up, just like the previous people who had their jobs and everyone who left before them has been scapegoated and the atmosphere is horrific. You can be the best teacher in the world but i would be very suspicious. Also - if loads of people are leaving that’s massive Alarm bells everywhere. Looks like a poisoned chalice to me I’m afraid.

but SLT had assumed the things they were asking for had been passed on to the rest of the Dept and they just hadn't been, at any point. We initially were really concerned that it was a scapegoating situation but it's become very clear that it is on HOD's head, awful as that is

SLT assumed. So they weren't doing their job, Where were their checking systems?

Wankers. Dodge that bullet.

It sounds like there's poor communication and poor line management and SLT have decided to save themselves by sacrificing the HOD. Someone on SLT has dropped the ball if all the tasks they assumed the HoD had been doing haven't been done. For them not to have noticed means either:
A) they clearly didn't need the task completing / information, in which case why ask middle leaders to do it?
B) they did need it but haven't been doing their role properly otherwise they would have asked for it.

Personally, I'd avoid it and focus on doing your job well.

Agree with Noble and Lola: basic rule of ABC applies to SLT. Assuming nothing, Believe nothing, Check everything. HoD may have been overwhelmed, under lead or inexperienced but the leader above has not done their job. Will you get a new one to line manage you ? Who is the 'exemplar' HoD in your school? Ask to be mentored in your new role if you decide to take it. Clear milestones need setting too. How closely can you align with your job share? HoD English is a high profile car crash in the making with double weighting if you get this wrong.... And you are taking it on at Easter- this summer's results will have your names on. I am concerned about the same things as Noble. You are part time (I think) so will never have the full picture. You will need a water tight communication system and be able to trust you Co HoD. How does SLT think you can do the job of HoD when nothing of that nature has been passed on to you? Seconds shadow us for a good chunk of time in meetings etc. as part of their CPD. It takes time to know the full picture, and to be able to defend the subject against some if the more ridiculous assumptions. This is all a bit fishy, you are in a sinking ship I think, so be cautious . Its v worrying that a 'consultant' was used too. Spineless of SLT and also suggests lack of systems for QA. Was nobody checking minutes of meetings? Our HoD meeting mins are published for all to see, for example, so it's obvious if I drop a ball. I expect my lead pracs to check them too. Be careful.

OP, do you yourself have the emotional and mental capacity,as well as the rime and strength and experience of leadership, to take on all the stuff and more, no doubt (as they have you down as capable)? WHY wasn't the HOD doing this stuff? Stubbornness? Exhaustion? Laziness?

I agree with all the comments about SLT : they shouldn't have needed an external consultant (which, by the way , is often a nonsense situation) to tell them these things. It also sounds like a lot of the 'crucial' stuff that wasn't being done was bollocks admin (what is a laser meeting?).

Promotion is always appealing and , in this case, flattering, but it does all sound toxic.

Everyone we've spoken to (only really SLT as no one else knows, not even HOD) says we're capable and to do it. They say there's no hidden agenda behind this.
Of course there is.
This is underhand and unpleasant behaviour from SLT, and once the HoD finds out that you’ve essentially taken their job your position in the dept will be untenable. Because rightly or wrongly it will look like you’ve thrown your colleague under the bus. I was promoted at my old school to recognise hard work that I’d done, and was made head of faculty. Pissed off a lot of people in the process. That boss then left, new boss demoted me and promoted one of my colleagues. It was all designed to create dissent among us, keep us on our toes.

Fuck, this is a bleak picture. I need to hear it though, don't I?

To address a couple of things:

HoD not technically sacked but going before pushed. Was either resign or go on capability.

Job share and I already in full communication - multiple emails and messages every single day. We both do 3 days at the moment (recent change suggested by Head) so meet properly on our crossover day. Kids know they get away with nothing and staff communicate with both or either of us knowing we come as a team. That's the positive bit - I wouldn't even be considering this without her.

Line manager is new this year, was clearly brought in to kick ass and is not coping. Harsh approach has rankled with staff and kids. It turns out they have focused on putting pressure on current HOD and criticising them, but at no point has spoken to the rest of the Dept or come to a dept meeting. We would absolutely request a different line manager if taking it on.

Your stories are terrifying.

Oh and:

There are 2 HODs we think are great in school - one has just resigned and the other is PE so not directly comparable (we will definitely have a chat with them though).

Emotional and mental capacity to do it? I have no idea. We've both got young families and a lot on our plate. As I said, we'd never have sought promotion, but we don't want to watch the Dept slide if we could have done something about it.

HOD, as I've said, is lovely. I feel like we're going to have to tell them we've been offered it soon before someone else does. I honestly don't think they'd hate us but there would be an unavoidable shift and the time we would have working together after that could be super awkward.

Would none of you give it a go?

it does rather sound like the big failure is with the Senior Line Manager (sounds like mine, rather : she also shows no interest in the department as a whole).

I might give it a go : but would have to weigh things up. We are presumably talking about , in real terms, a very small salary increase?

Oh yeah I don't think the money has even come into the conversation yet

The most useful person to talk to would be current HoD have you talked to them about what happened before you were offered the job?

Being a great HoD in the ways that we as teachers deem great does not in any way frequently match the diktats from SLT and beyond.

Data is king, scapegoats essential.

The fact that you are going behind your HoD’s back already speaks volumes. You have been fed one side of the story by people who want you to be the next scapegoat. They are appealing to your ego and idealism. Have you any idea how awful your current HoD must be feeling right now if they’re on capability and already resigned? They will feel totally betrayed when it becomes clear that the ‘dream team’ as you see yourselves have been parachuted in. When I was an RQT I went to my HM (who was a manipulative bastard-good head though!) and said I wanted more responsibility. He said ‘tell me what your HoD is rubbish at, and you can do it instead’. I was so horrified at this request for a betrayal of what was and remains an excellent profession and personal relationship that I excused myself from the conversation and never sought promotion in that school, instead leaving a couple of years later. I have never in 15 years of teaching slated a colleague or plotted to take responsibility away from them. A good friend at my previous school took the bait, and took on the promotion. She’s had such a severe nervous breakdown she may never teach again.

Also if the department was in such dire straits and you had no idea, it sounds like HoD has been set up in some way. Impossible demands and pointless data Is my guess...

Yes, sort of. It's so difficult and any conversation we have with them now is either charged and emotive or awkward and evasive. And I don't blame them for that now, but we're not likely to get impartial clear-headed advice. Already, we've heard their version and the Head's version of what went on, and they're not really the same.