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THIS FORM IS FOR OFFICE USE ONLY BERNARDES, ID1-715423025 Guidance
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Freedom of Information (FOI) RequestLearning Services
Note to Lead Responding Officer (LRO): please ensure that the response to the FOI request, shown in SectionB below, is produced in line with Learning and Culture’s ‘Freedom of Information: Further Information’ Guide and the detailed time line and key steps in the Appendix. You can also download the Local Authority’s general guidance at:
Freedom of Information Procedures 2011
When you have sent your response to the requester, please complete Section C of this form and return to with a copy of your response. The admin team will close down the request on the Council’s Siebel system for reporting purposes.
Section A: the request for informationRequester’s name and contact details:
Eleanor Bernardes
E: / Enquiry ID No: / ID1-715423025 Guidance
Learning Services
Date Received: / 21 July 2015
Draft due: / 07 August 2015
Final date due: / 18 August 2015
Lead Responding Officer: / Kevin Rowland
If you need help or advice with Freedom of Information requests, pleasecontact
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THIS FORM IS FOR OFFICE USE ONLY BERNARDES, ID1-715423025 Guidance
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Section B: the text of the RequestThe FOI request reads as follows:
Please send me:
1. The number of full time equivalent members of staff employed centrally by the council with responsibility for Special Educational Needs (SEN/SEND) during each of the years: 2010, 2011, 2012, 2013, 2014, 2015 in the following:
a. working with more than one LA school and based in a Local Authority office
b. working with more than one LA school and based elsewhere
c. working in one LA school for that school
2. The numbers of full time equivalent members of staff who are dyslexia and literacy specialists employed by the council in each of the following years: 2010, 2011, 2012, 2013, 2014, 2015 in the following:
a. working with more than one LA school and based in a Local Authority office
b. working with more than one LA school and based elsewhere
c. working in one LA school for that school
3. The amount of hours contracted to external specialists (for example but not limited to consultants/educational psychologists etc) employed by the council in each of the following years: 2010, 2011, 2012, 2013, 2014, 2015
4. The job specification for the person responsible for:
a. Managing SEN/D provision for the LA
b. Compiling the Local Offer for the LA
5. The qualifications held by the person responsible for the following role in each of the following years: 2010, 2011, 2012, 2013, 2014, 2015:
a. Managing SEN/D provision for the LA
b. Compiling the Local Offer for the LA
I would like the above information to be provided to me electronically.
If this request is too wide or unclear, I would be grateful if you could contact me as I understand that under the Act, you are required to advise and assist requesters. If any of this information is already in the public domain, please can you direct me to it, with page references and URLs if necessary.
If the release of any of this information is prohibited on the grounds of breach of confidence, I ask that you supply me with copies of the confidentiality agreement and remind you that information should not be treated as confidential if such an agreement has not been signed.
I understand that you are required to respond to my request within the 20 working days after you receive this letter. I would be grateful if you could confirm in writing that you have received this request.
RESPONSE
Q / Question / 2010 / 2011 / 2012 / 2013 / 2014 / 20151a / working with more than one LA school and based in a Local Authority office / 69.6 / 69.6 / 69.6 / 69.6 / 71.6
(two exclusion posts added) / 71.6
Two exclusion posts added)
1b / working with more than one LA school and based elsewhere / na / na / na / na / na / na
1c / working in one LA school for that school / na / na / na / na / na / na
2a / working with more than one LA school and based in a Local Authority office / 10 / 10 / 10 / 10 / 10 / 10
2b / working with more than one LA school and based elsewhere / na / na / na / na / na / na
2c / working in one LA school for that school / na / na / na / na / na / na
3 / external specialists / na / na / na / na / na / na
4a / JD: Managing SEN/D provision for the LA / See below
4b / JD: Local Offer / na / na / na / na / na / na
5a / Qualifications: Managing SEN/D provision for the LA / Master Degree / Master Degree / Master Degree / Master Degree / Master Degree / Master Degree
5b / Qualifications: JD: Local Offer / na / na / na / na / na / na
Additional SEN Statutory Administration Team / 21 / 21 / 21 / 21 / 21 / 21
EHC Plan Transfer team / - / - / - / - / 4 / 4
Please note that our SEND Statutory Administration Team is based in the council hourse and they are responsible for Statutory deadlines and producing Statements of SEN and Education, Health and Care plans.
We also have an Early Years team of 15 professionals.
We are currently liaising with the FE college and have 0.1 of an Educational Psychologist dedicated to this new role.
Personnel Specification / Ref: «Field2»Job Title
Group Head: Inclusive Learning / Service area
Children’s Services - Education
The Personnel Specification outlines the main attributes needed to adequately perform the post specified. In drawing together the specification, a critical examination of the job description has been undertaken to pinpoint those elements of the post deemed as essential.
The Personnel Specification is intended to give prospective candidates a better understanding of the post requirements. It will be used as part of the recruitment process in identifying and shortlisting candidates and in determining an applicant’s suitability for employment, whilst giving due consideration to the need to make reasonable adjustments in line with the requirements of the Equality Act 2010.
/ Essential / N/A / How identified /1. Sickness Absence and Disability
What does the job require in the way of a satisfactory sickness absence record.
This criteria has been included on this specification for the candidate’s information only. / Candidates should have less than 3 absences in the last 6 months or not more than 6 days absence over the 6 months period prior to the closing date of the post. Any absences relating to a disability or any other incapacity will be viewed sympathetically and will be considered if fully explained. Due regard will be made to the need to make reasonable adjustments in line with the requirements of the Equality Act 2010. / Information obtained from successful candidate after conditional offer of employment has been made.
2. Qualifications
What does the job require in the way of: -
Level of formal qualifications required to carry out the job. Describe these by level of attainment and by subject matter where appropriate, e.g. Degree, HNC, Professional Qualifications, GCSE's, CIPFA etc. Consider carefully whether these are absolutely necessary. / Degree or equivalent professional qualification.
Post graduate qualification in Educational Psychology recognised by BPS and the HCPC
Evidence of continuous professional development / Formal possession of an appropriate qualification to be verified at interview or from records.
3. Experience
What does the job require in the way of: -
Specific related job experience and in what type of working environment. What kind of life experience could supplement or replace this? Which is more important to the success of the job? / A minimum of 3 years experience of managing at a senior level within an Educational setting or an equivalent strategic role in a Local Authority
A minimum of 3 years experience as a senior Educational Psychologist in a local authority.
Extensive evidence of leading inclusive learning improvement
Extensive evidence of understanding the OfSTED framework of inspection and SEND reforms
Experience of working with school improvement systems
Experience of financial management including evidence of budgetary control, monitoring and risk assessment across a range of complex budgets.
Experience in business planning, performance management.
Must be able to evidence performance improvements in services they have led / Past employment activity record. Performance in related selection methods, e.g. presentation, group discussion.
4. Training
What does the job require in the way of: -
Specific and/or specialist training in order to do the job, e.g. training in recruitment and selection, supervisory, management, inter-personal skills. Apprenticeship in a recognised trade. Practical training in the use of specific equipment, arc welding, word processing etc. / Willingness to undertake any training considered appropriate for this post.
Must be able to demonstrate a record of continuous professional and personal development. / Past training history from application form and records. Selection process by demonstration of ability to display knowledge and skills at the interview.
5. Special Knowledge
What special knowledge is required in order to perform the job properly, e.g. a knowledge of employment legislation, accounting, financial planning regulations, languages, computer systems, local area etc? / Good understanding of the SEND reforms and school inspection framework
Good understanding of models for effective inclusion practices
Practical, in depth knowledge of current developments in the relevant area of service.
Awareness of issues in local and national government that may impact
Awareness of the importance of public accountability, media relations and quality customer care.
Knowledge of relevant legislation and regulations and how to manage the impact. / Qualifications held and demonstration of knowledge at interview.
6. Circumstances (personal)
What kind of personal circumstances are required to do the job properly? The ability to work shifts, weekends etc. The willingness and ability to travel and stay away from home. Willingness to live in if the job requires. Ability to drive, car ownership. / Available for evening and weekend meetings as necessary.
Must be able to travel to and from work in diverse locations inside and outside of Sandwell. / Ensuring candidates are aware of these requirements from the job description. Interview questions and application form details.
7. Disposition
How far does the job require: -
Being steady, dependable, persevering, persistent, even tenacious, being difficult to distract or discourage. Getting on well with others, working readily with others, cooperating, and influencing others. Depending on oneself rather than others, relying on own resources, accepting responsibility, leadership qualities, ability to motivate others. Ability to cope with monotony, neatness, accuracy of work, attention to detail. / Motivational leadership skills to inspire managers, employees and partners.
Ability to build and facilitate strong team relationships and thematic and corporate working.
A confident and effective decision maker, with the ability to work under pressure with tight deadlines.
Ability to communicate positively and influence others.
Must be able to speak persuasively to gain support on key issues.
Excellent interpersonal skills.
Committed to continuous development of own skills and knowledge.
Ability to inspire confidence through high quality communication skills. / Performance in related selection process, e.g. exercises, group discussion, problem-solving, questions etc.
8. Practical and Intellectual Skills
What practical and intellectual skills are required for performing the job effectively? Does the person need to be a practically orientated person, should they be able to make decisions, should they be able to understand information derived from complex reports? What degree of manual dexterity is needed? Does the applicant need to be mechanically minded? / Leadership and people management.
Programme, Project and Risk Management skills.
Ability to deal with complex problems.
Ability to organise oneself in the face of conflicting demands and priorities and working effectively under pressure.
Ability to develop new initiatives, policies and practices in anticipation of, or in response to change.
Ability to produce and interpret complex documents.
Strong organisational skills. / Performance in related selection process.
9. Legal Requirements
Are there any limitations or requirements imposed by statute that candidates must comply with, e.g. special qualifications, minimum age range etc.? Are there any "Genuine Occupational Qualifications" as defined in legislation which apply to this post? / None. / Application form and interview questioning and reference.
10. ISA Registration Requirements: / Yes / No / Description
Is this post a Regulated Activity / X
Is the Frequently or Intensive test met / X
Is the activity in a Specified place / X
Is the activity a specified Position / X
Job
Description
Job Title
Group Head: Inclusive Learning Services / Thematic Area
Children’s Services
Post No. / Grade / Service
Education Service / Location
OCH
Responsible to
Service Director: Education / Contacts
Council Members
Council Directors
DfE Representatives
External SEND partners
General Public / Persons responsible for:
(May be presented in the form of an organisation chart)
Attach separate sheet
SEN service
Inclusion Support service
Pupil Referral Units
LACE Virtual School
Special conditions
Approver: None/I-procurement Order and Receipt/I-procurement Order and Approve
I-procurement Order and Approve
Working hours
37 hrs
Conditions of Service
Soulbury
This job description is a guide to the work you will initially be required to undertake. It may be reviewed from time to time to meet changing circumstances.
Job Summary
1. To contribute to the strategic management of the council, as requested, acting at all times as an exemplar of Council Values
2. To lead the development and delivery of services to support the effective inclusion of children and young people into learning settings.
3. To lead the Education Directorate’s contribution to the implementation of SEND reforms
4. To lead on the strategic management of inclusion, SEND and behaviour