Academy

Acton C of E Primary Academy is part of the North West Academy Trust

Previous to this Acton was part of the Real Life Learning Trust ( Last Academic Year details below)
The people who volunteer as Directors cover a wide range of professional sectors and therefore bring a wealth of independent experience to leading the Real Life Learning Academy Trust.

Standards Committee

Aim:

To ensure educational standards across the Academy Trust exceed the National Average and that all children make at least expected progress in all subject areas taught.

Responsibilities:

• To monitor standards across the Academy Trust and ensure all pupils are attaining as well as they can
• To complete an end of year review for all stakeholders
• To achieve role objectives as part of overall Directors' Plan as agreed by FGB

Audit and Finance Committee

Pay Committee

Constitution:

The Membership of this Committee will be agreed by the Board of Directors.
The Chairman of the Committee will be elected by a quorum of the Committee members. The Executive Head Teacher cannot take on this role. The membership will be four Directors with a quorum of 3. The Chair or Vice Chairs of the Board of Directors may be asked to attend meetings, in exceptional circumstances, to ensure the Committee is quorate.
The Committee will have the power to invite others, without voting rights, to give advice to the Committee e.g. personnel consultant. No other person paid to work at the school may be a member of the Committee. The head teacher must withdraw and not vote on his/her own pay or performance appraisal.

Terms of Reference:

• To ensure the Performance Appraisal Policy is in place and reviewed annually.
• To ensure the Pay Policy is in place and reviewed annually.
• The Committee, in conjunction with the Executive Head Teacher, will carry out an annual review of the salaries for all staff, including teachers on the Main Pay Scale, Upper Pay Scale and Leadership Pay Scale. The Committee will agree make pay recommendations to the Board of Directors.
• The Committee, in conjunction with the EHT, can make decisions relating to pay concerning post -threshold teachers in line with the pay policy and make recommendations to the Board of Directors for approval.
• To ensure that a copy of the salary statement is issued to all teachers following a change to salary every year.
• To ensure the setting and reviewing of targets for all staff takes place, via approval of anonymised targets.

EHT Performance Management Committee

Aim:

To lead the process by which the overall performance of the Executive Head Teacher is formally and rigorously assessed annually in order to enable them to improve teaching, leadership and management that will positively impact upon the quality of outcomes for all pupils.

Responsibilities:

• To appoint every 2-3 years a suitably skilled and/or experienced external advisor to assist with the EHT's Performance Management Review
• To set objectives with the assistance of the external advisor that will contribute to improving education for pupils.
• To review performance annually against the job description, EHT standards and objectives set with the assistance of the external advisor
• To review and support the EHTs professional aspirations and training needs
• To review and facilitate the EHTs work life balance
• To complete a mid year review of performance against agreed objectives

To recommend pay progression to the Board of Directors based upon the outcome of the review and taking account of overall performance