- The governing body must determine the membership, proceedings and terms of reference of any committee, and must review these annually.
- The membership of a committee may include associate members, provided that a majority of members of the committee are governors.
- Each committee must have a chair and a clerk – the governing body will decide whether to appoint the chair or whether the committee should do this.
- The headteacher/principal cannot be the clerk to a committee, but a governor can. The NGA strongly recommends that it is better practice to have an independent professional clerk.
- Even when not a member, the headteacher is entitled to attend all committee meetings.
- Committees are free to determine their own quorum, but as a minimum this must be not less than three governor members of the committee.
- Governing bodies are free to determine how often their committees meet – this may be left to the discretion of the individual committees and may depend on the circumstances of the school at any given time. Committee meetings will not be open to the public but minutes shall be made available. Information relating to a named person or any other matter that the committee considers confidential does not have to be made available for inspection.
- In the absence of the chair, the committee shall choose an acting chair for that meeting from among their number.
- In the absence of the clerk the committee shall choose a clerk for that meeting from among their number (someone who is not the headteacher/principal).
- The draft minutes of each meeting will be circulated with the agenda for the next ordinary meeting of the full governing body and will be presented at that meeting by the chair (or in his/her absence another member of the committee).
- Any decisions taken must be determined by a majority of votes of committee members present and voting – but no vote can be taken unless a majority of those present are governors.
- To act on matters delegated by the full governing body.
- To liaise and consult with other committees where necessary.
- To contribute to the School/Academy Improvement Plan.
- To consider safeguarding and equalities implications when undertaking all committee functions.
Terms of reference for the resources committee
Financial policy and planning
- To monitor review, and recommend to Governing Board a Finance Policy which includes the local scheme of delegation for spending and budgetary adjustments (virements) for the committee, headteacher and other nominated staff.
- To review, adopt and monitor all additional financial policies, including a charging and remissions policy.
- To establish and maintain a three year financial plan, taking into the account priorities of the School/Academy Improvement Plan, roll projection and signals from central government and (if applicable) the LA regarding future years’ budgets, within the constraints of available information.
- To draft and propose to the governing body for adoption an annual school budget taking into account the priorities of the School/Academy Improvement Plan.
- To make decisions in respect of service level agreements.
- To ensure that sufficient funds are set aside for pay increments as set out in the Pay Policy as recommended by the headteacher and resources committee for approval by the Governing Board
- To monitor the income and expenditure throughout the year of all delegated and devolved funds against the annual budget plan.
- To receive at least termly budget monitoring reports from the headteacher.
- To report back to each meeting of the full governing body and to alert them of potential problems or significant anomalies at an early date.
- To meet with other committees and provide them with the information they need to perform their duties.
- 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.
- Local authority maintained schools:
- To review, complete and submit the School Financial Value Standard (SFVS).
- To undertake any remedial action identified as part of the SFVS.
- To receive and act upon any issues identified by a local authority audit.
Financial Pay Committee
- To meet and discuss pay awards in the light of performance management reviews and in line with guidance contained within the Green Book.
- To report back to Full Governors for ratification of recommended pay awards.
- To provide support and guidance for the governing body and the headteacher on all matters relating to the maintenance and development of the premises and grounds, including Health and Safety.
- To ensure that an annual inspection of the premises and grounds takes place and a report is received identifying any issues.
- To inform the governing body of the report and set out a proposed order of priorities for maintenance and development, for the approval of the governing body.
- To arrange professional surveys and emergency work as necessary.
- 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.
- To create a project committee where necessary to oversee any major developments.
- To establish and keep under review an Accessibility Plan and a Building Development Plan
- To review, adopt and monitor a Health and Safety policy.
- To ensure that the governing body’s responsibilities regarding litter, refuse and dog excrement are discharged according to Section 89 of the Environmental Protection Act 1990, so far as is practicable.
- To ensure that staffing procedures (including recruitment procedures) follow current equalities legislation.
- To annually review procedures for dealing with staff discipline and grievances and make recommendations to the governing body for approval.
- To monitor approved procedures for staff discipline and grievance and ensure that staff are kept informed of these.
- To recommend to the governing body staff selection procedures, ensuring that they conform with safer recruitment practice, and to review these procedures as necessary.
- In consultation with staff, to oversee any process leading to staff reductions.
- To ensure that the school is staffed sufficiently for the fulfilment of the school‘s development plan and the effective operation of the school.
- To establish and oversee the operation of the school’s Appraisal Policy – including the arrangements and operation of the school’s appraisal procedures for the Headteacher.
- To establish a Pay Policy for all categories of staff.
To be responsible for the administration monitor and review of the Pay Policy.
- To establish the annual and longer-term salary budgets and other costs relating to personnel, e.g. training.
Terms of reference for the learning and standards committee
- To review, monitor and evaluate the curriculum offer.
- To recommend for approval to the full governing body the:
- Self-evaluation form
- School/Academy Improvement Plan
- Targets for school/academy improvement to the governing body
- To monitor and evaluate rates of progress and standards of achievement by pupils, including any underachieving groups
- To set priorities for improvement, and monitor and evaluate the impact of improvement plans which relate to the committee’s area of operation.
- To develop and review policies identified within the school’s policy review programme and in accordance with its delegated powers (e.g. sex education and pupil behaviour/discipline).
- To monitor and evaluate the effectiveness of leadership and management
- To monitor and evaluate the impact of quality of teaching on rates of pupil progress and standards of achievement
- To monitor and evaluate the impact of continuing professional development on improving staff performance
- To monitor and evaluate provision for all groups of vulnerable children (e.g. looked after children) and ensure all their needs have been identified and addressed, and to evaluate their progress and achievement.
- To ensure that the requirements of children with special needs are met, as laid out in the Code of Practice, and receive termly reports from the headteacher/SENCO and an annual report from the SEN governor.
- To regularly review and develop the Assessment Policy and to ensure that the policy is operating effectively.
- To consider recommendations from external reviews of the school (e.g. Ofsted or local school improvement advisers), agree actions as a result of reviews and evaluate regularly the implementation of the plan.
- To ensure that all children have equal opportunities.
- To advise the resources committee on the relative funding priorities necessary to deliver the curriculum.
- To monitor the school’s publicity, public presentation and relationships with the wider community.
- To identify and celebrate pupil achievements
- To oversee arrangements for educational visits, including the appointment of a named co-ordinator.
Terms of reference for the Performance Management Committee
Purpose of Committee
This committee has responsibility for monitoring and reviewing the Head teacher and whole school Staff, PM/Appraisal processes and performance against, carer related teaching Standards, pupil progress, lesson observations, work scrutiny and PM targets.
Review and set the Pay Policy and Appraisal Procedures annually.
Ensure a consistency of paperwork and recorded evidence.
- To annually review, update and set the School’s Pay Policy and Performance Management/Appraisal Procedures. (In agreement with the staff body).
- To annually review and update the relevant paperwork and recorded evidence of the Pay Related Appraisal process.
- To arrange to meet with the External Adviser to discuss the Head teacher’s performance targets.
- To decide, with the support of the External Adviser, whether the targets have been met and to set net targets annually.
- To monitor through the year, the performance of the Head teacher against the targets and to conduct and complete the PM programme.
- To make recommendations to the Finance Committee in respect of awards for the successful meeting of targets set.
- To monitor the process and review the evidence of Staff Performance management review with HT and relevant Line Managers.
- To make recommendations to the Finance Committee in respect of awards/pay progression for the successful meeting of staff targets set.
- To ensure staff are formally given on an annual basis, their pay review statements and progression related to the PM programme.
- To receive on a termly basis, evidence of staff progress (or otherwise) towards achieving objectives including lesson observation, pupil progress, work scrutiny records and teachers’ standards relevant to career stage expectations.
Minimum of 3.
Disqualification from HT Review
The Head teacher and Staff Governors