1. Purpose of the Publication

• Provides non-statutory guidance to help schools review staff structures.

• Aims to support school leaders in ensuring efficient and effective staffing to improve pupil outcomes.

2. Target Audience

• For strategic leaders including:

  • Executive Headteachers, CEOs, School Leadership Teams

  • School Business Managers, Finance Directors

  • Governors and Trustees

• Applies to all school types, considering local aims and contexts.

3. Reviewing Staff Structures

• Should be part of annual school improvement and financial planning.

• Reviews must ensure:

  • Efficient deployment of staff

  • Right mix of roles

  • Investment in professional development

  • Long-term sustainability

4. Options for Staffing Structures

• Schools should explore:

  • Maximising current staff capabilities

  • Flexible working, part-time roles

  • Strategic use of the Apprenticeship Levy

  • Planning changes over 3–5 years

  • Minimising redundancies and assessing equality impacts

5. Key Leadership Questions

• Is the staffing mix aligned with objectives?

• Can support and teaching staff be deployed more effectively?

• Are roles of middle leaders and leadership structure clear?

• Can roles be shared across schools?

6. Teaching Staff Deployment

• Assess curriculum priorities and staffing needs.

• Use planning tools to balance efficiency and effectiveness.

• Consider:

  • Class sizes and pupil-teacher ratios

  • Flexible working to reduce supply costs

  • Teacher workload (marking, planning, data)

7. Appraisal and Pay Policies

• Ensure all staff have objectives aligned with school improvement.

• Pay and progression decisions must be performance-based and fair.

• Part-time and supply staff should be assessed appropriately.

8. Timing of Staff Reviews

• Best done over a 12-month cycle, starting in spring:

  • April–July: Planning and data gathering

  • Sept–Oct: Review structures, develop 3–5 year plan

  • Oct–Jan: Informal discussions, consultation

  • Jan–Mar: Final decisions, recruitment, redundancy mitigation

  • Sept (Year 1): Implement changes, assess progress

9. Available Tools

• Benchmarking tools: Compare staffing structures and costs with similar schools.

• Planning tools: Help test various staffing scenarios for curriculum delivery.

• Tools include:

  • DfE Benchmarking Service

  • ASCL Financial Planning Tools

  • Curriculum-based staffing spreadsheets

10. Further Support

• Available from:

  • DfE’s Financial Health Check suppliers

  • Trade unions, HR consultancies

  • Local authorities

  • Peer schools offering advice