For free reports!
The blog all about school data & operations
Centralising Operations | MAT Conference | MAT Operations | MATs
Category : Blog
We’re quite a unique MAT in the fact that we have a special, primary and secondary school within our Trust. Our MAT serves one of the most deprived areas in the country. Currently, 60% of our students are in receipt of pupil premium and almost 40% have a background of 3rd generation unemployment. I came
We’re quite a unique MAT in the fact that we have a special, primary and secondary school within our Trust. Our MAT serves one of the most deprived areas in the country. Currently, 60% of our students are in receipt of pupil premium and almost 40% have a background of 3rd generation unemployment.
I came to the Evolve Trust in 2014. Back then, the Trust was an absolute car crash – absolutely barking mad! I rocked up with an exec the size of a football team: a CEO, Director of Finance, Director of HR, Director of Marketing, Director of Business and so on. One thing that was notably absent was a Director of Education! Back then, the executive team was costing a lot of money and it wasn’t really financially viable. So, on the second day I announced a massive restructure – that was really popular.
It was interesting coming down from the North East of England to the East Midlands – it’s a very different place. People aren’t as friendly and back then I couldn’t buy any friends. I did try and bribe people the first Christmas I was there. I sent out invites for people to have mince pies with me: “Come meet the new CEO! She’s lovely. She’s really easy to talk to and she wants us all to work together.” I sent out 100 invitations and guess how many people turned up? Not one. So, I knew that I needed to work really hard on developing collaboration.
That was really important, but the other thing I had to work really hard on was the Trust itself. Going into Evolve and inheriting our MAT that had no strategy – no strategic documentation at all – and developing it into a values-driven organisation was incredibly difficult. I’m going to share with you some of the things I’ve learned and some of the pitfalls.
As I’ve said, becoming a values-driven organisation is really difficult. We spent an entire academic year focusing on culture and values. The Headship Institute is something I created for the heads within the Trust. I met with them fortnightly and those meetings would start with our culture, values and vision. After doing that for about a year, I said to myself, “I think they get it now and I’m happy with that,” but something was telling me that they didn’t really get it.
Fig. 1: The Evolve Trust Promotional Film from North Star Digital on Vimeo
Mansfield is a very difficult area to recruit into. For some reason, no one wants to move to an ex-mining town – not even Teach First! The bright lights of Mansfield don’t seem to attract very many people, so I had to work with the staff that I had. One of the things I really wanted to make sure of was that my headteachers were absolutely aligned to our vision, mission and values. We were about to take on this crazy secondary school that nobody wanted. All of the other MATs turned it down, but we went: “Ok, it needs some help; it can come to us”.
I needed to make sure that whoever I’ve got (bear in mind it’s going to be really difficult to recruit) is ready to go in there. So, I had this strange idea. Remember that I’ve got one primary, one secondary, one special school with head teachers that I was rotating. I needed to know that they were aligned to our mission and values. They told me that they were. So, it wouldn’t matter if I put the secondary head into a special school, and it shouldn’t matter if I put the primary head into a secondary school. We’re all values driven.
So that’s what I did. My head of secondary became head of our special school and so on. I know this sounds crazy, but in terms of galvanising head teachers around that mission and around those values, it has been brilliant! It’s not been without its pitfalls. Obviously, we needed to convince the communities we serve that this was a really good idea and convincing staff was also challenging. However, the benefits have massively outweighed some of the initial teething problems that we’ve had.
Using a rotation system for our head teachers has provided me with a bank of expertise for any potential schools that may come and join us- that’s primary, secondary or special. At the moment, the expertise is locked inside individual schools. What we aim to do is actually spread that expertise across the Trust.
One thing we do have available on our website is the Evolve teacher journey. We’ve mapped out an entire career journey for everybody and every single person in our Trust has a personalised development plan. Nobody has a “home school”. In terms of the people working at our schools, one of the things we heard a lot was: “that’s my school; that’s my baby”. It’s not – it belongs to the Trust. You are not the head teacher of one particular academy; you are a head teacher at the Evolve Trust.
At our most recent MAT conference, Paul West, Chief Executive Officer at Spencer Academies Trust, discussed their approach to MAT mergers and how to make sure you’re doing it right. Check out his presentation below to see how Spencer Academies Trust navigate this important process: Fig. 1: Click on the the arrows to flip through
At our most recent MAT conference, Paul West, Chief Executive Officer at Spencer Academies Trust, discussed their approach to MAT mergers and how to make sure you’re doing it right. Check out his presentation below to see how Spencer Academies Trust navigate this important process:
Fig. 1: Click on the the arrows to flip through Paul’s presentation
At our latest MAT conference in London, Paul James, Chief Executive of River Learning Trust, talked to us about the importance of “working together to achieve excellence in education”. His presentation, which you can view below, explores different approaches to leadership and emphasises the necessity of teamwork. Fig. 1: Click on the the arrows to
At our latest MAT conference in London, Paul James, Chief Executive of River Learning Trust, talked to us about the importance of “working together to achieve excellence in education”. His presentation, which you can view below, explores different approaches to leadership and emphasises the necessity of teamwork.
Fig. 1: Click on the the arrows to flick through Paul’s slides from the day
At our recent MAT conference in London, Will Smith, Chief Executive Officer at Greenshaw Learning Trust, spoke about the importance of defining your Trust and how building strong foundations and principals is key to running a successful organisation. We’ve transcribed the beginning of his presentation below. What do we mean by “Trust”? A couple of
At our recent MAT conference in London, Will Smith, Chief Executive Officer at Greenshaw Learning Trust, spoke about the importance of defining your Trust and how building strong foundations and principals is key to running a successful organisation. We’ve transcribed the beginning of his presentation below.
What do we mean by “Trust”? A couple of years ago, as I walked around schools and spoke to my relatively small central team, I would hear things like “the Trust are coming in; the Trust have asked for this information.” We seemed to exist in some ivory tower headed up by me in some sort of draconian dark suit wielding some sceptre of power that was “the Trust”. We needed to bust that myth.
We moved away from the notion of “the Trust is coming in”. I went round and made it our number 1 performance managing objective to get it clear to local governing bodies and head teachers that “The Trust” is everyone. We challenge people when they refer to the Trust central team as “The Trust”. They are included in that Trust.
This has created an understanding of who we are as an organisation and has allowed me to develop true school-to-school collaboration, because we are all in one Trust and that’s been a massive thing for us. That’s why I focus very much on defining that Trust.
Click on the slides below to learn about Greenshaw Learning Trust’s strategy in more detail:
At our latest MAT Conference in London, Martin Holyoak, Education Product Specialist at PS Financials, spoke about the benefits of standardising systems across your MAT as you scale. Read what he had to say below. Let’s talk about using technology to strengthen your position when centralising. When we read into the whole centralising process, there’s a
At our latest MAT Conference in London, Martin Holyoak, Education Product Specialist at PS Financials, spoke about the benefits of standardising systems across your MAT as you scale. Read what he had to say below.
Let’s talk about using technology to strengthen your position when centralising. When we read into the whole centralising process, there’s a lot to consider. One of the first considerations should be the technology we use. What you should try to do is to use 1 product across all the schools in your Trust. When some schools first join the Trust, they try to take their systems with them. They can use anything up to 15 different systems – just for the basics. It’s actually more cost-effective when you start breaking contracts and just using one system.
Fig. 1: Click on the the arrows to flick through Martin’s slides from the day
Looking at accounting, HR, procurement, communications – whatever it may be; if you have multiple sets of software that don’t work with each other, it’s not helpful. If you just use these spreadsheets and systems, making an error could mean that hundreds of messages could be lost. You’re not going to see the full picture with these spreadsheets – and it’s a lot of work as well! So, if you can have 1 of everything, that will strengthen your Trust’s position and help you with scaling up as new schools join.
Where do you sit?
This brings me to your centralisation journey, wherever you are on it:
1. Autonomy: we work autonomously at first, holding only ourselves accountable and hiring who we want
2. Standardisation: when I look at the information in my Trust, I see differences without seeing lots of processes – standardisation is the next step
3. Centralisation: once everyone is doing step 2, it’s easier to put everything into a central site
But with centralisation, there are quite a lot of issues. I have seen schools in Trusts for years that are still autonomous; they all do their own payrolls, hire who they want, run their own bank accounts. I’ve seen a lot of centralising as well, but you do have 2 separate directions to choose from. Ours is more controlled. By controlled, I mean we have a core team of specialists. Every MAT central team should have a core that covers finance, Hr, IT – to name just a few. They work together, not across business units, but across all schools. This way, you are getting efficiency and uniformity, which will help you to scale up when new schools join the Trust.
What are the positives of going central?
It’s very, very efficient. Let’s look at an individual business unit like the finance function, for example. When running a 10-school trust, that’s 10 banknotes, 10 payment runs – it all takes time. Or we could just have 1 of everything. That seems a lot easier, doesn’t it? Improving financial reporting also really needs core specialists. We get what we can out of the system and all the schools in the Trust get included.
And that’s just in finance. Let’s look at HR: people are always the most expensive part of your budget and that will never change. It’s also the place with the least visibility in all the schools I’ve been to. We’ve introduced our core specialists to HR to control and harmonise processes across our schools. We can onboard people quickly and capture their data.
If we’re going to scale up, it comes down to 3 things and the main thing is people. Getting the right technology is also really important, but it’s about process as well. You can have the most sophisticated software in the land – but if you use it incorrectly, what’s the point?
How does GAG Pooling fit in?
I will bring up GAG pooling, although I have no opinion on the matter. With many Trusts, even centralised Trusts, their schools manage their own premises, IT, administration and much more. The Trust then covers a small margin that handles things like legal, overheads and whatever else. The idea of GAG pooling is that the opposite would happen – the Trust would manage the majority of these school operations. All the ethical stuff, contracts and the like would be taken care of by a core team of specialists. This leaves the school to come back to their main focus: education. That’s something you can do with the right technology.
Is it right for your audience?
One of the concerns you have with centralising is your audience. We all crave reports. I know you’ve got governor reports, trustees, SLT and everything else. There’s lots of reports to produce. With the right technology in the hands of the right people, you can turn great looking things into something tangible. Fantastic work, but is it right for your audience? Again, the right people in the right positions in the central team working together can produce information that is going to make a difference moving forward.
Arbor MIS | Centralising Operations
When you’re picking IT systems for your school or MAT, the options can be overwhelming. As every provider has a USP or ‘unique selling point’ to help them stand out, it’s easy to find different parts of competing systems more appealing. Maybe your business manager likes the features in one payment system, but your catering
When you’re picking IT systems for your school or MAT, the options can be overwhelming. As every provider has a USP or ‘unique selling point’ to help them stand out, it’s easy to find different parts of competing systems more appealing. Maybe your business manager likes the features in one payment system, but your catering team prefers the interface of another. Trying to combine them, and get the best of both worlds, is rarely a solution.
1. It saves money
This is the obvious problem with running systems in parallel. Schools who try to get their money’s worth and use every feature they’re paying for will not only become expert users in their chosen system, but will be able to cut down their unnecessary costs. For the two big software packages used to run your school, a Management Information System (MIS) and a Financial Management System (FMS), you also need to consider the cost of training. You only need one of each, and you should only pay for one of each.
2. It gives your staff back their time
In a recent survey of 11,000 NEU members, 82% of Secondary teachers reported that data collection was not streamlined in their school, and required them to enter data twice. Around 65% of both Primary and Secondary teachers described the amount of data they had to collect as unmanageable. This is indicative of the biggest problem with running disconnected or competing IT systems – they contribute heavily to staff workloads.
Your school systems should interface seamlessly to minimise data entry, using a feature like our secure, open API. This is a great way to reduce data entry between different types of system, and there are some systems which very rarely need to share data anyway, such as your MIS and FMS.
On the other hand, for systems which are designed to do the same thing, data can never be streamlined, as competing businesses preserving their intellectual property will rarely spend resources building integrations for one another. Some level of double entry will always be required.
3. Your data will be safer
Under GDPR, schools are obligated both to protect students and guardians from data breaches, and to keep their information up to date. Choosing secure systems in the first place is important for protecting sensitive information, so you should always check for an internationally recognised certification like ISO 27001 when you buy. However, data breaches don’t only come from attacks and system faults, but from human error. The more times you need to enter data, the more chances human error has to slip in.
Multiple systems, especially systems which aren’t connected through a secure API, are more likely to be inaccurate. Inaccuracy can seem annoying but harmless when it’s a small change, but when you look after hundreds or even thousands of children, little problems quickly get bigger. A wrongly recorded meal choice can mean grumbles from one student, or a severe allergic reaction from another!
By getting the most out of each of your systems, and simplifying your data collection processes, you can save both budgets and workloads from undue burden.
We’re on a mission to transform the way schools operate, and part of that involves reducing unsustainable workloads by bringing as many systems as possible into one place. If you are an Arbor MIS customer, check that your school is using every feature properly to reduce the time you spend plugging data into other systems.
Our schools love the fact that Arbor brings all of their data into one central system, reducing the number of systems they use and saving staff hours of time manually copying and pasting data from one system to another. If you’re not yet an Arbor MIS customer, you can request a free demo and a chat with your local Partnership Manager anytime through the contact form on our website, or by emailing email@example.com or calling 0208 050 1028.
Centralising Operations | MAT Conference | MATs
In our blog “The common barriers to scaling a MAT”, we looked at some of the key areas of debate surrounding the biggest challenge to scaling faced by MATs today (this was also the theme of our first MAT conference in London in April this year). One of the biggest challenges MATs face is getting
In our blog “The common barriers to scaling a MAT”, we looked at some of the key areas of debate surrounding the biggest challenge to scaling faced by MATs today (this was also the theme of our first MAT conference in London in April this year).
One of the biggest challenges MATs face is getting the right infrastructure and systems in place to support growth. We invited Dominic Norrish, Group Director of Technology at United Learning, to speak about his experience of deciding how and when to scale systems within a MAT. We’ve summarised his presentation below.
How to decide when to scale systems within your MAT
Dominic talked about how the degree of MAT centralisation vs. school autonomy at your Trust is one of the biggest challenges to deciding how to scale systems. Exactly where your MAT sits on the scale of full autonomy vs. full centralisation, or at least where people perceive your MAT to be, is the product of your values and culture. The problem this sliding scale creates is to do with the locus of control (the perception of where authority to make a decision sits) between schools and the MAT central team. The locus of control will always be in tension, since both sides have limited views of the others’ reasoning and drivers. This is often what makes it hard to decide how to scale.
To help overcome this, Dominic suggested applying the principle of subsidiarity to all decisions about whether or not to centralise a system. The principle of subsidiarity dictates that if a decision can be taken at a local level, it should be. To determine whether this is true, Dominic suggested asking 3 questions when considering whether a system should be scaled across your MAT:
If the decision is not most effectively carried out by a central team or if there is no benefit to all schools in your MAT adopting the same approach, and if there are no operational benefits, the decision can be local. By contrast, United Learning decided to roll out a single assessment system (Hegarty Maths) across all its schools in 2016 because there was an educational benefit to using the same approach across all schools. Similarly, Dominic said that this principle would suggest that core operational systems, such as Finance, MIS & HR, should be scaled centrally.
When to scale systems within your MAT
When you decide to scale systems comes down to the size and age of your MAT. As the number of schools in your MAT increases, it goes through 4 stages: The Honeymoon Period, The Rubicon of Regret, The Difficult Middle Years, and Converging Needs & Attitudes.
The Honeymoon Period
This is the stage where your MAT has c.2-15+ schools. At this point, appetite for centralisation is high, and the cost/complexity of centralising is relatively low. This is what makes “The Honeymoon Period” a good time to centralise:
These are the fundamental systems that should be in place for any young MAT as it grows since the cost of changing them at any point in a MAT’s life is disproportionately high (which is why MATs often put off these changes until it’s too late). Making these requirements clear to schools considering joining the MAT.
The Rubicon of Regret
This is the stage where your MAT has 20-30 schools. “The Rubicon of Regret” as the point at which your MAT has not centralised many (or any!) systems, and now regrets that decision since the cost & complexity of centralisation at this stage is high (but not impossible). This in turn makes the appetite for centralisation low.
Before “crossing the Rubicon”, MATs should centralise:
At any time in your MAT’s growth
From 30 schools upwards, the cost and complexity of centralising systems only continues to rise, but so too does the appetite for centralisation as MAT central teams see the value of doing so after the “Difficult Middle Years.”
However at any time in the life of your MAT there should be a really high barrier for prescribing the systems teachers use to teach. United Learning, for instance, have stopped doing this altogether. This is because the likelihood of consensus forming around a single product/approach is extremely low, whilst the cost of changing current products and practice rarely delivers ROI (rolling out the same smart whiteboards as an example – does it matter whether all your schools use the same one?). In this case, it would be far better to support schools in driving their own digital strategies.
Click here to see Dominic’s presentation in full
We’ve now added all the presentations from our conference on scaling culture, strategy, processes, procurement, and governance to the blog. Why not have a read here?
Centralising Operations | MATs
We’ve been gathering feedback from the dozens of different MATs we work with on what core measures they’ve been tracking to monitor success. Measuring staffing is clearly vital, as it typically accounts for 70%-80% of a school’s budget, but we find that the measures MATs and schools are currently using vary wildly. Some opt for financial measures that
We’ve been gathering feedback from the dozens of different MATs we work with on what core measures they’ve been tracking to monitor success. Measuring staffing is clearly vital, as it typically accounts for 70%-80% of a school’s budget, but we find that the measures MATs and schools are currently using vary wildly. Some opt for financial measures that focus on efficiency and cost, others look at Net Promoter Scores that focus on satisfaction, all depending on the culture of the MAT or school, which we’ve analysed in previous posts. Below are some that we’ve seen with their benefits and drawbacks:
1) Staff cost per pupil: split by % child facing vs. % non child-facing, % SLT vs % teachers (supply vs. FTE) vs. % back-office
A basic indicator but one that can reveal a lot if benchmarked and analysed correctly. Looking at the splits of % child-facing vs. non-child facing can reveal heavy management layers or inefficient back office process taking resource away from front-line teaching. The split between SLT, teachers (supply & FTE) and back office can help to drill down and identify where schools might be over or underspending.
2) Cost per subject
Used by MATs such as Outwood Grange in their dashboard, this can help schools rationalise subjects to make efficiency gains (such as a vocational subject taken by 6 students year on year). The exact calculations can be tough to produce without the right systems able to combine academic and financial data.
3) % staff receiving performance-related pay increase
A contentious measure, as there is no right or wrong answer, but worth correlating to pupil attainment and progress measures. This can also be further broken down by Key Stage and subject.
4) Net Promoter Score (NPS)/satisfaction + staff comments
Most schools agree staff satisfaction is a key measure of long term health, and even though satisfaction may not always be high it’s worth knowing when it takes a dip so you can intervene to reduce turnover. Some schools and MATs such as Elliot Foundation are starting to use Net Promoter Score to measure this. Arbor uses a tool called Ask.nicely to monitor the health of all our schools, which automatically sends out 100 emails a day to different school stakeholders, allowing us to segment responses by role (email us to find out more). Note that the comments provided as feedback are perhaps more useful than the data in helping management understand school strengths and areas to improve.
Number of complaints by role or school, as well as the verbatim complaint itself combine with Net Promotor Score as a useful indicator. Again the comments in the complaints themselves are often the most useful.
Staff turnover is often 20%-30% in some schools and MATs, far higher than the 15% national average. Retention is a vital measure to at least know, even if it’s not monitored as frequently as satisfaction or NPS. Vacancies by number and type of role is also useful to understand retention and where issues lie, and it can be obtained relatively easily through the census submission, although it’s a lagging indicator (by the time a vacancy arises it’s too late to intervene).
7) CPD cost as % staff pay
Not investing in staff can lead to high turnover, but many schools and MATs are guilty of underinvesting in staff who then stay and don’t progress. Monitoring overall CPD as a % staff pay allows benchmarking between different schools and MATs to see if you’re developing your staff. Clearly just monitoring the cost won’t tell you if the CPD has been effective. This should be assessed in appraisals.
Ultimately the measures you choose depend on the culture your MAT or school wants to foster. Purely financial measures with no balance will focus on efficiency, whilst focusing entirely on staff satisfaction can lead to lax financial management. Having the systems to automatically report on staffing measures is key to reduce excel sheets flying around. Arbor’s MAT and School MIS can centrally report on all staff and student measures, giving SLT the reports and dashboards they need in one click to monitor performance. Get in touch to find out more.
In this presentation about scaling your Trust and my last blog, I highlighted how the central team need to decide on the right balance between a MAT’s desire for alignment and a school’s desire for autonomy, as this will define their systems, processes and, ultimately, culture. Looking at the diagram below, you can see the 4 different
In this presentation about scaling your Trust and my last blog, I highlighted how the central team need to decide on the right balance between a MAT’s desire for alignment and a school’s desire for autonomy, as this will define their systems, processes and, ultimately, culture.
Looking at the diagram below, you can see the 4 different personality types I suggest, and the culture that each one generally has as a result.
How Alignment and Autonomy Influence Culture
Often seen in MATs with a high proportion of turnaround schools who have weak operational processes that need replacing. These MATs have a large central team to help ensure a high degree of alignment with the MAT, and deploy a largely non-negotiable, tried-and-tested set of systems and processes within each school, leaving little variation.
Often seen in MATs with high performing schools and strong headteachers/leadership teams. These MATs have defined, clear goals agreed with their teams and a certain set of core non-negotiable systems and data that they have aligned schools around, leaving peripheral systems and processes at individual schools’ discretion. The central team is relatively small and nimble, able to respond in a timely manner and help schools where they need extra capacity or assistance
Often seen in local, start-up MATs with high performing schools and leadership; people know and trust each other. There is typically only a small topslice, so the central team are small, usually having a dual-role split between an individual academy and the MAT central team. Systems and processes are non-standardised, and schools have wide discretion over how they manage themselves. Data collection is manual and light, often using excel, meaning little central oversight.
This sounds bad, but it’s sometimes necessary. In challenging start-up MATs taking on turnaround schools there is no budget or large central team to roll-out a set of tried and tested systems and processes. The MAT has to take a hands-on approach, often with staff seconded from the lead school into the poorer performing schools. It can feel quite full-on for the schools, but here the entrepreneurial approach may not be viable!
I should say that the framework above is intentionally simplistic – you can’t easily define culture or put schools and MATs in a box. MATs often behave differently with different schools, and there are many more dimensions to culture. But frameworks are useful as they stimulate debate, so where do you sit and how do you plan to scale? My next blog provides some more detail on this. Watch this space…
407 Canalot Studios
222 Kensal Road
London W10 5BN
Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings.
If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.