Appointment of inaugural board members for a new statutory authority designed in response to Victoria’s unique education system context.
The Brief
This particular statutory authority was designed in response to Victoria’s unique education system context, with the aim to improve outcomes for school students through the provision of specialised teaching and leadership excellence programs for exceptional teachers and leaders.
The Academy Board was to comprise seven members, of whom three representatives had already been appointed by stakeholders in the government, Catholic school, and independent school sectors.
Future Leadership was appointed to identify outstanding leaders across specific areas to complete the board, ensuring gender balance, regional representation, and the Indigenous voice.
Candidate net Promote Score
Future Leadership combines truly personalised relationships with innovative technology solutions to ensure an approachable and efficient process for all our Net Promoter Score across clients, successful candidates and unsuccessful candidates is well above industry standard.
Candidates supported every year
We maintain genuine relationships with past candidates and continue to support them with leadership solutions long term, after they land their role.
Senior Women Appointed since 2002
Over half of the executive search assignments undertaken by our team have resulted in the appointment of outstanding female or LGBTQI+ leaders to high profile roles.
Candidate Retention Rate for 12 months since 2002
Our thorough briefing process and ability to engage passive candidates mean that we go to great lengths to find the right person for the role – long term!
The Process
Detailed briefings were completed with the Department’s project team, with a particular reference to the timeframe, noting the date for the establishment of the Academy and its Board.
A bespoke assessment report was developed to capture applicants and assess them against the board skills matrix and also to capture diversity indicators. This report was updated regularly and discussed weekly at meetings arranged with the Department of Education and Training (DET) project team.
Detailed research was undertaken to identify leaders in key areas and across all education sectors (including higher education and government, independent, and Catholic schools) to ascertain their interest and/or advice and recommendations.
Our extensive networks were engaged to discuss the opportunities, particularly with those in key diversity groups.
Ongoing assessment and calibration with the DET team resulted in a list of 18 candidates recommended for interview, with profiles prepared for panel consideration.
Emerging Capabilities
University Lecturing
This skill involves delivering lectures and conducting seminars or workshops at a university level. It requires expertise in a specific academic discipline, as well as the ability to engage students, convey complex concepts clearly, and support learning through various teaching methodologies.
Board of Directors Reporting
This skill refers to preparing and presenting reports to a board of directors. It includes the ability to summarise key business activities, financial performance, and strategic updates, ensuring the board is informed and equipped to make decisions.
Policy Development
This skill involves creating, revising, and implementing policies within an organisation. It requires a deep understanding of regulatory requirements, organisational objectives, and the ability to craft policies that ensure compliance, efficiency, and strategic alignment.
Social Policy
This skill encompasses the understanding, design, and analysis of policies that address societal issues, such as health, education, and welfare. It involves developing policies that aim to improve social conditions and contribute to the wellbeing of communities.
Academic Advising
This skill is the ability to guide and support students through their academic journey. It includes helping students choose courses, navigate academic challenges, and providing advice on career pathways, ensuring they meet their educational and professional goals.
The Outcome
There was positive feedback from the marketplace regarding the establishment of the Academy and enthusiasm for joining the inaugural Board. Over 120 applications were reviewed, and research activities covered a further 100 individuals.
A selection panel chaired by the Deputy Secretary and including representatives from Independent Schools Victoria and Melbourne Archdiocese Catholic School was convened for interviews.
The successful candidates included an academic leader, an experienced Principal with longstanding experience in independent and government schools, a highly experienced Chair, and a former director from the education sector.
Detailed probity checking and referencing were undertaken on preferred candidates, and a detailed selection report was provided for Ministerial approval.
Future Leadership has since been selected to partner with the Academy on senior professional positions.
