Deputy headteacher interview questions

A clear grasp of the deputy's dual role — leading across the school and holding a distinct portfolio — with concrete examples of impact.

A practical reporting route, prompt recording and escalation under the staff-concerns procedure. The low-level concerns policy decides whether concerns go first to the DSL or the headteacher; either way the headteacher should be the ultimate decision-maker (KCSIE 2026, paragraph 516). Ask how the candidate would check that temporary and support staff know what to do.

Immediate attention to the child’s safety, a factual record and the correct staff-allegation route under current KCSIE and local procedures. The candidate should distinguish the headteacher route from the chair or proprietor route (KCSIE 2026, paragraphs 78 and 440) and avoid investigating the allegation themselves.

Honest, supportive challenge; use of evidence; and a resolution that improved outcomes without avoiding difficulty. Ask what the candidate tried before formal procedures and what they would do differently.

Triangulation of data with work scrutiny and lesson visits, and a curriculum-first mindset.

Systems that support staff, high expectations held with warmth, and attention to disadvantaged and SEND pupils.

Self-awareness, values-led leadership, and alignment with the school's direction rather than personal ambition alone.

Examples of curriculum sequencing, pupil work and discussion with subject leaders. Ask what the evidence changed, rather than accepting inspection terminology as evidence of quality.

A clear rationale, staged implementation, listening, and persistence through the dip.

Practical workload reduction, clarity on what matters, and treating wellbeing as a lever not a luxury.

Diagnosis before action, targeted support, and evaluation of impact rather than a scattergun of interventions.

A deputy must take on the headteacher's duties to the extent the headteacher or relevant body requires (STPCD 2025, paragraph 48.2). Strong answers agree that scope with the chair, settle who is case manager for allegations about staff, check DSL cover, and keep governors informed. Ask what the candidate would deliberately leave for the headteacher's return.

Knowledge that inspectors gather first-hand evidence mainly through professional conversations and observing the school's daily work, often alongside leaders, and that they do not need documents produced specifically for inspection (school inspection toolkit, June 2026). The candidate should name the evaluation area and say honestly where it does not yet meet the expected standard, and why.

A specific example of respectful challenge, the evidence used and how disagreement was resolved. Loyalty must not prevent raising safeguarding or other serious concerns through the proper route.