Brief for Scoping

To recruit 

Head of School of Nursing  


Head of Pre-registration Nursing Programmes/Deputy Head of School of Nursing 


The School of Nursing is part of the Faculty of Health, Social Care and Education. The incumbent Head will be leaving in the first quarter of 2022 so the new person needs to be in post for 1st March. The Deputy Head will be leaving this year so is of particular urgency to start as early as possible. 

Both roles offer a great opportunity as there are exciting changes being undertaken over the next 12 months. University of Kingston is currently in a joint venture with the University of St George’s with their Health & Social Care programmes, but this comes to an end on 31st July 2022.  

In the main, current programmes are Kingston validated and predominantly delivered to Kingston students anyway, so there won’t be a major upheaval with this change. There will however be a consultation period which will result in some employees moving over to St George’s and some to University of Kingston. 

There will also be a Faculty re-design in 2022.  This will see the School of Life Sciences, Pharmacy and Chemistry leave the Faculty of Science, Engineering and Computing to join the Faculty of Health, Social Care and Education. 

The Faculty will be headed up by Dr David Mackintosh (as the current Dean will be retiring at the end of 2021) and will be 300-350 in size. 

Requirement (in addition to the Job Description) 

Reporting into the Dean, the Head of School of Nursing is a strategic and operational role leading an overall team of xx FTE. They will also be a proactive key member of both the Faculty and University’s leadership groups. 

With the School going through a period of change and transformation as described previously, the role requires a confident and capable leader who can positively lead their team through change.  

This calls for experience in leading people and strategy, influencing and building productive relationships internally and externally and providing a vision that is clearly articulated and understood. 

This will all be underpinned with significant Nursing experience in both practice and Higher Education and a drive and curiosity which will bring new ideas and opportunities into the school. For example, the current Head has strategically lead on apprenticeship programmes being embedded in Kingston over recent years as part of the workforce development agenda and the new Head will also be expected to seize, develop and drive new initiatives that are beneficial to the school and sector. 

As a research focussed institution, it would be beneficial to have someone with a strong research background and ideally a PHD.  

It’s a great opportunity for someone that is either already in a Head role in a smaller School/University and looking to stretch their experience in a high performing School such as Kingston. Or Deputy Head; Associate Professors; Principal Lecturers or Education/Programme Lead ready for that next step. 

However, this is not a development role and potential candidates will have to evidence strong strategic leadership in their current or previous positions.   

The Deputy Director role will also need to be confident, capable and comfortable in their leadership position as they’ll be working closely with the Head and also have a focus on governance and quality assurance/regulations frameworks. 

Why join 

The Head and Deputy Head will be joining a highly successful School of Nursing with an over recruitment of students this year across all Health disciplines. 

They have just had the Guardian League Table update for 2022 and they are the top Nursing School in London and 5th in England. The University as a whole is ranked in the top 50. 

Opportunity in both roles to really put their own mark on the School and drive forward new ideas and opportunities with the change and transformation. 

Salary and Location 

Head role has been uplifted with £81,000 starting salary.  

Deputy Head role is Band C (Emma to find out the exact range) 

Can be higher for an exceptional candidate but would need a strong business case. Expectations will be carefully managed with potential candidates as University policy is to come in at lower end of the band. 

Most staff and students have been on campus since last autumn during the pandemic with many students on frontline placements as well. Moving forward, the University as a whole will be looking at a 70& f2f 30% remote model but for both these roles, there is an expectation to be on campus for most of the week.