Published: December 16, 2025

Executive Summary: The 2025 Ofsted Framework & People Strategy

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Effective 10 November 2025, the new Ofsted Education Inspection Framework represents a fundamental shift from a single overall grade to a multi-area scorecard. This change elevates staff wellbeing, inclusion, and leadership culture to the forefront of inspection outcomes, requiring HR and Senior Leadership Teams (SLTs) to rethink their people readiness.

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Below is a handy that EPM, who power nEdEx, have put together! 

Download: HR People Readiness Checklist

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1. Structural Changes to Inspection

• From Grades to Narrative: Single-word judgments are replaced by multiple graded areas (Leadership & Governance, Curriculum & Teaching, Attendance & Behaviour, Achievement, Personal Development & Well-being, and Inclusion) with a 'Met/Not Met' for Safeguarding.

• Wellbeing Pause: Inspectors now have the power to pause an inspection if they identify significant "wellbeing concerns" regarding leaders or staff.

• The "Inclusion" Lens: Inclusion is now a standalone evaluation area, demanding evidence of inclusive pedagogy, SEND support, and how staff embody these values.

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2. Strategic Workforce Implications

• Leadership Visibility: Leadership and Governance are now under a sharper lens. Any weaknesses in succession planning or leadership capacity will be directly exposed in the narrative commentary.

• Evolving Appraisals: Performance management must move beyond academic metrics. Appraisals and job descriptions should be updated to reflect contributions to inclusion, staff wellbeing, and professional values.

• Evidence-Based Culture: Schools must provide "lived" evidence of culture, including staff sentiment surveys, exit interview themes, and EDI representation.

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nEdEx Advisory Board Reponses:

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While the framework introduces positive changes, our Advisory Board highlights several areas of uncertainty and opportunity for school leaders:

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• Uncertainty and Inconsistency: Leaders note a "major shift" in approach but express concern over how the framework will be applied in practice. Ben Stickley (CEO, SECAT) and Andy Riches (CEO, IPAT) both emphasize that pilot feedback hasn't yet resolved questions about "exact fit" judgments and the potential for inconsistency when inspectors apply subjective narrative criteria.

• The "New Framework" Paradox: There is frustration regarding Ofsted’s messaging; despite introducing new descriptors, a scorecard, and a different ranking system, the inspectorate resists labeling this a "new" framework, which can be confusing for parents and staff alike.

• Positive Engagement: On a hopeful note, the inclusion of Her Majesty's Inspectors (HMIs) in every inspection and increased dialogue during the process are seen as positive steps. This allows schools more opportunities to showcase good practice as it happens.

• The Role of Governance: Colette Firth (Executive Head, Spirit Federation) highlights that reporting workforce metrics (turnover, CPD, wellbeing) to Governors is no longer optional—it is a critical "reality check" that prevents leadership from viewing the organization through "rose-tinted glasses."

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We will be discussing important subjects such as this and others at our upcoming “National Education Leaders Conference 2026”, taking place on February 26th at DoubleTree Hilton in Milton Keynes.

Please register your place here

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