How to Become a Department Head (Secondary School) in 2025

As a Department Head in a secondary school, you’re the backbone of your academic subject area, steering both daily operations and long-term vision. You lead a team of teachers in your discipline—whether math, science, English, or another subject—ensuring they deliver high-quality instruction while fostering a safe, inclusive environment for students. Your role blends classroom expertise with administrative leadership: you’ll recruit and mentor teachers, coordinate curriculum updates, and serve as the bridge between classroom staff, school administrators, and parents. For example, you might redesign a science curriculum to align with new state standards, then train teachers on implementing lab-based learning modules while tracking student performance data to refine approaches.

Your day-to-day tasks include observing classroom instruction to provide constructive feedback, managing departmental budgets for textbooks or technology, and resolving conflicts between staff or students. You’ll collaborate closely with the principal on school-wide initiatives, such as integrating digital tools like Google Classroom or Canvas into teaching practices. Communication is central—you’ll lead department meetings, advocate for resource needs, and sometimes mediate parent concerns about grading policies or student progress. One week, you might interview candidates for a vacant history teacher position; the next, you could analyze standardized test results to identify gaps in math proficiency and adjust teaching strategies.

Success requires a mix of leadership, organizational, and interpersonal skills. You’ll need to balance empathy with decisiveness—for instance, supporting a struggling teacher through targeted coaching while holding them accountable for improvement. Familiarity with education technology, assessment tools, and data analysis platforms is increasingly critical. Most Department Heads work in public or private secondary schools, often spending part of their day teaching classes alongside administrative duties. The role demands flexibility: evenings might involve parent-teacher conferences, while summers could focus on curriculum planning or professional development workshops.

The impact is tangible. You shape not only what students learn but how they learn it, directly influencing academic outcomes and teacher satisfaction. However, the job isn’t without challenges—juggling administrative paperwork with classroom responsibilities, navigating budget constraints, or addressing contentious parent feedback can test even seasoned educators. If you thrive on problem-solving, enjoy mentoring colleagues, and want to drive systemic improvements in education, this role offers a chance to leave a lasting mark on your school community.

As a Department Head in a secondary school, your salary typically ranges between $59,279 and $96,546 annually, depending on experience and location. Entry-level roles (1-3 years) average $84,334 nationally, with New York offering higher starting wages at $96,546 for similar experience levels. Mid-career professionals (4-10 years) earn closer to the national median of $71,032 reported by Glassdoor, while senior-level roles (10+ years) can exceed $110,000 in high-cost regions.

Geographic location significantly impacts earnings. For example, Department Heads in New York City public schools earn starting salaries of $66,733-$75,017 with a bachelor’s or master’s degree, increasing to $68,902-$77,455 by September 2025 under the current union contract. Senior educators with eight years’ experience and a master’s degree in NYC can reach $91,757, as outlined by the NYC Public Schools salary guide. Urban districts and states with higher education funding generally pay 15-25% more than rural areas.

Certifications like National Board Certification or administrative credentials (e.g., School Building Leader licensure) can boost salaries by 5-10%. Specializing in high-demand subjects such as STEM or special education may also increase earning potential. Many districts offer stipends for leading curriculum development, mentoring staff, or managing extracurricular programs.

Benefits often include employer-funded health insurance, dental and vision plans, pension programs like the Teachers’ Retirement System, and tax-deferred retirement savings options. Some districts provide retention bonuses, commuter benefits, or tuition reimbursement.

Salary growth aligns with annual step increases tied to experience and union contracts. For example, NYC’s annual retention bonuses and incremental raises ensure consistent growth through 2025. Long-term earnings potential rises with leadership roles—transitioning to assistant principal or district-level administrative positions can increase salaries by 20-35%. While exact projections for 2025-2030 aren’t universally available, trends suggest steady 2-4% annual increases in most public school systems, with faster growth in states prioritizing education funding reforms.

To become a Department Head in a secondary school, you’ll need a master’s degree in education leadership, administration, or a closely related field. Programs focusing on secondary education leadership provide the strongest foundation, though degrees in curriculum development or instructional design may also qualify if paired with relevant experience. According to Oklahoma’s certification requirements, some positions require a valid principal’s or superintendent’s certificate, which typically mandates completing a state-approved leadership program. If you already hold a master’s in another discipline, post-master’s certificates in educational leadership offer a faster pathway—these often take 12-18 months and include internships.

You’ll develop critical skills through coursework in school law, instructional leadership, data-driven decision-making, and organizational management. Classes like Budgeting for Educational Institutions and Equity in School Systems prepare you for budgeting, staff evaluations, and addressing achievement gaps. Technical skills like analyzing standardized test results or using student information systems often come from practicum experiences or on-the-job training. Soft skills—like conflict resolution, team collaboration, and communication—grow through mentoring teachers, leading professional development workshops, or serving on school improvement committees.

Most positions require at least three years of classroom teaching experience, with preference given to those who’ve held leadership roles like grade-level chair or curriculum coordinator. Some districts expect five years of teaching before promoting to department head. Look for internship opportunities during graduate programs where you shadow administrators, manage departmental budgets, or coordinate cross-disciplinary projects. These experiences often count toward certification requirements in states like Oklahoma, where leadership programs must include supervised practice.

Certification varies by state, but many require passing exams like the CEOE Principal Comprehensive Assessment. While not a formal license, National Board Certification for Professional Teaching Standards can strengthen your candidacy. Plan for 4-6 years to complete a bachelor’s and master’s degree, followed by 2-3 years gaining classroom and leadership experience. Continuous professional development through conferences or courses in emerging areas like trauma-informed instruction or STEM integration will help you adapt to evolving educational priorities.

As a secondary school department head, you’ll operate in an education sector undergoing significant transformation. While specific growth rates for department heads aren’t tracked separately, broader trends in education leadership suggest steady demand. According to Georgetown University’s Center on Education and the Workforce, 72% of U.S. jobs will require postsecondary education by 2031, driving pressure on schools to strengthen academic programs—a trend that supports stable opportunities for instructional leaders like department heads.

Public schools remain the largest employers, but specialized institutions—particularly private girls’ schools and STEM-focused charters—are growing recruitment efforts. Organizations like the International Coalition of Girls’ Schools regularly post department head roles at member schools such as Harpeth Hall (Tennessee) and Crofton House School (Canada). Geographically, the U.S. South and West show stronger demand due to population growth, while urban districts often face higher turnover, creating openings for leadership roles.

Technology is reshaping expectations for department heads. You’ll need fluency in learning management systems like Canvas, data analytics tools for tracking student performance, and adaptive learning platforms. Emerging specializations in STEM curriculum development, diversity/equity initiatives, and hybrid learning models are becoming critical differentiators. Schools increasingly value leaders who can bridge traditional teaching methods with tech-driven solutions.

Career advancement typically follows two paths: moving into school administration (assistant principal or principal roles) or transitioning to district-level curriculum coordination. With 5+ years of experience, you could also shift into educational consulting or policy roles. Competition varies by location—suburban districts often attract more applicants, while rural or high-need urban schools may offer quicker advancement. A master’s degree in educational leadership or subject-specific expertise (e.g., advanced STEM credentials) strengthens candidacy.

While opportunities exist, budget constraints in public education may slow hiring in some regions. Private and charter schools often offer more flexibility but may require adaptability to specialized missions. Staying current with certification requirements and instructional technologies will position you to navigate these shifts effectively.

Your day starts before most students arrive, checking emails while gulping coffee in an office plastered with curriculum maps and exam timetables. By 7:45 AM, you’re troubleshooting a staffing gap caused by sudden illness—calling substitutes, rearranging cover schedules, and briefing your team. First-period observations follow, clipboard in hand, as you assess teaching quality in Year 9 science. Between classes, you squeeze in a data review meeting with senior leaders, defending your department’s progress targets while mentally noting which teachers need extra support.

Lunch means wolfing down a sandwich during a parent conference about a struggling Year 11 student, then rushing to mediate a conflict between two staff members over resource allocation. Afternoon hours blur between drafting next term’s assessment schedule, approving department purchases within tight budgets, and reviewing safeguarding reports. You’ll likely stay until 5:30 PM updating curriculum documents, though some evenings bring parent evenings or governor meetings. A survey of education professionals found 72% of department heads work 10+ unpaid overtime hours weekly.

Classroom visits and corridor patrols keep you grounded in student realities, but paperwork often dominates. You’ll juggle spreadsheets for tracking pupil progress, department budget trackers, and digital platforms like SIMS or Google Classroom. Collaboration oscillates between supportive mentoring (“Let’s try scaffolding those essay questions differently”) and tough accountability conversations about underperformance. Building trust requires balancing senior leadership demands with advocating for your team’s needs—a tension that surfaces during staff meetings about new school-wide initiatives.

The job’s rhythm follows academic cycles: autumn term launches improvement plans, spring focuses on exam prep, summer brings results analysis and staffing reshuffles. Highs come when Year 7 reading scores jump after your literacy intervention, or a reluctant teacher thrives with your coaching. Lows hit when parental complaints escalate or OFSTED prep eats into weekends. Physical exhaustion creeps in—you’re rarely stationary, dashing between classrooms, offices, and meeting spaces.

Work-life balance demands ruthless prioritization. You might grade papers during free periods to protect evenings, or silence emails after 7 PM to recharge. Yet unexpected crises—a safeguarding alert, a failed lesson observation—often override best intentions. The role rewards those who thrive on variety, but as one head of department notes, “You’re only one poorly timed staff resignation away from chaos.” Success hinges on building resilient systems and relationships that withstand daily fires, while keeping student growth at the center of every decision.