Law 2/2006 on Education (LOE), amended by Law 3/2020 (LOMLOE), defines in its articles 131 and 132 the composition, functions and competences of the management team of non-university educational institutions.

The management team consists of the school head, the head of studies, the secretary and any other figures established by the education authorities (vice-head teachers, deputy head of studies, vice-secretaries, heads of halls of residence, etc.).

School leadership must combine administrative organisation and management with pedagogical leadership, from a collaborative approach.

According to article 132 of the LOE, amended by the LOMLOE, the following responsibilities, among others, correspond to the school leadership:

• representation of the school and liaison with the education authorities;
• leadership and coordination of the activities of the school;
• educational leadership and promotion of innovation;
• ensuring regulatory compliance;
• leadership of the staff;
• promotion of positive coexistence and mediation in conflicts;
• collaboration with families and institutions in the local community;
• promotion of internal evaluations and collaboration in external evaluations;
• chairing the School Council and the Teachers’ Assembly;
• economic management and procurement within the approved budget;
• proposal for the appointment and dismissal of members of the management team;
• promotion and teacher training and innovation;
• academic organisation and preparation of the annual general programme.

Royals Decrees 82/1996 and 83/1996, which approves the Organic Regulations of Secondary Schools, describe, among others, the following competences of the head of studies:

• academic leadership of the teaching staff, delegated by the school head;
• acting as school head in case of absence;
• coordination of academic and guidance activities;
• preparation and supervision of the academic timetables of students and teachers; 
• coordination of vocational training cycle teams or heads of department;
• leadership of the tutorial action plan and coordination with guidance department; 
• planning of teacher training activities;
• organisation of academic events;
• promotion of the participation of the school community; 
• participation in the design and drafting of the educational project and the annual general programme;
• promotion of positive coexistence and application of disciplinary measures;
• organisation of pupil supervision during non-teaching periods in early childhood and primary education.

In institutions with a large number of students or a highly complex organisation, there may be assistant heads of studies to support these functions.

Likewise, these two Royal Decrees also regulate the powers of the secretary, which are, among others, the following:

• organisation of the administrative system of the school;
• secretarial duties for governing bodies and keeping meeting minutes;
• safekeeping the books, archives and teaching materials;
• issuance of certificates;
• preparation and updating of the general inventory;
• management of administrative and support staff, delegated by the school head;
• preparation of the school’s draft budget and financial management;
• participation in the design and drafting of the educational project and the annual general programme;
• supervision of the school’s maintenance. 

In particularly complex secondary schools, the education administration may appoint an administrator to assume these functions under the responsibility of the school head. 

Royal Decrees 82/1996 and 83/1996 apply to schools within the territorial area of the Ministry of Education, Vocational Training and Sports and are supplementary in autonomous communities with their own regulations. In public institutions with special characteristics (special education, specialised education, ordinary schools teaching adult education, Spanish schools abroad, etc.) the composition and functions of their governing bodies are adapted to their singularities.

There are two collegiate bodies involved in the administration and governance of non-university public schools::

• School council (article 126 of the LOE, amended by the LOMLOE): school head, head of studies, representatives of the city council, teachers, students, families, administrative and services staff and the secretary (with voice but not vote).
• Teachers’ Assembly (article 128 of the LOE), made up of all teachers serving the institution.

In publicly-funded private schools, the required governing bodies are: the school head, the School Council and the Teacher’s Assembly. Private schools, have the autonomy to organise their governing and participatory bodies.

Requirements for appointment

In the case of public educational institutions, all members of the management team are career civil servant teachers and therefore their initial training is similar to that of other civil servant teachers.

The school head

The selection, appointment, dismissal and recognition of the management role are regulated in articles 133-139 of the LOE as amended by the LOMLOE. Access to these roles is via a merit-based selection system involving both the educational community and the education authority, and requiring the submission of a management project.

To participate in the merit-based selection process, applicants must generally meet the following requirements:

• be a career civil servant teacher with at least 5 years of service;
• have a minimum of 5 years’ teaching experience in schools;
• submit a management project;
• if applicable, have successfully completed the management training programme.

Priority is given to teachers of the concerned institution. Exceptionally, and in the absence of other applicants, the education authority may appoint a school head for a maximum period of 4 years.

Prior to their appointment as school heads, candidates must successfully complete the training programme for the performance of the management function, as established in Royal Decree 894/2014, with a minimum duration of 120 hours and indefinite validity throughout the national territory. Eight years after completion, an update course in management skills of at least 60 hours is required, focusing on regulatory updates, school management and the management project.

The school head is appointed for a period of 4 years, renewable for equal periods following a positive evaluation. This evaluation is based on public and objective criteria, such as the degree of compliance with the management project, improvements in school climate and the quality of education. At the end of the term, the headteacher returns to their teaching post.

In publicly-funded private schools, the school head is appointed by the school owner from among the teaching staff, following a report from the School Council, in accordance with article 59 of Law 8/1985 regulating the Right to Education (LODE). In non-subsidised private schools, the appointment is temporary and governed by article 13 of the 12th National Collective Bargaining Agreement.

Other members of the management team

In public institutions, the school head proposes the appointment and dismissal of the management team to the education authorities after communication to the Teachers' Assembly and the School Council (article 131 of the LOE, amended by the LOMLOE). The general requirement is to be a civil servant teacher and teaching at the institution. Dismissal occurs at the end of the term or upon the termination of service of the school head.

In both publicly-funded private schools and non-subsidised private schools, the composition and appointment of the management team are regulated by the school’s internal rules and the corresponding collective agreements (7th Collective Bargaining Agreement and 12th National Collective Bargaining Agreement respectively). 

Conditions of service

In general terms, the conditions of service for the members of the management team in public schools are similar to those of other career civil servant teachers, with some specificities derived from the exercise of management functions.

The school head

The school head is a civil servant teacher with an indefinite contractual relation with the education authorities. The salary for school heads is established according to the professional Subgroup or Group, seniority, allowance for assignment and specific allowance, which includes a single component for the performance of the managerial position, the amount of which is fixed by the autonomous communities.

The common basic remuneration is determined by the General State Budget, whereas the allowances associated with the school head position are set according to the regulations of the autonomous communities. The teaching workload and hours devoted to managerial functions are determined by each education authority taking into account the position, level of education and school size.

 These are the monthly figures in euros provided for in the 2023 State Budget, extended to 2025.

Annual gross salaries of directors in public institutions

The following salary ranges can be found in the different autonomous communities.

• Lowest salary range

• Highest salary range

Source: Interactive visualisation tool based on Eurydice report Teachers and school heads’ salaries and allowances in Europe 2023/24 (last accessed 03/02/2026).

In the event of absence management is temporarily assumed by the head of studies or, failing that, by the most senior teacher at the school.

Education authorities organise specific programmes and courses of continuous professional development (CPD) for school leadership, regulated by Royal Decree 894/2014. Successful completion of these programmes may have implications for career progression and eligibility for salary supplements.

School heads are evaluated at the end of the term of office. In the case of a positive evaluation, their work is recognised in accordance with the provisions established by the education authorities.

Dismissal may occur due to the end of the term, accepted resignation, incapacity or reasoned revocation, with the procedural safeguards established by law.

Taking part in these programmes or courses leads to specific effects on teachers' professional careers no matter what the ownership of the institution where they work is, such as merits when participating in public promotion or mobility calls, or the awarding of a 'salary complement' (a supplement that is added every five or six years).

School heads are evaluated at the end of the period for which they were appointed. If they obtain a positive evaluation they receive personal and professional recognition as is established by the education authorities, which are the ones that set up the assessment procedure and its characteristics.

As a tenured member of the teaching staff, the school head may participate in transfer competitions regulated by the State (LOE, Royal Decree 1364/2010 and Order EFD/1056/2024) and by the autonomous communities, retaining their position on secondment while in office. The conditions for retirement are the same as those for other teaching staff.

In both publicly-funded private schools and non-subsidised private schools, the working conditions of the school head are governed by the employment relationship established with the school's governing body and by the applicable collective bargaining agreements (the 7th Collective Bargaining Agreement and the 12th National Collective Bargaining Agreement, respectively). Holding this position entails receiving a specific salary supplement and an increase in the annual working hours allocated to management duties. The regulations regarding holidays, replacement, dismissal, and retirement are equivalent to those of the rest of the school's teaching staff.

Other members of the management team

In public schools, the school head proposes the appointment of the rest of the leadership team to the education authorities, after communication to the Teacher’s Assembly and the School Council. These positions are reserved for tenured teaching staff, and the salary includes a specific supplement for performing management duties, limited to the period of service in the position.

The working hours, holidays, professional development, mobility, dismissal, and retirement conditions for the rest of the management team are the same as those for the teaching staff, although a reduction in their teaching workload may be considered. Holding management positions is considered a merit in transfer competitions.

The leadership team’s term of office ends upon termination of the school head's term of office or for the reasons provided for in the current regulations, including accepted resignation, transfer, serious breach of duties or other legally established circumstances.

In both private and publicly-funded institutions, the conditions of service for any other members performing leadership functions are in accordance with the relevant collective agreements.