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West Heath School: Staff Training & Development Policy Page 1 of 19

West Heath School Ashgrove Road Sevenoaks TN13 1SR

www.westheathschool.com

Staff Training and Development

This policy has been written for…

All staff at West Heath School

Copies of this policy may be obtained from…

The School web site - http://www.westheathschool.com

It is available as a hard copy on request from the school office

Hard copies for reference are filed in the staff room

This policy links with the following policies

Staff Selection, Recruitment and Retention,

Staff Induction

Equal Opportunities policies.

Participants and consultees in the formulation of this policy were…

The Principal, senior leadership team, student services committee and the trustees of the School.

Edition, Review frequency and dates

This is policy version 3 June 2016 This policy will be reviewed every 2 years Due for review June 2018

Relevant statutory guidance, circulars, legislation & other sources of information are…

Safeguarding Children and Safer Recruitment in Education Jan 2007.

The Lead Member of staff is

Assistant Vice Principal Training & Quality

Definitions and key terms used in this policy…

NLP – Neuro Linguistic Programming

Appendices This policy should be read in conjunction with the Appraisal and Capability Policy and has one Addendum

Copying

No school policy is ever written in isolation. Acknowledgement of sources of advice and significant influence in the development and recording of policies at the New School are noted on the front page. We request that any schools or organisations incorporating large sections of this policy without alteration should make similar appropriate acknowledgement.


Introduction The benefits of an integrated staff training and development policy and programme have an impact on the following groups of people in our school:-

Students will experience a higher standard and quality of education

and care because the staff who teach and look after them and in any way responsible for them, will be more confident in their professional practice

Staff will be sufficiently empowered to discharge their roles and

responsibilities described in their job descriptions more effectively and efficiently

Trustees will benefit from the commitment and loyalty of a staff group

who feel sufficiently valued that their training and development needs are taken seriously.

The Aim of this policy..

To provide the best opportunities possible for professional development set in the context of the strategic priorities of the school

The Objective of this policy..

This policy is designed to provide staff with the information they require to understand their rights and their responsibilities in securing their professional development

Strategies

Training and development is provided on four levels:

INSET

Whole school

Staff Groups

Individual In addition to the above a core element of training is provided for all staff. This comprises:

Induction

NLP training to diploma level

Team Teach minimum 6 hour standard Whole school training and development is provided on designated staff training days and afternoons which total at least 8 full days each academic year. Whole school training is derived from the strategic objectives of the school and how staff roles and responsibilities relate to them Subgroups of staff – teachers, teaching assistants, care staff, admin staff and maintenance staff have particular needs. These are provided for on a small group basis according to their requirements. Individual training is provided either in school or by providing the opportunity to go on an external event. Individual members of staff attending external training events are encouraged to cascade their learning upon their return to school.


Staff must take responsibility for their continuing professional development by recognising that they work in an environment that seeks continuous improvement. All staff benefit from an annual Appraisal, see appraisal document, Appendix 1. The process is self explanatory and includes a 6 month check on progress against objectives. Staff Selection and Recruitment

All prospective staff members are appointed against roles and responsibilities outlined in respective job descriptions. At least one member of staff conducting interviews will have undergone the safer recruitment training module as required in “Safeguarding Children and Safer Recruitment in Education Jan 2007”. The process of staff selection and recruitment itself may show training and development needs for individual members of staff at this stage. These will be noted so that they can be addressed within that member of staff’s induction process or other training and development opportunities delivered at a later stage.

Persons with particular responsibilities

SLT Learning Directors Senior Key Stage Specialists

Other Participants & Stakeholders

All staff

Monitoring & Evaluation

SLT Extended SLT Student Services Committee



West Heath School

Staff Appraisal

Academic Year: 2015/16

Appraisee Name:

Appraiser Name:


Planning & Preparation for the Appraisal Meeting

You will need the following documents at your appraisal:

1. Last year’s appraisal document

2. This year’s appraisal document completed sections 1 – 8

3. In the case of Teachers, Associate Teachers and Subject Specialists,

last academic year’s exam results

4. Copy of letter to staff from HR on any fixed term contract or agreed

increases in salary, normally linked to the successful completion of

a probationary period.



Appraisal Meeting

Name: Job:

Date of Meeting:

Venue:

Manager: Job:

1. Preparation It is important that you prepare for your meeting; refer to a copy of your previous appraisal form. Note below the key things you want to talk about:

2. Working at the West Heath School Discuss with your manager why your job is important and how it fits with your department, the school and impacts on the community and how does it relate to what is important in your life?


3. Classroom Observation (if applicable) Focus of observation and summary of key points to be cross referenced with teachers standards:

4. Annual Review of Objectives Refer to last year’s appraisal form and note what have you achieved and how well you have achieved it:

5. Annual Review of Development What have you done well and what do you want to do more of? What you have learned and how have you improved the way you do your job:

6. Objectives /Action Plan for Next Year. Please ensure each objective can be referenced against at least one of the strategic priorities.



Agreed objectives How you will know when you have achieved your objectives

By when

1.

2.

3.


7. Annual Review of Training & Development Plan a) List training that you

have completed How has it improved your practice

b) Further Training Requirements

How you will meet your needs and who will help you

By When

8. Career Plan Discuss your career ambition, if you have one, with your manager and how you will achieve it:

9. Comments Your opportunity to discuss anything not already raised and to comment on your appraisal:

a) Your comments:

b) Your manager’s comments:


10. Signatures

Signed (you) Date

Signed (your manager) Date

Signed (your manager’s manager)

Date

I have been made aware of the Support Line Service (Yes/No):

Signed (you) Date

Any comments, commendations or compliments: (please explain, produce copies)

11. All staff – Pay Award procedure As an Independent School all pay increases are subject to the available financial


resources in line with the school’s (charity) income and expenditure forecasts for the coming year. In the case of Teachers, Associate Teachers and Subject Specialists, positive and improving exam results, along with the criteria outlined in this document would form the basis for a recommendation for a member of staff to move up a band. In the case of all other staff, successful completion of an agreed qualification or a change in role are the only reasons for a recommendation.

12. Line Manager’s recommendation for Pay Award to be confirmed by Pay Panel

Pay Award is recommended (Yes/No):

Justification:

Steps: Y/N Action Date

Step1 Recommendation by Line Manager via the Annual Appraisal process to be put forward for a pay award.

Step 2 Recommendation to be approved by the Pay Committee.

Step 3

Criteria for increase to be agreed with Line Manager and member of staff (see Pay Policy, Appendix (2) Pay Award Process).

Step 4 Evidence of pay award criteria being met presented to Pay Committee for approval.

Step 5 Member of staff to receive in writing detail of pay award and start date.


Review Meeting

Date of review meeting (if applicable)

Venue:

13. Six Month Review/Notes from Supervision, or other forms of professional dialogue throughout the year What have you achieved and how well you have achieved it

14. Review(s) of Training & Development What you have learnt and how you have improved the way you do your job


TERM 1

Objectives of Previous Review

Outcomes of this Review

TERM 2




TERM 3



TERM 4




TERM 5



TERM 6





West Heath School,

Ashgrove Road, Sevenoaks, Kent, TN13 1SR Tel: 01732 460553 Fax: 01732 456 734

Web: www.westheathschool.com

http://www.westheathschool.com/

West Heath School

Staff Appraisal

Academic Year: 2015/16

Appraisee Name:

Appraiser Name:

Planning & Preparation for the Appraisal Meeting

You will need the following documents at your appraisal:

1. Last year’s appraisal document

2. This year’s appraisal document completed sections 1 – 8

3. In the case of Teachers, Associate Teachers and Subject

Specialists, last academic year’s exam results

4. Copy of letter to staff from HR on any fixed term contract or

agreed increases in salary, normally linked to the successful

completion of a probationary period.

Appraisal Meeting

Name: Job:

Date of Meeting:

Venue:

Manager: Job:

1. Preparation It is important that you prepare for your meeting; refer to a copy of your previous appraisal form. Note below the key things you want to talk about:

2. Working at the West Heath School Discuss with your manager why your job is important and how it fits with your department, the school and impacts on the community and how does it relate to what is important in your life?

3. Classroom Observation (if applicable) Focus of observation and summary of key points to be cross referenced with teachers standards :

4. Annual Review of Objectives Refer to last year's appraisal form and note what have you achieved and how well you have achieved it:

5. Annual Review of Development What have you done well and what do you want to do more of? What you have learned and how have you improved the way you do your job:


Agreed objectives How you will know when you have achieved your objectives

By when

1.

2.

3.

7. Annual Review of Training & Development Plan a) List training that you have

completed

How has it improved your practice

b) Further Training Requirements

How you will meet your needs and who will help you

By When

8. Career Plan Discuss your career ambition, if you have one, with your manager and how you will achieve it:

9. Comments Your opportunity to discuss anything not already raised and to comment on your appraisal:

a) Your comments:

b) Your manager’s comments:

10. Signatures

Signed (you) Date

Signed (your manager) Date

Signed (your manager’s manager)

Date

I have been made aware of the Support Line Service (Yes/No):

Signed (you) Date

Any comments, commendations or compliments: (please explain, produce copies)

11. All staff – Pay Award procedure As an Independent School all pay increases are subject to the available financial resources in line with the school’s (charity) income and expenditure forecasts for the coming year. In the case of Teachers, Associate Teachers and Subject Specialists, positive and improving exam results, along with the criteria outlined in this document would form the basis for a recommendation for a member of staff to move up a band. In the case of all other staff, successful completion of an agreed qualification or a change in role are the only reasons for a recommendation.

12. Line Manager’s recommendation for Pay Award to be confirmed by Pay Panel

Pay Award is recommended (Yes/No):

Justification:

Steps: Y/N Action Date

Step1 Recommendation by Line Manager via the Annual Appraisal process to be put forward for a pay award.

Step 2 Recommendation to be approved by the Pay Committee.

Step 3 Criteria for increase to be agreed with Line Manager and member of staff (see Pay Policy, Appendix (2) Pay Award Process).

Step 4 Evidence of pay award criteria being met presented to Pay Committee for approval.

Step 5 Member of staff to receive in writing detail of pay award and start date.

Review Meeting

Date of review meeting (if applicable)

Venue:

13. Six Month Review/Notes from Supervision, or other forms of professional dialogue throughout the year What have you achieved and how well you have achieved it

14. Review(s) of Training & Development What you have learnt and how you have improved the way you do your job

TERM 1



TERM 2



TERM 3



TERM 4



TERM 5



TERM 6



West Heath School,

Ashgrove Road, Sevenoaks, Kent, TN13 1SR Tel: 01732 460553 Fax: 01732 456 734

Web: www.westheathschool.com

http://www.westheathschool.com/

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Staff Training and Development - The New School at West …westheathschool.com/wp-content/uploads/2016/05/Staff-Training... · Staff Training and Development ... To provide the best