Training and Development Policy

Introduction

Aims

Priorities for Training and Development

Types of Continued Professional Development

School Based Training and Development

Sheffield CYPD Training and Development Programmes

Courses and Training Managed by Other Providers

New Staff

Work Experience Placements

Monitoring and Evaluation

Introduction

At Manor Lodge Community Primary School we are committed to lifelong learning with the aim of ensuring that all members of the school community have opportunities for ?Learning for Life ? Aiming High?. Staff development is a priority for the school because it supports the school in meeting its objectives effectively, and because it enables members of staff and volunteers to learn new skills and take on further responsibilities in order to fulfil their potential as individuals and as part of the school team. Back to top

Aims

- To continue the professional development of staff to improve the quality of teaching and learning for the benefit of pupils.
- To promote effective teamwork.
- To support staff in a specific role, for example, building supervisor, teaching assistant, class teacher, curriculum leader, administrative staff, senior management etc.
- To support staff in the implementation of the School Improvement Plan.
- To support staff in the implementation of local and national initiatives.
- To give opportunity for discussion and the sharing of good practice with colleagues.
- To develop staff skills in the care of pupils and other members of the school community, for example first aid, health and safety, child protection etc.
- To use the staff development and training budget effectively
- To stimulate enthusiasm and promote staff confidence. Back to top

Priorities for Training and Development

The areas identified for staff development are led by the priorities in the school improvement plan and the needs of individual members of staff. The headteacher and senior leadership team are responsible for the co-ordination of staff development and prioritises training needs, taking into account the following:
Curriculum priorities identified in the School Improvement Plan
National initiatives and legislation
Sheffield CYPD initiatives
Professional development needs of individuals
Equality of opportunity
Principles of best value: quality and cost Back to top

Types of Continued Professional Development

A variety of training and development opportunities are available in our school, including:
- School based training and development
- Sheffield CYPD training and development programmes
- Courses and training managed by other providers Back to top

School Based Training and Development

Opportunities for school based INSET (in-service training) include
- staff meetings, including those for teachers, non teaching staff and the senior leadership team
- twilight sessions, and five closure days each year.
- non-contact time to support staff in gaining wider experience, for example opportunities to teach other year groups, participation in working groups
- colleagues working together, for example class teacher and teaching assistant, mentor and NQT/ student, partnership teaching
- lesson observations and feedback
- training for volunteers working in school, including parents/carers and governors

School based INSET may be led by the headteacher, members of the senior leadership team, curriculum leaders or other members of staff. External consultants or advisors with particular expertise are invited to deliver school based INSET as appropriate. Back to top

Sheffield CYPD Training and Development Programmes

A wide variety of courses is offered by Sheffield CYPD, and information about current training opportunities is available in the staff room for staff reference. The headteacher, senior leadership team, curriculum leaders and line managers of support staff may highlight specific training as appropriate. Selection of courses is prioritised as outlined above with consideration for budgetary limitations, including the cost of supply cover Back to top

Courses and Training Managed by Other Providers

The school may utilise other course and training providers with particular expertise as appropriate, for example Sheffield Hallam University, TeamTeach, National College for School Leadership, NAPTA. Selection of courses is prioritised as outlined above with consideration for budgetary limitations, including the cost of supply cover Back to top

New Staff

The Induction Policy aims to help staff settle into school quickly, so that they develop confidence and competence in all aspects of their work. All new employees and volunteers will be given an induction to Manor Lodge, detailing the various responsibilities and policies that are necessary for them to effectively operate in their role. This also applies to any person who is taking on additional responsibilities or changing roles within school. Back to top

Work Experience Placements

Manor Lodge Community Primary School is committed to supporting the development of other people through the provision of work experience and student placements, including for ITT students, NVQ students and high school pupils. Back to top

Monitoring and Evaluation

The effectiveness of training and development is monitored and evaluated in terms of its impact in helping the school to achieve its objectives and school improvement priorities, and in terms of best value. Evaluation information is used in planning further training and development opportunities.

Procedures supporting monitoring and evaluation include:
- Opportunities for discussion following training, for example feedback to headteacher or cascading of information at staff meetings
- Assessing impact, for example through lesson observations (with verbal and written feedback), scrutiny of planning, scrutiny and moderation of pupils? work and pupil tracking information
- Every member of staff having at least one annual discussion with the headteacher and/or the person delegated with the responsibility to review job descriptions and personal development. This will be done using a personal review form.
- Review of training and development by the headteacher and senior leadership team as an integral part of school improvement planning.
- Maintaining training and development records: all members of staff keep a record of their training and development in a Personal Development File..
- Including information about training and development in the Headteacher?s Report to the Governing Body each term.
- Regular review of the Training and Development Policy by governors Back to top