Induction Policy. Reviewed/Revised at a meeting of the Standards Committee held on 12 th January 2017

Transcription

1 This document was: Induction Policy Generated by the Headteacher 1 st December 2016 Review date: October 2019 Reviewed/Revised at a meeting of the Standards Committee held on 12 th January 2017 Approved at a meeting of the full Governing Body held on 26/1/17 Signed: Chairperson schools governing body, on behalf of the governing body Date: Signed: Headteacher Distribution: Staff, governors, pupils, parents and interested parties.

2 Introduction This policy outlines the process of induction for staff/others, who are new to the school including: relief/agency staff existing staff taking on new responsibilities students on placement work experience persons volunteers The term staff refers to all those employed at, or contracted to, the school. Information pertinent to the induction process can be found in the Staff Induction Booklet which is issued on the take up of the role. The booklet is adapted to suit each category listed above. This policy sets out the aims and philosophy of staff induction, along with an outline of the roles and responsibilities of the Headteacher and senior staff in this process. The policy is closely linked with the school improvement plan, training plan and relevant HR policies. Aims and Objectives To ensure that all new staff, including those with new responsibilities, are provided with support and guidance to enable them to undertake their roles/responsibilities in an effective way To enable all staff to become contributors to the school s realisation of its overall aim to raise standards. To provide all relevant information to the inductee about the school and their role and responsibilities in it Role and Responsibilities Prior to taking up their position at the school the inductee is responsible for completing/returning the Data and Barring Service (DBS) form, which will be provided by the Authority s Human Resources Unit. No-one will be allowed to take up a position at the school until such time as clearance has been received from the DBS. If, following the take up of a position at the school, staff/others are cautioned for or charged with any offence, they must inform the Headteacher immediately. 1

3 The overall responsibility for staff induction lies with the headteacher however, for practical purposes, certain aspects of it will be delegated to other members of staff as appropriate. The inductee will be advised of their support network as the process progresses and needs are assessed/realised. A Mentor will be allocated to the inductee. The inductee and mentor will work in partnership with the inductee taking an active role in the induction programme, this will involve the inductee analysing their strengths and areas for further development and, in completing the Induction Training Checklist (see Appendix 1). This checklist will ensure that the inductee is fully aware of the school s essential procedures and protocols. This checklist will be completed by the Headteacher, Deputy Headteacher or other nominated member of staff. The completed document must be returned to the Deputy Headteacher to keep on file. In respect of Newly Qualified Teachers (NQTs) inductees will be observed and monitored by the senior management team as part of the school s programme of monitoring and evaluation. This is in line with the Performance Management and Welsh Assembly Guidance for NQT Induction programme. LSAs will be observed and monitored by the class teacher. The successful implementation of this policy will involve close liaison between the inductee, mentor, headteacher and members of the senior management team. Support Plan The inductee will be given details of planning meetings and an invitation to spend some time in school ahead of their start date. The purpose of this visit is to meet the staff and become familiar with the site, documents and procedures. The new colleague will be introduced to a peer mentor whose role it will be to offer support and guidance during the early settling in period. Time is required in order to enable both the inductee and mentor to meet together on a regular basis. This time will be made available as appropriate. If the newly appointed member of staff is a NQT, a more formal mentoring scheme will be put into operation in line with the guidelines issued by the Local Authority. Upon taking up their position at the school all inductees will be given: Contact numbers Job Description Staff Induction Booklet Health & Safety Policy Safeguarding: Behaviour Policy (hard copies are displayed in Meeting Room One. They should not be removed from the room) Access to all of the schools policies (held on the P drive) 2

4 Teachers only: Class List School Development Plan Prospectus Checklist which details information which the inductee will receive Development Activities The mentoring process will underpin the training programme. This will involve meetings, observations and shared teaching, where appropriate. The process will also include: In-house staff training LA courses (where appropriate) and those offered by other agencies LA advisory teacher support Professional discussions with colleagues about methods, achievements, joint planning and reviewing sessions and an annual teacher review Professional Learning Communities (PLC) The school is committed to providing high quality training for all staff, in line with the whole school policy on staff development. All available resources will be used to ensure that new staff benefit from a structured induction programme and ongoing training, as identified/ agreed in line with the relevant procedures in place. How the Support Plan Will Progress First Term During the first few weeks, time will be set aside for a meeting with the new member of staff and the Headteacher/Deputy Headteacher. The agenda for this meeting will include; An introduction to the school s performance management procedures Discussion regarding the job description Discussion about planning and assessment Time for the INSET co-ordinator to discuss any personal training needs in order for the new colleague to be able to meet the requirements of the job description If the new member of staff has been appointed to a senior position in the school, time will be set aside for a meeting with the Senior Management Team. Second Term The new colleague will be included in the school s performance management procedures if appropriate. Time will be set aside for a meeting with the Team Leader. Third Term A review meeting with the Team Leader will give the opportunity to review the induction procedure and to make any amendments. 3

5 Equal Opportunities / Race Equality The school will endeavour to ensure that no member of staff will be discriminated against in any way. All staff will have access to relevant and appropriate training in line with priorities identified within the School Development Plan and linked to their personal training needs. The school is committed to the professional development of all staff; this commitment means that all available resources are imaginatively used in order to provide training for all staff. For further details please refer to the following whole school documents: Equal Opportunities Policy Strategic Equality Plan Funding for newly qualified teachers and teachers requiring development will be allocated as appropriate. early professional Monitoring, Evaluation and Review The headteacher will ensure that this policy is implemented and reviewed on an annual basis. Headteacher :.... Date:. Chair of Governors:... Date:. 4

6 Appendix 1 Name: 5 Job Title: Induction Area Induction Date 1. Welcome to YTC Issue Documents: ID badge and sign in procedure Prospectus SER/SIP Handbook Staff absence policy School policies safeguarding, equal opportunities, health and safety, dress code, ICT, Behaviour management, anti-bullying, whistle blowing, intimate care, Data protection Entry/Exit system Job Description Timetables Governing Body information Rights Respecting Schools Information Restorative Schools Information E-safety Policy Staff ICT acceptable Use Policy Mission statement RECIPE 2. Site Tour: General classrooms Parking Telephones Phone logs/pupil records Resources Specialist rooms 3. General safety H& Notice board and forms Code of Conduct Positive Handling policy Emergency evacuation procedures First aid procedures Administration of medicines policy Parking and traffic management 4. Introduction to colleagues: School admin staff SLT Immediate colleagues Union representatives First aiders Nurse Kitchens staff Caretaker Mentor 5. CPD NQT Induction Performance Management systems 6. Safeguarding Overview of Policy Check DBS Location of key people Associated Policies Signed SLT:

7 Signed staff member: 6