DEVELOPING EXPERTISE FOR SCHOOL PROFESSIONALS

Transcription

1 DEVELOPING EXPERTISE FOR SCHOOL PROFESSIONALS TALENT MANAGEMENT PROGRAMME LEVEL 5 CIPD DIPLOMA LEVEL 5 HR CONSULTANT APPRENTICESHIP

2 DEVELOPING EXPERTISE FOR LEADERS OF TEACHING & LEARNING TALENT MANAGEMENT PROGRAMME OVERVIEW The National College of Education is an independent college that is dedicated to raising the status of those employed in education by providing outstanding professional learning opportunities for all career pathways in education. We believe that all children deserve a great team supporting them and that team needs a continuing professional learning journey, so our programmes are available to a large number of employees in each school or MAT. By utilising school contributions to the national apprenticeship levy, and accessing 90% funding of programme costs through the government s co-investment model, schools can now reinvent the way they empower and retain staff members through investment in professional learning. The Talent Management Programme delivers a unique set of integrated skills so that schools can capitalise on their most valuable asset their staff. Taking the best in talent management advice from across a wide variety of sectors, the programme enables human resources professionals in schools lead the delivery of HR solutions while engaging with all stakeholders to put talent management at the heart of the school. Created by businesses, the public sector and charities, the programme delivers a Level 5 HR Partner Apprenticeship as well as a Coaching and Mentoring Certificate and a Diploma from the Chartered Institute of Personnel and Development. Given the current crisis education faces in recruiting and retaining staff, we believe that schools have a responsibility to capitalise on this remarkable opportunity to transform their professional development provision. Here is a list of key contributors to the programme design: National Institute of Education Apprenticeship Products 2018 Master Teacher Programme (MA in Education) 1 year Senior Leadership Programme (MEd in Educational Leadership) 2 years Talent Management Programme (Level 5 CIPD Diploma) 18 months A new standard for Talent Management in Education National College of Education 2018

3 UNIQUE FEATURES OF OUR TALENT MANAGEMENT PROGRAMME TALENT MANAGEMENT TOOLS The Talent Management Programme comes with a set of unique tools designed to support to schools to create and implement a talent management strategy that responds to the recruitment and retention issues facing schools today. Including an organisation structure tool, the tools allow HR consultants to plan their workforce strategically and provide all staff with a clear professional learning journey. WORK-BASED TALENT MANAGEMENT PROJECT During the apprenticeship, HR consultants will work on a live project designed to effect positive change to the talent within their setting. Using the options within the apprenticeship, the Talent Management Project will provide a lasting impact on the school or trust s HR function. Eligibility This programme has been designed for HR professionals in schools to help them build the knowledge and skills required to support staff across schools and MATs. Applicants must have: GCSE English and Maths at Grade C A role across the HR function within their school or MAT Qualifications Level 5 Intermediate Diploma in Human Resources Management CONTEXT-BASED DELIVERY All delivery of the Talent Management Programme is set within the context of schools including recruitment, retention and professional learning strategies. The training team s collective 50 years of experience in educational HR will help to create a culture of expertise across education. Associate Membership of CIPD PERFORMANCE ACHIEVEMENT The Talent Management Programme provides HR consultants with an introduction to the newest staff review approaches from some of the leading organisations around the globe. A detailed description and methodology behind performance achievement will provide learners with a tool that schools can deliver exceptional support for all staff. A new standard for Talent Management in Education National College of Education 2018

4 SUPPORT every step of the way. Throughout the Talent Management Programme you are supported by our dedicated Support Team, your school, assessors with extensive experience in schools HR. Liaison Officers ensure that all parties are fully focused in supporting you to complete the programme successfully. Our Support Team offers a data-driven service that tracks your progress through an online portfolio tool. This enables us to personalise the support package you receive and provide proactive interventions to ensure you succeed in meeting your learning goals. The team also conducts regular progress reviews and provides feedback on your submitted work. Core Support for an Apprentice includes: Induction Support Open day Induction Support On-boarding pack Orientation event at Whittlebury Hall On Programme Support Regular 1:1 progress reviews Monthly updates on progress Engagement with Senior Tutor and NIE Team Online portfolio tool Close social network Learning support Knowledge tuition (online and face to face) 360 Review and Change Management Project Support Gateway review End Point Assessment Support EPA booking EPA support FUNDING The Talent Mangement Programme costs 9,000 over months. Schools and trusts can pay this fee with their existing apprenticeship levy contributions. For organisations without available levy contributions, the government will fund 90% of the programme cost, making the school contribution just 900 over the duration of the apprenticeship. If you are unsure of your apprenticeship levy contributions or commitments, please feel free to give our Apprenticeships Advisory Team a call for a free, no obligation consultation. We re here to help. A new standard for Leadership Development in education National College of Education 2018

5 COURSE CONTENT KNOWLEDGE HR Technical expertise Good understanding across all HR disciplines, HR legislation and an excellent working knowledge of the organisation s HR policies and procedures. Sound understanding of HR in their sector and any unique features. Up to date with best practice and emerging thinking able to use this in their dealings with the business. Business understanding Understands what the organisation does, the external market and sector it operates in, its challenges and issues. Understands business and HR KPIs and metrics, building a clear picture of how the business is performing. Understands the impact of this on their role. HR function Understands the structure and responsibilities of the HR function, policies and processes, and where to source HR specialist expertise. MI and Technology Understands HR systems and where to find HR and management data, both internally and externally, including benchmarking. Knows how technology, including social media, is impacting the business and HR. SKILLS HR Consultancy Develops and delivers HR solutions to the business that are appropriate to the organisational context. Influences leaders and managers to adopt appropriate solutions. Provides tailored HR services to the business as required by their role e.g. Performance Management, Resourcing, Development, Talent, Reward. Contributes to the development of relevant HR policies & procedures and/or HR initiatives. Providing Support and Advice Tailors business-centred advice on the interpretation and application of HR policies and processes. Makes sound judgments based on business need, ensuring the business operates within the boundaries of employment law. Deals with escalated people issues and works with the business to resolve them. Contributing to Business Change Leads the HR contribution to business projects and change programmes to support positive behavioural, business or organisational change. Building HR capability Leads the improvement of people capability within the business or own team. Advises and coaches managers to deal successfully with people issues from a generalist or specialist perspective, incorporating best practice where appropriate. HR Information Analysis Researches, analyses and presents HR / business data (both internal and external) to provide insight, support solutions to business issues and track performance. Personal Development Keeps up to date with business changes and HR legal/policy/process changes relevant to their role. Seeks feedback and acts on it to improve their performance and overall capability. Plans their own development; shows commitment to the job and the profession Relationship Management Builds effective working relationships with business managers (using the language of the business), peers and other HR functions, together with relevant external organisations. BEHAVIOURS Flexibility Adapts positively to changing work priorities and patterns, ensuring key business and HR deadlines continue to be met. Curious about HR/business trends and developments, incorporating them into their work. Resilience Displays tenacity and proactivity in the way they go about their role, dealing positively with setbacks when they occur. Stays positive under pressure. Option HR Specialisms (The apprentice will select one of the following options) Core HR and practices in at least one of Employee Relations, Performance Management, Employee Engagement and their application in delivering HR solutions to business challenges. Resourcing and practices of resourcing, covering the complete process, from attraction to induction, including the use of social media and their application in delivering HR solutions to business challenges. Total Reward and practices of reward, compensation and benefits and their application to all levels of the organisation. Organisation Devleopment and practices in one of* Organisation Development, Learning & Development, Talent Management and their application in delivering HR solutions to business challenges. HR Operations and practices of running HR Operations, including a service centre, technology and HR data/analytics to provide services required by the business. Summary Who is this qualification for? HR advisors and managers in schools Fees 9,000 Maximum School Contribution is 900 Duration months Qualifications Level 5 CIPD Diploma Associate Membership of the CIPD Assessment Consultative Project within Schools Professional Discussion Portfolio Review Eligibility Criteria Ideally Level 3 CIPD Diploma or Certificate GCSE English and Mathematics A new standard for Talent Management in Education National College of Education 2018

6 TIMELINE Stage Apprenticeship September Induction 1 October 2 November Initial Seminar 3 December 4 January Select Options 5 February March April May June July August Year 1 Choose Option Project Seminar 2 Seminar 3 Assignment 1 Due in Seminar 4 Option Project work If schools are to succeed in a tough environment, they need to make talent management part of their core business. September and project review 13 October November December Year 2 Option Project work Seminar Loic Menzies The Talent Challenge January Complete project 17 February Project and Portfolio Review 18 A new standard for Talent Management in Education National College of Education 2018

7 Cam Road, London, E15 2SN NCE Professional Learning Ltd.