This document describes the induction programmes offered to new members of staff who join Bradford Grammar Junior School (the School).

Transcription

1 Bradford Grammar School Staff Induction Reviewed 20 September This document describes the induction programmes offered to new members of staff who join Bradford Grammar Junior School (the School). The aims of the induction programme are: To ensure that the School has fulfilled its legal obligations when a new member of staff enters employment. To give new colleagues the best possible start in their employment at the School by: Familiarising new staff with the ethos, procedures and layout of the school. Providing an early opportunity to meet key staff and be briefed about important issues. Supporting the new colleague as they begin to understand their role. Ensuring that any problems are quickly identified and addressed. Additionally, teaching staff will be given: Academic and pastoral support by members of the Junior Leadership Team (JLT) and other teaching colleagues as appropriate. Informal support by a mentor who will be a member of the Junior School teaching staff. 1 Elements of Induction which Relate to All Staff Working in any Part of the School Before commencing employment at Bradford Grammar School, all employees are required to complete the Appointment Checklist for New Staff in cooperation with the School s Human Resources (HR) Department. See Appendix 1. Ensuring the completion of the checklist is the responsibility of the HR Department. 2 Induction of Non-Teaching Staff. Before commencing employment at Bradford Grammar School, all non-teaching employees are required to complete the Induction Programme for New Staff Checklist in cooperation with the School s HR Department. See Appendix 2. The checklist ensures that new staff members are given relevant information about the School, their roles and their responsibilities. Ensuring the completion of the checklist is the responsibility of the HR Department. The checklist is completed with the new member of staff by their line manager, by the Health & Safety Officer, and by the HR Department. 3 Induction of Teaching Staff. The Head of the Junior School is responsible for the induction of new teaching staff. The Head ensures that the induction programme is delivered effectively and that the new member of staff is fulfilling his/her duties, progressing well and receiving the highest quality support. The Head is assisted in this role by:

2 The HR department, which is responsible for elements of induction related to conditions of employment and general school policies. The Health & Safety Officer, who is responsible for elements of induction related to Health and Safety both generally and in specific areas of the School. The Deputy Head Academic ensures that the new member of staff is provided with copies of the relevant policies and curriculum documents. A member of the Junior School s teaching staff who will act as a mentor supporting the new member of staff. This might involve a making contact before the new member of staff begins their employment. The purpose of the induction programme is to provide general information about the everyday systems which operate in the school. The programme is a series of short meetings to address significant aspects of professional life at Bradford Grammar School. The induction programme is reviewed and amended annually to meet the changing needs of the School. Typically, the programme will include training / information on the following: SIMS the Schools Information Management System used daily by all teachers. The Behaviour Policy - expectations regarding pupil behaviour including sanctions and rewards Safeguarding, child protection, whistleblowing and other HR procedures Health and Safety as it relates to teaching staff The School s ICT systems storage of digital information History of the school and key dates and events for the academic year Special Educational Needs and Disabilities and the role of the Learning Support Department Report writing procedures and expectations Assessments Incerts (The Assessment Foundation) and other standardised and internal assessments Parents evenings Educational Visits policies and procedures Personal Professional Development Pastoral roles and responsibilities 4 Additional Induction for Newly Qualified Teachers (NQTs) NQT induction includes all the elements listed above. For NQTs, they form part of a wider induction programme which leads to confirmation of their Qualified Teacher Status (QTS) after the equivalent of a full year of teaching. The induction year is administered by the Independent Schools Teacher Induction Panel (IStip). Information is available on the IStip website, The School follows the current Statutory Guidance, Induction for Newly Qualified Teachers (England) DfE Revised All NQTs bring with them a QTS certificate, or letter from GTC acknowledging QTS status. NQTs keep records of meetings, lesson observations including self-evaluations, and notes of ephemeral evidence supporting their attainment of the Teachers Standards. These documents will be used as evidence when completing the termly assessment reports and should be available for inspection on request. NQTs have a 10% timetable remission. Periods are marked as reserved on both the NQT s and Induction Tutor s timetables so that, in addition to the school induction scheme outlined in this document, there will also be regular meetings and lesson observations through the year.

3 NQTs are observed formally at least twice per term. They are also expected to observe the lessons of other Junior School teachers. NQTs will attend INSET, one per term, arranged by IStip and will be encouraged to attend other INSET and CPD courses. Meetings with their Induction Tutor will take place on a weekly basis. Meetings with the Induction Tutor will also take place at the end of each half term to review progress and at the end of each term for the completion of Assessment Forms for submission to IStip. Evidence of progress and termly assessments will be used to ascertain whether the NQT is meeting the Teachers Standards. Successful completion and submission of the Final Assessment will act as the School s recommendation to IStip that the NQT has satisfactorily completed the induction period. Induction Roles specific to NQTs IStip Induction Tutors (Mentors) The primary responsibility for support and monitoring of an NQT lies with the Head but the role may be delegated to another experienced member of staff. All staff responsible for mentoring NQTs will attend the training for Induction Tutors provided by IStip and refresher courses as required. Induction Tutors are responsible for completing the half term progress reports and termly assessment reports. IStip Induction Co-ordinator The IStip Induction Co-ordinator oversees the administration and conduct of the induction process and is also a trained Induction Tutor. This role will be undertaken by a member of the JLT. Feedback and Evolution of the Induction Programme. Following the induction programme, new members of staff are asked for feedback about the process so that it may be reviewed and evaluated.

4 Appendix1 Appointment Checklist for New Staff Name of Employee Job Title Department Start Date End Date (if applicable) PROOF OF ELIGIBILITY AT INTERVIEW STAGE Completed Date/Comments Application form completed Self-disclosure form completed ID checked and copied Qualifications checked and copied References requested 1 st reference received 2 nd reference received DBS application completed & checked JOB OFFER DOCUMENTATION ISSUED Completed Date/Comments Letter of appointment Contract of employment DBS form (if not completed at interview) Medical questionnaire Pension Explanatory Notes Personal details form Acceptable Use Policy Disqualification disclaimer (only for Peris/catering/CH) HR COMPLIANCE CHECKS Completed Date/Comments DBS posted for processing DBS disclosure received and logged Overseas certificate of good conduct received List 99 check completed Prohibition check completed Risk assessment completed (if applicable) Signed offer/contract received Medical questionnaire received `

5 Disqualification disclaimer received (if applicable) References verified by phone Child Protection certificate received PREVENT certificate received Induction pack issued HR PROCESSING Completed Date/Comments Open up Personnel file Advise payroll of new employee Advise all staff of new employee (with photo) Signed AUP received Request sent to ICT to set up on network Advise HoD of login details Set up on itrent (including photo) Set up as itrent user for self-service Set up on mstore Set up on SIMS (including photo) Request SIMS login (if applicable) Advise D Truby of new staff & their initials for SIMS Employee support card issued H&S booklet issued Additional day card issued/added to spreadsheet (if applic.) Induction completed Signed KCSIE document received Staff photo taken ID badge ordered Photo displayed in common room (if applic.) Set up on inventry (with badge number) Claim Teacher on Secure Access Inform ICF Representative/s of new employee NOTES/COMMENTS ALL CHECKS COMPLETED

6 Signed: Date: Appendix 2 Induction Programme for New Staff Checklist Name of Employee Job Title CHECKLIST Department Date Commenced Date of Induction HR Representative H&S Representative Line Manager This is a checklist of information for Induction which should be used with new staff as part of their induction programme within the first few days of employment. Each item should be ticked as the employee is informed about it and the form should be signed by the HR Representative, H&S Representative, Line Manager and Employee. Once completed the Line Manager should then send the form to the Human Resources Department for inclusion in the employee s personnel file. NB: Not all of the following items are applicable to all departments/employees. Should this be the case record N/A in the complete column. HUMAN RESOURCES Complete Comments The School

7 History Hierarchy Conditions of Employment and Benefits Hours of work and break times Date and method of salary payment Pension scheme details and eligibility Private medical insurance and cashplans Employee assistance programme (Health Assured) Employee Discount Platform (My Work Offers) Probationary reviews (4 weekly for first 12 weeks then annual reviews) Arrangements for requesting annual leave Absence reporting Identify who is mentor for the first 3 months of employment: Name:. General School Policies Personal presentation and standards of behaviour - smart Child protection & safeguarding (documents issued to read) Whistleblowing Disciplinary and grievance procedures Equal opportunities Confidentiality Other policies (staff handbook) & internet to be used in conjunction with your duties of employment no offensive, obscene or indecent s to be sent. Car parking ID badge Mini bus training MIDA (Barry Thorn H&S) Signing in procedures No smoking/chewing gum policy Information & Consultation Forum Child protection (training requirement and policy issued) Notify Leads are HM, DH, Assistant Head (Pastoral) & Acting Head of Junior School I confirm this section of the induction programme has been completed for the employee named above. Signed:... Date:.

8 HR Representative HEALTH & SAFETY Complete Comments General Health and safety policy Appointed first aiders and location of first aid boxes Accident reporting and RIDDOR Fire safety Different types of fire Extinguishers What to do upon discovery of a fire Evacuation procedures Fire alarm/drills Location of fire exits and extinguishers Assembly areas DSE Assessment Security of department/buildings Major Incident procedures COSHH PPE Food Hygiene: Risk of non-compliance Identify any training required Cleanliness Bacteria Ill health Safety HACCP system Machinery to be used (instructions on use and RA s) Facilities Headmaster s office Bursar s office (including HR) Medical room Deputy Head s office Dining Room Common Room Toilets Kitchen Marketing office Print room Swimming pool Sports Hall Pavilion Learning Link

9 KRB and Library Junior School (Clock House) I confirm this section of the induction programme has been completed for the employee named above. Signed:.... Date:. H&S Representative THE ROLE Complete Comments Duties Job description and tasks related to the role Limits of authority Expected standards Performance Management Information required to do the job Equipment/resources required Identify any training requirements The Team Introduction to management Introduction to colleagues Introduction to other departments I confirm this section of the induction programme has been completed for the employee named above. Signed:.... Date:. Line Manager I confirm I have been informed about and understand the items covered in this induction programme and have received copies of relevant documentation. I also confirm I have read and understand the policy documentation and that I agree to abide by the School s standards of behaviour, as all roles within the School carry the responsibility for safeguarding and promoting the welfare of children. Signed:.... Date:...