Bradford Grammar School Staff Induction Procedures This document applies to the Senior School. Reviewed and updated 20 September 2017 Scope This document describes the induction programmes offered to new members of staff who join Bradford Grammar School. It is in four sections: 1. Elements of induction which relate to all staff working in any part of the school. 2. Induction of non-teaching staff. 3. Induction of experienced teachers. 4. Induction of Newly Qualified Teachers (NQTs) Appendix Powerpoint file sent to new members of staff. 1 Elements of Induction which Relate to All Staff Appointment Checklist for New Members of Staff. Before starting work, the following checklist is used to ensure that the School has fulfilled its legal obligations when a new member of staff enters employment. Completion of the checklist which follows is the responsibility of the Human Resources department, working with the new member of staff. Part of the checklist is covered by a Powerpoint file which is sent out to new members of staff before they join the school. It is included as an appendix to this document. 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 and Job Descriptions 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 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 Electronic Personal File on Secure Shared Drive Set up on SIMS (including photo and internal email address) Request SIMS login (if applicable) Advise D Truby of new staff & their email 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 Signed: Date: 2 Induction of Non-Teaching Staff Objectives 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. The latter means: 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 get to grips with their role via their line manager. Ensuring that any problems are quickly identified. Induction Roles (Non-Teaching Staff) The following checklist ensures that new colleagues are given up-to-date information about their role and responsibilities, and about the School.
Elements on the list are completed with the new member of staff by their line manager, by the Health & Safety Officer, and by the Human Resources Department. Induction Programme for New Staff 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 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) email & internet to be used in conjunction with your duties of employment no offensive, obscene or indecent emails 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:. 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 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:... 3 Induction of Teaching Staff. Objectives The aims of the teachers 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. The latter means: 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. Giving academic support via the Head of Department, pastoral support via a Head of Year. Offering informal support on issues relating to settling into the school via a volunteer buddy from another department. Ensuring that any problems are quickly identified. Induction Roles (Teaching Staff) The Deputy Head is responsible for the induction of new teaching staff and is assisted in this role by:
The Human Resources 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 Assistant Head (Development) who coordinates the teacher induction programme. The Head of Department who ensures that the new member of staff is provided with everything they need to deliver their subject. Where a new member of staff is a form tutor, the Head of Year ensures that they are provided with everything they need and are supported in their pastoral role. New colleagues are also offered the support of a buddy to help with informal day-to-day advice about the little things that organisations tend to wrongly assume that everyone knows. The Assistant Head (Development), reporting to the Deputy 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. Assistant Head (Development) Induction Programme for New Teachers 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 (typically 15-20 minutes) meetings held at the end of the school day, each dealing with an aspect of professional life at Bradford Grammar School. The majority of new members of staff join the school at the start of the academic year. The following programme is run annually, evaluated and updated for the following year. Induction Programme 2017/18 All sessions take place in Room 20 (The Behrens Geography Room, to the right of the war memorial which is above Reception) 11 Sept. Expectations regarding pupil behaviour, plus sanctions and rewards Deputy Head 18 Sept. History of the school, key dates for the academic year (inc. Founders Day etc.), and a bit of information about how each event runs Assistant Head (Development) 25 Sept. The role of the Learning Support Dept. Head of Learning Support & SENCo 2 Oct. Finding things in the Shared Area. The data we store in school and the way teachers can use it Assistant Head (Development) 9 Oct. Parents evenings, report writing procedures and expectations, inc. SIMS instructions Assistant Head (Curriculum) 16 Oct. Form tutor/pastoral Q&A Assistant Head (Pastoral) 23 Oct. Half Term 30 Oct. -- 6 Nov. The annual review process and CPD applications Assistant Head (Development) 13 Nov. Trip administration, the EV application process Deputy Head The following elements of last year s programme will not be run this year as they have been dealt with elsewhere: Important features of SIMS, which teachers use most days Senior Secretary Diane Truby has sent out a set of illustrated guides to SIMS to which colleagues can refer. Safeguarding, child protection, whistleblowing, other HR procedures etc. Assistant Head (Pastoral) Information about HR procedures have been circulated in a Powerpoint from the HR department.
The latest Safeguarding advice and requirements were covered in depth at the training session on 4/9/17 Health and Safety as it relates to teaching staff Health & Safety Officer This information is included in the Powerpoint sent out by the HR department When teachers join the School other than in September, the above programme is summarised in a single meeting with the Assistant Head (Development) focusing on the essentials and ensuring that the new member of staff knows who to approach to find information when it is needed. When this happens, the teacher is also invited to attend part of the following year s Induction Programme. Head of Department and Head of Year The Head of Department ensures that the new teacher is fully aware of the syllabus and course content for each year group. He/she also provides support materials, resources and ideas and is available to give advice and support as issues arise. They also play an important role in helping new staff to settle into the general life of the school and provides help and advice on a day to day basis. The Head of Year ensures that the new teacher is fully aware of their role and responsibilities as a Form Teacher. He/she also provides support materials, resources and ideas and is available to give advice and support as issues arise. Buddy The buddy is a teacher from another department who volunteers to provide informal support for a new member of staff. Where possible, the buddy makes contact before the new teacher starts at the school and is available as and when needed to answer questions about the little things. 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, www.istip.co.uk. The School follows the current Statutory Guidance, Induction for newly qualified teachers (England) DfE Revised 2015. 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. NQTs are observed formally at least twice each term. They are also expected to observe the lessons of colleagues. 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 is usually the Head of Department but the role may be delegated to another experienced member of staff with the agreement of the Induction Co-ordinator. All staff responsible for 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 (Assistant Head (Development)) oversees the administration and conduct of the induction process and is also a trained Induction Tutor. Feedback and Evolution of the Induction Programme. After their induction, new members of staff are asked for feedback about the process, and this informs changes to the programme year-on-year.