growth, and to enable committee For further growth) chairs agreement/sign=-off Consultation on any at December Board. restructure and action Implementation 1st plans proposals January Implementation or revised structure for Januray 2017 SP 2.3 highest quality Individual school CPD Principals September and Programme feedback development of all programmes to ensure ongoing School improvement KPIs – employees (especially high quality t&l/outcomes/b&a/staff retention through Teaching professional Staff surveys (HR overview at Trust level of School and NSS plans) development, with trust employees) impact, for employees Annual TSA for in each school Trust EKK – Career development (secondary) opportunities of & DSM highest quality for Primary employees from – to Headship/CEO & Principals, Report to TB HR non-teaching Central DB&F and meeting (end of May) Executive roles (See CPD leads in RSA TSA development each school plan) AV led RSA leadership development programme ITT & NQT programmes aligned RQT programmes PM focus on CPD needs for all employees HR monitoring of quality and impact SP 2.4 developing HR central executive Led by CEO TB (HR) to agree Staff feedback positive organisational health structure and approach on Trust-wide, approaches June Staff Absence rates reduce (KPIs in SIP) and HR strategies to be reviewed at the and Principals 2017 Staff survey across Trust (HR overview at point of growth at school level Trust level of trust employees) Implementation of a Staff turnover (% of leavers reduces New HR to drive ‘regretful’ strategy to engage -SIP KPIs) agreed strategy from in most effective Exit interviews lead to adjustments Sept? 17 working practice Clinical supervision of appropriate level in SLT weekly agenda place for staff – Clinical supervision all schools at in place spring 2017 – risk, new staff
growth, and to enable further growth) Consultation on any restructure and action plans proposals Implementation or revised structure for Januray 2017 committee chairs For agreement/sign=-off at December Board. Implementation 1st January SP 2.3 highest quality development of all employees (especially through Teaching School and NSS plans) Individual school CPD programmes to ensure high quality professional development, with impact, for employees in each school Career development opportunities of highest quality for employees – from to Headship/CEO & non-teaching Central Executive roles (See RSA TSA development plan) AV led RSA leadership development programme ITT & NQT programmes aligned RQT programmes PM focus on CPD needs for all employees HR monitoring of quality and impact Principals TSA for Trust – EKK (secondary) & DSM Primary Principals, DB&F and CPD leads in each school September and ongoing Annual Report to TB HR meeting (end of May) Programme feedback School improvement KPIs – t&l/outcomes/b&a/staff retention Staff surveys (HR overview at Trust level of trust employees) SP 2.4 developing organisational health and HR strategies HR central executive structure and approach to be reviewed at the point of growth Implementation of a strategy to engage in most effective working practice SLT weekly agenda – all schools – at risk, new staff Led by CEO on Trust-wide, and Principals at school level TB (HR) to agree approaches June 2017 New HR to drive agreed strategy from Sept? 17 Clinical supervision in place spring 2017 Staff feedback positive Staff Absence rates reduce (KPIs in SIP) Staff survey across Trust (HR overview at Trust level of trust employees) Staff turnover (% of ‘regretful’ leavers reduces -SIP KPIs) Exit interviews lead to adjustments Clinical supervision of appropriate level in place for staff
RRSAATstrategicdevelopmentandinvestmentplan2016.docx