induction, support needs Active listening to staff views through survey, middle leadership agendas Consideration of DfE 3 reducting workload studies plan of any – implemtation into SIPs Celebration of engagement and achievement event March 2017 Ensuring guidance met for clinical supervision as required SP2.5 Successful TE to review CEO led Executive Full recruitment of high quality to all posts recruitment & retention recruitment Principals/HR conference Feb (monitoring of applications number per advert strategy, inc. approaches with HR Operations 2016 recorded) succession planning operations manager manager & Retention of excellent staff through excellent team line management/support/coaching/buddy system By Feb half-term Big picture updates on work of trust to all staff Implemenation of for major Principals/HR recruitment round updated strategies (Inc. Trust-wide talent team management plan) and documentation (inc. ITT focus, cross-trust appointments, quick response retention approaches, development within post, such as SLE, NSS work) P2.6 the taking a Excellent programme EKK From September Compromise (weaker) appointments reduced lead role in RSA TSA delivery of Schools 2016 KPIs in succession planning – Schools Direct, Feedback excellent from CPD programmes Direct programme Principals supporting to high Proactive recruitment Retention to NQT year of quality RSA TSA EKK/TSA lead From November quality recruitment to Redditch Trust (and Ninetiltes) candidates team 2016 – Arrow Vale as the Increased uptake of placements in shortage Teaching School, for areas as identified by schools in the Trust September 2017, DSM/EKK For Sept 2017 implementation
induction, support needs Active listening to staff views through survey, middle leadership agendas Consideration of DfE 3 reducting workload studies – plan of any implemtation into SIPs Celebration of engagement and achievement event March 2017 Ensuring guidance met for clinical supervision as required SP2.5 Successful recruitment & retention strategy, inc. succession planning TE to review recruitment approaches with HR operations manager Implemenation of updated strategies (Inc. Trust-wide talent management plan) and documentation (inc. ITT focus, cross-trust appointments, quick response retention approaches, development within post, such as SLE, NSS work) CEO led Principals/HR Operations manager & team Principals/HR team Executive conference Feb 2016 By Feb half-term for major recruitment round Full recruitment of high quality to all posts (monitoring of applications number per advert recorded) Retention of excellent staff through excellent line management/support/coaching/buddy system Big picture updates on work of trust to all staff P2.6 the taking a lead role in RSA TSA Schools Direct, supporting to high quality recruitment Excellent programme delivery of Schools Direct programme Proactive recruitment to Redditch Trust – Arrow Vale as the Teaching School, for September 2017, EKK Principals EKK/TSA lead team DSM/EKK From September 2016 From November 2016 For Sept 2017 implementation Compromise (weaker) appointments reduced – KPIs in succession planning Feedback excellent from CPD programmes Retention to NQT year of quality RSA TSA (and Ninetiltes) candidates Increased uptake of placements in shortage areas as identified by schools in the Trust
RRSAATstrategicdevelopmentandinvestmentplan2016.docx