Professional Development is a Professional Development is linked CPD is enhanced through the The CPD Leader: continuous process for all staff closely to: performance management and Evaluating the impact of CPD on The School Improvement Plan appraisal system. Leaders’ school improvement through ‘Team It begins with into the The Performance Management will give opportunities for staff to: the collection of individual and ‘induction’ school and continues to the point of Cycle and Staff Appraisal Reflect on and review their own group feedback and beyond practice Producing summaries of whole ‘exit’ Staff will be given the opportunity to Use professional standards school training feedback for all Good quality Professional build Professional Development relating to their job / role staff following key INSET Development has a significant and Portfolios [CPDR’s] and expected Set and evaluate personal Producing an annual report for sustained impact on: to keep these up to date targets governors, parents and staff Individual staff skills and Plan career progression practice Training may take the form of: Highlight training needs The Senior Management Team: Team performance External Courses Observing/ noting developments Teaching and learning LA focused training The CPD Leader will: and improvements in teaching throughout the whole school In-service training [Twilights Keep staff informed of current and learning following specific and INSET days] courses and training training Professional Development thrives In-class support opportunities Analysing head teacher within a culture of trust, where it is Coaching Keep a record of all staff summaries of key strengths / safe to share expertise, strengths Mentoring training weakness’ from all observations and weakness’ Opportunities for visits within Plan a relevant training school and to other schools programme each year Encouraging staff to: Some of the best Professional Collect information from the Reflect on and evaluate Development comes from sharing Staff will be expected to follow school SIP/PM cycle /SMT/CMT/ opportunities for training or skills within schools and reflecting procedures when applying for training evaluations’ in order to other professional development ‘training on our own skills and practice [see notes attached] prioritise training Feedback to the school via the Manage the Fund CPD leader on the quality, ‘Standards Budget’ in conjunction with the relevance and impact on finance officer and senior own learning. This can then be management team (SMT). shared with other staff
Professional Development is a continuous process for all staff It begins with ‘induction’ into the school and continues to the point of ‘exit’ and beyond Good quality Professional Development has a significant and sustained impact on: Individual staff skills and practice Team performance Teaching and learning throughout the whole school Professional Development thrives within a culture of trust, where it is safe to share expertise, strengths and weakness’ Some of the best Professional Development comes from sharing skills within schools and reflecting on our own skills and practice Professional Development is linked closely to: The School Improvement Plan The Performance Management Cycle and Staff Appraisal Staff will be given the opportunity to build Professional Development Portfolios [CPDR’s] and expected to keep these up to date Training may take the form of: External Courses LA focused training In-service training [Twilights and INSET days] In-class support Coaching Mentoring Opportunities for visits within school and to other schools Staff will be expected to follow school procedures when applying for training [see notes attached] CPD is enhanced through the performance management and appraisal system. ‘Team Leaders’ will give opportunities for staff to: Reflect on and review their own practice Use professional standards relating to their job / role Set and evaluate personal targets Plan career progression Highlight training needs The CPD Leader will: Keep staff informed of current courses and training opportunities Keep a record of all staff training Plan a relevant training programme each year Collect information from the SIP/PM cycle /SMT/CMT/ ‘training evaluations’ in order to prioritise training Manage the ‘Standards Fund Budget’ in conjunction with the finance officer and senior management team (SMT). The CPD Leader: Evaluating the impact of CPD on school improvement through the collection of individual and group feedback Producing summaries of whole school training feedback for all staff following key INSET Producing an annual report for governors, parents and staff The Senior Management Team: Observing/ noting developments and improvements in teaching and learning following specific training Analysing head teacher summaries of key strengths / weakness’ from all observations Encouraging staff to: Reflect on and evaluate opportunities for training or other professional development Feedback to the school via the CPD leader on the quality, relevance and impact on own learning. This can then be shared with other staff
CPD%20Policy%20-%202013.docx