Academy Consultation


Continuing Professional Development & Training School Concept:

One of the school’s most successful areas in recent years has been the continuing professional development of all members of the school community. This will continue to be an area that the school is fully committed to. The Leadership Teams and Governors belief is that a key means of improving standards of teaching and learning is through developing the skills and knowledge of all our staff, helping to enable both them and their students to reach their full potential. The following provides a brief summary of how we go about this:

 
1.    Initial Teacher Training
The School has a strong partnership with SWELTEC, helping to develop cohorts of BTs throughout the year, a number of whom go on to develop successful careers at the school. The programme is overseen by Juan Delgado as the Professional Co-ordinating Mentor (PCM). Our commitment to ITT extends to prospective BTs from the local community, and some ex-pupils, who visit the school to observe lessons before undertaking their own courses. As a school, we also feel that the experience of working with BTs helps our staff reflect and improve on their own practice in the classroom. We work specifically in partnership with the following institutions: St. Mary’s college (BA QTS PE), Brunel University, The Open University, (flexible PGCE programme), London Metropolitan and Kingston University and other ITT institutions. In addition, the school also has members of staff undertaking the Graduate Training Programme (West London Partnership) in ICT and English currently and for 2011-2012 in English, PE and Technology.
 
2.    NQTs 
The school has a strong and well established programme for inducting NQTs, including a three week induction process in July, strong departmental support, regular meetings and training sessions, a team of experienced mentors, a full programme of observations and feedback. Wherever possible, NQTs are employed by the School from July, allowing NQTs 2-3 weeks induction in departments before each new academic year. 
 
3.    Weekly CPD programme
On most Wednesdays, a 45-60 minute training session is available for various cohorts. Sessions are open to all staff although directed to particular cohorts, e.g. NQTs/new staff; support staff; and Middle Leaders/Heads of Department. A calendar of events is published in the School diary, though inevitably it is subject to change.
 
4.    Residential Programme
For a number of years we have organised a Middle Leaders Residential to launch our training programme for curriculum Team Leaders/Heads of Department.
 
5.    Observation and feedback
The school strongly believes that this is key area in enabling staff to improve on their own practice. Observations take place in many different forms at School: by Curriculum Team Leaders, NQT Mentors, LT, peers, visitors to the school and LA consultants. We also have a system of learning walks that provides us with an overview of learning and teaching practice in the school together with a comprehensive internal and external departmental review process.
 
6.    Inset
The School has a full and varied programme of Inset days and evenings. More recent Inset has focused on such issues as Assessment for Learning and New Technologies. 
 
7.    External training
The school has an outstanding record in encouraging and enabling staff to attend training outside of the institution itself, believing that this helps us to constantly improve our own practice. Within the limitations created by cover requirements and funding, the LT believes that external courses and meetings help to continually bring in fresh ideas to the school.
 
8.    Further degrees and qualifications
The school has an excellent record of funding/partially funding applications for further courses, including MA degrees, NPQH, Leading from the Middle and Future Leaders.
 
9.    In-House training programmes
The School has very experienced and well trained staff who themselves are able to facilitate training courses for individuals or groups of staff depending on which stage of their career they are at. We offer all staff the opportunity to develop their own practice and professional knowledge.
 
10.Coaching
The coaching scheme assumes that staff within the School are themselves 'life-long learners’ and open to feedback from colleagues on their learning and teaching practice. The scheme will contribute to the:
·         Enhancement of learning and teaching across the departments;
·         Professional development of staff through the identification of staff
           development needs;
·         Openness of a learning and teaching culture across the School.

Consultation Form