Rivers Academy and The London West Alliance School Direct offer includes schools in Hillingdon, Hounslow and Brent. Our vision is to train outstanding teachers who will make a difference to the lives of students in urban schools. We want to ensure that teachers leaving our schools are skilled in meeting the needs of students from a diverse range of socio-economic, cultural and faith schools and of all ability levels.
The schools involved are:
*Lead / Teaching School
We have both salaried and training places for S.D. Schools which have offered salaried places are:
All other places are training placements.
Training and Assessment
We are working in partnership with Roehampton University, an outstanding HEI provider. Training on both training and salaried routes will be shared with the university – with the bulk of training delivered within the alliance – but often involving members of the university staff. This will especially be the case with reference to subject knowledge and pedagogy training. The alliance has a long history of delivering training on the GTP – a school based and salaried route and will develop this training further. School Direct trainees on both routes will benefit from:
Tues 8th and Fri 11th Jan
Applicants will be shortlisted and then invited to interview
Thurs 17th Jan 1-4.30pm
Open afternoon at Lampton School
Two weeks, commencing Fri 18th Jan
Open events at Alliance Schools – information on application
Wed 13th Feb
Interviews at Lampton
Rivers Academy is offering training places in the following areas:
Training placements: English, Music
Salaried placements: Maths, History
We have a well-established history of providing excellent training for trainee teachers on a range of routes. Currently, we are supporting the training of:
If you would like more information, come in for a tour of the school, or to talk to someone about School Direct at Rivers Academy please contact Nic Mills
Open Day for prospective SD participants:
Thursday 24th January
Lampton School Direct website:
Continuing Professional Development & Training School Concept:
One of the Academy’s most successful areas in recent years has been the continuing professional development of all members of the Academy community. This will continue to be an area that the Academy is fully committed to. The Leadership Team and Governors believe 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 Academy 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 Academy. The programme is overseen by Nic Mills as the Professional Co-ordinating Mentor (PCM). Our commitment to ITT extends to prospective BTs from the local community, and some ex-students, who visit the Academy to observe lessons before undertaking their own courses. As an Academy, 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 University (BA QTS PE), Brunel University, The Open University, (flexible PGCE programme), London Metropolitan and Kingston University and other ITT institutions. In addition, the Academy 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.
The Academy 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 Academy from July, allowing NQTs 2-3 weeks induction in departments before each new academic year.
3. Weekly CPD programme
On most Thursdays, 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 at the start of the Academy year, 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 Academy strongly believes that this is key area in enabling staff to improve on their own practice. Observations take place in many different forms at the Academy: by Curriculum Team Leaders, NQT Mentors, LT, peers and visitors to the Academy. We also have a system of learning walks that provides us with an overview of learning and teaching practice in the Academy together with a comprehensive internal and external departmental review process.
The Academy 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 Academy has an outstanding record in encouraging and enabling staff to attend training outside of the Academy 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 Academy.
8. Further degrees and qualifications
The Academy 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 Academy 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.
The coaching scheme assumes that staff within the Academy are themselves 'life-long learners’ and open to feedback from colleagues on their learning and teaching practice. The scheme will contribute to the: