The Archbishop Lanfranc School

(Revised September 2010)

Rationale

The school acknowledges the need to make new staff welcome to the school and build confidence and competence in post.

Purposes

• The induction programme enables staff to integrate into the school community and work effectively individually and as part of a team.
• To make new staff aware of the school’s vision and mission statements, aims and objectives.
• To provide the opportunities for new staff to be informed of school policies, procedures and educational developments.
• To enable new staff to be able to share experiences, good practice and ideas.
• To develop knowledge and skills of new staff to provide job satisfaction, motivation and quality of learning experience for all pupils.
• To enable new staff to be confident in asking for and receiving help.
• To build confidence and expertise in the classroom and in other areas of responsibility.

Guidelines

• Applicants are provided with all essential details and the opportunity to visit the school.
• Relevant information is given to all new staff.
• All new staff will meet with key personnel in school.
• All new staff will receive relevant training.
• Appropriate support is identified and provided from relevant members of staff.

Procedures

Before taking up the post:

• Job details are sent to potential applicants including job description and person specification.
• There is the opportunity to visit the school prior to the interview if requested by prospective candidate.

Once appointed:

• New staff are encouraged to visit the school prior to taking up the post, where possible and appropriate, to meet the Headteacher, Line Managers, Subject Mentors and other colleagues.

After taking up the post:

For all new staff:

• An Induction Check List, a School Induction Handbook, information on health and safety issues, school calendar, pigeon hole, list of staff and rooms, telephone list and the Home School Contract.
• For teaching staff, in addition to the above, a school diary, lesson planner and timetable.
• For teaching staff, weekly professional studies meetings to familiarise them with whole school policy and practice.
• For support staff, diaried meetings with line managers or Deputy Headteacher (where appropriate).
• For teaching staff, lesson observation and feedback in the first fortnight.
• For all new staff, identification and provision for immediate training and development needs.
• For all staff, ICT familiarisation with Head of ICT and resources with LRC manager as appropriate.
• Support provided from line managers, subject mentors, Year Co – ordinators and other colleagues as appropriate.
• School based training days and twilight sessions.
• Review of induction period for support staff.
• Inclusion in the school’s Performance Management Programme.

and in addition for NQTs and Teach First participants:

• Reduced timetable in line with TDA requirements.
• Regular meetings with subject mentors to review progress and set development objectives.
• Regular Professional Studies meetings with other NQTs, Teach First participants, PGCE students, new teachers, Training and Development Co-ordinator and Deputy Headteacher to support professional development, share good practice and raise any concerns.
• Support provided through negotiated lesson observation, coaching and feedback during the first year from subject mentors and Deputy Headteacher.
• Termly assessment and review meetings with subject mentors and Deputy Headteacher.

For Support Staff:

• Meet Line Manager and other key staff as appropriate.
• Receive relevant training (ICT and resources familiarisation where appropriate).
• Regular contact with line manager for support and review.
• Probationary meeting with line manager or Deputy Headteacher (where appropriate) at 3 and 6 months.
• Support staff are encouraged to attend professional development opportunities provided by the school where appropriate.
• Participate in two school-based training days as identified in diary.
• Inclusion in the school’s Performance Management Programme.

For new postholders:

• Regular contact with line manager for support and review.
• Diaried meetings with Deputy Headteacher.
• Opportunity to participate in Leadership Development Programme.

Additional notes

For Governors:

see Induction for Governors Policy

For NQTs, Teach First and QTS staff:

see also Statutory Guidelines for NQTs and Teach First or QTS contracts.

For volunteers:

see Extended School Induction Check List

Note: If a new member of staff joins the school during the academic year, the induction policy is put into practice at that point.