INTENT 1. A series of semi-structured tasks and training support succession plan for phase retirement of Inclusion lead. Knowledge and skills of aspirant SENCO leads to successful recruitment in two years. 2. NPQ staff deliver subject specific CPD following cluster training for all areas of NC and EYFS. Teachers are up-skilled and UPS support implementation of actions. 3. Governors develop their knowledge and skills against the Academies handbook. Build confidence for enactment of the Education White Paper.
EVALUATION
Left blank for on-going and/or final evaluation
5
1
RESOURCES & TIME
IMPLEMENTATION
4
2
1. QA release @ £205 per day 2. Staff CPD directed time to ensure consistency 3. Joint SMT development. 4. Governor training
1. Three staff enrolled on SENDCO award; opportunities to shadow key tasks, a year in the life of a SENCO so that knowledge of process, key link personnel and parent is learnt. 2. Planned CPD for subject specific training leads to all teachers being refreshed as experts in subjects. UPS teachers to support the implementation as part of their standards. 3. Governors develop a growing sense of the Academy Handbook alongside their current role and remit so that as the Government White paper gains ascent there is the ability to make an informed decision on the direction of the school and the academy agenda.
3
IMPACT
1. Inclusion succession plan results in an internal appointment; knowledge and skills gained lead to a seamless transition. 2. All teachers refresh their subject specialism training; all leaders remain up to date through associate CPD packages of Mary Myatt & TT Partnerships. Pupil progress is good against the school’s curriculum. 3. Governors are informed and able to make the decision to set up or joint a MAT.
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