CPD Policy

CONTEXT

WHAT IS CPD?

IDENTIFYING TRAINING NEEDS

PROFESSIONAL DEVELOPMENT OPPORTUNITIES

CPD PORTFOLIO

PERFORMANCE MANAGEMENT

EVALUATION

CONTEXT

At Green Lane we consider our staff to be the greatest resource in achieving school improvement. If our vision is to be realised, then we must adapt to change and therefore learning at all levels must take place. Professional learning should be a process and not an event, it should build confidence and create the possibility of success. Back to top

WHAT IS CPD?

Professional development is any activity which increases the knowledge and understanding of staff and their effectiveness in school. CPD must be a central aspect of raising standards and achievement and all staff must be involved.

CPD will:

· help all teachers manage change
· improve performance of teachers
· increase morale and a sense of purpose
· lead to personal and professional development
· pull together the school?s vision
· raise pupils levels of achievement


High quality professional development is crucial if skills and knowledge are to be kept up to date. Back to top

IDENTIFYING TRAINING NEEDS

All staff must have opportunities for CPD in order for school improvement objectives to be met. Staff development needs are addressed and influenced in a variety of ways, but fundamentally these are:
· to improve teaching and learning
· to realise the school?s vision

Within the School Improvement Plan priorities for development are identified. All staff must have a clear understanding of what these priorities are in order that support and training needs can be addressed collaboratively. This will take place at school, team and individual levels. Back to top

PROFESSIONAL DEVELOPMENT OPPORTUNITIES

Training opportunities will vary, but will consist of:

· School-based INSET Programme
An annual programme, planned by the Leadership Team in consultation with Curriculum Leaders. This is delivered to all teachers during staff meetings and Professional Development days. Elements of this programme are disseminated to Teaching Assistants during T.A. meetings to ensure continuity. This is usually staff led but consultants and other professionals are utilised in order to widen skills and enhance INSET opportunities.

· LEA INSET Provision / Consultancy providers
This is accessed through the CPD Coordinator (DHT). It is identified through the School Improvement Plan, Performance Management, Curriculum Leaders or individuals, using LEA INSET Programme or from other INSET providers e.g. H.E.

· Observing Good Practice
Opportunities to observe colleagues will be an integral part of this process. Curriculum Leaders will at time, deliver demonstration lessons.

· Other Development Experiences
o leading a subject
o leading or contributing towards school-based INSET
o leading a specific initiative
o carrying out action research
o acting as a Performance Management Team Leader
o acting as a Year Team Leader
o serving as a Governor
o leading other adults in the classroom
o working with other professionals
o team teaching
o networking with colleagues from other schools
o peer mentoring (NQT / ITT)
o taking responsibility of pupils on a visit
o collaborating with visiting teachers (e.g. local secondary school staff)
o working with pupils on the School Council
o developing teaching skills across the age range Back to top

CPD PORTFOLIO

The CPD Portfolio is an individual professional development record which contains evidence of a teacher?s achievements and experiences. It contains:

· current job description
· additional activity beyond school
· career record
· current objectives
· evidence of pupil progress
· feedback on personal performance
· contributions to the development of colleagues
· professional development record
· curriculum vitae

The portfolio will continue from Induction for NQTs and will form a body of evidence for Threshold applicants. Back to top

PERFORMANCE MANAGEMENT

Performance Management is an integral part of CPD, giving teachers the opportunity to reflect on their own practice and develop their own roles in working towards school improvement. Objectives at whole school level give staff the opportunity to work together in achieving these priorities. Back to top

EVALUATION

CPD is systematically evaluated by:

· Governors
· Leadership Team
· Curriculum Leaders
· Individual teachers following an activity

Evaluation of CPD and measurement of it?s effectiveness in realising school improvement priorities is essential. Back to top