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This page attempts to outline the range of Continuing Professional Development (CPD) opportunities a teacher joining a school should be entitled to, at the various stages of their careers. It attempts to set out what a school may be able to provide, the support that QDI – directly or through procurement, or other external providers, may be able to provide and the links to the Teacher Training Agency (TTA) National Standards. NOTE - however this document is laid out, it is recognised that a career pathway need not follow these structured routes and sequences.
The chart below outlines the opportunities for a new entrant, through to an experienced class teacher.
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SCHOOL BASED CONTINUING PROFESSIONAL DEVELOPMENT
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EXTERNALLY PROVIDED CONTINUING PROFESSIONAL DEVELOPMENT OPPORTUNITIES
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LINKS TO NATIONAL STANDARDS
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| Newly qualified teacher |
• Career Entry Profiles with negotiated targets
• Induction process
• Mentoring proces
• Coaching process
• Professional memberships
• Journals, periodicals etc
• In school support and training
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• Induction process
• Targeted support linked to Career Entry Profile
• Negotiated seminars to support new teachers
• Specialist support for NQTs
• Training for mentors
• Access to full range of CPD programmes
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September 1999 National Standards become a requirement to achieve Qualified Teacher Status (QTS)
LEA will need to ensure that schools have adequate induction, support and assessment procedures
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| Class teacher
experienced teacher
leading teacher
advanced skills teacher
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• Professional Development Portfolio.
• Working groups
• Whole school staff training
• Workshops
• School visits – Beacon, Specialist
• Classroom observation/feedback
• Work shadowing
• In-class support
• Focused audit/review and targets
• Mentoring and Coaching
• Team Teaching
• Joint planning
• Leading INSET
• Action Research
• Professional memberships
• Journals, periodicals etc
• On-line communities
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• Promotion of a Professional Development Portfolio
• Central Training Programme - national priorities
• Course Programmes - local priorities and subjects, themes,
• Networks/support groups/seminars/Action Research
• Accredited Training routes/opportunities eg Graduate Certificate in Professional Development
• Support for whole school training days, planning and/or delivering
• Publications; curriculum guidance
• Cluster development groups
• Telephone advice and support
• Teacher Placements (CEBP)
• Deploying ASTs
Opportunities via Teachers’ International Professional Development (TIPD)
Support for/from Networked Learning Communities
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To promote the use of QTS National Standards to help schools focus on CPD and set targets for improvement
Linked to Performance Management processes
To promote the use of subject leaders National Standards as a means to identify further professional development and preparation for the next careers stage
To prepare teachers for Advanced Skills Teacher posts
Using National Standards supported by QDI eg Investors in People
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At the next stage in a teacher's careers, some experienced class teachers take on further responsibilities, leading towards a more managerial/leadership role. They begin to be involved in using a different set of skills and will, inevitably, participate in, or lead professional development at a more intense level.
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SCHOOL BASED CONTINUING PROFESSIONAL DEVELOPMENT
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EXTERNALLY PROVIDED CONTINUING PROFESSIONAL DEVELOPMENT OPPORTUNITIES
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LINKS TO NATIONAL STANDARDS
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| Subject leader/head of department head of Faculty
Pastoral Posts
Whole School Roles
including
Assessment Co-ordinator
EMA Co-ordinator
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Professional Development Profile
Leading working group
Mentoring and coaching others
Leading training and workshops
Participation in training workshops
Developing monitoring and evaluation strategies to improve quality of teaching and learning
Action Research
Demonstrating and disseminating good practice
Observations of practice, peer support and professional feedback
Paired/team teaching
Work shadowing
Role changes
Performance Management
Assessing needs and planning programmes of development
Leading work on initiatives and national programmes
Professional memberships
Journals, periodicals etc
On-line communities
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Emergent Leader Programmes via NCSL -
"Equal Access to Promotion"
"Women in Leadership and Management"
"Leading From The Middle"
“SHINE” Leadership Development Programme for Black and Minority Ethnic Teachers” (London Challenge)
Promotion of Professional Development Portfolio
Central Training Programme - National priorities
Course Programme - local priorities, themes, subjects, aspects
Subject/Area Leader/Co-ordinator networks/support groups, seminars
Promoting Monitoring, Review and Evaluation for School Improvement
Consultancy, negotiated support for middle mangers
Development of strategies for effective professional development
Accredited training routes including Management Development programmes
Publications and guidance
Telephone advice and support
Career development courses - management development training
Teacher placements (CEBP)
Utilising ASTs
Facilitating Teachers’ International Professional Development
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National Standards for subject leaders and SENCO's used to define needs and set targets.
Promotion of the use of these standards as pathway to preparation for next career stage - Identification of needs.
Using National Standards supported by QDI eg Investors in People
Using other Management Frameworks to complement these Standards
eg
Management Charter Initiative (NVQ at Levels 3 and 4) |
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In many schools, teachers are members of the Leadership Team, and not necessarily a Deputy Headteacher. Again they will develop new skills and move more towards leadership and management in their own professional development, whilst improving their own level of expertise.
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SCHOOL BASED CONTINUING PROFESSIONAL DEVELOPMENT
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EXTERNALLY PROVIDED CONTINUING PROFESSIONAL DEVELOPMENT OPPORTUNITIES
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LINKS TO NATIONAL STANDARDS
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| Senior Management Team Member
Co-ordinator of Professional Development
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Professional Development Portfolio
Mentoring and monitoring of subjects, aspects, departments or faculties
Leading whole school training
Leading working groups - cross subject, whole school aspects
School based management training
Internal promotion - temporary posts of additional responsibility
Rotation of roles and responsibilities
Performance Management
Action Research
Demonstrating and disseminating good practice
Mentoring, coaching and peer support
Paired teaching / team teaching
Participating in whole school development days
Facilitating school-to-school development activities eg Beacon and Specialist Schools
Professional memberships
Journals and publications
On-line communities
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Promotion of Professional Development Portfolio
Central Training Programme - National priorities
Course Programme.
Management training, e.g. data analysis, target setting, school self evaluation
Senior managers networks/support groups, seminars
Promoting effective teaching and learning and monitoring and evaluation to raise standards
Consultancy for reviews, monitoring, evaluation, support for management of change, school improvement strategies.
Telephone advice and support.
Accredited training routes eg Sussex University, Sheffield Hallam etc
Publications and guidance.
Careers development - preparation for the next stage, eg deputy headship
‘Working together for Success’ NCSL
“SHINE” Leadership Development Programme for Black and Minority Ethnic Teachers” (London Challenge)
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To promote and market NPQH as a route for Continuing Professional Development towards headship
Using National Standards supported by QDI eg Investors in People
Using other Management Frameworks to complement these Standards
eg
Management Charter Initiative (NVQ at Levels 3 and 4) |
| Deputy Assistant Headteacher |
Professional Development Portfolio
Leader of range of whole school initiatives, working groups
Leading whole school training.
Co-ordinating management activities - whole school
Leading on effective monitoring and evaluation strategies
Leading whole school policies for improving teaching and learning
Leading on effective strategies for professional development
Demonstrating and disseminating good practice
Mentoring, coaching and peer support
Temporary promotions internally
Rotation of roles and responsibilities
Leading on Performance Management
Leading and participating in whole school development days
Facilitating school-to-school development activities eg Beacon and Specialist Schools
Professional memberships
Journals and publications
On-line communities
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Promotion of Professional Development Portfolio
Central Training Programme - National Priorities
Course Programme
Management development training
Senior managers’ networks/support groups/seminars
Experienced deputy networks
Whole school approaches to monitoring and evaluation.
‘Established Leaders Programme’ NCSL
Consultancy
Opportunity for secondments to other schools or own school, e.g. acting Headteacher.
Access to and briefing on NPQH training
Career development - preparation for Headship - application to interview.
Publications and guidance
Telephone advice and support
Facilitating Teachers’ International Professional Development
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To promote the use of National Standards for Headteacher as a pathway to preparation for next stage of career - identification of needs.
To promote and market NPQH
Using National Standards supported by QDI eg Investors in People
Using other Management Frameworks to complement these Standards
eg
Management Charter Initiative (NVQ at Level 4)
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New Headteachers will enter their first Headship with a range of previous career and professional development experiences. Increasingly they will have engaged in the National Professional Qualification for Headteachers (NPQH) Programme and completed it, or attained a post during the programme. Others may have had a period of acting Headship. It is an important time for professional development and has been recognised as such, by the provision of Headlamp - induction, training and development, funded by the TTA.
As well as this new Headteachers may benefit from a wider range of opportunities, and in time, as they progress to becoming experienced, will require updating, increased knowledge and a renewal or re-appraisal of their expertise. (LPSH) Leadership Programme for Serving Headteacher is available through TTA funding, and alongside this Headteachers may also wish to engage in a wider range of opportunities.
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SCHOOL BASED CONTINUING PROFESSIONAL DEVELOPMENT
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EXTERNALLY PROVIDED CONTINUING PROFESSIONAL DEVELOPMENT OPPORTUNITIES
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LINKS TO NATIONAL STANDARDS
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| New Headteacher |
Professional Development Portfolio
Induction process
Peer/mentor support
Headteacher Performance Management objectives
Professional discussions with LEA.
Leading all whole school initiatives to raise standards and improve quality of provision.
Action Research
Professional membership
Local and national associations
On-line communities
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LEA’s Induction Programme
Pan London Induction Programme, London Challenge/NCSL
Promotion of Professional Development Portfolio
Access to HIP training
Mentorship programme of support for Headteacher Induction
Headteacher local support/networks/forum.
Consultancy and support for school improvement
LEA Working Groups/Forum.
Promoting whole school approaches to monitoring and school self evaluation
Promoting whole school approaches to improving teaching and learning
Careers development opportunities.
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To promote HIP provision for new Headteacher - replaces HEADLAMP
Access to ‘New Vision to Early Headship’ (NCSL)
Using other Management Frameworks to complement these Standards
eg
Management Charter Initiative (NVQ at Levels 4 and 5)
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Headteachers in First Headship
Experienced Headteachers in Second Headship and beyond
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Professional Development Portfolio
Headteacher appraisal.
Professional discussion with LEA and the wider education community
Leading on whole school initiatives to raise standards and improve quality of provision.
Action Research
On-line communities
Professional membership
Local and national associations
Leading Cluster activities eg Networked Learning Communities, EiC, Beacon and Specialist Schools
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Access to Leadership Programme for Serving Headteachers (LPSH)
‘Ithaka’ programme , NCSL
Attachment to LEA; secondments to other schools
Promotion of accredited courses
Publications, guidance and briefings
Training in monitoring and evaluation
‘Partners in Leadership’ NCSL & BITC
Career development planning
Facilitating Headteachers’ International Professional Development 9LECT/British Council)
Act as a ‘Consultant Leader’, NCSL Development Programme
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To promote the use of the National Standards to help Headteachers focus their own professional development needs and set targets for personal development
To promote the 'LPSH' for serving Headteachers
To promote 'HEADFIRST' for serving headteachers
To promote secondment activities eg Ofsted inspector
To promote role as a mentor to newly appointed colleagues
To promote 'New Visions for Early Headship' (NCSL)
To promote the ‘Consultant Leader’ role
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Leadership Development Opportunities for School Staff
Croydon QDI
in partnership with HEI, other associates and partners
| School Terms |
Individual |
National College Framework for Leadership Development |
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Performance Management
Complementary programmes for Admin and Site Staff (NVQ pilots)
Complementary programmes for Learning Support Assistants (LSA/TAs)
Induction
NVQs
HLTAs
etc
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Leadership Incentive Grants
Leadership and Management for school teams
Complementary
NVQ Management programmes at Levels 3,4 and 5
Support for School Self Evaluation
Support for Investors in People
Support for Quality Frameworks
Including -
Basic Skills Award
Healthy Schools
Artsmark
Sportmark
etc
Graduate Certificate
in
Professional
Development
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Mentoring/coaching/consulting
‘Consultant Leader Development Programme’
Ithaka (NCSL)
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Consultant Leader |
| Leadership Programme for Serving Headteachers (LPSH) |
Advanced Leader |
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HEADFIRST
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HIP
(NCSL/London Leadership Centre)
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Entry to Headship |
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National Professional Qualification for Headship (NPQH)
New Visions for Early Headship
(NCSL)
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‘Developing the capacity for sustained improvement’ (NCSL)
Established Deputies Networks
Preparation for Deputy Headship
(QDI)
Leadership Development Programme for New and Experienced Middle Leaders
(QDI & Sussex University)
‘Leading From The Middle’
‘Equal Access to Promotion’
‘Women in Leadership and Management
‘Working Together for Success’ - teams
(NCSL)
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Established Leader |
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Leadership Development Programme for New Leaders
(QDI & Sussex University)
Leading From The Middle
(NCSL)
“SHINE” Leadership Development Programme for Black and Minority Ethnic Teachers”
(London Challenge)
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Emergent Leader
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Preparation for and Induction to Subject/Aspect Leadership
(QDI)
Year 4/5
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Preparation for and Induction to Subject/Aspect Leadership
(QDI)
Year 2/3
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Pre Leadership |
| NQT Year 1 |
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