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Overview of Project

By Ruth Cooper,2014-05-28 14:33
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Overview of Project

Findings from Project

Name: Chris Rummery

School: Mersey Park Primary

    Proposal: To research into and develop Induction procedures for all staff who work at Mersey Park. To produce guidelines and a school policy to further the school’s development as an Investor in People.

Main Findings:

    Introduction

    This sabbatical research project has been undertaken as part of Mersey Park Primary School‟s initiative towards its development for the Investors In People Award.

    Commensurate with the Investors in People standard the Governors, Headteacher and staff of the school recognize the value of planned induction for new staff or staff new to their role and view it as an entitlement.

    The Governors, Headteacher and staff are guided by the principle that induction support for new colleagues is a manifestation of its ethos as a caring school.

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    Staff Induction Procedure

    Aim: The aim of these guidelines is to help to welcome new members of staff when they take up their post in the school. To enable them to have the necessary information and advice to settle in, find their way around and to incorporate them into the Mersey Park “family”. With colleagues providing support and

    encouragement to new members at work.

    Introduction: The Induction Procedure is designed to help new employees become familiar with the requirements of their post and adapt to their new working environment as quickly as possible so that they become an effective member of staff as soon as they feel part of the school.

    When there is a high staff turnover rate having new starters join and then disappear wastes time and money. Whilst there is a vacancy long-serving members of staff carry extra loads and have to support new staff in their early days until they learn the ropes and master their duties. This makes the need for effective induction very important to the school as employees who do not receive

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    appropriate induction are more likely to leave in the early stages of their

    employment or may not achieve their full potential if they stay.

Effective induction delivers a message to new employees that the

    school supports its staff. Induction becomes a welcome into the

    “School family” and reflects a period of socialization when the

    newcomer not only learns about the school but also absorbs

    expectations and value systems of the school. During the induction period new employees pick up the norms and working practices

    that are expected by their colleagues.

    The length of the induction procedure will depend on the type of post, the complexity of the duties and the skills and previous experience of the new employee. It must be recognized that there are hidden tensions involved on the part of the newcomer. They may feel anxious in their new, strange environment. Much information has to be absorbed in a short space of time. Things may be omitted or forgotten leaving the newcomer confused or excluded and more likely to make mistakes or to be slower on the uptake wasting their time and the time of others. It is worthy of consideration that existing staff and managers take too much for granted and underestimate the range of items that newcomers need to become familiar with. Some staff will require more support and guidance during the induction procedure than others.

    Temporary Staff: Temporary staff, including supply teachers, should receive the following information:

    1. An introduction to their basic duties by a designated colleague.

    2. Information about Health and safety issues by a designated colleague.

    A copy of the school handbook.

    3. Regular meetings, with appropriate staff, to review progress in the job.

    Each working area of the school has a line manager who; in turn is directly

    responsible to the Headteacher.

    The line managers are:

    Teaching staff Team leaders / mentor Headteacher

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    Clerical support staff Headteacher

    Caretaker Headteacher

    Kitchen staff Kitchen supervisor

    Cleaning staff Cleaning supervisor Headteacher

    Mid-day assistants Senior assistant Headteacher

    Pre-arrival Preparation: To ensure that the new member of staff; regardless of whether they are to work full or part time will have a professional introduction to the school it is important that there is a degree of preparation before their arrival. This will involve time and commitment from a number of colleagues. The prime responsibility for this preparation lies with the Headteacher who may request the support of other appropriate personnel within the school.

Issues to be considered prior to the newcomer’s arrival may include:

    1. Informing the other members of staff in the department where

    the new member of staff will be located, what they will do, if

    there are any special arrangements that need to be made in

    relation to disability.

    2. Selecting someone to act as mentor to go through the staff

    handbook with him or her. Appoint a back up mentor in case

    the original is unavailable due to unforeseen circumstances.

    3. Ensure that all clothing/equipment/resources they will require

    is made available to them ready for when they start.

    4. Identify specific training that it is likely the newcomer will

    require, and organize someone to deliver it.

    5. Ensure that the Headteacher has arranged for an appropriate

    person to go through the health and safety guidelines

    thoroughly with the newcomer.

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    6. Develop a schedule of meetings to monitor the newcomer’s progress

    during the induction procedure.

    Induction Arrangements

The First Day:

    1. Ensure that the mentor is there to greet them on their first

    working day.

    2. To introduce the newcomer to colleagues.

    3. To show them their working environment, outlining where

    things are, their duties, their job description. Provide any

    necessary items of clothing or equipment.

    4. To take the newcomer on an orientation walk and show them

    the location of: the school office, the Headteacher’s office,

    staff rooms, toilets, cloakrooms, lockers, emergency exits,

    school security.

    5. Ensure that the mentor or other suitable person goes through

    the health and safety procedures prior to beginning any tasks. 7. Being given some time to settle down with work colleagues. 8. To get on with some tasks they can do to give them a sense

    of achievement and contribution.

    9. The Head teacher/ mentor to maintain contact with the

    newcomer towards the end of the day to see how it has gone,

    answering any queries.

    Ideally the newcomer needs to go home at the end of the first day and feel they

    have started make a contribution to the school.

    At the end of the first week. The Headteacher / or their representative will meet with the newcomer and his/ her mentor to review the induction procedure. At this

    meeting the following should be confirmed:

    1. That the initial induction procedure has been carried out to the satisfaction of

    the newcomer.

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    2. That they are beginning to settle into the role and routines of their post.

    3. That the outstanding elements of the induction procedure are planned for at an

    agreed time in the future.

    4. That training opportunities are identified and arranged at the earliest

    convenient possibility.

    At the end of the first month. The Headteacher / or their representative will meet with the newcomer and his / her mentor to review progress and to ensure that all items in the induction procedure have been covered. At this meeting the following should be confirmed:

    1. That the items agreed at the previous meeting have been completed to the

    newcomer‟s satisfaction (Checklist completed and handed in).

    2. That the mentor reviews the individual‟s progress as a critical friend.

    3. That any further outstanding items of the induction procedure are identified

    and planned for.

    At the end of three months. The Headteacher / or their representative will meet with the newcomer and his / her mentor to review progress and to ensure that further items in the induction procedure have been covered. At this meeting it should be possible for the individual to:

    1. Discuss any outstanding issues on the induction procedure.

    2. Discuss possible courses of action in relation to future professional

    development of their job role.

    3. “Sign off” as an acknowledgement by the member of staff that they feel their

    induction programme has come to an end and that any future needs will be

    negotiated directly with their line manager (Complete Induction Review).

    Review procedures. The Headteacher /S.M.T/ Governors will review the success of the induction arrangements at the end of each academic year, taking into account the completed Induction Review forms. Reporting to staff any proposal for alterations or refinements. The Policy Statement will then be modified accordingly.

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For Consideration:

    1. The setting up of a forum of designated individuals from each of the school

    working areas to decide upon future professional development needs for the

    staff of the school.

    2. The setting up and use of continuing professional development portfolios for

    all employees at M.P.P.S.

    Advantages of Induction:

    1. All new employees are given a positive message and

    consistent information via an integrated programme. 2. A range of communication techniques can be used taking into

    account the individual/group being inducted.

    3. It enables new employees to socialize with new colleagues and

    build cross-functional relationships.

    4. Information can be delivered in short concentrated bursts

    interspersed with other work. This makes assimilation easier

    for the employees.

    5. There is the opportunity for the values and culture of the

    school to be discussed.

    6. A wider range of personnel could be involved, thus freeing the

    Headteacher’s time for other duties. Inductors could see the

    benefits as their programme succeeds.

    7. It will enable more written evidence to be available to the

    Investors in People.

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    Induction Checklist to Mersey Park Primary School

    Welcome to Mersey park primary School. This induction procedure is intended to help you find all the information you need to integrate smoothly into your new employment and Mersey Park Primary School.

    This checklist is intended as an aide memoir for new employees and their managers to try and ensure that all aspects of the job are covered. Each section needs to be discussed and completed. A photocopy of the completed sheets should be given to the Headteacher.

    Your line manager or the Headteacher’s representative will carry out most of the induction with you. They will be able to resolve any queries or problems you may have.

    Subject Managers initials Employees signature

    and Date

    1.Tour of the school site

    Car parking

    arrangements

    Toilet location

    Staffroom

     Working area

2.Received induction

    material

    Working times

    Dress code

    Structure of school

    staff

    Responsibility of staff

    Tea/coffee

    arrangements

    Lunch arrangements

    Department meetings

    Queries and concerns

    Disability/ medical

    conditions.

3.Met at reception

    Welcomed

4.Introduced to

    colleagues

5.Received

    information on

    Job description

    Duties

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Probationary period

    Salary arrangements

    pension

    Time Sheets

    Holidays

    Unions

    Employee welfare

    Employee Rights

    Disciplinary Action

    Capability

    Absence/sickness reporting

    School social activities

    Telephone system

    School policies

    School mission statement

    School aims

6.Received

    information on health and Safety.

    Evacuation procedure

    School alarm system

    Emergency exit location

    Fire extinguisher location

    First aiders

    Location of First Aid

    boxes

    Security

    Safe use of keys

    School entrance codes

    Safe use of chemicals Safe use of specialist equipment

8.Resources

    Location of equipment

    Specific to job

    Specialist clothing

    Catalogues to order

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from

    School system for

    Stock control/

    replacement/ renewal

    Storage of equipment

9.Training Opportunities

    Who to contact

    What is available

    Employee Views of the Induction Procedure at Mersey

    Park Primary School

    You should now have successfully completed your induction into Mersey Park Primary School. We are interested in your view of the induction procedure. To enable us to continually evaluate and improve it we would appreciate it if you would answer the following questions. Thankyou for taking part.

    1. Have you completed all the sections outlined in the Induction checklist?

    Yes/No

    If No, could you please briefly explain

    why? …………………………………………………………………………………………………………………

    ……………………………………………………………………………………………………………………………

    ……….……………...………………………………………………………………………………………

    2. Did this induction cover what you needed to know?

    Yes/No

    If No, what type of information would you have preferred it to include?

    ………………………………………………………………………………………………………………………

    ………………………………………………………………………………………………………………………

    …………………………………………………………………………………………

    3. Did you find the Induction Checklist easy to understand?

    Yes/No

    If No, do you have any suggestions to make it easier?

    ………………………………………………………………………………………………………………………

    ………………………………………………………………………………………………………………………

    ………………………………………………………………………………………….

    4. Did you have any difficulty finding the time or people to go through the

    Induction Checklist with, or any other problems getting it completed?

    Yes/No

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