In addition to developing classroom practice, it is important to support career development within school.
- You should ensure that any career processes are transparent and clear, so that staff feel supported by them.
- You may find that accreditation may support career development.
Career progression for teaching staff
- Many schools choose to have clear progression routes for each stage of career, especially within large schools. For example in addition to an NQT programme, an NQT +1, +2, +3 programme etc.
- Don’t forget to recognise experts within the classroom – progression should not only mean leadership positions.
- Ensure that there is equal support for those who wish to progress into pastoral roles, this is an area often neglected.
- Support line managers to have informed conversations around both career and classroom practice development. Ensure that relationships between line managers and their reports are supportive and safe.
This article, CPD: Improving Career Paths for your staff by David Weston may be of interest when considering career development in schools.
This article, NQT Special: Six steps to effective professional development might be of interest to those finishing their NQT year.
Career progression for support staff
Schools often find that career routes for support staff are less ‘clear cut’ than for teaching staff. This means that any developmental or appraisal conversations are all the more important, it is crucial that staff feel free to discuss their aims within their career and that the school supports them where possible.
- Remember to utilise job shadowing and mentoring.
- Accreditation and qualifications can be a useful way to develop support staff, particularly general support staff.
