Highland CPD Framework
Supporting and developing the skills of teachers
Supporting and Developing the Skills of
Teachers
(Further Guidance on Professional Review & Development)
Further guidance:
PRD for staff outwith single school posts
A Teaching Profession for the 21st Century states that "CPD is an essential opportunity for staff and should be accessible and applicable to every teacher", the maintenance of a personal record of CPD should also be a condition of service.
Professional Review and Development meetings for staff outwith single school posts
Highland Council’s “Framework for CPD and PRD for Teachers” sets out the current policy on professional review and development for all teachers. While most staff are permanently employed in a single school and have a clearly designated line manager, there are staff for whom this is not the case.
Teachers undertaking supply work should be familiar with the council’s policy on professional review and development and should have a copy of the relevant SEED publications on CPD. Teachers on a temporary contract are required to maintain a CPD record as outlined in the policy document. The number of hours of CPD undertaken outwith their contractual hours should be in proportion to the full-time equivalent of 35 hours.
Headteachers are required to ensure that clear information on CPD provision and arrangements is available to all staff and should endeavour to enable staff doing supply work to participate in organised training events.
Where there has been significant contact with schools, staff on a temporary contract should request that the headteacher arranges an annual professional review with the appropriate line manager. Professional review meetings should be conducted in the same manner for all staff.
Visiting Teachers and Additional Teachers in Primary Schools
Visiting teachers will have their annual professional review with the headteacher of their designated ‘base school’. Base schools will have their CPD funding enhanced to reflect the extra FTE of the visiting teacher’s employment in the area. Area Education Managers will review the significant increase in responsibility that this may entail for some headteachers and will also incorporate into these arrangements the additional staff being recruited in primary schools in connection with the reduction in primary teachers’ hours.
Support for Learning Staff
ALSTL - Area Learning Support Team Leaders as part of the Support for Learning Team will have their annual professional review with the Support for Learning Manager. [They may in turn conduct the APR for staff in their area]. Other Support for Learning staff employed outwith schools, such as peripatetic teachers of the deaf and visually impaired, autism outreach, IT/SEN staff and development officers will have their annual review either with the Support for Learning Manager or with the member of staff designated by the Support for Learning Manager to act in this capacity.
QDO and PMSO
Quality Development Officers and Primary Management Support Officers will have their annual professional review with the Quality Development Manager.