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"Excellence is an art won by training and habituation. We do not act rightly because we have virtue or excellence, but we rather have those because we have acted rightly. We are what we repeatedly do. Excellence, then, is not an act but a habit."
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Induction of Early Career Teachers
Croydon Education Partnership, on behalf of Croydon local authority, uses a ‘paperless’ online system for managing the administration of the induction process for ECTs in England.
Our portal offers an online database that allows Early Career Teachers’ induction process to be managed in one place. The system has been developed to conform to the latest Department of Education (DfE) standards, ensuring that your ECTs spend their time learning to teach, rather than filling in paperwork.
The Guidance and Standards that can be downloaded from the links in the left-side menu of this page describes arrangements for every early career teacher to complete a two year period of induction.
Further advice and guidance can be obtained from Christine Lonsdale on 07920 657797 or christine.lonsdale@croydon.gov.uk
This Section contains customised application forms for Support Staff and Teachers, in Community & VC Schools, VA & Foundation Schools, or Academies.
There is also a document detailing a correction to advice provided by The Key regarding Safer Recruitment
In accordance with Safer Recruitment guidance the forms do not ask about criminal convictions etc and refer the applicant to a Self-Disclosure Form.
If you buy into the Octavo HR Employee Relations Package then the template Self-Disclosure Form can be obtained by contacting your HR Consultant or the HR Advice Line. If you purchase your HR support from someone else then you should contact your provider.
This section contains chapters on: Creating a Safer Organisation (Chapter 2a), Recruitment and Selection Procedure and Guidance (Chapter 2b), Preventing Illegal Working (Chapter 2c) and a correction to advice regarding Safer Recruitment that was issued by The Key .
Performance Management.
Performance Management is a key process for aligning the work of individuals with the development plans for the whole school.It focuses on both the individual and their performance at work as well as the key issues faced by the school.
A good practice guide for conducting appraisals can be found in the list of documents shown on the right.
Separate processes exist for teaching staff and for support staff.
Teaching Staff
The Teachers’ Appraisal Policy (June 2020) can be found in the list of documents shown on the right. This policy is based the DfE model and has been developed for use by Croydon schools in discussion with the Teachers Proferssional Associations.
For schools that purchase Octavo Partnership’s Employee Relations package a model teacher appraisal form to compliment the Teachers Appraisal Policy can be obtained by contacting your HR Consultant.
Guidance on pay progression for NQTs can be found in the list of documents shown on the right.
The guidance produced by the Rewards and Incentives Group for The Education (School Teacher Performance Management) (England) Regulations 2006 can be found in the list of documents shown on the right.
Teachers’ standards
The Teachers’ standards from the DfE can be found in the list of documents shown on the right.
Further infomation from the DfE regarding the Teachers’ standards can be found in the list of documents shown on the right.
Information from the DfE on how the Teachers’ standards will be used can be found in the list of documents shown on the right.
Myths and facts from the DfE regarding the Teachers’ standards can be found in the list of documents shown on the right.
Support Staff
Following the Employment Based Cost Review, all support staff in Croydon community schools should receive an annual appraisal under the Performance, Development and Competency Scheme (PDCS) or a similar scheme which has objectives, competencies and ratings of performance.Other schools may also choose to use the PDCS scheme.
This area contains the most recently agreed policies in relation to Maternity/Paternity/Adoption leave for Teachers and Support Staff effective from July 2022.
Please click on the appropriate icon to open the HR termly newsletter you wish to view. If you have any questions please contact your HR Provider.
The Local Government Pensions Scheme is one of the largest public sector pension schemes in the UK. It is a nationwide pension scheme for people working in local government or working for other types of employer participating in the scheme.
Please visit the website where you will find Guides on the Scheme along with forms for administration purposes.
Website: www.croydonpensionscheme.org
Or contact us at:
London Borough of Croydon Pension Fund
Pensions Section
Zone G,
4th Floor, Bernard Weatherill House
8 Mint Walk
Croydon, CR0 1EA
Tele: 020 8760 5768 x 62892
Email: pensions@croydon.gov.uk
Does your school have a specific training need? Would it be helpful for the whole school staff to learn together about how sickness absence or discretionary leave is managed, or for your leadership group to have an agreed approach to appraisal? These are just some of the training interventions we could offer. Our approach can be tailored to your need – so you may want some consistent input on a topic, or you may prefer to have a facilitated discussion. We would work with you to understand your learning objectives and develop a package to suit you.
Contact your HR Consultant for more details, or alternatively speak to Cathy Brearley.
Teaching Assistants Job Descriptions
Throughout August 2019 we have updated the template generic role profiles that were originally reviewed and evaluated under Single Status. The changes take into account the new pay spinal points for the various grades, and also legislative changes (for example, new data protection legislation and the Public Sector English language requirement).
The duties described in the templates have not been altered, but if schools wish to amend the generic role profiles, or use different ones, they should contact their HR provider, who will be able to advise on content and the job evaluation process.
Non – office based other support staff roles in schools
Office-based Support Staff roles in Schools
Caretaking & Cleaning roles in Schools
Children’s Centre Role Profiles
The School Teachers’ Pay & Conditions Document states that determination of the remuneration of a teacher must be made:
When determining the remuneration of a teacher, the relevant body must have regard to its pay policy and to the teacher’s particular post within its staffing structure.
When the relevant body has determined the remuneration of a teacher, it must, at the earliest opportunity – and in any event not later than one month after the determination – ensure that the teacher is notified in writing of that determination of any payments or other financial benefits awarded andof any safeguarded sums to which the teacher is entitled.
This is normally achieved by the School issuing an “Annual Pay Statement” to every teacher.
For schools that buy in to Octavo Partnership’s Employee Relations package, templates of these statements can be obtained by contacting your assigned HR Consultant.
This section contains the latest Equality Analysis Form (formerly known as Equality Impact Assessment) and Guidance on the use of Equality Analysis, both of which were updated in February 2019.
Keeping Children Safe in Education 2023