Standard 15 - Policy on
NQTs and OTTs |
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It is our policy to work closely with our client
schools in order to secure an induction period
for NQTs who are registered with us. The school
would accept the teacher on a permanent basis
and we reserve the right to charge an induction
fee for this. While the school will have an individualised
programme of support during this time, we maintain
contact with the teacher and offering any additional
support and guidance that they may need.
We also work closely with our client schools
to secure both temporary placements and induction
for overseas trained teachers and offer continued
support and guidance if required.
- Empowering Learning
employs NQT’s on permanent, fixed term contracts
and daily supply in one school. The company
believes that teachers in their first year should
be in stable post in order to receive the consistent
support of schools and LEAs.
- The NQT teacher needs are identified at interview
and a 3 year CPD plan is discussed. This involves
negotiating induction with the candidates’ school.
- Number of NQT’s in system:
Lisete Neto
- Teacher of Spanish, PPA cover at Gainsborough
P. S. Hackney.
Gladys Nyoni -
Year 1/2 teacher Gainsborough P.S. Hackney.
Anju Kholia
- Part-time teacher lecturer in Child Care,
Waltham Forest
Nasreen Khatun
- Long term placement, Q.T.S. Induction
level.
Jean-Marie Baburaj
- On supply,Q.T.S. one term to go.
- Empowering Learning does a significant amount
of work with OTTs. This is a specialism of the
company.
- All OTT’s are offered a 17 session training
course.
- OTT’s are provided with portfolios and support
in collecting and collating materials. Through
theory training above and 6 week work placement
(practical training)
- The company prepares OTT staff for formal
assessment for QTS.
- The course is taught by experienced consultants
and practitioners
Standard
16 - Policy on the Provision of Information
to the Client |
|
In order to fulfil our obligations it is important
that we give the school as much information about
the teacher as possible prior to placement. At
our initial induction meeting with the school
we will establish the most appropriate method
in which to relay this information and also the
level of information that they expect to receive
from us.
Daily Supply
For daily or unplanned supply of our limited
number of client schools require basic details
and are fully reliant on our recruitment process
and our experience to provide an appropriate placement.
The key information they require is:
- name of teacher
- daily rate
- availability to extend assignment if necessary
- expected arrival time
- status of checks – complete/incomplete checks
- Key experience and comments i.e. strong key
stage 1 etc
This can be relayed either by telephone, email
or fax and this will be agreed with the school.
Long Term and Planned Supply
For long term and planned supply while the schools
rely on us to provide an appropriate placement
we do provide a teacher profile. This information
is always given in writing and includes:
- name of teacher
- daily rate
- availability to extend assignment if necessary
- expected arrival time
- status of checks – complete/incomplete checks
- Key experience and comments i.e. strong key
stage 1 etc
Standard
17 - Policy on Communicating Recruitment
Policy to Schools |
|
It is important that our clients are fully familiar
with our recruitment policy so that they are aware
of what we seek to do on their behalf.
We provide them with the following information
when the client calls to make a first placement
or when the client makes an initial enquiry about
the services that we provide.
- Introductory letter or email
- Copy of our Recruitment, Selection and
Vetting policy
- Send a link to our website, ’information
for schools’ section
The client is made aware of the minimum checks
that we place a teacher on and also that they
must sign their consent to any absent, although
not key, checks.
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Standard
18 - Policy on Fees and Charges |
|
Empowering Learning enters into a contractual
arrangement with all of our clients prior to the
first placement of a teacher. A copy of the signed
and dated contract is retained on the client’s
file and the original is retained by the school
for their records.
The contract is given to the school
- Prior to the first placement of a teacher
- With an teacher’s introduction pack
The terms are compliant with the Employment Agencies
Act 1973 and Conduct Regulations 2002 and the
appropriateness of the contract is reviewed on
a regular basis to ensure continued compliance.
In the event of an amendment a revised copy is
sent to the client, drawing their attention to
the particular any changes relevant to the supply
process.
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Standard
19 - Complaints Policy and Procedure |
|
Complaints Policy
Empowering Learning
is committed to providing a high level service
to our customers. If you do not receive satisfaction
from us we need you to tell us about it. This
will help us to improve our standards.
Complaints Procedure
If you have a complaint, please contact Lynne
Hannigan, Company Director. You can write to her
at:
Empowering Learning Ltd
Zetland House
5-25 Scrutton Street
London
EC2A 4HJ
Next steps
1. We will send
you a letter acknowledging your complaint and
asking you to confirm or explain the details set
out. We will also let you know the name of the
person who will be dealing with your complaint.
You can expect to receive our letter within 3
days of us receiving your complaint.
2. We will record
your complaint in our central register within
a day of having received it.
3. We will acknowledge
your reply to our acknowledgment letter and confirm
what will happen next. You can expect to receive
our acknowledgement letter within 3 days of your
reply.
4. We will then
start to investigate your complaint. This will
normally involve the following steps;
- We may ask the member of staff who dealt with
you to reply to your complaint within 5 days
of our request;
- We will then examine the member of staff’s
reply and the information you have provided
for us. If necessary we may ask you to speak
to them. This will take up to 4 days from receiving
their reply.
5. Lynne Hannigan
will then invite you to meet her to discuss and
hopefully resolve your complaint. S/he will do
this within [5] days of the end of our investigation.
6. Within 2 days
of the meeting Lynne Hannigan will write to you
to confirm what took place and any solutions she
has agreed with you.
If you do not want a meeting or it is not possible,
Lynne Hannigan will send you a detailed reply
to your complaint. This will include her suggestions
for resolving the matter. S/he will do this within
5 days of completing his/her investigation.
7. At this stage,
if you are still not satisfied you can write to
the REC, our trade association of which we
are a member, marked
for the attention of the Professional Standards
Manager, REC, 15 Welbeck Street, London W1G
9XT
8. *[We will let
you know of the outcome of this review within
5 days of the end of the review. We will write
to you confirming our final position on your complaint
and explaining our reasons]. If you are still
not satisfied, you can contact the Employment
Agencies Standards Office at the Department of
Trade and Industry or the REC, the industry trade
association, of which we are a member by writing
to the Professional Standards Manager, REC,
15 Welbeck Street, London W1G 9XT
If we have to change any of the time scales above,
we will let you know and explain why.
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