STAFF DEVELOPMENT AND TRAINING POLICY
Aim

To develop and support a learning culture within Foyle View School. A learning culture is characterised by:

Future external orientation.

Free exchange and flow of information.

Commitment to learning and personal development.

Valuing the people within the learning community.

A climate of openness and trust.

Recognising that experience can both assist and hinder new ideas.

Focused on performance measurement.

Asking difficult questions.

Being prepared to be a heretic.

Thinking Skills are highly valued by all within the learning community. Leadership is situational and is the responsibility of all staff.
Context 
The school recognises the value and importance of providing a range of opportunities for all staff to develop their job-related knowledge and skills. The individual staff member will then be more effective and make a more positive contribution to Foyle View School.  We strive to become members of a learning school and therefore need to model life-long learning.  The Governors provide staff development and training opportunities to enhance the learning programmes in school.
Organisation 

The policy is designed to support all staff and help them become continuous learners and to keep us at the cutting edge of learning.  New teaching staff will undergo an induction process using the Early Professional Development Model or as part of school INSET. Other staff will be trained using INSET and working on the job with a teacher or co-ordinator.  

The School Information Booklet and website will provide some background information on the school.  A good test of learning is to parachute staff into unfamiliar situations both to identify learning requirements and give opportunities to demonstrate previously learned skills. Transferable-skills, which encourage flexibility and develop potential, will be highly sought after. 

Each member of staff with responsibility for supporting a designated area of work will ensure that the respective skills and training is available as required by significant others in school. Responsible staff will liaise with the School Management Team to bring this about. 

All staff are expected to take responsibility for their individual effectiveness, personal and career development. Performance review is an important element in this process. 

It is our intention to use all appropriate training organisations to support the learning of the staff within the School’s development and training programme. 

Implementing the Policy

We will use School Development Reviews and School Performance Questionnaires to identify priorities for staff development and training.

Any member of staff wishing to attend award-bearing courses will be partially supported financially by the school when funding becomes available.

Group and individual training needs will be met through the provision of the following activities:

Organisation of school curriculum development projects or activities.

Inviting relevant people from outside the school to come into school to develop policies and programmes.

External courses to develop team building exercises.

Study opportunities for all staff.

Visiting centres of excellence.

Action research projects to support curriculum improvement.

Individual professional and technical qualifications.

Work shadowing or working with a mentor.

Keeping a learning journal.

Experiencing changing roles or responsibilities

Evaluation
This will be conducted at an individual level through staff reviews and at an organisational level through school development plan review.
Health and Safety and Child Protection Training 
This will be provided for all staff as demanded by the School’s Health and Safety Policy and the Child Protection Policy.