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|To be reviewed:||October 2023|
Every teacher needs to improve, not because they are not good enough, but because they can be even better”
“When teachers stop learning, so do students”
“Investing in yourself is the best investment you will ever make. It will not only improve your life, it will improve the lives of all those around you.”
Our vision for a member of staff states that staff members feel their career aspirations are known, valued and supported; that their professional learning is recognised, nurtured and tailored to them as an individual.
At JCG we aim to continually develop our staff to facilitate and encourage opportunities for them to share new ideas and foster a culture of excellence. We believe that a staff body invested in their own learning will be excellent role models who will inspire our students and one another, ensuring that JCG is a constantly evolving and reflective organisation. Investing in staff development assists in staff feeling valued and motivated. We are fully committed to supporting all members of staff in their learning and, as such, Professional Learning is a key aspect of the development of the College. Our staff seek to excel in everything they do and have a positive impact on our students, our colleagues and our community. For the purposes of this policy, every time we refer to ‘teachers’, this is to be understood as ‘educators’ and all staff whose work has an impact on our students i.e. all staff at JCG.
Our philosophy of Staff learning
Professional learning has 5 key areas:
Individual members of staff have responsibility for:
Line Managers have responsibility for:
Assistant Head Teacher Staffing has responsibility for:
The Principal has responsibility for:
JCG is committed to the professional learning of staff and seeks to support this financially where possible. JCG recognises that, in addition to the time spent studying, some courses can be expensive and, in recognition of the sacrifices being made each year a portion of the CPD budget will be allocated to help staff attend courses relating to their personal development.
This fund will be called the JCG Professional Learning Subsidy scheme. Subsidies of up to £2000 per school year will be available and staff can apply for this subsidy by completing the Professional Learning Subsidy Scheme application form. This will be followed by an invitation to attend an interview with the Vice Principal, AHT Staffing and Bursar where the applicant will be given the opportunity to highlight the benefits to them as an individual but also to the College.
We accept that there will be a benefit to the College while you are undertaking the training but we are keen to ensure that JCG benefits in the long term from this financial commitment. If a successful applicant decides to leave the College within three years of completing their course, JCG reserves the right to reclaim the financial support given on the following reducing scale:
Within 1 year of completing the course 100% of the school contribution
Within 2 years of completing the course 65% of the school contribution
Within 3 years of completing the course 30% of the school contribution
If the staff member is unsuccessful in attaining the qualification they will be liable for repayment of the full amount, and this will also apply if they withdraw from the course before completion.
Appendix 1 - CPD Overview
Appendix 2 - Appraisal templates
Appendix 3 - Teachers Standards
Appendix 4 - Personal Learning Log
Appendix 5 - Booking and attending a course procedures
Appendix 6 - Professional Learning Subsidy scheme
Appendix 7 - JCG Leadership Profiles: Section 2 Professional Learning
Appendix 8 - Your Professional Development Pathway as a Teacher in Jersey
Teachers make the education of their pupils their first concern, and are accountable for achieving the highest possible standards in work and conduct. Teachers act with honesty and integrity; have strong subject knowledge, keep their knowledge and skills as teachers up-to-date and are self-critical; forge positive professional relationships; and work with parents in the best interests of their pupils.
A teacher must:
Part Two: Personal and Professional conduct
A teacher is expected to demonstrate consistently high standards of personal and professional conduct. The following statements define the behaviour and attitudes which set the required standard for conduct throughout a teacher’s career. Teachers uphold public trust in the profession and maintain high standards of ethics and behaviour, within and outside school, by:
Each staff member has their own page on Sharepoint found in: JCG/Staff Shared/Staff Development Tracking
When you have identified a course that you would like to attend please check with AHT Staffing to confirm the date is appropriate and cover is available.
Please discuss the course with your line manager and complete the Professional Learning Request before submitting to AHT Staffing.
Once agreed, please book your place on the course with the training provider and ask them to send you an invoice. As soon as you have booked your place, please provide details to finance so that they can record this in Supply Jersey.
Information to provide to finance is:
Name of course provider
Name of course
Cost of course excluding VAT.
If the course is with AQA please speak to finance as AQA require the course to be entered online and need a purchase order number.
Please forward the invoice to finance as soon as received. If payment needs to be made BEFORE attending the course, please inform finance immediately and at least 10 days before payment is required to be made because States payments are only released once per week.
If your course is off-island, travel and hotel accommodation will be booked by Finance, and all must be booked through the States corporate contract with HRG. The States of Jersey Financial Direction: Travel and Accommodation (FD) must be complied with for all staff travel, including taxis, trains and London Underground, and a copy of this Directive is included in Sharepoint (JCG Staff Shared/ JCG Admin / Finance Reference)
The FD requires that pre-authorisation should be sought as soon as reasonably practical after identifying the need to travel. Travel should be booked at least 14 days before the date of travel where practical (section 4.5). Guidance is also provided on the purchase of flexible/ fixed tickets (section 4.6), booking of train travel (section 4.11) and extended travel for leisure (section 4.13).
Finance will help with the completion of the pre-approval form online. When asked for a business unit, please quote EFSJ05 if booking the travel to Staff training (inset). All travel must be pre-authorised by the budgetholder (ie for Inset will be approved by AHT Staffing) and nobody can authorise their own travel.
Please complete the form called ‘Details for Booking of Travel and Accommodation ’ and forward it to Finance: [email protected] and AHT Staffing. This should contain all the information required by Finance to make the booking for you through HRG.
When you are on the course, receipts must be obtained to support all expense claims. For food this would be a payment receipt plus itemised restaurant bill. (section 4.19)
You may reclaim the cost of parking if you use your own car to travel to and from the airport. You may reclaim the cost of parking provided the cost of doing so is cheaper than using a taxi. (section 4.20)
As part of a claim for taxi fares you must document the reason for the journey and why public transport was not used. (section 4.19 and 5.5-5.7)
Subsistence allowances are to provide for meals and light refreshments not included in any charge for accommodation or an event while a member of staff is away on business for one night or more. If breakfast is included in the room rate no claim may be made for breakfast. Where breakfast and/or dinner are not included you may claim up to £10 for breakfast and £30 for lunch/dinner (combined) per day. It is not permitted to claim for alcohol. Claims must be supported by receipts. (section 4.23 and 5.9)
Additional hours worked away and travelling time are not claimable.
When you return please see finance to request a claim form. Once you have completed this, ask AHT Staffing to sign it off, and pass to finance for it to be processed and you will be reimbursed. Payment will come from Treasury either as a cheque or BACS payment direct into your bank account, depending upon what information you have given finance.
Please ensure that you speak with your line manager regarding your absence and that suitable cover work is arranged for any classes that you are missing.
The following numbers are available if you get into difficulties with Travel arrangements whilst away:
|Who||Description of Service||Number||Policy Ref|
|HRG||24 hour travel emergencies||44 (0)1252 881010|
|First Assist||24 hour employee medical||44 (0)20 8763 3155||RTT220281|
|First Assist||24 hour student trip medical||44 (0)20 8763 3155||RKJ344578|
|First Assist||24 hour motor insurance||44 (0)20 8763 3155||RKK885196|
Pre Authorisation Travel-Form (one form per traveller)
Classroom Teachers and
HoDs, HoFs, HoYs
Senior Leadership Team
|P R O F E S S I O N A L
L E A R N I N G
|Be actively involved in the identification of your learning and development needs.||Ensure the learning and development needs of your staff are met. Be actively involved in the identification of your learning and development needs.||Know and understand the development needs of staff and the organisation and how these link to the SDP. Be actively involved in the identification of your learning and development needs.|
|Attend appropriate induction and training.||Ensure all staff within your area are trained and developed appropriately.||Create a culture that encourages the development of all staff.|
|Continually develop your academic expertise and knowledge of pedagogy.||Develop your academic expertise and create a culture of academic excellence amongst their staff.||Foster a climate of academic excellence.|
|Keep up to date with current educational thinking.||Ensure your staff are familiar with current thinking and practice in their subject.||Remain up-to-date with current educational thinking and policy and use this to inform policy decisions in the College.|
|Contribute to the development of other staff where appropriate, including through coaching/mentoring.||Effectively manage the staff in your team, recognising achievement.||Providing inspirational and motivational leadership for staff, praising the success of others.|
|Constantly evaluate and reflect on your practice and how it might improve. Review your own practice with your line manager.||Constantly evaluate your practice and lead others in your teams in reflecting on their own practice, resulting in improvement. Review performance, taking action to address unsatisfactory aspects and praising positive features.||Recognise how effective support and investment in people can lead to improvement. Lead others in reflecting upon and developing their own practice. Review performance across the College, taking action to address unsatisfactory aspects and praising positive features.|
|Seek career advice and be proactive in planning your own professional development.||Provide career advice and inform line managers of successes and difficulties within their areas of responsibility.||Provide support for middle leaders in the development of their knowledge, skills and professional qualities.|
|Observe colleagues, including non-judgemental learning reviews.||Observe colleagues and assist with the development of their teaching, including formal and non-judgemental observations.||Lead leaders in the development of their colleagues’ teaching, including formal and non-judgemental observations.|
|Lead discussions on aspects of Teaching & Learning.||Lead effective T&L in your areas of responsibility.||Manage effective T&L across subject areas. Model and disseminate good practice in T&L by mentoring and coaching others.|
|Are active members of forums and discussion groups.||Take a leading role in forums and discussion groups.||Establish forums and discussion groups, linked to the College Development Plan.|
|Effectively manage your own workload.||Effectively manage your own workload and model work-life balance and support colleagues where necessary.||Effectively manage your own workload and model work-life balance and concern yourself with that of others.|
|Set challenging appraisals targets.||Set and review challenging targets for team members.||Set, review and monitor challenging targets for all staff.|
|Observe other staff and share good practice.||Observe lessons and set developmental targets for your staff.||Observe lessons of staff at all levels, setting developmental targets.|