LST Reward and Development Policy

LST Reward and Development Policy Extraordinary People Extraordinary Purpose

LST Reward and Development Policy Foreword Working in Laidlaw Schools Trust is extraordinary because our children and communities deserve nothing less. The work we do transforms lives.

Our Academies serve communities where education is not simply a route to opportunity. It is a lifeline, a promise and a source of hope. Every colleague who chooses to work in LST makes a deliberate and courageous commitment to children, families and communities who deserve the very best. This purpose shapes our belief that education is the most powerful force for social mobility and that LST colleagues open futures that would not exist without their expertise, compassion and resolve.

This policy sets out how we recognise, reward and develop the people who carry that purpose forward every day. It is a statement of who we are, what we value and how we invest in those who make the greatest difference both within their Academy and across the Trust.

Reward at LST is more than pay progression. It is about growth, opportunity, influence and belief in the potential of every colleague. We want colleagues to feel valued, to feel seen and to know that their expertise matters. We want LST to be a place where careers are built, where potential is accelerated and where extraordinary futures are created.

This Reward and Development Policy brings clarity to that commitment. It integrates our People Plan, our Values and Competency Framework and our Extraordinary Career Pathways. These pathways define how colleagues grow with us. Ambitious colleagues move upwards through structured leadership development and clearly sequenced promotion routes, including Fast Track. Brave colleagues extend their influence through purposeful movement and roles that strengthen collective practice.

Curious colleagues deepen expertise and lead enquiry, innovation and specialist work that advances the priorities of the Trust. Across every pathway, colleagues are supported through determined personal and professional development that sustains long term growth.

Above all, this policy reflects our belief that extraordinary people create extraordinary futures.

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Purpose The purpose of this policy is to explain how colleagues grow with Laidlaw Schools Trust. It sets out how colleagues progress, build expertise, contribute beyond their own role and move into new opportunities across the Trust. It also makes clear what colleagues can expect from LST and what LST expects in return.

The LST Reward and Development Policy sits alongside the statutory Pay Policy, which defines the statutory progression offered by every Trust. In many education systems, including traditional local authority models, progression focuses almost entirely on upward movement. This narrow approach benefits only a small number of colleagues and limits the ways in which people can grow. LST is different. This policy sets out a broader and more comprehensive offer that includes accelerated progression through Fast Track, structured development for all colleagues and supported movement across the Trust that enables growth in multiple directions.

Together these elements create a purposeful, consistent and ambitious approach to careers at LST and reflect our commitment to valuing every colleague and widening the pathways through which they can shape extraordinary futures.

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Principles These principles describe how colleagues grow within LST. They shape our culture, guide our decisions and align directly with our three Extraordinary Career Pathways.

Ambitious Pathways – Growing Future Leaders We believe leadership potential exists in every Academy and every role family.

Ambitious colleagues who demonstrate impact, initiative and a commitment to children are supported to step forward with pace and confidence. We grow leaders from within.

Brave Pathways – Strengthening the Trust as One Team We act collectively for the good of all children. Brave colleagues contribute beyond their immediate context, share expertise across Academies and build a unified Trust culture where improvement is a shared responsibility.

Curious Pathways – Leading Enquiry and Deepening Expertise We ask questions, explore evidence and understand what works. Curious colleagues lead enquiry, develop specialist knowledge and shape innovation that strengthens practice across the Trust.

Determined – Personal and Professional Learning for All Determination underpins every pathway. Colleagues persist through challenges, uphold high standards and show discipline and resilience. Determined practice strengthens outcomes for children and communities and supports long-term growth for every colleague.

Underpinning principles for all colleagues These principles apply to every colleague, in every role, across every pathway.

Fairness and clarity: Progression and opportunity are based on clear criteria, consistent expectations and transparent decision making.

Recognition with purpose: We recognise sustained impact, lived values and the difference colleagues make to children and communities.

Wellbeing that enables excellence: Reward includes time, clarity and working conditions that allow colleagues to deliver high-quality work in demanding contexts.

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Assessment Framework The Assessment Framework provides a shared language for performance, potential and values. It is used in appraisal, talent planning and all Reward decisions. It assesses both how well colleagues perform their role and how consistently they demonstrate the LST Values and Competency Framework.

Emerging The colleague is developing the role. Some responsibilities are performed securely while others require support, coaching and further practice. Demonstration of Trust values and professional behaviours is inconsistent but improving, with early strengths visible in some areas.

Expected The colleague meets the full expectations of the role. Practice is secure, reliable and aligned with Trust values. Professional behaviours are demonstrated consistently and the colleague contributes positively to their team and Academy.

Excellent The colleague demonstrates strong and sustained impact. They show initiative, support others and improve practice beyond their own classroom, team or role. Trust values are lived consistently and the colleague contributes to improvement beyond their immediate context.

Extraordinary The colleague demonstrates exceptional impact at an Academy and Trust level.

They lead improvement, shape practice for others and model Trust values at a very high standard. They act as an advocate for the organisation and are ready for increased responsibility or a wider sphere of influence.

Assessment is based on a balanced range of evidence that reflects both role performance and Trust values. Evidence includes: •

• • • •

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Impact on children and families across our three areas of scope: Achieving Academic Excellence, Building Future Citizens and Securing Transformational Change Values and behaviours demonstrated consistently in daily practice Contribution to Trust priorities, including improvement work, collaboration or leadership beyond the immediate role Engagement in personal and professional development, including disciplined practice and reflection Initiative, teamwork and influence, especially where colleagues improve practice for others or shape outcomes beyond their own classroom or role.

Reward Reward at LST recognises how colleagues grow, contribute and lead across the organisation. It provides clarity about the different ways colleagues can build their careers, extend their influence and deepen their expertise.

Unlike typical systems where reward is limited to slow upward progression, LST offers three distinct rewards, each connected to one of our Extraordinary Career Pathways.

Progression Reward for Ambitious Pathways Progression Reward is available to colleagues who demonstrate strong and sustained impact and are ready to take on greater responsibility. It explains how colleagues advance through pay ranges, roles and leadership opportunities.

Progression at LST is purposeful, clearly sequenced and supported by an accelerated Fast Track offer that prepares colleagues for future leadership with confidence and clarity.

Mobility Reward for Brave Pathways Mobility Reward is available to colleagues who extend their influence beyond their home Academy and strengthen the Trust as one team. It outlines how colleagues broaden their experience through purposeful movement, secondments and roles that support improvement across LST. Mobility is planned, supported and aligned to Trust priorities so that expertise reaches the children and communities who need it most.

Insight Reward for Curious Pathways Insight Reward is available to colleagues who deepen their expertise and strengthen the Trust through enquiry, disciplined practice and specialist knowledge. Unlike Mobility Reward, this work does not require movement between Academies. Instead, colleagues influence practice through research, innovation, agile teams and workstreams that address the challenges that matter most to children, families and communities.

Each Reward section includes clear criteria, entitlements, recognition and wellbeing considerations, along with worked examples that show how the route operates in practice.

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Progression Reward for Ambitious Pathways For colleagues who progress through pay ranges and into leadership with pace, clarity and purpose.

Progression Reward is the route through which colleagues advance through pay ranges, roles and leadership responsibilities at LST. Unlike many education systems where progression is slow, vacancy dependent and accessible to only a small minority, LST provides a clearer and more accelerated route aligned with our ambition to grow future leaders from within.

Ambitious colleagues demonstrate strong and sustained impact, initiative and alignment with Trust values. Their progression is supported through purposeful development, transparent expectations and opportunities that build the confidence and readiness required for future leadership.

Progression Reward ensures that colleagues who aspire to lead, and show the potential to do so, are recognised early, supported well and developed deliberately. It is an investment in leadership capacity across every Academy and every role family.

Progression Reward is determined through the Assessment Framework: Expected: Colleagues at Expected progress annually in line with the statutory Pay Policy and receive a development plan aligned to their pathway.

Excellent: Colleagues at Excellent demonstrate sustained high-quality practice and influence beyond their immediate role. They continue to progress through pay ranges and receive targeted leadership development to prepare for future responsibility.

Extraordinary: Colleagues at Extraordinary demonstrate exceptional impact at Academy and Trust level. They may access enhanced progression, including Fast Track; LST’s accelerated leadership development route, which provides earlier leadership experiences, additional release time, bespoke coaching and, where appropriate, earlier movement to UPS. Progression Reward provides a clear, confident and consistent pathway for colleagues with ambition and impact. It strengthens succession planning, builds leadership capacity and ensures that LST continues to grow its future leaders from within.

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Progression Reward at a Glance The table below demonstrates a clear comparison between typical MAT practice, sector benchmarks and the LST offer.

What You Get

In Most MATs

Speed of Progression

Teachers normally move one point per year and reach UPS after around six years. Early UPS progression is rare.

Protected Time Leadership Training

Cross Trust Leadership Experience

Recognition and Succession

Extended release and sabbaticals

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At LST

Fast Track colleagues may be considered for UPS in years three to four. An additional pay point may be awarded in the same cycle where evidence is strong. Progression through UPS can be faster where influence is Trust-wide.

Development is often completed Fast Track colleagues receive two on top of existing workload. protected leadership days per half Protected time is rarely specified. term.

Access to NPQs varies depending Guaranteed NPQ funding for approved on funding. Leadership colleagues. Priority access to the development is mostly Academy LeadWell leadership curriculum, based with limited exposure to including coaching with senior leaders, senior roles. seminars, project leadership and executive shadowing.

Opportunities to work across Structured leadership placements in Academies are limited and usually partner academies. Opportunities to informal. Leadership placements lead reviews, contribute to Trust-wide are uncommon. projects and engage in strategic innovation.

Succession planning varies.

Fast Track colleagues are named in Internal promotions follow standard formal succession planning. Where processes without additional essential criteria are met, they are access. guaranteed an interview for internal leadership roles. Their project outcomes are publicly recognised.

Sabbaticals are extremely rare and Colleagues may access extended typically unfunded. Extended release time linked to Trust priorities. release time is uncommon.

Sabbatical opportunities are available by agreement with the CEO for research, innovation or Trust-wide impact.

Mobility Reward for Brave Pathways For colleagues who broaden their influence across the Trust with purpose, support and recognition.

Mobility Reward is the route through which colleagues broaden their influence and contribute to improvement across more than one Academy or team. Unlike Progression Reward, which focuses on growing upwards, or Insight Reward, which focuses on growing in depth, Mobility Reward recognises colleagues who grow across the Trust, using their practice, judgement and experience to strengthen provision for more children and communities.

In many Trusts, mobility is reactive and unplanned: staff are asked to “help out” with little preparation, no additional reward and limited attention to workload. LST is different. We treat mobility as a strategic tool for improvement, leadership development and collective responsibility. It is always purposeful, planned and supported.

Brave colleagues step beyond their immediate context to share expertise, build capacity and model the values that define LST. Their work strengthens the Trust as one team with a shared commitment to every child. Mobility can include short secondments, shared roles, improvement placements, leadership support in partner Academies or leading Trust-wide projects.

Mobility Reward ensures this work is structured, recognised and properly resourced.

It provides clarity, support and practical enablement so colleagues can have impact across contexts without being disadvantaged for doing so. It reinforces our belief that improvement is a collective endeavour.

Mobility Reward is informed by the Assessment Framework: Expected: contribute to short, local collaboration and defined tasks that support shared improvement.

Excellent: take on structured responsibilities across more than one Academy, influencing practice and building system leadership skills.

Extraordinary: lead substantial Trust-wide work or system improvement placements that strengthen outcomes across multiple contexts.

Mobility Reward builds the collective capacity that makes LST greater than the sum of its parts. It ensures that expertise circulates, that improvement is shared and that more children benefit from the strongest practice across the Trust.

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Mobility Reward at a Glance The table below demonstrates a clear comparison between typical MAT practice, sector benchmarks and the LST offer.

What You Get

In Most MATs

At LST

Additional payment

Mobility work is often seen as goodwill. Financial recognition is rare, inconsistent and usually informal.

Work in other Academies is usually added on top of existing responsibilities with little adjustment to timetable or duties.

Defined cross Academy roles may attract a fixed term TLR 3 or equivalent allowance. Higher allowances are available for system level work.

Mobility roles include protected time.

Timetables and duties are adjusted so cross Academy work replaces other tasks rather than adding to them.

Sustained or system roles include reduced duties and project days.

Working patterns are planned around multi-site movement. Access to NHS Fleet electric car salary sacrifice scheme. Priority use of Trust EV charging points. Travel time incorporated into the working day.

Priority access to childcare where available (Academy nearest home).

Mobility is treated as a development opportunity. Colleagues access coaching, LeadWell sessions and system leadership learning. Reflections and outcomes are shared across the Trust.

Mobility roles are considered in succession planning. System experience strengthens readiness for middle and senior leadership.

Contributions are referenced in internal recruitment and recognised publicly.

Time and workload

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Travel and practical support

Staff typically absorb travel time and costs or claim inconsistently.

Practical support varies widely.

Professional learning

Limited focus on the development value of mobility. Learning is not always captured or shared.

Career impact

Experience may support future applications but is rarely recognised formally in progression or succession planning.

Insight Reward for Curious Pathways For colleagues who lead enquiry and solve Trust-wide challenges that matter for our children and communities.

Insight Reward is the route through which colleagues develop deep expertise and use it to tackle the complex challenges facing our children, families and communities. Unlike Progression Reward, which focuses on growing upwards, or Mobility Reward, which focuses on growing across the Trust, Insight Reward recognises colleagues who grow in depth, building mastery that improves practice at scale. In many Trusts, specialist or enquiry work is informal and squeezed into the gaps around day jobs. LST is different. We treat evidence, expertise and disciplined enquiry as strategic drivers of improvement and social mobility.

Curious colleagues ask questions, interrogate evidence, test solutions and collaborate to understand what works. Their work focuses on the issues that shape children’s lives and long-term outcomes: health and nutrition, attendance and family engagement, early language and reading, inclusion, digital readiness, sustainability, enrichment, transitions and wider community wellbeing.

Insight Reward ensures this work is planned, supported and visible. It provides structured time, high-quality development and recognition. Insight colleagues become part of a coherent Trust-wide effort to address the issues that matter most and to design models that can be adopted across Academies.

Insight Reward is determined through the Assessment Framework: Expected: Colleagues at Expected contribute to defined Academy-based enquiry and trial new approaches in areas of particular interest.

Excellent: Colleagues at Excellent shape understanding and practice across more than one Academy through research, design work or small-scale innovation projects.

Extraordinary: Colleagues at Extraordinary may be appointed as LST Fellows who lead significant Trust-wide enquiry, design and innovation with measurable outcomes and wider sector impact.

Insight Reward builds the expertise that ensures LST remains a learning organisation, committed to understanding problems deeply and solving them well.

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Insight Reward at a Glance The table below demonstrates a clear comparison between typical MAT practice, sector benchmarks and the LST offer.

What You Get

In Most MATs

At LST

Protected Time

No dedicated time. Specialist work squeezed around teaching or core duties.

Staff usually pay for their own membership or go without.

Three to six funded Enquiry Days per year for research. Protected time built into directed hours.

LST pays for membership of a relevant professional body such as Chartered College of Teaching, NASEN, CIM or CIPD. Mini research grants (£250-£500) for resources, evaluation tools or pilot design.

Funded specialist training such as Ofsted curriculum training, NPQs, Chartered Teacher modules or targeted qualifications.

LST funds attendance at external conferences or networks such as ResearchEd, SSAT or Festival of Education.

Administrative or analytical support for Trust projects to make specialist contributions deliverable. Access to Laidlaw Scholars for research, data or evaluation support.

Publication of specialist work, via Laidlaw Foundation, opportunities to speak at Trust events and inclusion in succession planning.

In exceptional cases, a one-off project completion payment up to £500 for significant and sustained impact.

Professional Standing

Specialist Allowance Development Funding

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Specialist work often unpaid or absorbed into day to day responsibilities.

Generic CPD with little investment in subject or specialist expertise.

External Networks

Limited access, dependent on Academy budget or self funding.

Project Capacity

Specialist work delivered on top of existing workload.

Visibility and Legacy

Recognition limited to the home Academy.

Legacy Reward

Almost never available.

Progression Reward Entitlements and Case Studies

For colleagues who progress through pay ranges and into leadership with pace, clarity and purpose.

Expected: Standard Progression Colleagues assessed at Expected receive: • • • •

One statutory increment in line with the Pay Policy A structured development plan aligned to their pathway Protected PPA time, in line with STPCD Access to core professional learning and LeadWell introductory modules

Excellent: Accelerated Progression Colleagues assessed as Excellent may receive: • • •

Targeted leadership development, such as coaching, leading CPD or contributing to Trust agile teams Priority access to LeadWell modules Early consideration for UPS, where influence extends Trust-wide

Extraordinary: Fast Track Progression Colleagues assessed as Extraordinary may receive the Fast Track leadership acceleration package: Accelerated Pay Movement • An additional pay point in the same year, where evidence supports it • Early movement to UPS, typically in year three or four • Faster progression through UPS where influence is Trust-wide • Accelerated movement for support staff where impact is significant Protected Leadership Release Time • Two protected leadership days each half term used for leadership shadowing, within and beyond LST Leadership Curriculum and Coaching • Priority access to LeadWell • Guaranteed NPQ funding • Coaching with senior leaders, Executive shadowing and structured placements in partner Academies Recognition and Succession Planning • Guaranteed interview for internal leadership roles • Inclusion in Trust succession planning • Leadership sabbatical of up to two weeks for research or improvement work

Progression Reward in Practice

Isabella: Aspiring Leader (Teacher) Isabella is in her fourth year of teaching. Her Assessment Framework outcome is Excellent. She receives an additional pay point and is supported to lead reading across key stages. She attends LeadWell modules and shadows the Assistant Principal for a term. The following year she is assessed as Extraordinary and joins Fast Track. She moves to UPS early and undertakes a short leadership placement in another Academy. She later becomes a Head of Year.

Aidan: Experienced Teacher Returning to the Profession Aidan returns to teaching after a break. He is assessed at Expected and receives a clear development plan. His Assessment Framework outcome in year two is Excellent. He leads CPD on digital strategy and is supported to undertake an NPQ. In year three he is assessed as Extraordinary and becomes eligible for early UPS. He undertakes a research project supported by his leadership coach.

Lily: Support Staff Colleague Lily demonstrates strong influence across the Academy. Her Assessment Framework outcome moves from Expected to Excellent. In the following year she is assessed as Extraordinary and receives a Trust-wide project role focused on attendance. She receives an accelerated progression point within her grade and two protected leadership days each term to lead this work. She progresses into a senior pastoral role.

Maya: Finance Administrator Maya works in finance and shows exceptional commitment to systems improvement.

She is assessed as Excellent and contributes to a cross-Trust digital procurement project. The following year she is assessed as Extraordinary and joins Fast Track.

She receives protected leadership time and undertakes a short placement in another Academy to support budget modelling. She completes a relevant NPQ and uses her Leadership Growth Sabbatical to develop a new Trust-wide budgeting tool.

Mobility Reward Entitlements and Case Studies

For colleagues who broaden their influence across the Trust with purpose, support and recognition.

Expected: Local Mobility Colleagues assessed as Expected who undertake short, defined mobility work may receive: • • •

protected time within their timetable reimbursement of reasonable travel costs a clear role description with agreed objectives and support from a named link leader in the host Academy

Excellent: Trust-wide Mobility Roles Colleagues assessed as Excellent who take on sustained work across more than one Academy may receive: • • • • •

a fixed-term TLR 3 payment or equivalent allowance directed time allocated to cross-Academy work, with adjusted duties travel time built into working patterns and access to EV charging solutions targeted professional development linked to system leadership access to relevant Trust-wide networks

Extraordinary: System Mobility and Improvement Colleagues assessed as Extraordinary who lead significant Trust-wide improvement may receive: Responsibility and Reward • higher-value TLR 3 or equivalent allowance or temporary uplift in role title (for support staff) • fully funded NPQ or funded professional membership (e.g. Chartered College, ASCL, CIPD) Time and Capacity • • •

reduced timetable or duties three to five leadership or project days each term access to administrative or analytical support

Travel and Practical Support • • • •

access to NHS Fleet electric car salary sacrifice scheme priority access to Trust EV charging points flexible working pattern with travel time incorporated priority access to reduced-cost childcare where available

Mobility Reward in Practice

Sarah: Teacher and Curriculum Lead Sarah is an Excellent teacher who has strengthened writing outcomes in her Academy. LST asks her to support a partner Academy where writing results have stalled. She receives a defined brief, protected time and travel support. Over one term she models lessons, coaches early career teachers and co-designs a new writing sequence. Both Academies record improved pupil accuracy and confidence.

Sarah’s work is recognised through a TLR 3 allowance and inclusion in the Trust’s leadership pipeline.

David: Attendance Officer David is a pastoral colleague assessed as Excellent with strong impact on attendance. LST deploys him for two days per week to a nearby Academy facing high persistent absence. He receives clear objectives, adjusted duties and professional development linked to system leadership. David introduces new family engagement strategies and builds routines with the attendance team. Persistent absence drops markedly within the pilot cohort. His mobility role is recognised with a fixed-term allowance and he is invited to contribute to Trust-wide attendance strategy.

Priya: Operations Manager Priya, an Extraordinary colleague, is an experienced Operations Manager skilled in admissions, safeguarding compliance and parent communication. She is seconded one day each week to a Academy undergoing rapid improvement. Mobility Reward gives her protected time, EV travel support and access to administrative assistance.

She restructures key processes, upskills the administrative team and introduces systems that reduce workload and improve parent response times. Her contribution is recognised through an uplifted allowance, formal acknowledgement in succession planning and the opportunity to mentor new operations leads across LST.

Insight Reward Entitlements and Case Studies

For colleagues who lead enquiry and solve Trust-wide challenges that matter for our children and communities.

Expected: Academy Level Enquiry Colleagues assessed at Expected who lead a defined Academy-level enquiry project may receive: • protected time each half term for enquiry, design or implementation • a defined brief linked to a recognised Trust priority • access to Trust research tools, templates and coaching

Excellent: Trust Recognised Specialists Colleagues assessed as Excellent whose enquiry work influences practice beyond their Academy may receive: • a fixed-term TLR 3 or equivalent allowance • directed time allocated to enquiry, with adjusted duties • two to three specialist enquiry days per year • opportunities to lead or join a cross-Academy problem-solving team • funded specialist qualification or module (research methods, NPQ, EEF etc.)

Extraordinary: LST Specialist Fellows Colleagues assessed as Extraordinary may be appointed as LST Fellows, leading significant Trust-wide enquiry on issues of high strategic importance. They receive a comprehensive package that may include: Enhanced Responsibility and Reward • a higher-value TLR 3 or equivalent allowance and LST Fellow title • in exceptional cases a CEO-approved project completion payment Protected Time and Project Capacity • four to six specialist enquiry days per year • timetable/duty adjustment so enquiry replaces workload • analytical or administrative support (including Laidlaw Scholars) • access to universities, partners and sector organisations (eg Public First) Advanced Development • funded research training (EEF, Research School Network etc.)

• access to high-calibre programmes: Acumen, Oxford Character Project • funded attendance at major national conferences Recognition and Legacy • publication of findings through Laidlaw Foundation channels • influence on LST policy, curriculum or strategy • expectation to coach emerging specialists • inclusion in succession planning and leadership consideration

Insight Reward in Practice Maria: Family Engagement and Attendance Fellow (Pastoral / Inclusion) Maria is a pastoral colleague assessed as Excellent with a developing expertise in attendance and family engagement. She notices patterns of anxiety and inconsistent attendance among white British girls. She leads an Academy-level enquiry to understand root causes, supported by protected time and access to Trust data tools.

Her initial findings prompt a small pilot with two partner Academies exploring home visits, parent coaching and early support conversations. She receives a TLR 3, two specialist enquiry days and funded training in trauma informed practice. Her cross Academy pilot demonstrates early impact, with improved attendance and stronger family relationships. Maria is later appointed as an LST Fellow to lead a Trust-wide enquiry into persistent absence.

Sam: Sustainability and Environment (Estates / Operations) Sam works in site and estates management and is assessed as Excellent.

Passionate about sustainability, he leads an enquiry into energy use and outdoor learning spaces. He receives protected time, access to Trust estates data and a funded short course in environmental auditing. His findings highlight opportunities to reduce energy waste and repurpose underused outdoor areas. He collaborates with two other Academies as part of an agile team exploring sustainable design and green curriculum links. As an LST Fellow, Sam receives additional specialist days, access to industry partners and the chance to present his work to the Executive Team. His Sustainability Playbook becomes a resource for all Academies.

Lila: Food Security and Community Nutrition Fellow (Operations/Catering) Lila, an operations colleague assessed as Excellent, leads an Academy enquiry into food access after noticing pupils struggling with concentration. Using protected time, membership funding and Trust data tools, she identifies food insecurity as a growing barrier to learning. She pilots a Community Pantry Model with two Academies, offering low cost meal kits and family-friendly food support delivered with dignity. She receives a TLR 3 equivalent allowance and specialist enquiry days. The pilot improves punctuality, afternoon focus and family engagement. Lila is later appointed an LST Food and Wellbeing Fellow, receiving six specialist days and funded nutrition training. Her work shapes a Trust-wide Food Security Framework implemented across Academies.