OUR PEOPLE

2022 saw the launch of our new people strategy. As well as embedding strong systems and policies across the Trust we have launched our professional growth strategy, removing performance related pay for teachers (M1-M6), unlinking lesson observations from pay and ensuring a rigorous approach to instructional coaching. We launched aligned twilight session to ensure that training comes frequently and often for teachers and that it is based on the most impactful practice.

People Plan On A Page

PROFESSIONAL GROWTH & TALENT MANAGEMENT

• Dedicated time for Instructional Coaching, trained coaches in every school, “See it, name it, do it”

• Fortnightly coaching for continuous improvement: builds trust & motivation, accelerates growth

• 10 twilight deliberate practice sessions

• Teaching model lessons, evidence-based playbooks

• High quality support & mentoring for ECTs

• Simple tool to review people & plan for succession

• Trust wide opportunities for career pathwaysbuilding community and belonging.

Recruitment

• “People of E21C” video shorts showing variety of staff roles

• Build relationships with ECT providers for 23/24, including local university and colleges

• Recruitment practices enable diverse candidates & appointments

• Consistent text across all recruitment materials

WELLBEING & ENGAGEMENT

• Start with the why; overcommunicate 4 critical questions

• Regular CEO & Leadership meetings with staff

• Harnessing Edurio staff survey results to drive cultural change and address issues

• Diversity & Inclusion strategy developed and delivered, guided by DEI survey results

• Workload charter implemented (more detail needed)

• Rarely cover policy

• Employee Assistance Programme (EAP)

Rewards

• Implement automatic pay progression for M1 – M6

• Move to two formal meetings per year, instead of three

• Implement single associate staff pay model by Sep 22

• Promote and be clear on the benefits offered by the trust

Excellent Hr Operations

• Twice yearly review of staff for each school with HR Business Partner

• Underperformance addressed

• HR KPIs regularly reviewed

• Full implementation of Civica HR and payroll system

• Clear HR trust/school operating model with “How to” guides