HENBURY SCHOOL
CONTINUING PROFESSIONAL DEVELOPMENT POLICY
Continuing professional development is the process of staff learning which aims to
increase the effectiveness of all staff and governors, both as individuals and as team
members. It thus enables them to contribute to the school's vision and goals and to
fulfil its guiding principles. Staff development needs are identified as part of the
school’s Performance Management process. The staff development process will
ensure mutual benefit for the individual and the school.
Our Continuing Professional Development process will:

Contribute to improving and developing the overall effectiveness of the school,
raising pupil achievement, and meeting the needs of pupils, parents and the wider
community.

Ensure job satisfaction, personal achievement, individual and team effort, thus
providing for personal advancement within the school or outside it.

Improve and develop job related skills in teaching, leadership and management,
support for teaching and learning and administration.

Build co-operation between staff of all sections of the school.

Ensure that all staff are valued and recognised as the school's most important
asset.
Guidelines
All CPD activity is planned in the context of the school's vision, goals and guiding
principles. Resources are prioritised to achieve school goals.
Financial and other resources for staff development are allocated annually and
apportioned in accordance with school priorities for strategic development, continuing
professional development and succession planning.
CPD needs are identified in the context of the school’s improvement priorities through
an annual skills audit, together with regular performance reviews for all staff. All staff
are entitled to a one-hour review annually with an appropriate line-manager or team
leader, along with an hour’s interim review of performance and needs.
Staff are supported in determining their own development needs in the context of
school development goals and professional standards. Teaching staff are responsible
for keeping their Professional Portfolio up to date in order to inform their development
needs.
Line Managers (team leaders) have a responsibility to secure appropriate development
for staff, within agreed budgetary constraints.
For new staff, CPD begins with a relevant induction programme. Specific induction and
support are provided for staff who change roles or jobs within the school. Support is
also offered to staff returning to school after a break in service (eg maternity leave).
CPD is provided through a wide range of activities including: internal and external
courses, shadowing and observation, coaching and mentoring, visits to other schools.
Every experience can become a learning opportunity. CPD that requires cover or
absence from school must be supported by a line manager.
Where possible, staff are encouraged to seek professional recognition for their
continuing professional development by following accredited routes.
All staff work together in a learning partnership and as reflective practitioners.
Teaching staff are allocated to specific CPD teams, based on an audit of their needs.
Each team is led by an expert teacher. Weekly CPD sessions are based on a model of
coaching and peer support, and are confidential to the participants (precluding any
safeguarding concerns). These sessions are complemented by regular, short peer
observations.
Additionally, mentors and coaches provide support for any staff who are performing at
less than a good level.
Individual and school-based records of CPD activity are kept to ensure continuity and
progression in the development of professional skills, and equality of opportunity in
development activities.
All CPD activity is monitored and evaluated to assess its contribution to school
improvement and raising pupil achievement. Evaluation findings are used to inform
continuous improvement of staff development activity. Governors are informed
annually about the level of CPD undertaken in the past year, that which is planned, and
its impact on school performance.
Ratified: October 2015
Governors Staffing Committee
Review Date: 2018