Teacher Talent
Pathway

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We are absolutely thrilled to announce our Teacher Talent Pathway (TTP) to our new applicants as well as existing employees.

We recognise the importance of high quality teaching staff and we have put together the below very comprehensive Teacher Talent Pathway programme that will support our new and existing talent to becoming the best educators to our students. As we know, we are #StrongerTogether.

Our SCL Education Teacher Talent Pathway programme consists of three key components: Teacher competencies (Knowledge, Skills and Behaviour), Teacher Talent Pathway Plan (which includes annual plan and PDP) and the Certification at each level.

The purpose of the Teacher Talent Pathway (TTP) is:

To provide transparency to teaching staff
To provide a framework of development, as well as assessing current capability
To ensure teachers are given accountability
To encourage valuable conversations between teacher and line manager (e.g., assess level of self-awareness)
To build a positive culture (specifically around behaviors)
To provide a pipeline of staff progression (e.g., future leaders)
To review business objectives and personal development plan regularly

TEACHER COMPETENCIES


Several knowledge, skills, and behaviours have been identified for effective teaching within SCL.

Each certification level development will require a particular level of evidence that represents the progression in development.

Each teacher will receive an excel document that represents their current level and will provide a journey of progression throughout the academic year. This document is designed to encourage excellent and developmental discussions between the teacher and line manager, and therefore requires reflection and honesty to ensure a bespoke development plan can be designed.

TEACHER TALENT PATHWAY PLAN


This is a working document that records progression. The Teacher Talent Pathway Plan is divided into three sections.

The Annual Review encourages reflection over the previous academic year.

The Annual Plan provides clarity of teacher objectives for this academic year from a business perspective (supported by KPIs).

The Personal Development Plan records progress against teacher competencies (KSBs) throughout the academic year, to ensure you each reflect and develop as individuals.

CERTIFICATION


To continually develop all delivery staff, teachers will be given an opportunity to attend additional training and take on additional responsibility.

Upon demonstrating their overall impact, the teacher can apply for certification at the appropriate level.

As a result of their effort and impact, a teacher may be rewarded financially.

TEACHER CAREER LEVELS CERTIFICATION

LEVEL 1 – ENABLING
0-12 MONTHS

Developing a talent pool of trainees who understand the SCL Way.

You will show commitment to development before completing the Level 5 programme.

Demonstrate knowledge, skills and behaviours
Pre-Apprentice Teacher
Entry level – experience in an educational setting or industry, e.g., TA, Fitness Instructor, Kids Coach
Likely to be a college/university leaver
Level 2/GCSE English & Maths (working towards)
1-year internal development programme – prep for L5 Teaching
Mentored by L4/5 Teacher
Placements (regionalised)


Our salaries range from £18,000 to £38,000 depending on which Level candidates ‘fit’ within.

LEVEL 2 – EMERGING
1-2 YEARS

Developing teaching practice and working towards becoming qualified.

Demonstrate knowledge, skills and behaviours
Unqualified teacher
Working towards Level 5 Teacher Diploma (2 years)
L2Teach/L2Assess
Undergrad degree/relevant experience/qualifications
Level 2 English & Maths (or equivalent)
Complete delivery support sessions
Mentored by L4/5 Teacher
Delivering to cohorts (ideally not single site)
CPD = 15 hours
Evidence of engagement with HOW2 and impact


Our salaries range from £18,000 to £38,000 depending on which Level candidates ‘fit’ within.

LEVEL 3 - EMBEDDING
1-2 YEARS

Evolving teaching practice and taking on extra responsibility for chosen pathway/aspirations.

Demonstrate knowledge, skills and behaviours
Level 5 Qualified/PGCE
Developing evidence towards QTS or QTLS
Completing ECT programme
1-year previous experience
L2Teach, L2Assess. L2Verify, L2T Online
Extra regional responsibility
Developing skillset as a teacher – journey to excellence
CPD = 30 Hours
Evidence of engagement with HOW2 and impact


Our salaries range from £18,000 to £38,000 depending on which Level candidates ‘fit’ within.

LEVEL 4 - EXCELLING
1-2 YEARS

High Quality Teachers who start their journey into curriculum leadership, coaching and mentoring.

Demonstrate knowledge, skills and behaviours
Qualified
3-5 years experience
Singular site Programme Leads (depending on needs of business)
Supporting with QERs and other QA activity where applicable
Experience of teaching across levels (2,3) and quals (NCFE, BTEC)
L2T/L2A/L2V/L2TO
L2Mentor and L2Observe
Mentor L1 & L2 teachers
Peer 2 Peer Observations
Extra responsibility / Specialised National Ambassador e.g., Wellbeing, Supported experiments
Shadow a Manager
Mentored by a ‘specialist’ in role e.g., CM, TLC
CPD = 30 Hours (15/15)
HOW2 Champion
Future Leaders Program


Our salaries range from £18,000 to £38,000 depending on which Level candidates ‘fit’ within.

LEVEL 5 - EVOLVING
1-2 YEARS

Exceptional Teachers who expand their experience in their journey towards roles within curriculum leadership, coaching and mentoring.

Demonstrate knowledge, skills and behaviours
Qualified and experienced across levels and qualifications.
5+ years experience in sector
Programme Lead for Multiple Sites within a Region (depending on needs of business)
Supporting with QERs and other QA activity where applicable
L2T/L2A/L2V/L2TO/L2Me/L2O
Mentor L1 & L2 Teachers
Extra responsibility (e.g., IQA, curriculum development, ops support)
Contribute to the delivery of future leaders
Shadow a Manager
Mentored by a ‘specialist’ in role e.g., CM, TLC
CPD = 35+ Hours
HOW2 Champion
Reward – SET Membership


Our salaries range from £18,000 to £38,000 depending on which Level candidates ‘fit’ within.

Teacher Talent Pathway Process

1. The teacher will be levelled based upon previous qualifications, experience, responsibility, and current salary.
2. Before the TTP meeting, the teacher should review previous objectives, complete the reflection, and self-assess KSBs and share with CM in advance of the meeting.
3. The CM will review and prepare for the meeting.
4. During the meeting a professional discussion on evidence, objectives, and PDP for the year ahead.
5. Review progress against objectives and PDP over time (the timeline will be confirmed by the CM).
6. Development opportunities recommended/provided
7. Final review

New SCL recruits will be ‘matched’ against the relevant level so that starting salary can be decided, then a similar process will be followed as above, to ensure the teacher has a clear understanding of their progression pathway and what they will need to do to achieve this and progress to a higher level.