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.

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