We are pleased to bring you this next EVENTS newsletter with details of professional learning opportunities to support you. 
 
SWIFT Summer Conference 2025 | #SWIFTConf25
The final few places are available for the SWIFT Summer Conference 2025 on Thursday 19 June 2025 at the Future Skills Centre in Exeter.

As our premier leadership event dedicated to empowering educators, fostering innovation, and driving excellence in education, this year's conference promises to be an inspiring and enriching experience.
 
Highlighted Courses:

• South West Art Teacher's Conference
• Resilience, Equity, and Inclusion in Education Conference 2025
• Leading High Attainment Programme
• Advanced Coaching Programme for School Leaders
• New SWIFT NIoT Early Career Teacher Programme (ECTP) 
• The Maternity Teacher Paternity Teacher (MTPT) Project
• Addressing Educational Disadvantage through Social and Academic Inclusion
• Professional Communities
• Primary Subject Leader Briefings
• Events for your diary

We are pleased to bring you this next EVENTS newsletter with details of professional learning opportunities to support you. 
 
SWIFT Summer Conference 2025 | #SWIFTConf25
If you have yet to sign-up for our SWIFT Summer Conference 2025 on Thursday 19 June 2025 at the Future Skills Centre in Exeter, we are pleased to invite you now.

This is a premier event dedicated to empowering educators, fostering innovation and driving excellence in education, the conference promises to be an inspiring and enriching experience for all attendees.

Highlighted Courses/Support:

• South West Art Teacher's Conference
• Advanced Coaching Programme for School Leaders
• Passive Intervention and Prevention Strategies (PIPS) Training 
• The Maternity Teacher Paternity Teacher (MTPT) Project
• FREE Support for Pupil Premium Key Stage 2 Pupils
• Professional Communities

• Primary Subject Leader Briefings
• Events for your diary

Two thirds of the school year complete, we are pleased to bring you this April UPDATE.

At this time of renewal and hope, Associate & Strategic Leader of Teaching & Research Schools (ESW) Roger Pope CBE reflects on inclusion in a move towards greater universal provision when the system is not working: outcomes are poor, children and parents experience the system badly and the funding is unsustainable.

"How can we build capacity, confidence, and skills in schools so that meeting the needs of most children through universal provision becomes more of the norm?"

On a positive tilt, we are keeping motivated after the Spring Leadership Forum and presentation by Peps Mccrea on The Science of Motivation: “Successful motivation is tied to life, survival and thriving.”  Executive Director of SWIFT, Martin Smith encouraged us to keep motivated with a look to the next academic year and the bold new CPD offer and we thank ONVU Learning Vice President Matt Tiplin for sharing how their video capture tech enables teachers to feel empowered to self-reflect on their teaching in a powerful way.

We also report on Education South West (ESW) CEO, Matthew Shanks who was a member on the expert panel of the recent Tes Trusts in Education Networking and CPD Event on the "gnarly topic" of behaviour in school.  

To another Multi Academy Trust (MAT) within our region. This has been an especially auspicious week for Gary Chown and team, as the new CEO of The Harbour Schools Partnership MAT, following the official merger of Tarka and Ventrus MATs on Tuesday 1 April 2025. We wish Harbour every continued success and you can read more in this issue's interview. 

Thinking about leadership, if you have yet to hear about our annual flagship leadership event, we remind you of the SWIFT 2025 Summer Conference coming up in June. A stunning line-up of speakers - and to think it is on your doorstep. Tickets are limited, so register your place and book in your diary and we will be glad to see you there.

We share details of the new edition of the Education Endowment Foundation's (EEF) guidance on the deployment of Teaching Assistants. It is worth a read to value even more these precious colleagues in the classroom.

Our sponsor SchoolPro TLC turns to a topic that is gaining cautious momentum. Have you embarked on your Artificial Intelligence journey yet? The SchoolPro team provide some very clear guidance on the use of generative AI in MATs and Schools. Read it and be forearmed!

We thank ONVU Learning, once again, who outline in this issue how their tech enabled collaboration lesson capture tool is working in the classroom and supporting teaching and learning. 

You can keep in contact with Exeter Supply Partnership for updates and instructive articles on supply teaching to support your next steps in teaching. Whilst in the school kitchens and dining halls, Educatering are providing nutritional and exciting food, working with School Catering Teams for a complete school catering service. 

Thank you for reading and we wish you all a happy springtime Easter break. 

Have you embarked yet on your Artificial Intelligence (AI) journey?

​
The use of AI in schools is rapidly growing, offering numerous benefits, such as enhanced efficiency, personalised learning, and improved decision-making.

​However, AI also presents challenges, including Data Protection risks, ethical considerations, the risk of bias, and concerns over transparency.

Given the rapid advancements in AI and the growing reliance on these technologies in education, it is crucial for MATs and schools to establish clear policies that balance innovation with safeguarding concerns.
 
Our sponsor, SchoolPro TLC provides some helpful guidance here and a framework for the responsible use of AI in schools, ensuring compliance with UK GDPR, recommendations from the Information Commissioner’s Office (ICO), the Department for Education (DfE), and guidance from Ofsted. 

What is Generative AI?
Generative AI refers to AI systems that can create new content, such as text, images, video or audio. Unlike traditional AI, which follows explicit programming to complete specific tasks, generative AI uses machine learning to create original outputs from input data.

The UK Government and the ICO define AI as technology that mimics cognitive functions associated with human intelligence, such as learning and problem-solving. AI is increasingly used in MATs and schools for both educational and administrative purposes, raising questions about responsible implementation, data security and the ethical implications of its use.

Open vs Closed AI Systems
Understanding the distinction between open and closed AI systems is essential when assessing risk and implementing AI within educational settings:

• Open AI Systems | These include publicly available AI models (e.g., ChatGPT, Google Gemini) that continuously learn from user inputs. They may store, share, or learn from the information entered, including personal or sensitive data. Schools should avoid entering identifiable information into these tools to protect personal and special category data.
• Closed AI Systems | These are proprietary AI solutions controlled by an organisation (e.g., school-specific AI tools integrated into a school’s Learning Management System). Closed systems offer greater security and compliance as external parties cannot access the data input. If a school uses closed AI tools to process personal data, this must be included in the school’s Privacy Notice.

Can Open AI Systems Be Configured as Closed?
Some AI tools, such as Google Gemini, Microsoft Copilot, and other cloud-based AI models, are generally considered open AI systems by default. However, it is possible that they can be configured to function as closed systems depending on their settings and the environment in which they are deployed.

For example, within a Google Workspace for Education environment, Google Gemini can be configured to:

• Operate within a restricted school domain, preventing data from being shared externally.
• Be managed through Google Admin Console, where IT teams can disable data collection and adjust privacy settings.
• Restrict AI usage to pre-approved applications, ensuring compliance with school policies.

In such cases, an AI tool that is generally open in a public setting may be functionally closed within a well-managed, restricted environment. Schools should consult their IT lead or Data Protection Officer (DPO) to determine whether an AI tool is configured to meet Data Protection requirements before use.
MATs and schools should assess AI applications before use to determine their suitability based on these classifications and apply appropriate safeguards, such as data minimisation and access controls. 

Scope of AI in MATs and Schools
Pupil Usage
AI has the potential to enhance learning through activities such as:

• Personalised tutoring
• Research support
• Critical thinking development
• Adaptive learning platforms

However, students must be educated on the ethical use of AI, particularly in avoiding over-reliance and plagiarism. Acceptable Use Agreements should explicitly outline permissible and prohibited AI use.

Staff Usage
Teachers and administrators can potentially use AI for activities such as:

• Lesson planning
• Curriculum development
• Report writing (without identifiable student data)
• Student performance analysis
• Administrative tasks such as scheduling and resource management

Staff must verify AI-generated content for accuracy and must not input personal or sensitive data into generative AI tools without prior assessment.

Governors and Leadership
Governors and senior leadership teams play a crucial role in overseeing AI implementation, ensuring compliance with Data Protection laws, and updating policies as AI capabilities evolve.

Core Principles for AI Use
Transparency
MATs and schools must conduct Data Protection Impact Assessments (DPIAs) when AI tools process personal data. DPIAs help identify risks and establish mitigating strategies to protect sensitive student and staff information.
 
Schools should also be transparent about how they use generative AI tools, ensuring that staff, students, Governors, parents, and carers understand how their personal data is processed.

Accountability
Roles and responsibilities for AI use must be clearly defined and schools should:

• Assign AI oversight responsibilities to senior leaders.
• Implement AI governance committees where appropriate.
• Ensure staff are trained in AI risk management and Data Protection.

 
Compliance with Data Protection Legislation
Schools must ensure that AI tools comply with UK GDPR and their Data Protection Policies.
To protect data when using generative AI tools, schools should:

• Seek advice from their Data Protection Officer (DPO) and IT lead before using AI tools.
• Verify whether an AI tool is open or closed before use.
• Ensure no identifiable information is entered into open AI tools.
• Acknowledge or reference AI use in academic work. 
• Fact-check AI-generated results for accuracy before use.

AI and Data Protection in Schools 
AI use must comply with UK GDPR and the Data Protection Act 2018 in order to safeguard personal data. Schools reserve the right to monitor AI usage to prevent misuse and ensure compliance with academic integrity policies.

Data Privacy and Protection
The use of personal data in AI tools must be handled with extreme caution.
Schools and MATs should adopt the following principles:

• Avoid Using Personal Data in AI Tools | It is recommended that personal data is not entered into AI applications unless absolutely necessary.
• Strictly Necessary Use | If personal data must be used within an AI system, the school or MAT must ensure:
  • Full compliance with UK GDPR and school data privacy policies.
  • Appropriate safeguards such as anonymisation or pseudonymisation are in place.
  • Clear documentation of the processing, including a completed DPIA.
• Transparency in Automated Decision-Making | Schools must be open about any use of AI in decision-making or profiling, ensuring pupils, parents, and staff understand how their data is processed.
• Legal Basis for AI Data Processing | If AI tools process personal data, the appropriate legal basis should be identified and any relevant actions implemented as a result before use.
• Security Measures | AI-generated data should be protected using encryption, access controls, and secure storage.

 
Additionally, some generative AI tools collect and store additional data, such as:

• Location
• IP address
• System and browser information

 
Schools must review and disclose how any data collected by generative AI tools is processed and stored in their Privacy Notice.

Ofsted Expectations for AI Use in Education
Ofsted does not directly inspect the quality of AI tools but considers their impact on safeguarding, educational quality, and decision-making within schools.

Schools must ensure:

• Safety, Security, and Robustness: AI solutions used in schools must be secure and protect user data, with mechanisms to identify and rectify bias or errors.
• Transparency: Schools must be clear about how AI is used and ensure that AI-generated suggestions are understood.
• Fairness: AI tools should be ethically appropriate, addressing bias related to small groups and protected characteristics.
• Accountability: Schools must ensure clear roles and responsibilities for monitoring and evaluating AI.
• Contestability and Redress: Staff must be empowered to override AI suggestions, ensuring human decision-making remains central. Complaints regarding AI errors must be appropriately addressed.

Leaders are responsible for ensuring that AI enhances education and care without negatively affecting outcomes.

Integration into Policies and Agreements
To ensure compliance, transparency, and ethical AI use, schools and MATs should update their existing policies to include provisions for AI. We have drafted recommended text to add to key policies and privacy notices in order to support this process. This information for parts of our AI Guidance pack for schools and is included in the following document: 
2 - Generative AI in MATs and Schools - Policy Updates. 

Report by Soton Soleye and Ben Craig, School Pro TLC

As part of this mission, LSSW Connect runs leadership study visits.
This year sees its fifth annual programme, this time expanded to three separate visits:
 
1. Charles Dickens Primary School and The Charter School North Dulwich in London (The Charter Schools Educational Trust) 
2. The Castle School and Court Fields Schools in Somerset (Blackdown Education Partnership)
3. Ernesettle Community School and Tor Bridge Primary School in Plymouth (The Inspire Multi Academy Trust (South West))

Team Achievements
The SchoolPro TLC Teams have their own expertise and are proud to have excelled in various projects with a commitment to deliver exceptional results and ultimately, to strive to exceed client expectations. Special recognition goes to the Data Protection Office Team for their outstanding performance in supporting schools with:
 
892 data breaches
671 Subject Access Requests
181 data decisions
 
The Data Protection Impact Assessors (DPIAs) saw a 74% increase on last year with 73 completed.
PLUS, numerous compliance checks and audits undertaken by the team and this does not even include an attempt to count the number of emails and phone calls responses!
 
The Training Team have supported (through the SchoolPro TLC online training platform) 11,922 school staff course completions across Cyber Security, Data Protection and Safeguarding training courses.
 
They have also run onsite and remote staff training sessions throughout the year and developed a number of new training courses focused on different Data Protection topics, including Subject Access Requests (SAR) management and How To Be A Data Protection Champion.

Finally, the launch of the ‘After School Sessions’ enjoyed a successful first in a sequence of training events on Safeguarding and Data Protection in the SchoolPro TLC Gloucestershire HQ in November.

Community Engagement
School Pro TLC are proud to have strengthened their commitment to corporate social responsibility, and participated in several initiatives that have made a positive impact on our community.
 
They continue with the SME Climate Hub Commitment and hope to carry on reducing emissions  into the new year and beyond with a target to achieve net zero by 2030.
 
Partnering with The Ocean Network in support of Surfers Against Sewage, this is an exciting relationship as they become a voice for the ocean in helping to protect the UK’s unique coastal environment. A cause that is close to the Team’s hearts.

Click on the logos below to find out more!

Looking Ahead | Strategic Goals for Next Year
Planning is in earnest for the launch of the new portal, which will increase team capacity with the intention of best serving schools and Trusts, whilst building on successes, and exploring new opportunities with partnerships to support SchoolPro TLC clients with even more cost-effective and high-quality services.
 
If you have yet to meet SchoolPro Safety, this new brand was launched in September, and offers a range of Health and Safety services; and will be joined by the upcoming SchoolPro Safeguarding, due to launch early this year.

The Laurel Trust is committed to raise hopes and horizons for vulnerable children and their families across the South West region and is keen to support schools serving disadvantaged communities to make sustainable differences to children’s learning and life chances.
 
In recent years, through grant funding and support, the Trust has worked with cohorts of schools and other agencies to put evidence-informed research into practice and supported projects across the country in diverse settings, including areas of deprivation and disadvantage in cities, urban, rural and coastal areas from Okehampton to Blyth and from Ipswich to Blackpool.
 
The opportunity to apply in the current funding round is now open and will remain open until:
​Friday 28 February 2025 at 1700.

The theme for projects this year is:
Effective Transition | Educational readiness for every school at every phase.

The grants are designed to support groups of schools to work together to re-imagine education in our current world, and to place emphasis on a culture rooted in emotional and academic resilience. The proposed research must focus on improving the life chances for children and young people from educationally disadvantaged backgrounds.

With this in mind The Laurel Trust is looking to support imaginative collaborations between schools, which develop innovative approaches that foster collaboration and creativity to promote continuity of learning, well-being and resilience, and which build sustainable relationships between teachers and families to support the readiness of children and young people for the next phase of their education.
 
Applications are encouraged from all stages of educational transition, including Early Years and Special Schools. This year The Laurel Trust are particularly welcoming applications from the areas in which they have had fewer applications in the past – and this includes the South West!
 
If you have an exciting project that you feel would be of interest to The Laurel Trust and you would like to apply for a grant in this coming cohort, you can find more information, an application form and guidance on making your application on the links below. You can read summaries of all previous projects, funded by the Trust and the project findings and recommendations are freely available for use in your own setting. 

The Laurel Trust sends a heartfelt thank you to every school for all they have achieved for children and communities and as this Autumn Term draws to a close, they wish you all a happy and peaceful Christmas and a very happy new Year.
​
By Derrick Brett, Director of The Laurel Trust 

For our Autumn Forum, Ofsted Assistant Regional Director, Sarah McGinnis was the first speaker with an update on feedback to the Big Listen to help build a better Ofsted.

“We will be a learning organisation that operates transparently, listens to challenge and takes action to change.” 
​ 
Education can feel like a cyclical routine with certain known quantities playing their role as moving parts; notably, leaders, teachers, staff and children and young people. But we also know that things change. New leadership can lead to a new ethos, curriculum reviews impact on timetables, new thinking in response to a variety of events and circumstances - artfully articulated in school improvement plans.
 
So, when change is afoot, it feels right to sit up straight and listen, which is exactly what Ofsted have been doing in response to their Big Listen. Instigated by the Chief Inspector (HMCI), Sir Martyn Oliver wanted to hear from the sector and children about their experiences during his first year of office, and Ofsted has engaged extensively.  

Change with goodwill and good intentions and the mantra to build a better Ofsted based on the feedback results is focusing on the following three R’s to: 
1. Reset
2. Refine
3. Rebuild
 
During Sarah’s presentation, there was there was a palpable can-do-ness, a willingness to listen, to foster a positive and professional dialogue, Open honest conversations, combined with transparency and consistency and support for school leadership - and the Ofsted teams as well. 

The various Big Listen feedback results was an important exercise to underpin the changes and were thoughtfully condensed into seven core messages – the Seven C’s:
 

1. Children and learners first
2. Care and well-being of those we inspect
3. Consistency of inspections
4. Content of frameworks
5. Complaints
6. Consequences of judgements
7. Constructive feedback and reporting 

Sarah also explained in more detail about ungraded inspections further to extensive piloting and listening with an emerging greater flexibility, no shifting the goal posts and opportunity for dialogue between school leaders and the inspection team to work together to plan the inspection and to demonstrate impact.
​
Another C = collaboration.
 
Looking to the future, the Big Listen certainly feels like a significant opportunity for positive and hopeful change. The consultation continues in January.

We were also listening attentively to our second speaker, Professor (Dr) Tanya Ovenden-Hope, Dean of Place and Social Purpose and Professor of Education, Plymouth Marjon University. Tanya has been instrumental in shaping thinking around what educational isolation looks like and how it plays out in the South West from her extensive research around the South West, and also the UK and into the United States, Norway, Australia and other areas.

Tanya’s own geography started in Kent where she grew up in rural, coastal socio-economically deprived, Romney Marsh before moving to Cornwall where she has lived for the past 30 years that has both benefits and economic deprivation, geographical remoteness and cultural isolation.

Educational isolation is when a school is in a place that experiences high levels of socio-economic deprivation, cultural isolation, and geographical remoteness.
 
Most educationally isolated schools in the UK are in rural, coastal or ex-industrial areas away from the large urban conurbations. The concept evolved from schools identifying these three factors as the key challenges they faced as a consequence of place.
 
One fifth of the South West is rural/coastal.
In 2020, in England, 19% of all primary schools and 16% of secondary schools were in a rural area (DfE).
The South West is impacted more significantly because of the type of schools and places they are serving compared to other places in the country.
 
Educational isolation is not a deficit model of schools.
It seeks to identify and conceptualise the place-based challenges for schools and once these are understood, strategies can be put in place to mitigate them.

The effects of educational isolation can limit a school's access to resources needed for school improvement; including and very significantly, recruiting and retaining a high-quality workforce and notably Early Career Teachers, a lack of churn with middle career teachers and more unqualified teachers in schools; limited access to professional development and learning; limited access to school-to-school support and externally funded interventions. All of which can ultimately limit outcomes for pupils. Although in her paper, “Getting a Fair Deal,” Tanya showed how school leaders in coastal schools did everything they could to ensure their children and young people had opportunities of cultural diversity, and trips and visits as they wanted their children and young people to have a full and balanced curriculum.
 
This is why educational isolation offers an important model that Government can use to identify the ways in which it needs to target resources.
 
In some cases, however, educational isolation can add other benefits and richness that can be utilised by the schools in different ways, including outdoor learning for a rural school.

Of significant concern, research shows that persistently disadvantaged pupils in educationally isolated schools do less well and have poorer outcomes than similarly disadvantaged pupils in urban schools.

The definition however needed clarity. For example, in defining geographical remoteness. In the busy summer season, even a short distance in Cornwall can be doubled when the tourists arrive. Hence, Tanya uses the complex software, Track Data, to look at the exact time taken at different points in the day, and different points in the year to get from one place to another.

School-to-school support has changed since the pandemic with opportunity to access high-quality professional learning online. Although it can still be more difficult for educationally isolated schools to get to places where high quality professional development and learning because of travel time and costs and time out of school.

Compared to the urban situation, Tanya’s work with colleagues in London local authorities shows that disadvantaged children are doing very well. Partly perhaps from the investment of the London Challenge. But advantageous collaborative working practices with London schools were already established, working closely in terms of resource-sharing and opportunities for school improvement and enhancement. Significantly, London schools benefited from close proximity geographically and could share staff, ideas and professional learning - all of which supports school improvement and school enhancement. 

​Urban and rural areas clearly present different infrastructural challenges. It is less disruptive in London and other densely populated urban areas for school leaders who wish to progress and move on in their career. There are more likely to be close-by schools to move to and therefore less need to move house, plus the other practical implications of children moving schools and spouses finding work.

Rural and coastal areas present other infrastructural challenges for young staff. Housing is costly. There is also the prospect of winter. Teachers might be attracted by the memory of a happy summer holiday, but then have to work through a winter here; which is very different. Rental properties available in the winter are not always available in the summer because they are used for Airbnb, pushing up the rental prices. Buying a house in the South West depends on the location. But a more affordable area might not be supported with the same resources.
 
Other push and pull factors of moving to and staying in rural schools include limited public transport and travel time, few non-seasonal employment opportunities for spouses, fewer leisure or cultural opportunities, variable WIFI – all of which can impact on a sustainable and stable high-quality teaching workforce. 

For those staff who have been in the same school for a long time, internal promotion opportunities can be low. Although this is changing with the progression of Multi Academy Trusts who are using promotional opportunities within the Trust as a way of maintaining and sustaining their retention of teachers.

When speaking at an educational conference in Blackpool earlier this year Tanya reported that none of the 200+ leaders in attendance recognised any positive impact from the Opportunity Area Funding. Blackpool suffers from extreme child poverty that cascades through into school and places additional demands onto teachers in terms of additional support for child welfare and well-being; which is similarly experienced in the South West.
 
It is worth noting that data can be skewed because of multiple indices. The South West has affluence and poverty juxtaposed which nullifies the data. Hence, the educational isolation concept is helpful because it can target down to the granular level of the school where support is needed and identify place-based challenges that school faces.

As a positive example, Tanya cited a South West Multi Academy Trust she worked with who wanted to create a structure to support their educationally isolated schools and to give them access to resources. For example, small schools who do not have a minibus, to get their children to the swimming pool for swimming lessons.
 
In her “Locality Matters Report,” Tanya showed how the MAT successfully circumvented some of the place-based challenges, transport and even housing issues for teachers coming into schools by creating a Hub model. Their 20 schools were geographically co-located into groups of four, two fives and six with a Hub Lead who was an existing Headteacher for one of those schools and supported their Hub schools by creating a network for the school leaders to work and collaborate together.
 
One of the unexpected findings of the research were the relationships that developed between the school leaders who became very caring of each other and the opportunities to develop their schools within the Hubs. This led to collaboration and sharing resources, including minibuses, Ofsted materials, as well as teachers and administration staff. The Hub became their own community of practice; and fed out to parents and carers in the wider community, running events outside school as a Hub and created an ethos and presence in their locality.
 
It was supported by the MAT’s communication strategy to support the Hubs through concentric circles of communication. The Executive Leadership Team were aware of the Hub issues through the Hub Leads and then through the schools to the teachers via the Headteachers.
 
Named the “Locality Matters Report,” Tanya showed how the MAT successfully circumvented some of the place-based challenges, transport and even housing issues for teachers coming into schools within their Hubs.

We thank Tanya for sharing her research and wisdom on this important topic that resonates for many schools here in the South West.
 
You can also read more about the recent research of the National Institute of Teaching into how to support educationally isolated schools and particularly those in coastal and rural areas and how to support their Early Career Teachers here

More Leadership Forums
Watch out more details about the Spring Leadership Forum details and save the date for the 2025 Summer Conference on Thursday 19 June 2025 at the Future Skills Centre in Exeter.

Reports by Jude Baylis, SWIFT Executive Assistant

In our role as an Associate College of the National Institute of Teaching (NIoT), SWIFT was pleased to be involved in a recent study that resonated with our Teaching School Hubs (TSHs) area.

The study was designed to understand experiences of delivering Early Career Framework (ECF)-based programmes in different school contexts across England, with a particular focus on schools in rural and coastal communities, and especially small schools (the definition is intentionally broad).
 
Working alongside the David Ross Education Trust (DRET), a Multi Academy Trust with a Teaching School Hub in North Lincolnshire and North East Lincolnshire, the one-year collaborative study also aimed to identify good practice delivered by these rural, coastal and small schools to deliver ECF programmes and to support Early Career Teachers (ECTs), and to understand how these can be adapted to better support schools.
 
It is pleasing that the impetus came from conversations between the NIoT and our SWIFT Team in highlighting the importance of generating formal evidence into how small schools in Devon are experiencing the ECF, and what support they may need. It is particularly pleasing our Director of TSHs, Jen Knowles was part of the study author team and Director of Business Development, Fiona McNeile provided feedback through the RAG board for the Research Team.

This was a mixed methods study, conducted between February to May 2024.
It involved a survey of 132 participants in 68 schools across England, and qualitative interviews with staff from nine schools within six Multi Academy Trusts (MATs) in rural and coastal communities.

The study found that whilst the ECF was valued, and most experiences were positive overall, all schools are facing similar challenges. Some schools are struggling to deliver ECF programmes, but this did not appear linked to school context.
 
80% of all ECTs were very or somewhat satisfied by their induction offer.
91% of Mentors felt able to manage their mentoring workload alongside their other duties, which was a consistent trend across schools of different sizes and locations.
 
There were some differences in the delivery of ECF programmes for schools in rural and coastal communities, compared to urban and inland schools, but this did not seem to affect overall satisfaction. Overall, there were different approaches to delivering the ECF, linked to school culture and context.
 
Small schools had particular strengths in delivering ECF programmes. For example, offering whole-school support to ECTs. However, fulfilling the requirements of the ECF, particularly around staff time and timetabling, could be challenging for schools with small staff bodies, and the support of Trusts (or other external) was very important, particularly in rural and coastal communities.

The Early Career Framework
The ECF is an established two-year package of support and training for state schools in England.

In-school Mentors are essential in supporting Early Career Teachers (ECTs) and this support is mutually valued. However, it can place a burden on Mentors alongside their existing workloads and equally for schools, the Government-required entitlement for time off-timetable for the training and mentoring activities can pose logistical and financial challenges for schools.

Key questions that are currently being considered in Initial Teacher Education and also questions around content repetitiveness, and suitedness of ECF programme content for different school contexts.
 

Value-Added Research 
After asking the questions, the value of any research is putting into practice the findings and the onwards work and this study has highlighted some important signposts that the NIoT, SWIFT and DRET, as providers of the Early Career Framework (ECF) will be considering in the continued design and deliver of the NIoT ECF programme.

Similarly, the signposts will be useful for other ECF providers and schools across the country as a platform for discussion about how to continue to strengthen support for Early Career Teachers. 

"Personally, the thing I enjoy the most of working for a Teaching School Hub is the diverse range of schools and colleagues I get the opportunity to work with and their absolute wealth of expertise and experience shared with me.”

Tania Cox is the Trust Director of Training and Learning for Blackdown Education Partnership and works with schools across the Trust, as well as schools across the South West, linked with her SWIFT Teaching Hub Partnership roles of Appropriate Body Service for Early Career Teachers (ECTs), Early Career Framework Facilitator, Initial Teacher Training Campus Lead and Course Facilitator, and Membership Services Lead for Continuing Professional Development (CPD).
 
After graduating in Environmental Science, followed by a PGCE, Tania has 20+ years of primary teaching experience, having worked across all primary Key Stages in a range of teaching and leadership roles, including a recent Headship of a primary school in the First Federation Trust in Devon. Last year, Tania successfully completed a Masters Degree in Education Leadership & Management (MSc).
 
Tania has always been passionate about supporting staff at all phases of their careers to progress in a way that supports their interests and bespoke career pathways, and has been involved in supporting trainees, Early Career Teachers and Mentors, and draws on this experience to support her current role to oversee trainee and ECT induction and development.
 
The driving factor behind Tania’s work is knowing that the support and investment in staff at all stages, but particularly in the early stages of colleague’s careers, enables staff to thrive, grow as expert practitioners and ultimately benefit the children in our schools. 

1. Drawing on your experience as a former Headteacher, what key skills do you bring to your roles with SWIFT? 
The main benefit of my experience as a former Headteacher is a living and breathing understanding of the challenges faced by schools.
​
As a result of my first-hand experience of these significant challenges, I can bring this understanding into my various roles with SWIFT; Membership Services, Appropriate Body and Initial Teacher Training. This is particularly true when thinking about regional and individual challenges faced by schools. For example, I can help to shape the SWIFT Membership Services CPD provision based on local Trust and School Improvement Priorities.  

We know that a significant challenge faced by schools is insufficient funding and resources, and this insight informs how we can help schools to find the most cost-effective, value for money sources of professional development opportunities for staff by understanding school needs as a starting point. 
This also contributes to my support for Early Career Techers (ECTs), Mentors and School Leaders in the work I do with the SWIFT Appropriate Body Service, in trying to find creative solutions to challenges that may occur during their induction.  

My role as Headteacher has also guided my strong belief in investing in people and ensuring the Golden Thread of professional development supports staff to grow from trainee to ECT, to middle leadership and beyond. I have always been proactive and proud to support colleagues either to progress through the leadership scale or to develop a specialism or an area of expertise. Having that understanding helps me to think about my work with SWIFT Membership Services in considering appropriate training we can provide colleagues that enables them to progress most effectively, which benefits staff significantly and ultimately, the children we serve. 

I have experienced teacher recruitment and retention challenges, and enjoy working with SWIFT Initial Teacher Training to ensure that we are recruiting and training the best people to work in our schools, leading through to helping ECTs to continue their teaching profession journey. It is my hope that this investment provides a solid foundation for teachers to thrive, and not only survive their early career stage and to remain in the profession in the future.  

In terms of skills that I bring to my work with SWIFT from my role as a Headteacher, I would add empathy, diplomacy and negotiation skills; because my current role can sometimes place me in situations where I have to support schools and teachers and to find a positive outcome.

Finally, my direct work with colleagues in schools benefits me because I am no longer primarily based teaching in a school, and I could otherwise find myself quite distanced. But the work that I undertake with trainee teachers in delivering training, and delivering seminars for the Early Career Framework as well as visiting schools and supporting ECTs and trainees in their schools is an enjoyable aspect of my role with SWIFT and also keeps me connected to the classroom environment. 

2. What do you find to be most rewarding as a SWIFT Appropriate Body Service Lead?
As already mentioned, there are times when things do not always go smoothly for a number of reasons. There are occasions where ECTs can find their two-year induction to be a particularly challenging time. Understandably, they are suddenly removed from having a lot of support as a trainee teacher, to having a full-time class, and many of the roles and responsibilities of their 20 + years experienced colleagues; which can be very challenging for some ECTs.

This is why I enjoy supporting ECTs who might be finding this a challenge and supporting those schools who perhaps have not had an ECT in their school until now. Helping Induction Tutors in schools to navigate all the systems and procedures to help them have a good experience through induction. For example, helping schools to develop a support plan and finding that teachers can meet the Teaching Standards at the end of that journey is particularly rewarding.

Continuing this work, I love my training facilitator role for ITT, and Early Career Framework Delivery Lead for Year 1; working directly with trainees and ECTs; seeing how theory delivered in seminars links with their practice, watching them grow and develop over the year.

3. From your experience working with SWIFT, what do you consider to be the current biggest challenges in education?
As mentioned earlier, I think the current biggest challenge in education is funding and therefore providing resources in schools, which is becoming increasingly difficult. Even though schools wish to invest in professional development for teachers and available services, it is becoming increasingly challenging because of limited funding.
 
We know that here in the South West there is quite a high level of disadvantage for our students in many of our schools for one reason or another; which is another big challenge, of which I am aware, certainly when I am working with trainee teachers and Early Career Teachers.
 
Another significantly reported challenge that I experience through my work is the high level of need in schools balanced with available resources when we think about Special Educational Needs, and some of the challenges that presents due to the lack of available agencies and support services, which can consequently impact on workload and well-being for staff. 

4. What do you most enjoy about working for a Teaching School Hub?
I have now been in this role for exactly a year and personally, the thing I enjoy the most about working for a Teaching School Hub is the diverse range of schools and the colleagues I work with and their absolute wealth of expertise and experience shared with me.
 
Being a primary practitioner, I have learned a lot from secondary colleagues and am also fortunate to have access to the most up-to-date research and thinking through the work that the teaching hub provides. The training that I deliver through the Early Career Framework and initial teacher training enables me to access the most current thinking in education. Being a facilitator also encourages me to continuously reflect on your own leadership and practice, drawing on my prior experiences to share will colleagues - both what has worked and not worked! 

I value working with colleagues across the whole of the South West, in addition to my work within Blackdown Education Partnership, which is mutually beneficial in building networks and collaborations.
I can support schools in providing the optimum professional development opportunities. Schools can also be supported with their teacher recruitment challenges through trainee placements. 
 
I also enjoy drawing on the expertise within those schools. For example, people who might lead Professional Communities and who can mentor trainee teachers.

5. What are your three main hopes for the future of the teaching profession?
How to narrow this to three things?!
 
Thinking about the teaching profession, I would have once said reforms to Ofsted; but I would probably not prioritise this as highly now that there appear to be some positive adaptations in progress.
 
Firstly, I would focus on teacher retention and improved retention, with schools offering more competitive salaries, flexible working arrangements, specialist training, promoting leadership, a work-life balance and better well-being, in addition to alternative routes to gaining QTS.
 
I have worked with some amazing colleagues, but they do not have a degree and many Teaching Assistants who have been in the role for years and are virtually, teaching classes, but do not have that specific qualification to progress into teaching officially.

Hence, I think we need to be looking at alternative routes, which seems to be beginning to happen, and I would like to see that happen more rapidly.
 
Secondly, increased professional development and collaborative practice.
Having more time dedicated for professional development, including that important follow-up. Not only sending someone on the training, but giving thought to how the training will be implemented and most impactful so that afterwards, the specific training has supported and upskilled teachers.

Thirdly, more opportunities for collaboration and sharing good practice and expertise.
I am a very strong believer that shared practice and collaboration can be hugely impactful and we should be outward-looking, outside of our Schools and Trusts, at all levels, by ensuring we are equipped and confident to make the best decisions to suit the learners in our school, to serve our communities as a common goal.
 
That is why I love working with SWIFT and my role supports that idea, and ethos of collaborative working together, networking and partnership strengthened by those common goals. 

We thank Tania for sharing insights into her roles and for her valued contributions as a SWIFT Partner.
Interview by Jude Baylis, SWIFT Executive Assistant

We are pleased to bring you this next UPDATE. 

Associate & Strategic Leader of Teaching & Research Schools (ESW) Roger Pope CBE muses on how politics sits within leadership following a post-budget discussion about inheritance tax:

"The very best school leaders that I know lead from a position of deeply held beliefs and values.
It is this passion which gets them out of bed in the morning and enables them to motivate others.  It drives the sense of authenticity that enables others to trust them."

Find out more about the the new Special Educational Needs Co-Ordinator's (SENCO) National Professional Qualification (NPQ) in which 85 Programme Members are currently engaged. You can also learn about Social Stories following the recent workshop led by South West Autism Support Services and be guided to starting a story with your pupils and young people. 

If you have yet to do so, remember to sign-up for the Autumn Term Leadership Forum on: Thursday 21 November 2024 from 1530 – 1715 (online). Ofsted Assistant Regional Director, Sarah McGinnis will be sharing updates and opportunity for Q&A, whilst Professor (Dr) Tanya Ovenden-Hope, Dean of Place
and Social Purpose and Professor of Education, Plymouth Marjon University will consider place-based disadvantage and the way it reduces coastal and rural school access to resources, especially teachers. 
FREE for SWIFT Members and £35 for all other colleagues, book your place here

Director of Kingsbridge Research School, Jon Eaton provides clarity on schools as complex adaptive systems: "As school leaders will know all too well, there are no end-points to complex problems, where we can confidently down tools and declare things solved. For instance, literacy improvement in schools is not something that can be declared ​“done.”" 

Our sponsor SchoolPro TLC provides some excellent timetabling for success advice for those colleagues tasked with this mission and who might be already thinking about next year. Valid point by point tips for clear planning.

Meanwhile our other sponsors have been busy.
You can see some of Educatering's seasonal and cultural foodie goodies with children hands-on in the kitchen, and find out how Exeter Supply Partnership can support your primary teaching supply needs. You can download ONVU Learning's new White Paper "Unleash your Teachers’ Superpowers" that outlines strategies for fostering high-performance teaching and learning environments. 

We wish you all an enjoyable and rewarding half term and thank you for taking the time to read this issue.

The guidance is relevant for leaders within educational institutions, as it outlines the legal and ethical responsibilities involved and helps you to navigate compliance with Data Protection laws, and provides best practices for implementing biometric technologies in a way that safeguards students and staff members personal information.

What is Biometric Data?
Biometric data is a type of personal information. Article 4(14) of the UK GDPR defines biometric data as:

“Personal data resulting from specific technical processing relating to the physical, physiological or behavioural characteristics of a natural person, which allow or confirm someone’s unique identification of that natural person, such as facial images or fingerprint data.”

This means that personal information is only biometric data if it:

• relates to someone’s physical, physiological, or behavioural characteristics (e.g. the way someone types, a person’s voice, fingerprints, or face);
• has been processed using specific technologies (e.g. an audio recording of someone talking is analysed with specific software to detect qualities like tone, pitch, accents, and inflections); and
• can uniquely identify (recognise) the person to whom it relates.

Who Can Consent to Biometric Data
Consent for biometric data needs to be treated differently than other consents and has specific, stringent criteria.

The Data Protection Act gives pupils rights over their own data when they are considered to have adequate capacity to understand. Most pupils will reach this level of understanding at around age 13.
​
However, the Protection of Freedoms Act 2012, which governs the use of biometric data in schools in the UK, has different requirements. Under this Act, the consent of at least one parent is required to process the biometric data of a child under 18. If the child or any parent objects, the school cannot process the child's biometric data.

Schools must notify each parent of a pupil or student under the age of 18 if they wish to take and subsequently use the child’s biometric data as part of an automated biometric recognition system.
As long as the child or a parent does not object, the written consent of only one parent will be required for a school or college to process the child’s biometric information.
​A child does not have to object in writing but a parent’s objection must be written.

What does this mean for MAT’s and Schools?
The decision to implement automated biometric technology is the decision of MATs and schools. However, careful consideration should be taken to assess the purpose of its use, the necessity and proportionality of processing, and consider the potential implications, such as operational requirements, handling of personal information, possible data breaches, and legal obligations.
It is also important for schools to reflect on the ethical considerations around the use of biometric data, including privacy concerns and the potential for future misuse of such data, even when collected in a lawful manner.

Schools should consider whether biometric data is truly necessary and proportional for the task at hand.

Here are some key actions for schools considering or already using biometric data:

1. Conduct a Data Protection Impact Assessment (DPIA)
Before implementing any biometric system, schools should carry out a DPIA to assess risks and determine whether biometric data processing is necessary and proportionate. This should be reviewed regularly to account for any changes in technology or usage.

2. Obtain Proper Consent
Ensure written parental consent is obtained in compliance with the Protection of Freedoms Act 2012. Schools should also have a clear, documented process for managing consent withdrawals or objections from either the student or their parents.

3. Be Transparent with Parents and Students
Provide clear, accessible information explaining how biometric data will be used, stored, and protected. Schools should offer regular opportunities for parents and students to ask questions or raise concerns.

4. Implement Robust Security Measures
Ensure that any biometric data collected is stored securely, with encryption and access controls in place to prevent unauthorised access. Schools should also regularly review their security practices to ensure they remain adequate in light of evolving risks.

5. Choose Vendors Carefully
When selecting a third-party contractor, schools must perform due diligence to ensure that the vendor complies with UK GDPR and has strong Data Protection measures in place. A contract should clearly outline Data Protection responsibilities and require the vendor to carry out DPIAs.

6. Regularly Audit Data Practices
Conduct regular audits of how biometric data is processed, ensuring that all practices remain compliant with relevant legislation. This includes reviewing how data is stored, who has access to it, and how consent is managed.

7. Prepare for Data Breaches
Develop a clear plan for managing data breaches involving biometric data, including informing affected students, parents, and the ICO if necessary. Ensure that all staff members are aware of the procedure for reporting a breach.

By incorporating these steps, schools can ensure they not only comply with legal requirements but also protect the privacy and rights of their students.

For more detailed information, including lawful basis considerations and best practices, please read
​full guidance provided by the ICO.

By Soton Soleye, SchoolPro TLC

Our sponsor SchoolPro TLC shares here their GDPR and Data Protection expertise in understanding the Birmingham Children’s Services Data Breach and the implications and guidance for school and Multi Academy Trust (MAT) leaders.
 
In May 2024, the Information Commissioner’s Office (ICO) issued a reprimand to Birmingham Children’s Trust Community Interest Company (BCTCIC) for an inappropriate disclosure of a child’s personal information.
 
This unfortunate incident underscores the critical importance of robust Data Protection practices, especially when dealing with sensitive data related to children and criminal offences.
 
As leaders in schools and MATs, understanding the implications of this reprimand and implementing key actions can help safeguard your institutions from similar breaches.

Overview of the Incident
On 10 November 2022, BCTCIC experienced a significant data breach involving the inclusion of sensitive information about another person in a Child Protection Plan (CP Plan) sent to a family.
This breach occurred within the Child Protection and Review (CP&R) department, which routinely handles both personal data relating to children and criminal offence data.
 
The specific incident involved two neighbouring families.
Family A had raised concerns about interactions between their child and Child X from Family B.
During the formulation of a Child Protection plan, information from a separate strategy meeting with West Midlands Police, containing serious criminal offence allegations against Child X, was inappropriately included and this sensitive data was subsequently disclosed to Family A, resulting in a violation of Data Protection regulations.
 
Key Findings and ICO Reprimand
The Information Commissioner's Office (ICO) found that BCTCIC had violated Articles 5(1)(f), 32(1)(b), and 32(2) of the UK General Data Protection Regulation (UK GDPR).

Articles that mandate personal data must be processed securely to protect against unauthorised or unlawful processing and accidental loss, destruction, or damage.
 
Several key issues were identified:

• Inadequate Policies and Procedures | BCTCIC’s existing policies lacked detailed, practical guidance on Data Protection, particularly regarding the inclusion of personal data in documents like Child Protection plans.
• Over-Reliance on Professional Standards | BCTCIC relied too heavily on Social Work England’s standards, which were not specifically designed for Data Protection compliance.
• Insufficient Training | Whilst BCTCIC provided general Data Protection training, it lacked specific, role-related training for social workers, reducing the effectiveness of the training.   

Implications for Schools and MATs
The ICO have highlighted that Schools and MATs must be vigilant to avoid similar data breaches:
 
1. Develop Robust Policies and Procedures 
Ensure that your Data Protection policies include specific, detailed guidance on handling sensitive personal data.
This should cover what data is appropriate to share and under what circumstances.

2. Implement Role-Specific Training
General Data Protection training is essential, but it should be supplemented with role-specific training.
Staff should understand how Data Protection principles apply to their roles within the context of their setting.

SchoolPro TLC are developing SEND and Designated Safeguarding Lead-specific Data Protection training to help boost staff confidence when responding to information requests.

3. Conduct Regular Audits and Reviews
Regularly review and audit Data Protection practices to identify and mitigate risks.
Look at who the school has shared information with, how much and the method for exchange.

4. Regular Records Review
Create time to review the records you hold, checking the quality and accuracy.
Feedback to staff to support the development of a safer culture within the school.
 
Actions and Recommendations
Based on the ICO’s recommendations and the lessons from the BCTCIC incident, there are specific actions for schools and MATs to consider.

• Granular Standard Operating Procedures (SOPs): Develop detailed SOPs for producing and reviewing sensitive documents such as safeguarding documentation. Ensure these procedures include independent checks for personal data.
• Comprehensive Training Programmes: Enhance your training programmes to include specific modules on Data Protection relevant to different roles within the institution.
• Risk Assessments and Mitigation Plans (DPIAs): Conduct thorough risk assessments to identify potential Data Protection vulnerabilities and implement measures to mitigate these risks. These would be in the form of Data Protection Impact Assessments (DPIAs).
• Regular Policy Updates and Staff Briefings: Regularly update your Data Protection policies and conduct staff briefings to ensure everyone is aware of their responsibilities and any changes in procedures.
• Feedback and Continuous Improvement: Create a feedback loop to continuously improve Data Protection practices. Encourage staff to report any issues or suggestions for improvement.

Conclusion
The reprimand issued to Birmingham Children’s Trust serves as a stark reminder of the importance of robust Data Protection practices, especially when dealing with sensitive information related to children.

By understanding the implications of this incident and implementing the recommended actions, schools and MATs can better protect their data, ensure compliance with data protection regulations, and better safeguard their students.
 
As leaders, it is our responsibility to foster both a culture of Data Protection and Child Protection within our settings, by going above and beyond to ensure the safety and privacy of all individuals whose data you handle. Data Protection is Child Protection.
 
By Ben Craig, Director, SchoolPro TLC Ltd

1. What has been most personally rewarding from your involvement with the Kingsbridge Community College Governing Body?
It has been most personally rewarding to continue to be involved in what I think is a really top-class organisation that has a very important role in our educational landscape.
 
I have been involved in Teaching Schools from their very beginning and I immediately believed it was the very best way of developing teaching and learning within our schools.
 
I think teaching at the moment is as hard as it has ever been, and maybe even harder and I am passionate that teachers from the start of the career and all the way through, have the opportunity to experience the very best training; because when we come into teaching, I think we all have an idea of what makes a good teacher, which essentially comes from our own background and provides a great starting point for our classroom practice.
 
But developing and improving that practice can be challenging and I think the only way you can do it is if you have from the very start of your career the opportunity to experience high-quality professional development and support in your school. For me, this can come about by schools working together and learning from research and striving to ensure that their teachers benefit from such opportunities. This way, I believe that teachers can get the very best outcomes for their students.
 
My involvement over the last few years as Chair of the SWIFT Trust Board has given me the opportunity to see and be impressed by the way in which SWIFT has developed from what was an idea of schools collaborating together by sharing data and seeking improvements in a much more structured way.
 
Teaching School Hubs, like SWIFT, are providing opportunities that enable the very best development in our teachers and school leaders. That is why I am so excited that SWIFT is moving into initial teacher training, because I think that keeps the Golden Thread (as the Department for Education terms it) going from the start of a teacher's career with the Appropriate Body Service and Early Career Framework to National Professional Qualifications. For me, that is the very best model and I consider this to be a golden opportunity in delivering that best model.
 
Being a Governor on the SWIFT Trust Board and working with the other Governors is a way to give back in helping to see and contribute to the work that is being done, monitoring and checking this work and supporting it to be the very, very best.
 
2. And what has been the most challenging?
Truthfully, I have been pleasantly heartened in how well the SWIFT programmes have been progressing. The Appropriate Body Service and Early Career Framework roles are being led so effectively that targets have been exceeded in terms of the volume of participants and their feedback is very positive. I think that the SWIFT Team is doing a magnificent job in continually implementing, developing and monitoring this work.
 
For me the main challenge going forward will be the successful implementation of initial teacher training, because that requires a much broader range of stakeholders and very thorough monitoring. The provision will be subject to Ofsted inspections and hence, the biggest challenge will be ensuring this provision is as effective and robust as possible.

Indeed, I am a tad sad that I am leaving when the course is about to start at the end of August, because I think that it has the potential to be very exciting for SWIFT.

The current biggest challenge for all Governing Bodies is to support their schools in what are very difficult financial circumstances. Schools are having to make decisions now much more on the basis of what they can afford, than on the basis of what is best for their students, than at any other time over the past 25 years that I have been involved in school leadership. Governors have a demanding role in supporting schools to make the very best decisions in these constrained circumstances.

“If everyone is moving forward together, then success takes care of itself.” (Henry Ford)

This time last week, it was lift-off for the SWIFT 2024 Summer Conference at the new venue of the Future Skills Centre in Exeter. Hosted by Executive Director, Martin Director and Jen Knowles, Director of Teaching School Hubs, delegates fastened their seatbelts for what was to be a supersonic day.

Education South West (ESW) CEO, Matthew Shanks’ welcome set the tone for the conference in considering the current challenges and key themes for schools and leaders - with a call to action for collaboration across schools in the South West.
 
“Our job is to help every single child.”
 
Matthew reflected how alas, the system is not currently built for collaboration due to disincentivizing
league tables and a lack of support and funding for children’s services.
 
However, with ESW the lead Trust for the Kingsbridge Teaching School Hub, Matthew echoed the SWIFT ethos of selfless collaboration that helps to make a better society and fulfils our vision of creating high-quality opportunities for staff to learn, develop and connect. So that all children, especially the disadvantaged, achieve the best educational outcomes.
 
After the fantastic first three years as Teaching School Hubs, the statistics are splendid to behold.
3,295 teachers and leaders have engaged in over 80,000 hours of training with SWIFT that importantly, practicably, and hearteningly has a direct impact on the quality of education and lives of young people in South West schools. And the good news is that SWIFT is committed to building on this successful support.

On that stirring note, the first keynote speaker took to the stage.
​
Presenting on “Why nice isn’t working: why relational currency supports positive behaviour,” teacher, behaviour specialist, author, education reformer and advisor, Paul Dix began by sharing his own experience as a 24-year-old teacher.

​Re-living the case of the humbling home visit to his pupil, Robert; Paul recounted the discovery of his positive notes that Robert had previously crumpled up (and Paul assumed to have been thrown away) and yet were pinned-up on Robert’s bedroom wall, in an otherwise nearly empty home. Heart-rendering.
 
In a talk that was entertaining and energising with visual props, Paul highlighted the importance of relationships being predictable, systematic, consistent and habitual. Think of the primary children who slipped happily into the habit of shaking the hand of their teacher every morning on arrival into class and who were disappointed when she suddenly stopped this hands-on habit. Such was this happy habit, even parents came into school to shake the teacher’s hand as well.

Relational practice begins with the easy actions. The positive noticing, in a pure and nuanced way and it is this emotional currency that leads to trusting relationships.

“There’s no teacher in the world who doesn’t know the power of positive noticing.”

SWIFT works with select sponsors who provide a range of educational services to help boost our high-quality professional development offer to schools.

As the first of the two conference sponsors, Vice President, Matt Tiplin introduced ONVU Learning: deep thinkers of teaching and learning translated into classroom technology.

Teachers are empowered to review their own practice to provide a better methodology by outcome and with his own story as a past teacher, Matt invited the audience to remember a good teacher from their own life.
 
​Find out more about ONVU Learning at the FREE Excellent Teachers Create Excellent Memories webinar on Thursday 11 July 2024 from 0830 – 0900.

Delegates could then choose one of two morning breakout sessions.

Associate Professor at the University of Warwick, Institute for Employment Research (IER) and Founding Director of CareerChat (UK) Ltd, Deirdre Hughes OBE led the session on “Leading with Vision: transforming education for tomorrow’s workforce.”
 
Leadership, is an opportunity to make a difference as transformational leadership.
Even if there is no single way to transform the educational system, it is a line of sight to work. Otherwise, divisions can widen.
 
Deirdre encouraged leaders to find the value in understanding the relevance of education in our fast-changing world of work with spiralling issues, such as multiculturalism and wellbeing.
Find personal development for decisions and pathways and changing attitudes to the workforce for life-long learning and ways to inspire amidst the uncertainty and change. Learn collaboratively with a commitment to projects and how to develop skills for the future.  

​Former Chair of Children and Young People’s Mental Health Coalition, and author of “The Mentally Healthy Schools Workbook,” Dr Pooky Knightsmith led the other breakout session on “A Whole School Approach to Mental Health.”

Pooky outlined the following six areas of focus in schools with lots of helpful tips and invited the audience to consider where they fit on a scale of 1-10:
 
1. Staff are Happy and Healthy
If schools do not get it right for staff, it is challenging to get it right for children and community. 
Leaders are role models and look after themselves first as children learn from what they see adults seeing and doing and sustainable change must have staff at its heart.
Happy staff feel heard: their opinions matter, whatever their background and diversity. 
Happy staff are mentally and physically healthy.  Think about small changes to ensure staff get fresh air, access to healthy food, have time to eat.

Think how you acknowledge teachers' workload.
Mastery is every member of staff turning up to do their job and do it well, which in turns supports their wellbeing. Passion will make the difference in our job and help to connect with colleagues.
Look beyond Ofsted and ticking boxes. 
 
2. Our Setting Feels Safe and Welcoming
The biggest difference to support a child is a calm adult. 
Meet children with a smile.  Walk through your school in the shoes of a stranger and be honest about all the things you see/feel/hear/smell. 
Children need to know their school is safe place. 
​
Make your school a calm environment that meets the needs of neuro-divergent children.
Be predictable.  Meet the needs of all children and look out for the quiet students too.
Be brave to share when things do not go quite right.  Be an authentic and brave leader. 

Educational journalist, former teacher, and co-founder of Teacher Tapp, Laura McInerney presented the next keynote on “Education Trends.”
 
It was Laura’s form tutor and Teacher of French, Miss Watson who inspired her to become a teacher; noting that the best teacher gets you an A*, even when you do not necessarily like the subject. 

It was Miss Watson who brought a newspaper article into school on Laura’s favourite author, Terry Pratchett and her positive noticing made Laura want to be a Miss Watson - and she has followed her example ever since in always wearing a jacket.

Ten years ago, Laura’s yellow jacket (plus yellow six-inch heels) had a special outing when she was taken to court by Michael Gove and Dominic Cummings for being "vexatious" about a Freedom of Information Act request on the hot topic of free schools. (A longer and highly entertaining court case story cut short, it ended well for Laura).
 
Teacher Tapp came about from Laura’s editorials in Schools Week based on discussions on a minority of teachers and schools. In 2017, Laura combined forces with Professor Becky Allen who wanted to survey teachers to gather data and the dynamic duo created the highly popular and successful Teacher Tapp. Signed-up teachers are sent daily questions that gather data and help to stop misinformation and spot trends. One of the most controversial questions, would you believe, is whether the school provides free tea, coffee and milk. 

Turning to another popular conversation topic for us all, the weather, Laura related her own experiences of living in Michigan, part of Tornado Alley. Unlike the UK, where the weather stops play, and people get angry, in the USA, everyone stays at home and does not get angry.  The same could be said of reactions to education policy.  When the weather turns stormy, we need to change the response, and seek shelter until it has passed. There is no point shouting!
 
With her evident instincts for spotting trends, Laura considered some of the big challenges in education with simple causes.

Looking to the future, Laura looked to the past and reflected on former Education Secretary, George Tomlinson in post after World War II from 1948 and 1951. Facing bombed schools, a high baby boom in 1946 and no university graduates in his inbox, he made the decision to raise the school leaving age. 
It was considered outrageous. Not least from an Education Secretary who had not attended secondary school. 

However, it was a timely reminder to us all with the shared purpose to provide an education for all children and young people.

The metaphorical tornadoes are coming, and it is for schools to try and work out the response.

After that insightful weather warning, SWIFT Delivery Partner at Tarka Trust, Andy Ogden introduced the benefits of SWIFT Membership and highlighted the value of professional development as an investment in staff and the school.
 
Further to the questionnaire to schools at the end of last year, in the next school year, new programmes on offer will be directly related to feedback from colleagues. New Professional Communities will be an opportunity for teachers to access a network in their phase/subject to support their development. Paul Dix and Tara Ellie will also be leading a session on “When the Adults Change – Behaviours Change.”

Looking to support teacher recruitment within the South West, this year, SWIFT has been working with Exeter Consortium/South West Teacher Training, Plymouth Marjon University, SWIFT Teacher Training and the University of Exeter on an Initial Teacher Training (ITT) Area Strategy.


The initiative requires all Teaching School Hubs (TSHs) to deliver new strategic roles to support local ITT delivery across their area as an important regional role working with schools and accredited ITT providers to understand the local market, context and challenges. TSHs can also offer information and support to schools who wish to engage in ITT for the first time or to increase their engagement in ITT.
 
Led by the ITT Strategy Team, Andy Ogden, Fiona Bosley and Matthew Wharf who are working together to develop a collaborative ITT Strategy to support the next generation of teachers. 

This year SWIFT has been evolving our Diversity, Equity and Inclusion (DEI) endeavours so that it is intentional and integral to all that we do. Further to an advert to schools and partners earlier in the year appealing for volunteers from all backgrounds who wished to connect their experience and enthusiasm for DEI, the Diversity, Equity and Inclusion Partnership Group was born. Krisha Gandhi, Caroline Leigh and Tom Pether attended from the Group and shared how their work is shaping up.

Our very own Roger Dimbleby (Pope) led Question Time with questions including what priorities would panellists propose for the new Education Secretary on Friday 5 July 2024; what would creativity in the curriculum look like, and whether there is a future for written exams (expanded to writing in schools).

The final question: What gives you optimism for the future of education, certainly maintained the momentum of the conference with panellists celebrating schools and Trusts coming together to work through challenges, schools as relational places, overcommunicating the positives messages, sharing joy, talking to families and believing in staff who care.  

Continuing the caring theme, second conference sponsor, Goosemoor Educatering, Head of Educatering, Rob Stevens whet our appetites for the lunch feast that was the follow with an introduction to their bespoke food service for schools. Rob told how he was leading an onboarding session at a school and a child asked her mother if the food tasting was free. Speaking from the heart, Rob shared his pride in how good food makes a difference to all families and knowing children are going home “with full bellies.” Not dissimilarly, conference delegates were to go home having eaten a delicious lunch and we are grateful to Goosemoor Educatering for a feast.

The first of the afternoon breakout sessions was led by Chief Executive, Paul James and Director of Inclusion, Katherine Walsh at the River Learning Trust on “Leading Inclusion: What works?”

The River Learning Trust spans big secondary schools to small primary schools in a high pupil premium area with complex learning and disability needs. The Trust have aligned autonomy, but are not “a cookie cutter Trust” as that would not be a good fit for the diversity of their schools.

An increasing number of children have special needs. 52% who have EHCPs are in mainstream education, and year-on-year there is a 1% increase of children with SEND in mainstream schools. This brings inevitable challenges.

It is important firstly, to boost staff confidence and to support teachers to develop this confidence and secondly, to distribute leadership as the SENDCO cannot be the font of all knowledge. Rather than the SENCO leading all parent meetings, the Form Tutors can also lead and who has a holistic overview of the child and consider how Teaching Assistants are deployed.
 
The Trust have an Inclusion Strategy that is built on knowing schools well and understanding the school context.

The Education Endowment Foundation makes the following five key recommendations to meet the needs of children with SEND:
 
1. Create a positive and supportive environment for all pupils without exception.
2. Build an ongoing, holistic understanding of your pupils and their needs.
3. Ensure all pupils have access to high quality teaching.
4. Complement high quality teaching with carefully selected small-group and one-to-one interventions.
5. Work effectively with Teaching Assistants. 

There is no magic SENDCO tree. We have to make it a motivating, engaging and wonderful job as a role that can make a huge difference.  SENDCOS can move into Headship as SEND runs through all we do.

• Be proactive in planning and be aware that almost three quarters of learners with SEND are likely to have difficulties with elements of:
• Working memory
• Language development
• Executive functioning, e.g. planning, personal organisation, prioritising, self-checking, flexible thinking, impulse control and emotional regulation.

 
Be prepared to do things differently. 
Walk into lessons and think ‘which child is this lesson not working for.’

The second afternoon breakout session was led by CEO of The Woodland Academy Trust, Nav Sanghara on “The Art of Compassionate Leadership.”
 
“It is important to be a kind leader. But it is also important to focus on execution and do hard things. This is about how to do hard things in a human way.” (Raasmus Houggard)
 
In a talk that was infused with wise and wonderful mantras, Nav considered what compassionate leadership looks like. Leaders need to be kind to themselves in the first instance so that they bring energy into their leadership.
There is value in knowing and overcommunicating your purpose and redefining and re-evaluating this purpose.

With a calm tried and tested wisdom, Nav encouraged leaders to have a core principle and to live by your values that drives actions and decision-making and connects with your organisation. Model these values to children and staff. “Who we are is who we lead.”  Psychologically safe teams have real and open conversations. Build one culture and trust together with equity and collaboration and understand the shared vision as a promise to staff and children. 

The final keynote speaker was to end the conference on a moving high.
​
For nine years Chris Lubbe was Nelson Mandela’s bodyguard after a chance meeting and a five-minute interview, followed by a gruelling six months training with the SAS.

Speaking on “My Journey from Apartheid to Truth and Reconciliation,” the audience listened intently as Chris shared his first-hand story of working closely with the revered Nelson Mandela. It was a way for us to feel close to the brave leader who devoted his life to bring apartheid to an end in 1994.

Chris spoke with a heart-stopping serenity bringing to life the Nelson who did not believe in black and white; who showed no anger for his imprisonment and maltreatment; but with an enduring charisma and belief in forgiveness as the key to freedom, he reached out to bring everyone together.

As his boss and mentor, Chris recounted how Nelson once told him to write down all the angry things in his heart and then told him to put the pieces of paper onto the fire to burn. 

Describing his own upbringing in a shanty town, finding thrown-away books to read in the local dump, the two-tier education system and segregated beaches with demeaning signage to match. The stories flowed with a serenity that comes from an inner peace perhaps, and the courageous re-telling. Yet the horrors of the police still sent shivers down our spines. Eight-year-old Chris witnessed the shocking treatment of his diabetic mother taken ill on the bus and pushed off a WHITES ONLY bench by the police that led to three months in hospital in a coma and a long recovery.
 
As a child, Chris bought a map of the world and once a month he wrote to world leaders to ask for their help – including our very own late Queen. Chris was angry, but wanted to do something to inspire peaceful change. As a young man, alongside anti-apartheid and human rights activist, Archbishop Desmond Tutu, Chris stood tall as a peaceful protester, even when it led to arrests and imprisonment and torture. Terrible times. 
 
Fast forward to working for Nelson, there were however, moments of glamour.
Chris met many celebrities during his time with Nelson – including the Spice Girls who were most miffed when Chris pretended not to know who they were (on the advice of his boss!).

But it was at a dinner with the Queen that reminded me of many of the values shared at the conference of hope, compassion and collaboration. A silver platter was presented to Chris. Inside, the envelope was another envelope and inside that envelope was Chris's letter to the Queen that he had written as a boy.

A faithful letter writer, the Queen had replied to him, as well as writing regularly to other world leaders for their support. The South African authorities had obviously intercepted her reply to Chris that he never received until that grateful moment all those years later. 

To echo the warmth that enthused our SWIFT 2024 Summer Conference, we thank all our speakers for their thoughtful presentations and for bringing a meaningful momentum.

We also thank our delegates for making time and for sharing in the event with us.

A grateful thank you to our sponsors and exhibitors: BCR Associates, CiCI Empowering Careers, Goosemoor Educatering, InVentry, Nasen, ONVU Learning and PHP Law for attending the day and spending time speaking to our delegates about their products and services that add value to schools and thank you to Conferences Southwest for their organisation. 

Finally, we thank Mark Drew and Robin Scott from our partner, Exeter Consortium Schools' Alliance, for their excellent conference administration and making it all work so well.

SWIFT Membership goes from strength to strength and this academic year over 220 schools are members of SWIFT.

SWIFT Membership offers Schools and Trusts outstanding value.
Our low-cost, £2 per pupil fee offers you unlimited access to the following highlights:   

• Members’ discount on an extensive range of professional development courses and conferences.  We work with leading national trainers, such as Paul Dix and Mark Rowland; as well as experts from the South West region.
• FREE/ unlimited access to 25+ termly Subject and Leadership Professional Communities.
• FREE/ unlimited access to termly Leadership Forum and Curriculum Forums.  
• FREE/ unlimited access to Primary Subject Leader Briefings for Early Years, English, Maths and Science.
• FREE access to Secondary School Performance Analysis through Jon Lunn (Performance Director for Ted Wragg MAT).
• Subsidised Leadership Study Visits to Schools and Trusts within the South West region AND England (limited places).  

SWIFT Membership saves staff time as well as money.
Our booking system on Eventbrite enables quick access to all our events and makes it quick and easy to register.

Many of the 2024 - 2025 courses are live for bookings now HERE and many more will be added across the year.

Increasingly, schools are using SWIFT to support staff training linked to appraisal, providing a quick, one-stop-shop for staff development needs.
 
Powering SWIFT Membership is the dynamic SWIFT partnership of Schools and Trusts that curate, design and facilitate courses, Professional Communities, Forums and Conferences.
We are proud to work with these brilliant teams from across the Devon, Plymouth and Torbay area reflect the best of the school-led system.

It is the penultimate UPDATE newsletter for this academic year 2023 - 2024 and we hope that there will be something of interest for you in this June issue.

Associate & Strategic Leader of Teaching & Research Schools (ESW) Roger Pope CBE gets into TikTok and the #WorkTok trend that leads to thoughts on today's workforce with reference to Professor Thomas Roulet at the Cambridge Judge Business School:

"He argues that what has changed is not a willingness to work hard, but rather what we now ask from work. Our work has become a more significant part of our lives. The demands on younger generations are greater than those on older generations. They are asked to give more - and so they ask for more in return."

As we will soon have completed our first three years as Teaching School Hubs, we tot up the numbers of colleagues who have engaged in over 80,000 hours of training with SWIFT and muse on the direct impact on the quality of education and lives of young people in South West schools. We also share some of the benefits from our recent wellbeing in the workplace training with ACAS.

Our interviewees this time are Krisha Gandhi of Cranbrook Education Campus and Tom Pether of East Allington Primary School and also valued co-Chairs of the SWIFT Diversity, Equity and Inclusion Partnership Group. 

Kingsbridge Research School enlighten us with The Education Endowment Foundation’s new and updated Guide to Effective Implementation and highlight the changes.

Understanding that Health and Safety is a fact of a life and practical awareness is essential for schools, our sponsor SchoolPro TLC has recently added SchoolPro Safety to its arsenal of services to schools and you can find out more about their services.

Other sponsor news. ONVU Learning considers whether cameras in the classroom means Big Brother is watching you (spoiler alert - no! It is much more exciting in the 21st Century). Remember, you can meet ONVU Learning in a FREE Excellent Teachers Create Excellent Memories Webinar on Thursday 11 July 2024 from 0830 – 0900 and also at our Summer Conference on Thursday 13 June 2024. 

Educatering have been busy showcasing their food and bespoke menu service at conferences across the South West and bring more enticing foodie delights that are enjoyed by many children, young people and staff in school across the South West - and beyond. You will also meet them at the Summer Conference and feast on their food.

Exeter Supply Partnership provides some super-helpful-positive guidance on how to be a Supply Friendly School. It makes sense. See how many your school can tick off.

As always, we wish you a rewarding final half term and thank you for working with us.   

In 1949, George Orwell’s dystopian novel introduced the world to the grim spectre of being under constant surveillance by the authorities. The story has since inspired various interpretations of ‘Big Brother,’ which in schooling can be most apparent when considering teacher observations. 

Lesson observations and their current equivalents share the same difficulties of synchronicity, validity, and disruption and increasingly schools seek alternatives to gaining insight into what it is like learning in that classroom. As schools increasingly turn to technology to enhance insights into classroom experiences, one method stands out: introducing cameras for the classroom.  
 
But does the introduction of cameras into classrooms really mean that Big Brother is going to be watching teachers? 

What Breeds the Fear Factor?
In schools, it is likely that the ‘Big Brother’ concern stems from: 

• an unrealistic sense of being the centre of attention i.e. someone wants to watch you;  
• an irrational belief that the school’s leaders have the time or inclination to secretly watch the footage;
• a lack of trust in leaders not to do the above and a perceived lack of trust from leaders in them as teaching professionals; 

• concerns about the misuse of platform that is not designed to safeguard privacy and respect the well-being of its users. 

None of those sources of concern are unreasonable per se, but they can create unreasonable barriers to teacher-centric self-improvement.  

Is This Just a School’s Thing? 
For too long been schools have driven by a desire to prove something that is inherently difficult to prove: causality between teaching and learning (particularly on an individual basis). As such, it is not entirely surprising that some teachers and leaders might make the link between their lived experience and an authoritarian with time on their hands to watch footage.  
 
So much of what we talk about when discussing ONVU Learning with school leaders and teachers boils down to how much trust and confidence exists in and around the school(s). Does the headteacher make it their business to encourage or to interfere? Do teachers get provided the tools to be amazing or simply to do more? Is teacher continuous professional development (CPD), which ONVU Learning is designed to underpin, valued across the board as the most sustainable means to improving students’ outcomes and so encouraged, not just viewed as a tick box exercise? 
 
The challenge is how to balance accountability with the professional autonomy of teachers without fostering a culture of perceived or real mistrust. This issue is particularly in the spotlight when discussing cameras in the classroom because it raises questions about the extent and purpose of them.
 
A New Way to Solve Old Problems? 
In Sam Sims’ recent blog: A proposal for saving five million hours per year (one day per teacher) of workload, without harming pupil achievement he suggests that the sector could save a lot of hours by not performing data drops unnecessarily and so makes a compelling case for leaders to better question how they direct their teachers’ time. 

At ONVU Learning, we echo that call and encourage school leaders to invest that saved time into more meaningful teacher personal professional development and enabling teachers to become more able to influence their own destiny. By giving teachers agency over their CPD and control over how they measure the impact of what they choose to practice, teachers will then adopt into their practice the things that really work for them.  

What Can you Gain from Classroom Video Capture? 
Video lesson capture has been around for a while now – mostly involving teachers setting up ad hoc specific video recording devices (like a smartphone or tablet) for the purpose of recording a specific and pre-planned learning activity or lesson.  
​
At ONVU Learning, we propose and offer the opportunity for teachers to review classroom video recordings made using our fixed-position 360-degree cameras. The specific cameras we use are discreet but not hidden. We promote this style of video classroom capture because it removes the hassle of setting up equipment, makes the learning activity being recorded more natural, and enables a (re)view of teaching and learning rather than focusing in on what you hoped to see all along or only the teacher at whom the camera is pointed. The nature of the technology captures the entire classroom wherever the teacher or students may be. 

Are They Worth It? 
The question remains: does the benefit of using video capture technology in classrooms justify the concerns about surveillance? Whilst the shadow of Orwell’s 1984 looms large, it is crucial to distinguish between using technology for support versus surveillance. Or through a teacher’s eyes, is this a tool that will help or harm me? 

The difficulty is that when a teacher or school leader asks me about whether using ONVU Learning is ‘a bit Big Brother,’ my first thought goes to who is ‘Big Brother’ in that scenario. Is it me? Is it them, their colleagues or their Headteacher sat in their office watching screen upon screen? Is it someone unnamed and unknown?

No, to all the above.
My immediate second thought is more focused in that whoever ‘they’ maybe, our technology does not enable this kind of Orwellian system.

“Our first thought goes to who ‘Big Brother is. Our second thought is whoever ‘they’ maybe, our technology does not enable this kind of Orwellian system.”  

ONVU Learning puts teachers in the driver's seat by giving them control over the video footage they choose to share. It is mostly used for self-reflection, so when it comes to things like coaching or lesson observations, teachers get to pick which parts of their lessons they want to show. This approach helps in making them feel comfortable in the whole observation process and trusted as professionals.  

In the UK and many places around the world we face a shortage of teachers to work in our schools. This has many causes that we will not explore now but amongst the solutions to poor teacher recruitment (as a sector) and retention (again) must involve genuinely empowering teachers to be the best version of themselves. This means encouraging personal professional growth through curiosity from an established, valid base (i.e. teachers are professionally trained university graduates). It also means providing teachers with reliable and trustworthy tools to enable them to do better on their terms, in their context and given the available support that exists to guide (not direct) them.  

ONVU Learning believes that if teachers were treated more like the professional, vocationally-driven experts that they start out as and provided with tools to help them play, practise, self- and co-reflect, and perform, then we like to think that the teacher workforce would be happier, stay longer and become ever more effective at delivering for students the outcomes that they deserve.    

A New Hope? 
I hope that I will have dispelled any 'Big Brother' fears about how ONVU Learning camera technology is introduced and used in classrooms. Teachers are the backbone of our educational systems, and they deserve access to tools that respect their professionalism and genuinely empower them without compromising their privacy or autonomy. 

We at ONVU Learning believe that Leaders need to understand change from their teachers’ perspective to enable sustainable improvements to take root.  

Engage with ONVU Learning at Upcoming Events
Excellent Teachers Create Excellent Memories Webinar | Thursday 11 July 2024 from 0830 - 0900

As we aim to enhance educational experiences, the principles discussed mirror the themes of the upcoming webinar, "Excellent Teachers Create Excellent Memories."

This FREE webinar will delve into how empowering educators through innovative CPD can create enriching and memorable learning experiences. It is an essential session for educators committed to elevating their teaching and fostering impactful educational journeys.

Join us to explore how embracing teacher autonomy can revolutionise educational practices.
​You can also meet the ONVU Learning Team at the SWIFT Summer Conference on Thursday 13 June 2024.

With the Summer Term well underway and a Bank Holiday afoot, we are pleased to bring you this May issue of UPDATE.

Associate & Strategic Leader of Teaching & Research Schools (ESW) Roger Pope CBE opens with thoughts on the different contexts for teachers, doctors and surgeons:

"Think of the complexity of a school, where in a class, 30 people are all interacting with one another, or a school where hundreds are interacting. Factor in the added complexity of the family and friendships context. The fact that every child learns slightly – or even hugely – differently, brings an infinitely varied range of previous learning and experience to any given moment in a lesson, an infinite range of emotional responses and is growing and changing by the day…hour…minute. Add in the complementary complexity of the teacher"

​Read some of the highlights from the The MaternityTeacher PaternityTeacher Project and WomenEd The Mother of All Pay Gaps Conference and the Summer Term Estates Management Professional Community.

Newly appointed Regional Lead for the South West for Whole School SEND, Emma Vyvyan Find shares some of her good intentions in our interview and their professional development offer to support you and your children and young people.

Helen Thorneycroft from the Kingsbridge Research School guides on teachers emphasising the ​‘Why’ while modelling: ​“Teacher discussions that allow students to elaborate on their ideas or their methods, to reason out their thinking and question their strategies, have been associated with progress measured in the form of improved test scores.”

Sensitive to staff data sharing in mental health emergencies, data experts SchoolPro TLC outline essential guidance based on recent updates from the Information Commissioner’s Office (ICO) and provides some key takeaways for you.

Our other sponsors provide details of their services. 
Educatering awakens appetites with new menus this Summer Term and photos to prove it and also prove their local credentials with supplier appreciation for their valued partnership with Dartmoor Farmers, who have been farming the land for thousands of years and who provide beef and lamb for school lunches.

ONVU Learning considers the merits of teacher-led continuing professional development and championing autonomy in professional development and challenges traditional professional development models. You can meet ONVU Learning in a FREE Excellent Teachers Create Excellent Memories Webinar on Thursday 11 July 2024 from 0830 – 0900 and at our Summer Conference on Thursday 13 June 2024. 

And Exeter Supply Partnership Teacher provides top tips for getting into primary supply teaching with their professional support and care. "There are many supply teaching agencies out there, so you need to find the one that suits you and your needs best."

We wish you a fulfilling remainder of this term and a lovely Bank Holiday weekend. 

As this half term draws to a close, we are pleased to bring you this February issue in which Associate & Strategic Leader of Teaching & Research Schools | Education South West, Roger Pope CBE contemplates the merits of weighing a pig and of being average:

"We all use athletes in our staff training and assembles as aspirational role models for improvement. We talk of the values of perseverance, hard-work, practice, and coaching. But doctors and teachers share something that athletes do not. If an athlete does not perform well, he loses a competition. If we do not perform well, a patient loses his present life, and a pupil the potential of his future life. Our professions have a moral dimension that athletes do not."
​
Get tuned in on some of the highlights of forthcoming legislative changes addressed by Browne Jacobson at the recent SWIFT School Business Management Professional Community meeting with tips to prepare your school and staff. 

Deputy Head for Scholarship at Colyton Grammar School, Fiona Harvey is our interviewee and shares her insights into her role as a SWIFT Facilitator for the National Professional Qualifications. Hot on the heels of the Cohort 2a assessment good news. 

Kingsbridge Research School share their wisdom on implementation and planning to sustain and reflect how, ​“practices often lose effectiveness when they are scaled up, a phenomenon known as ​‘voltage drop.’" Data Protection experts and SWIFT sponsor, SchoolPro TLC bring you guidance on handling freedom of information (FOI) requests. How prepared is your school?

We are pleased to introduce our new sponsor, ONVU Learning and their 360-degree video and audio lesson capture solution to help you reflect, collaborate and analyse your teaching and learning process.
We are also grateful to our other sponsors for bringing opportunities to enrich and support your work in schools. Find out more about Educatering's food service operations, how Exeter Supply Partnership can support staff absence for your Multi Academy Trust, and join Lyfta for a free webinar on Learning from Life: Unlocking Meaningful Learning through Immersive Human Stories on Wednesday 28 February 2024. Fergus explains how Volt Entrepreneurs has changed his way of thinking about running a business and other life-boosting skills.

And, if you are intrigued about our lovely SWIFT artwork, you can enjoy finding out more about this happy design journey. 

Finally, we wish you a lovely half term break. 

We are pleased to start this new year collaborating with the National Institute of Teaching (NIoT) on a research project.  

The National Institute of Teaching (NIoT) aims to root their research and programmes in schools.
They seek to design research that addresses areas that teachers and leaders care most about and feeds directly back into programmes to strengthen training and development.

SWIFT aims to create high-quality opportunities for staff to learn, develop and connect so that all children, especially the disadvantaged, achieve the best educational outcomes.
 
This year, the NIoT and SWIFT are collaborating on a research project to learn more about the Early Career Framework (ECF) programme delivery, and how the ECF can be designed for schools in rural and coastal communities.
 
Purpose of the Study
Early evaluations of the ECF have shown that Early Career Teachers (ECTs) hugely value the support from Mentors. However, workload and balancing responsibilities for ECT Mentors remains a challenge (DfE, 2023).
 
In addition, some schools in rural and coastal communities are reporting particular challenges in delivering aspects of the ECF. For example, schools with small staff bodies may find it more challenging to provide adequate time for Mentors off-timetable to meet the demands of the role. For some schools, the distance required for ECTs and Mentors to travel to in-person training may require greater time outside of school.
 
However, little is known across the country, and more evidence is needed in order to understand the types of approaches that might be needed to deliver the ECF in different geographic locations.
 
The Aim of the Study
The intention is to support ECF design for schools in rural and coastal communities, with an intention to build towards a larger study to pilot promising strategies in order to:

• learn more about how the ECF is being delivered in rural and coastal communities, as opposed to urban communities;
• understand if schools in rural and coastal communities are facing any particular challenges, what they are, and how these vary in different areas across England;
• learn from great practice that schools are currently using to address these challenges;
• identify possible strategies for an ECF package designed specifically for schools in rural and coastal communities.

 
How will the findings be used?
This research will be used to tailor the NIoT’s own ECF design to be suited to different geographic locations, and to make sure that schools, ECTs, ECT Mentors and school leaders have the support they need to deliver the ECF.

There is also the intention to build towards a larger study to pilot promising strategies.
The NIoT will also use the research to make recommendations to the sector, and for awareness-raising and advocacy to shape future policy revisions. 

How can I get involved?
If this study sounds like something you are interested in, we would like to hear from you!

The study will run from January to October 2024 and will involve a national survey, and qualitative research with selected schools in the North East and South West regions of England. 
​
Research Interviews 
The NIoT are currently looking for schools to take part in the qualitative research strand between March to May 2024 and would like to interview six to ten Early Career Teachers (ECTs), ECT Mentors, Induction Tutors and/School Leaders across a range of schools in the North East and South West England.

Interviews will last for about 45 minutes, and a member of the NIoT Team will come to your school in person at a time that is convenient to you. There is no obligation for any other member of staff in your school to take part, if only one staff member is interested and each individual who participates will receive a £10 book token as a thank you for their time. 

Advisory Group 
In addition, they are also looking for a small number of teachers and leaders to participate in an advisory group for this study. This will involve two to three sessions throughout the year, held remotely and at a time agreed with the group, depending on availability. The group will guide the study team in making sure the findings are useful, and will share them in the most impactful way.

We welcome your interest in participating in the research or joining the advisory group. 
By the National Institute of Teaching and SWIFT Team

“Working with SWIFT, I enjoy collaborating and creating high-quality CPD provision that fulfils our desire to do the best for our schools and our children that comes through our programmes.”

Proving the benefits of our SWIFT partnership model in motion, Andy Ogden is one of our valued Delivery Partners.
 
Developing people so that they can confidently and expertly carry out their classroom and office roles and benefit from professional and personal fulfilment and ultimately, provide the best education for children is a lifelong passion for Andy.
 
Based at Devon Training School Partnership at Tarka Learning Partnership, Andy has gained nearly 30 years’ expertise and experience in education through a variety of roles, not least - Headteacher, School Improvement Advisor and National Strategy Consultant. He has designed the Subject Leader Apprenticeship for the Tarka Learning Partnership, led the Devon Teaching School Partnership and was previously Director of Devon Primary SCITT.
 
Continuing Professional Development (CPD) at Tarka Learning Partnership is described as providing “inspiration leadership that models and secures outstanding personalised training, professional development and pastoral support.”
 
Working with SWIFT, Andy is hands-on in delivering high-impact CPD training opportunities as a Lead Facilitator for the National Professional Qualifications (NPQs), delivering the Teach First ECT programme and is a key player in the SWIFT Membership Services Team.
We asked him to reflect on this positive working relationship.

1. What do you believe to be most important in supporting schools?
Fundamentally, I think it is starting from where schools are and empowering them to do the job that they need to do.

Clearly for schools this is making sure that the right environment, the right people, and the right training are in place so that children receive the best education.

I believe the role of SWIFT is in supporting schools to do their job in the way that is right for them and their children and communities as a service relationship in understanding the needs of schools, and how best to support them. Schools will then have choices available to them about the way in which they operate and this goes beyond professional development and includes the benefits of collaborative networks.

I would also hope that by listening to schools they feel the SWIFT offer is more bespoke to their needs, rather than simply generic training, and they are genuinely supported in their school improvement work.

2. What do you perceive to be the current challenges for schools in North Devon?
I think one of the biggest challenges that is probably true of all schools nationally, but particularly for Devon, is our provision for special needs children, and the training of colleagues who work with our most vulnerable children and the need to access services for alternative provision.

In North Devon, there is a shortage of specialist provision available exacerbated by funding restrictions and falling roles in some rural areas. Hence, we are having to source a lot of support from within our own schools and settings and make the best of what we have available to us and the importance of working collaboratively.

Given our North Devon location, we can feel isolated and sometimes because we are not near some of the major urban centres we need to look and reach outwards to ensure that we are abreast of the best that there is nationally in terms of education.

I think we recognise that for a long period of time there has not always been the infrastructure to support North Devon and therefore we have to do a lot of this work ourselves. Therefore, the challenge is how to form partnerships and to create an infrastructure that is sustainable in North Devon and meets our local needs; whilst still recognising that we have a lot to learn beyond North Devon.

Linked to this challenge is the recruitment of teachers, Teaching Assistants and support staff to the area; which is clearly another nationwide challenge.

But we like to think that North Devon is a lovely place to live and come and work; and although housing is expensive, we have a lot of new housing and would hope that this will bring more children to our schools. In fact, I am sitting in a brand-new school as we speak that has an intake of 60 children a year. So, there are reasons to be hopeful!

But in some of the surrounding areas outside Barnstable in particular, the pupil projections are of rolls beginning to fall off. Although I am not quite sure of the reasons. Possibly the increase in second homes common to the Devon area as a whole.

3. How does Tarka Learning Partnership benefit from working with SWIFT?
I am pleased to talk about this partnership and I would go back to the history of working with SWIFT when there were previously around ten of the original Teaching Schools across Devon and Torbay and Plymouth. I remember some of these first meetings where it was clear that the educational landscape was going to change.
 
The fundamental wish was that we all needed to work together for the benefit of all schools and children and this became our guiding vision. What we also gained from those meetings was that colleagues had developed their own capacity and specialisms and expertise in certain areas, and together, we were greater than the sum of our parts (the SWIFT symbol!).

I think the biggest gain as a Trust is the fact that we have other colleagues who are very willing to collaborate with us and to think through challenges and opportunities, to design training and support that will help us all. For example, we have not all got the capacity to run our own subject networks. But by collaborating with other SWIFT partners, we can deliver this work. We, at Devon Training School Partnership, are now facilitating across most of the primary phase, but our secondary colleagues are leading other work, which becomes more viable because all schools can participate.  It also gives us access to the Golden Thread programmes with the Appropriate Body Service, the Early Career Framework, and National Professional Qualifications, which again, we support, but we could not deliver on our own.

The other benefit is bringing opportunities for our staff. For example, we have two safeguarding leads who were funded by SWIFT to attend the NSPCC six-day programme to train other staff and are now running those programmes which are very highly evaluated and have brought their own experience and expertise to the NSPCC training and are leading meaningful safeguarding training as trainers in their own right.

Similarly, we have another member of staff who is running the Writing Moderations training in North Devon and we are able to link with fellow SWIFT partners, Exeter Consortium Schools’ Alliance and Riviera Training School Alliance who run these sessions in their localities as well; so that every primary school teacher has got access to a moderation group.

I think also for our staff, they benefit from a very comprehensive professional development offer, which they would not otherwise enjoy because we are able to tap into and fill the gaps through the entire SWIFT programme, combined with some of our own internal training, and we can additionally signpost to other opportunities.
 
As an employer, we believe that we our staff have a wide ranging CPD offer, and one that we could not necessarily do on our own in magnifying on the biggest scale.

4. What are your hopes for future working between Tarka and SWIFT?
Essentially, it is probably doing more of what we have been doing to date so that we are working towards a comprehensive and cohesive offer of training.

in addition, considering the educational landscape has become quite fragmented for different reasons - different sorts of schools and approaches, SWIFT can become a democratic voice, in drawing schools together in what we can do together and our commonalities and help to provide a forum that is shaping the landscape. Increasingly, the partnership that is SWIFT is becoming a voice for leaders, staff, and children to have their say in how the education landscape should evolve.

5. What do you find to be most rewarding from working with SWIFT?
Above all, I think it gets me outside my own echo chamber by being involved with other people beyond my own Trust, School, and locality, which is always an enriching experience.

It obviously increases my knowledge, skills and understanding by being in contact with a wider network of educational professionals and conferences, which I really enjoy. SWIFT procures some excellent national speakers who provide relevant and up-to-date training and thinking as well.

Personally, I think that it has given me training and professional development opportunities in the same way as I mentioned previously for our staff. I enjoy being a Facilitator for the NPQs and I have always loved working with the Early Career Teachers and having my own cohorts.

Also, there is the enjoyment of working with other colleagues to shape and design programmes that will benefit schools and to play my part in shaping the SWIFT vision. There is a true feeling of togetherness; that we are all responsible for developing our school staff. For instance, I could feel this last term at the Early Careers Teachers induction conference and with the NPQs Facilitation Team. It did not matter which school the Early Career Teachers or NPQ Leaders attended, or their locality; we were all helping to grow the next generation of teachers  and leaders and doing it together.

It is this common goal in what we are trying to do for all of our schools, children and leaders.

I am very proud to be part of SWIFT and I believe that it is a good way forward and we should celebrate what SWIFT has achieved to date in quite a short space of time to support schools.

Interview by Jude Owens, PA to the Executive Team and Governance  

When we start attendance work with our schools we always talk about the ‘journey’ that we are about to embark on. There a few quick wins when it comes to attendance improvements and it is the robustness of policy and the rigour in which the policy is carried out that makes the lasting impact.
 
The Starting Point
When I first met the Attendance Lead at this particular Infant School in Gloucestershire, it was great to see the drive they had in improving the attendance of the children.
 
Our starting position was comparable with the national picture, with whole school attendance sitting at slightly over 94% for the 2021 - 2022 academic year.
 
However, rates of persistent absenteeism and vulnerable group attendance, specifically Free School Meal (FSM) and Pupil Premium children (PP), had been below the national average over the previous years and both of these aspects were raised in the schools IDSR.
 
So where did we start…?
The initial attendance audit focused on key areas:

• Policy
• Attendance monitoring
• Interventions
• Communication
• Safeguarding

Following this, an Attendance Action Plan was produced that was to be monitored by the Attendance Lead and other members of the leadership team, along with the Governors.

Putting the Actions in Place
A new policy was launched in line with the Department for Education (DfE) guidance for September 2022, with staff undertaking training to understand their roles and responsibilities in achieving good attendance for all children. The children were spoken to in assemblies and SAM (School Attendance Mascot) was launched, where the best attending class each week got to look after SAM for the following week.
 
Parents and carers were sent an attendance letter signposting them to the new policy and class attendance was reported on each week in the school newsletter. Communicating with all stakeholders in this manner set the benchmark for the expectations of all.
 
The monitoring of attendance was moved from fortnightly to weekly with a key focus on persistent absenteeism and FSM/PP children. The leadership team added this to their weekly agenda and each child was ‘banded’ with specific interventions implemented at each stage. For example, if a child dropped below 95% attendance, a letter was sent home informing parents that their child was now below the national average for attendance and informing them how the school could support them in ensuring their child’s attendance improved. The word ‘support’ changed the thinking of parents as previously, parents looked upon attendance communication as a negative (much like behaviour…but that is a different discussion!).

With those systems in place, this led to ‘early intervention’, and positive, supportive attendance discussions took place far earlier and prevented that downward trend continuing.
 
Attendance was now a daily discussion with positive connotations. This enabled the ‘profile’ of attendance to be raised and developed a culture of good attendance, which in turn led to better outcomes for the children.
 
I visited the school termly to meet with the Attendance Lead, to view attendance data, discuss progress and improvements in-line the Action Plan. 

Impact
Due to the comprehensive policy and the robustness that sat behind it, with all stakeholders playing their part, attendance in ALL areas showed an improvement.

• Whole school attendance sat at 1.1% above the national average (week 26 national data from the DfE – July 2023).
• Year-on-year attendance data looked very good: Year R 2021 - 2022 93.05% – Year 1 2022 - 2023 95.27%, whilst Year 1 2021 - 2022 94.51% increased to Year 2 2022 - 2023 95.65%.
• Persistent absenteeism sat at only 4.8%, down nearly 8% from the previous year and slightly over 12% below the national average at 17.2%.
• FSM/PP attendance came in at 93.4%; which was a marginal gain of 0.5%, but still sat above the national average.

So, What Next?
You often see the phrase “eat, sleep, repeat.” But when it comes to attendance, it’s “policy, procedure, repeat!” Yes, there will have to be some modifications for certain individuals; but, for the majority of the children under your stewardship, you need to get the basics right when it comes to attendance.

How Can SchoolPro TLC Help You?
Our Attendance Consultancy Team can help to build capacity in your setting by taking both a strategic and a hands-on approach to attendance. This can include supporting attendance reviews, analysing your data and advising on practices to help identify the best use of your resources and we can also support these plans where necessary.

Our main objective is to ensure young people achieve the best outcomes and we offer the assurance that detailed and accurate evidence and logs are maintained at all times, should they be required for the future.

By Richard Morley, Director at SchoolPro TLC​

Our sponsor SchoolPro TLC provide some helpful and current advice about confidential references and subject access requests.   

When it comes to subject access requests and exemptions, it is important to understand the various exceptions that apply to certain types of personal data.

One specific exemption relates to confidential references. According to the Information Commissioner’s Office (ICO) and the Data Protection Act 2018, personal data included in a confidential reference is exempt from the right of access in specific circumstances.

The exemption applies to references given or received for the purpose of prospective or actual education, training, employment, volunteer placement, appointment to office, or provision of services by an individual. It is important to note that this exemption only applies to references that are provided in confidence.

To ensure clarity in your documentation, especially for educational references, it is advisable to state explicitly that all references will be treated as confidential. This should be communicated to both the individuals providing the referees and those providing the reference itself.

For example, instead of a simple instruction like “Please provide details of two referees.”
You can modify it to convey that all references will be treated as confidential.
A revised statement could be: “Please provide details of two referees. All references will be treated as confidential.”

If your references are considered confidential, you will need to ensure staff dealing with subject access requests are aware of, and have adequate guidance to follow in order to prevent accidental release of your confidential references.

Understanding these exemptions and clearly communicating the confidentiality of references will help ensure compliance with Data Protection regulations and maintain the privacy and trust of individuals involved in the process.

By Ben Craig for the SchoolPro TLC Team 

If you are interested in this topic and wish to find out more about working in this area, you can find out more about how you could Make a Difference with SchoolPro TLC.   

In this final issue for this academic year, ​ESW Associate & Strategic Leader of Teaching & Research Schools | Education South West, Roger Pope CBE considers in this continued post-pandemic aftermath, “Why is it that our leadership skills are being challenged to such lengths?”
 
"So, this is when we have to dig deep into our leadership reserves. It’s a time when we have to believe in ourselves, to let go of what we cannot change and focus on those things that we can influence in our own schools."

Building on SWIFT's commitment to Diversity, Equality and Inclusion (DEI), SWIFT's Professional Community lead, Ruhaina Alford, Executive Headteacher of The Carey Federation gives us an end of term report. 

At this point of end of term completeness, you can read about SWIFT's Director, Chris Harris's reflections as he ends his tenure with us and an interview with Programme Manager, Fiona McNeile who continues the good work of our programme delivery. And have your say in the Annual Teaching School Hub School Leader Satisfaction Survey.

Our sponsor, SchoolPro TLC provides guidance on taking subject access requests seriously and find out some of the latest from Educatering, Exeter Supply Partnership, Lyfta and Praestantia Technology.