Staff Recruitment and Retention Policy for Turning Point Leeds
1. Introduction
Turning Point Leeds recognises that recruiting and retaining talented and dedicated staff is essential to achieving our educational goals and maintaining a positive environment. This policy outlines our approach to staff recruitment and retention to attract qualified professionals, support their development, and foster a culture of continuous improvement and retention.
2. Recruitment process
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Vacancy announcement: All job vacancies at Turning Point Leeds will be clearly advertised internally and externally, detailing the role, responsibilities, and qualifications required.
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Selection criteria: Establish clear selection criteria aligned with the specific requirements of each role, including essential qualifications, skills, and experience.
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Recruitment channels: Utilise diverse recruitment channels to attract a broad and inclusive pool of candidates, including online job boards, educational networks, and partnerships with professional organisations.
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Selection process: Conduct a fair and transparent selection process that may include application screening, interviews, and assessments to assess candidates' suitability for the role.
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Safeguarding checks: Ensure all successful candidates undergo appropriate safeguarding checks, including Disclosure and Barring Service (DBS) checks, in accordance with statutory requirements and Turning Point Leeds policies.
3. Induction and onboarding
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Welcome and orientation: Provide a comprehensive induction program for new staff members, introducing them to Turning Point Leeds' vision, mission, values, policies, and procedures.
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Training and support: Offer ongoing training and professional development opportunities to support new staff in their roles and promote their integration into the school community.
4. Professional development
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Continual learning: Encourage and support staff in pursuing continuous professional development (CPD) opportunities relevant to their roles and career aspirations.
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Career progression: Provide pathways for career progression within Turning Point Leeds, offering opportunities for promotion and advancement based on performance and professional growth.
5. Staff well-being and support
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Well-being initiatives: Implement initiatives to promote staff well-being, including access to counselling services, well-being workshops, and a supportive work environment.
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Work-life balance: Support a healthy work-life balance through flexible working arrangements where feasible and appropriate.
6. Recognition and rewards
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Acknowledgment: Recognise and celebrate staff achievements, contributions, and milestones through formal and informal recognition programs.
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Competitive benefits: Offer competitive salaries
7. Performance management
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Regular feedback: Conduct regular performance reviews and provide constructive feedback to support staff development and address any performance issues promptly.
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Professional goals: Collaborate with staff to set clear performance goals aligned with school objectives and provide the necessary support to achieve them.
8. Retention strategies
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Feedback mechanisms: Solicit feedback from staff through surveys and focus groups to understand their needs, concerns, and suggestions for improving staff satisfaction and retention.
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Retention programs: Develop retention strategies tailored to the needs of staff, such as mentoring programs, leadership development opportunities, and career coaching.
9. Policy review
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Review cycle: This Staff Recruitment and Retention Policy shall be reviewed annually to ensure it remains effective, relevant, and aligned with school objectives and best practices in human resources management.
Conclusion
Turning Point Leeds is committed to attracting, retaining, and developing a talented and diverse workforce dedicated to providing exceptional educational experiences and support to our pupils. By implementing this policy, we aim to create a positive and inclusive work environment where staff feel valued, supported, and motivated to contribute to Turning Point Leeds success.
Date of Policy: August 2024
Policy Owner: Ryan Bradshaw
Review Date: August 2025
This policy reflects our commitment to fostering a culture of excellence and continuous improvement in staff recruitment and retention at Turning Point Leeds.