People Are Our Business Workshop 17th September 2009

This workshop introduced the CHAPS Head Teacher Framework and Strategy and commenced on the focus area of PEOPLE.

We revisted the TMS Team profile which all head teachers of the Faculty had completed. This provides an overview of people's preferred approaches to work. For example:
•How you relate to others
•How you gather and use information
•How to make decisions
•How to organise yourself and others

For the CHAPS Faculty the first graph shows the three work preferences of all of the Faculty with a high concentration towards assessor developer/ eplorer- creator. This was further demonstrated in the overall percentages for the Faculty.

Sharyn Kucher from Human Resourecs provided a session on how to profile staff in each and everyone's section and then we did a round table discussion on what support strategies are needed for our Head teachers.

We started with a reflective exercise which included:

1. How many years had you been a Head Teacher? We had 8 teachers and in the room we had 48 years of experience!!!

2. Why did you become a Head teacher? Some responses included:

"Didn't want someone else to do it, liked the work, fell into it, liked challenges and making change, natural progression and encouraged to take on the role."

3. What do you like about the role? Some responses included: "Love the job and SWSI, everything, mood dependent, depends on the time of the year, like to manage, new things, get to know staff, share ideas, planning and working with policies and procedures"

We had two case studies that day.

First presentor was Melissa Arnold, Head Teacher Hairdressing: talke about implementing change to a procedure with her team. She had unsuccessfully tried to change the way CLAMS was managed in the section and have an improvement in the way roll books were managed by staff. Used a variety of strategies: meetings, unduction, training, one on one. Ended up using a tried model from Caterin Harb, HT Beauty Therapy. This was introduced by Caterina and the model is now in place. Small team approach, systems procedure and positive reinforcement. Now in roll book audit has had an 80% compliant increase. Great example!

Second presentor was Julie Walker who provided an overview of the mentoring system that is used in the section to support new staff. An overview of the way the system works, including proformas were discussed. Ensures staff develop quicker, and smoother transition from practitioner to teacher. Natural process and soon assesses those who will be successful. Another great example.

Final question: so what changes can be made for the Faculty?

1. Induction process inlcuding mentoring and coaching and needs to be resourced.

2. Faculty staff meeting can there be more opportunity to share and collaborate?