REGISTRATION
When does my ECT need to be registered by?
The ECT must be registered with an appropriate body before the start of the induction. The start date for induction should be the date when the ECT’s induction programme formally commences. This may be a different date from when the ECT’s contract starts.
What happens if I forget to register my ECT?
It is the responsibility of the Headteacher to register their ECT for statutory induction. This includes registration with an Appropriate Body and registration on the DfE portal to designate the route for ECF delivery. Currently, the systems used for each process are not integrated and it is therefore, necessary to register on both.
Can a part-time ECT be registered or statutory induction?
Yes. As long as the ECT’s post satisfies the criteria for a Suitable Post for Induction (2.18 of Statutory Guidance) they are eligible to register for statutory induction. ECTs serving induction on a part-time basis at any point will need to serve the fulltime equivalent (FTE) of two full school years (based on a school year of three terms). Therefore, an example of an ECT working part-time as a 0.5 FTE will need to serve induction for four school years.
Can an ECT serve induction at more than one school?
Yes. In all cases where induction is served in more than one institution simultaneously, one headteacher/principal acts as the lead headteacher/principal. Their responsibilities are outlined within statutory guidance under Section 3: Special Circumstances.
My ECT is working with us for a half-term only. Do I need to register them?
Short-term supply placements of less than one term, or equivalent, cannot count towards induction, as such posts will not provide an ECT with the breadth of experience, support, and assessment necessary to enable them to demonstrate that their performance against the Teachers’ Standards is satisfactory.
My ECT is working as supply, do I need to register them for statutory induction?
Short-term supply placements of less than one term, or equivalent, cannot count towards induction, as such posts will not provide an ECT with the breadth of experience, support, and assessment necessary to enable them to demonstrate that their performance against the Teachers’ Standards is satisfactory.
It is not possible to backdate the start of an induction period if a short-term supply contract is extended so that it lasts for one term or longer. However, an induction programme must be put in place immediately if it becomes clear that the extended contract will continue for at least a term.
ONGOING INDUCTION
Should an ECT be subject to the school’s appraisal process?
No. ECTs undertaking induction are exempt from appraisal. The induction tutor is expected to review the ECT’s progress against the Teachers’ Standards throughout the induction period, with progress reviews taking place in each term where a formal assessment is not scheduled.
Who should write the formal reports for the ECT?
It is the responsibility of the Induction Tutor and not the Mentor to write the formal reviews for the ECT. However, it is commonplace for the Mentor to contribute their thoughts and ideas regarding the ECTs development given their regular interaction with the ECT and the support they provide to the ECF training programme.
How frequently should I write a formal review of my ECT’s progress?
The induction tutor is expected to review the ECT’s progress against the Teachers’ Standards throughout the induction period, with progress reviews taking place in each term where a formal assessment is not scheduled. For ECTs serving induction on a part-time basis this means progress reviews are also expected to take place each term (based on an institution that operates three terms in a school year), regardless of their working patterns. This is to ensure that part time ECTs on low FTE still receive regular reviews of their progress against the standards and that support is put in place early where unsatisfactory progress occurs.
Progress Reviews for full-time employees are due in Term 1, 2, 4 and 5 whilst Formal Assessments are required at the end of Induction Year 1 and Year 2. For Part-time employees, Formal assessments are still required at the end of Induction Year 1 and Year 2, whilst Progress reviews will be termly until the equivalent of a full year has been reached. ECT Manager will indicate whether a Progress Review or Assessment is due.
ECT Manager will calculate the dates when a Progress Review or Assessment is required. In general, for ECTs who start at the beginning of a term, the reviews will be required by the end of term at Christmas, Easter and summer. For ECT’s who start mid-term, their path will be different so it is important for you to identify these in ECT manager. Automated reminders will be issued when a report is due, and then overdue, to support you in meeting deadlines.
What happens if my ECT is absent when the formal report is due?
Statutory guidance is clear that a review should not be submitted until an ECT returns from absence. It is your responsibility to inform the Appropriate Body as to why there may be a delay in the submission of a formal review with an estimated date for submission.
In exceptional circumstances where an interim assessment cannot be completed before the ECT leaves post (for example, in situations where an absent ECT subsequently leaves their post without returning) the induction tutor or headteacher/principal is still expected to complete an interim assessment report and provide a copy to the appropriate body and the ECT.
Do you offer any support in writing the reviews?
Yes. We host Induction Tutor training for all new induction tutors on a termly basis. The materials and exemplars are then housed within the resources Section of ECT Manager for your continuing use.
What happens if the school changes the contract of the ECT?
The Induction tutor should log in and update the contract details in ECT Manager. You will be asked to identify the date when the contract details will become effective and the revised FTE. The next progress review/assessment contribution towards statutory induction will be adjusted automatically. If you are making the changes AFTER the contract changes have come into effect, please contact ab@inspirelearningtsh.co.uk as a manual adjustment for the contribution towards statutory induction may be required.
What happens if my ECT resigns?
If an ECT resigns before the completion of their first term with you, then they will not gain the partial terms’ credit towards their statutory induction as guidance states. The existing report will be void and the ECT must be retired from the system. Please contact AB@inspirelearningtsh.co.uk to take action.
If an ECT resigns after the completion of a full term with you, then one of two processes must be undertaken. If the ECT is resigning simultaneous to their end of term reporting period, the Induction Tutor must identify in the ECT’s formal review that the ECT is not staying with them for the next reporting period and therefore, any existing progress review will be converted to an interim assessment where all Teachers’ Standards must be commented upon. If the ECT is resigning mid-reporting period then you must contact AB@inspirelearningtsh.co.uk to ensure that an interim assessment is required aligned with the end of contract dates and so that the contribution towards their statutory induction can be adjusted appropriately.
Can my ECT take on additional responsibilities during their induction?
It is important to remember that the section entitled ‘Suitable Post for Induction’ in the statutory guidance states that a suitable post is expected to: not make unreasonable demands upon the ECT; not normally demand teaching outside the age range and/or subject(s) for which the ECT has been employed to teach; not present the ECT, on a day-to-day basis, with discipline problems that are unreasonably demanding for the setting; and not involve additional non-teaching responsibilities without the provision of appropriate preparation and support.
These must all be considered when considering extension of duties for an ECT. It is the ECT’s primary focus to develop their practice to satisfy the Teachers’ Standards across their induction. Introduction of additional responsibilities over and above this may result in the ECT’s inability to competently and consistently demonstrate the standards and affect their overall judgement and recommendation by the Headteacher at the end of the Induction Period. Please remember that the ECT has the right to appeal any final judgment.
SPECIAL CIRCUMSTANCES
Can the Appropriate Body support a reduction in the duration of statutory induction for an individual?
Statutory guidance provides for the opportunity to reduce the standard timeframes for statutory induction in recognition of previous teaching experience and exceptional circumstances. Inspire Learning operates a policy which can be shared with the Headteacher to complete ready for consideration. This should be done prior to the commencement of Induction.
Can an ECT receive an extension to their statutory induction period?
The appropriate body has the option, when making its decision at the end of the induction period (see paras 2.66–2.70), to extend the period where this can be justified. It determines the length of the extension, the procedure for assessments during it, and the recommendation at its end. The appropriate body may decide to extend where there is insufficient evidence on which a decision can be based or where it would be unreasonable to expect the ECT to have demonstrated satisfactory performance against the Teachers’ Standards for other reasons. These might include; personal crises; illness; disability; issues around the support during induction; or where there is insufficient evidence within induction documentation for a decision to be made about whether the ECT’s performance against the standards is satisfactory. An ECT may be unable to, or choose not to, serve an extension in the same school/institution in which they completed their original induction period. They will then need to find another post in which to complete the extension to their induction period. In these circumstances the minimum period of employment, of one term, must still be served as the ECT will be working in a new institution.
What happens if my ECT is absent for a period of time?
The induction period is automatically extended prior to completion when an ECT’s absences per year of induction (or equivalent for part-time teachers) total 30 days or more (with the exception of statutory maternity leave, statutory paternity leave, shared parental leave, statutory adoption leave, parental bereavement leave, or carer’s leave. In these circumstances the relevant year of induction must be extended by the aggregate total of days absent. If the ECT is unable to serve the extension in the same school/institution, the minimum period of employment of one term or equivalent must be served in a new school/institution.
Whilst the ECT is serving their extension, they should continue to receive their entitlement including a reduced timetable and access to the ECF training package relevant to their induction year. For example, if an ECT must serve 52 days extension at the end of Year 1 then they must also continue to receive an additional 10 timetable reduction and weekly mentor meetings. Only upon completing this extension does the ECT move into Year 2 of their statutory induction.
INDUCTION OUTCOMES
What happens if an ECT fails statutory induction?
An ECT who has completed induction and is judged to have failed to meet the Teachers’ Standards at the end of their induction period, is not permitted to repeat induction. While such an ECT does not lose their QTS, they cannot be employed lawfully as a teacher in a relevant school, including any post where they would carry out specified work. Their name is included on the list of persons, held by the Teaching Regulation Agency, who have failed to satisfactorily complete an induction period.
Can the ECT appeal the final recommendation?
If an ECT fails induction, or has their induction extended, the appropriate body must advise the ECT of their right to appeal, who to appeal to, and the time limit for doing so. In England, the Appeals Body is the Teaching Regulation Agency, which acts on behalf of the Secretary of State.
Should your question not be answered by the statutory guidance or indeed the questions on this page then please contact AB@inspirelearningtsh.co.uk