Can we still offer ECTs a 1-year contract or does it now need to be a minimum of 2-years under the new arrangements?
There are no restrictions placed on the length of contracts that can be offered to ECTs but the minimum that would be eligible for statutory induction to take place remains at 1 full term (FTE for part-time ECTs)
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How can I raise concerns about my induction?
An ECT should normally raise any concerns about their induction programme with their induction tutor. If the matter is not resolved, the ECT may notify the named contact at the appropriate body who should, as soon as possible, investigate the issues raised.
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How does a 2-year induction affect an ECTs pay progression ?
The new arrangements will not have any adverse impact on pay progression - ECTs can still progress up the pay scale as current arrangements allow. The DfE have stated they will update the school teachers pay and conditions guidance in due course
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How frequently do lesson observations take place?
There is no specified number of observations which must take place within the induction period stated within statutory induction guidance. However, DfE guidance states that an ECT’s teaching is expected to be observed at regular intervals throughout their induction period to facilitate a fair and effective assessment of the ECT’s teaching practice, conduct and efficiency against the Teachers’ Standards. Observations of the ECT may be undertaken by the induction tutor or another suitable person from inside or outside the institution.
It is also expected that the observer holds QTS, that the ECT and the observer meet to review any teaching that has been
observed, with arrangements for post-observation review meetings made in advance; feedback from the observation is provided in a prompt manner and is constructive, with a brief written record made on each occasion; and finally any written record will indicate where any development needs have been identified.
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How frequently should professional progress reviews take place?
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. Progress reviews are expected to be informed by existing evidence of the ECT’s teaching and to be conducted with sufficient detail to ensure that there is nothing unexpected for the ECT when it comes to their formal assessment.
Progress reviews are not formal assessments and there is no requirement for ECTs to create evidence specifically to inform a progress review. ECTs are expected, nonetheless, to engage with the process and provide copies of existing evidence as agreed with the induction tutor.
A written record of each progress review is expected to be retained and provided to the ECT after each meeting, with the record clearly stating whether the ECT is on track to successfully complete induction, briefly summarising evidence collected by the induction tutor and stating the agreed development targets. It is also expected that objectives are reviewed and revised in relation to the Teachers’ Standards and the needs and strengths of the individual ECT. It is expected that the induction tutor notifies the Headteacher, appropriate body and ECT after each progress review stating whether the ECT is making satisfactory progress.
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How to determine the length of the induction period for an ECT who works part time?
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 ECT working part-time as a 0.5 FTE will need to serve induction for four school years.
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I am a part-time ECT serving induction. How long would I have to wait for my first formal assessment ?
Under the new 2-year induction arrangements in force as of 1st September 2021, formal assessments are completed at the end of each year, the first assessment at the end of year one and the final assessment at the end of year two. An ECT undergoing induction in a part-time post under the new arrangements, the first formal assessment would be completed by the school/college on an FTE basis. As an example, if an ECT was filling a 0.5 contract, two school years would equate to one induction year. To fully complete induction on a 0.5 contract, it would equate to four academic years.
Those who already partially completed induction prior to the new arrangements coming into force, the previous 1-year arrangements still apply meaning assessments are completed at the end of term, e.g. if 0.5 contract, 2 school terms would equate to 1 fully completed induction term
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I am unfamiliar with the changes to induction implemented in September 2021, what's new?
From 1 September 2021, the new induction programme for teachers will replace current NQT induction arrangements. The following key changes have been made:
• The term early career teacher (ECT) replaces newly qualified teacher (NQT).
• The standard length of induction has been increased from one school year to two school years.
• In addition to the 10% timetable reduction that ECTs receive in their first year of induction, ECTs will also receive a 5% timetable reduction in the second year of induction
• Schools are expected to deliver an induction period that is underpinned by the ECF. Appropriate bodies will have a role in checking that an ECF-based induction is in place.
• The role of the mentor has been introduced . The mentor will have a key role in supporting the ECT during induction and is separate to the role of the induction tutor.
• There will be two formal assessment points, one midway through induction, and one at the end of the induction period. These will be supported by regular progress reviews to monitor progress, to take place in each term where a formal assessment is not scheduled.
• In cases where ECTs working part-time can demonstrate that they have met the Teachers’ Standards, the appropriate body is able to reduce the length of the induction period and bring forward the final assessment point. This decision is only to be made in agreement with the ECT and once the ECT has completed a period covering, but not equivalent to, two school
years..
• The number of ad-hoc absences permitted has been extended, in line with the extended length of induction.
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Is there a time limit on when I must complete induction ?
No, however it is recommended that you complete induction as soon as possible following the award of QTS. The only time limit that applies is that you can undertake short-term supply work for a maximum of 5 years from the date you were awarded QTS.
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The revised statutory guidance states ECTs must have an Induction tutor and a mentor - what's the difference ?
Induction Tutors will have responsibility for overseeing induction e.g. registering ECTs for induction, formal lesson observations, review meetings, support and monitoring including completion of termly progress reviews and annual formal assessments when they are due including interim assessments if an ECT leaves a post partway through induction.
Mentors will be responsible for day-to-day support, 1:1 mentoring, coaching sessions and where applicable will take part in mentor training as part of the ECF
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What are end of term progress reviews?
Progress reviews are not formal assessments however from September 2021 they are to be completed by the induction tutor (not mentor) at the end of each term where a formal assessment is not due. These meetings are an opportunity for the induction tutor and ECT to record and discuss progress, achievements, areas for development and agree any changes to the induction plan in terms of objectives or actions - there should be no surprises!
As an Appropriate body we have provided induction tutors with a template form to use during progress reviews. The form can be found within the ECT Manager system and can be accessed by both the tutor and ECT.. The ECT's completed progress review template will be passed on to the Appropriate Body at the end of each half term.
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What are the arrangements related receiving a reduced timetable?
In a relevant school, the headteacher/principal must ensure that the ECT has a reduced timetable. In the first year (terms 1-3) of induction an ECT must not teach more than 90% of the timetable of the school’s existing teachers on the main pay range and in the second year (terms 4-6) of induction must not teach more than 95%.
This time off timetable should be used to specifically enable ECTs to undertake activities in their induction programme. This is in addition to the timetable reduction in respect of planning, preparation and assessment time (PPA) that all teachers receive.
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What are the transitional arrangements for early career teachers that started induction in the previous 2020/2021 academic year and who are expected to complete their induction in the 2021/2022 academic year?
ECTs who, on 1 September 2021, had started but not completed their
induction, hereafter referred to as ‘the pre-September 2021 cohort’ have until 1 September 2023 to complete induction within three terms. The pre-September 2021 cohort should continue to have regard to previous Statutory guidance, last revised in April 2018 (https://www.gov.uk/government/publications/induction-for-newly-qualified-teachers-nqts)
After 1 September 2023, when the transition period ends, all ECTs will be
required to complete a two-year induction period. These ECTs should not
restart induction, but rather complete what remains of a two-year induction. It is expected that they will be able to access ECF support and entitlements for the remainder of their induction.
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What is the minimum period of continuous employment that can count
towards induction?
The minimum period that can be counted towards completion of the induction period (for both full-time and part-time ECTs) is continuous employment equivalent to one term (based on an institution that operates three terms in a school year). This applies to both permanent and long-term supply teaching posts. It also reflects the need for each ECT to work in a stable environment and receive a supported and pre-planned induction programme. In addition, it is important that the ECT is in post long enough to be able to receive sufficient monitoring and feedback and prepare for a fair and reasonable assessment of their performance. It would be very difficult to do this against all of the Teachers’ Standards over a period of less than one term.
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What is the purpose of induction?
Statutory induction is the bridge between initial teacher training and a career in teaching. It combines a structured programme of development, support and professional dialogue, underpinned by the Early Career Framework, with monitoring and an assessment of performance against the Teachers’ Standards. The programme should support the early career teacher and provide them with the necessary training to ensure that they can demonstrate that their performance against the Teachers’ Standards is satisfactory by the end of the period. Induction should provide a foundation for ECTs and equip them with the tools to be an effective and successful teacher.
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Will my induction be extended if I have been absent ?
The induction period is automatically extended prior to completion when an ECT's absences during induction total 30 days or more. In these circumstances the induction period will be extended by the aggregate total of days absent, for example if the ECT is absent for a total of 35 days, the induction period is extended by 35 days. Please note that when the ECT works part-time, only absences that fall when the ECT is contracted to work should be counted.
See paragraph 3.5 of the statutory guidance on induction for ECTs in England.
For absences relating to COVID, please see the guidance published by the government
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