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Frequently Asked Questions

Is there a deadline by which NQTs must start and finish induction?

No. NQTs are encouraged to start their induction as soon as possible after gaining QTS but there is no set time limit for starting or completing induction. If significant time has elapsed between gaining QTS and starting induction, or there is a significant gap between teaching posts during the induction period, NQTs should consider undertaking refresher training.

 
 

Do supply teaching posts count towards induction?

If a newly qualified teacher takes up a supply teaching placement contracted for a term or more, this forms part of the induction period and they should be registered with an Appropriate Body. They have the same obligations and entitlements as any other NQT. The post must involve regular teaching of the same classes and the Headteacher must agree, at the start of the period, to take responsibility for the NQT’s induction programme.

NQTs should not be offered a supply placement that lasts for a term or more involving only day to day cover of absent teachers.

If an NQT begins a supply teaching contract lasting for at least one term in a school where they have previously taught on a short-term supply basis, the induction period cannot be “backdated”. It will begin from when the NQT’s contract for a term or more was confirmed and the NQT is registered with the AB. The start of the induction period does not have to coincide with the start of the term.

With effect from September 2012 a qualified teacher, who has not yet completed an induction period, can undertake short-term supply work of less than one term in a relevant school for a maximum period of 5 years from the point of award of QTS. This is a fixed time limit with no discretion to extend. 

 

Can an NQT undertake induction in an age group and subject they have not trained in?  

Yes. When an NQT has qualified teacher status (QTS) they can teach any age range or subject, irrespective of training. However, teaching outside the age range and subject for which they trained is unlikely to offer the best context for induction. An NQT in this situation is likely to need additional support to meet, and demonstrate they are meeting, the Teachers’ Standards, the employing school should be aware of this.

 
 

Do part-time posts count towards induction

Yes. If an NQT takes up a part-time position they can still undertake induction. Any part-time post will need to last for a term or more for it to count towards the induction period. For example a part-time NQT who has a contract of employment in a school (that operates a three term year) for one term, is no different to a full-time NQT with a contract of employment for one term in the same school. A part time NQT is engaged in a minimum period of continuous employment, so their employment within that period will count towards their induction. The length of the induction period will take longer but an NQT can calculate the amount of time it will take to complete the induction period.

 
 

Can an NQT undertake induction as a one-to-one tutor?

It is unlikely that a one-to-one tuition post, on its own, will meet the suitability requirements described in paragraph 2.17 of Induction for Newly Qualified Teachers (England): statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (2018). The Appropriate Body and Headteacher/Principal must decide whether an NQT's post is suitable for induction.

 
 

Can an NQT work as a peripatetic music teacher and complete induction?

Yes. The placement must offer sufficient breadth of experience to allow the NQT to meet, and demonstrate that they have met, all the Teachers’ Standards. This means that a peripatetic music teacher may wish to engage in some regular classroom teaching to aid them in meeting the Standards. The regulations on what constitutes a suitable post for induction also apply (see paragraph 2.17 of Induction for Newly Qualified Teachers (England): statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (2018). NQTs who are thinking about taking up this kind of post should contact EL.NQTenquiries@suffolk.gov.uk to discuss this.

 
 

Can different terms of the induction period be completed in different schools?

Yes. If an NQT leaves a school after one or two terms, the Headteacher should retain the documentation compiled so far about their support, monitoring and assessment. The Headteacher of the school in which the NQT recommences their induction period should then obtain those records from the previous school(s). This will ensure that each term of the induction period builds on what came before. When a NQT leaves a post after completing more than one term in an institution, but before the next formal assessment is due, the Headteacher must complete an interim assessment (refer to para 2.44 of Induction for Newly Qualified Teachers (England): statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (2018).

 
 

Can the length of the induction period be reduced?

Yes, but only for Special Circumstances – see Paragraphs 3.2 – 3.5 in Induction for Newly Qualified Teachers (England): statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (2018).

Ø   Appropriate Bodies have discretion to reduce the length of the induction period to a minimum of one term in recognition of previous teaching experience.

Ø   Appropriate Bodies have discretion to reduce the prescribed induction period by up to 29 days to take account of ad hoc absences.

In both cases schools will need to liaise with the Appropriate Body in advance so that the eligibility and appropriateness of reducing the induction period can be considered and agreed.

 

On what basis will NQTs teach a reduced timetable?

All NQTs, including those working part-time on a pro rata basis, should have a reduced timetable of 90% of normal average teaching duties in their first year of teaching. 

The 10% remission from teaching duties should be used for the NQT’s professional development and induction programme. It should not be used as unspecified non-contact time nor should it be used to cover the teaching of absent colleagues. The release time should be over and above any time assigned to teachers in a school for activities such as preparation, planning and marking (PPA) and should be used for a targeted and coherent programme of professional development, monitoring and assessment activities.

In calculating the reduction in teaching time, schools should take the normal contact ratio for other main scale teachers in the school who do not have additional responsibilities and use it as their baseline. 

 

Is it important for NQTs to have an induction action plan?

Yes, it is recommended that an essential element that the NQT’s personalised induction programme includes a termly action plan, which identifies their objectives, together with the support that is planned for them. This information should be recorded, using an appropriate format. The format may be one that the school uses for other purposes, for example performance management, (although it will not formally be used for Performance Management purposes), and appraisal, or NQTs and Induction Tutors may prefer to use/adapt the action plan example.

 

What are the consequences of failure to complete induction satisfactorily?

Failure to complete the induction period satisfactorily means that the NQT is no longer eligible to be employed as a teacher in a maintained school, a maintained nursery school, a non-maintained special school or a pupil referral unit. However this does not prevent them from teaching in independent schools, including Academies and Free Schools should the headteacher or principal deem this appropriate.

The employer of an NQT who has failed induction must dismiss the NQT within ten working days from the date when the NQT gives notice that they do not intend to exercise their right to appeal, or from the date when the time limit of 20 working days for appeal has expired without an appeal being brought.

If an NQT has failed their induction, and decides to appeal, the employer may dismiss them at that point or continue to employ the NQT pending the outcome of the appeal. 

If the NQT’s appeal is heard, and fails, the employer should dismiss the NQT within ten working days of being told of the outcome of the hearing. See paragraphs 2.48 - 2.55 of Induction for Newly Qualified Teachers (England): statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (2018).

 

If an NQT fails their induction period, can they take it again?

No. An NQT has one chance only to complete induction. An NQT who has failed to meet the Teachers’ Standards in completing the induction period is not permitted to repeat induction. While an NQT does not lose his or her QTS, he or she cannot be employed lawfully as a teacher in a maintained school, a maintained nursery school, a non-maintained special school or a pupil referral unit.

 
 

How is induction affected by maternity leave?

If an NQT has a break in their induction which includes statutory maternity leave, she may choose whether or not to have induction extended by the equivalent of the part of her absence which was statutory maternity leave. Any outstanding assessments should not be made until she returns to work and has had the opportunity to consider whether to extend induction. Any such request must be granted. If an NQT chooses not to extend her induction period following an absence of maternity leave she will be assessed on the same basis as any other NQT. Remember, the choice as to whether to extend their induction is down to the NQT in this instance. For further information on maternity leave refer to para 3.7 of Induction for Newly Qualified Teachers (England): statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (2018).

 

Is the NQT entitled to 10% remission of time in addition to PPA time?

Yes, from September 2005 all teachers, including NQTs are entitled to 10% non-contact time for Planning, Preparation and Assessment (PPA). This PPA time should be provided in addition to the 10% release time NQTs already have as part of their induction entitlements. The induction release time is for professional development activities which help the NQT to meet their current objectives and the overall statutory requirements for induction.

 

Is there a limit on the number of days missed through sickness absence or other ad hoc absences?

Yes, the induction period is automatically extended, prior to completion, when an NQT’s absences total 30 days or more. The induction is extended by the aggregate total of absences, e.g. if they are absent for a total of 35 days, the extension will be for 35 days. See para 3.6 of Induction for Newly Qualified Teachers (England): statutory guidance for appropriate bodies, headteachers, school staff and governing bodies (2018).

 

Is there a minimum period of continuous employment that can count towards induction?

Yes, the minimum period which can be counted towards completion of the induction period (for both full-time and part-time NQTs) is one term. This applies to NQTs with a permanent or fixed term contract and supply teaching posts of at least a term. It reflects the need for an NQT to work in a stable environment and to be in post long enough to enable a fair and reasonable assessment to be made of their performance. It would be difficult to do this against all of the relevant Standards over a period of less than one term.

 

What is Qualified Teacher Learning and Skills (QTLS)?

 

QTLS is the badge of professionalism for post-16 education and training. Society for Education and Training (SET) members are awarded QTLS after successfully completing professional formation.

On 1 April 2012 the Department for Education (DfE) changed the law to add QTLS status to the list of qualifications and statuses equivalent to QTS.  This change followed a recommendation from Professor Alison Wolf in her Review of Vocational Education published in 2011.

Since April 2012, teachers and trainers holding QTLS who are also members of SET have been recognised in legislation as equivalent in status to teachers with QTS in schools.  They are permitted to teach across all subjects and all ages on equal pay and conditions. 

Individuals who have QTLS status, and current membership with SET, are eligible to work as qualified teachers in schools in England. Having undertaken professional formation individuals with QTLS are exempt from statutory induction

Individuals who hold QTS via QTLS, can teach in primary and secondary school provided the headteacher/principal is satisfied they have the knowledge, skills, and competence to execute the role.

 

Is QTLS equivalent to QTS?

In some circumstances yes, it is. Professional formation is a post-qualification process that enables an individual to demonstrate effective use of skills and knowledge gained during initial teacher training qualification and applied in their current professional practice. To achieve QTS via this route the individual must have undertaken professional formation through SET and be a current member of the society.

QTLS status is kept current by maintaining membership of SET remaining in good professional standing, completing effective CPD, and adhering to the SET Code of Practice. If membership of SET lapses the individual’s details will no longer appear on the Professional Register and they will no longer be legally qualified to teach in schools. 

Headteachers/principals should contact SET to enquire if their employee or prospective employee is included on their Professional Register and therefore eligible to teach in schools on the same terms and conditions as those holding QTS.

A SET member who holds QTLS is also able to use their QTLS certificate and up-to-date SET membership card as evidence of QTLS status. If the membership is not maintained the individual is no longer considered to hold QTS.

Link to SET: https://set.et-foundation.co.uk/professionalism/qtls/guidance-for-headteachers-and-initial-teacher-educators/guidance-for-headteachers/

Link to SET FAQs: https://set.et-foundation.co.uk/professionalism/qtls/qtls-faqs/

 

Is the Early Years Teacher (EYT) qualification equivalent to QTS?

This qualification is not included in The Education (School Teachers’ Qualifications) (England) Regulations, or any amendment of them. Therefore, an individual with the EYT qualification does not hold QTS. The DfE requires maintained schools to have school teachers responsible for the education of pupils in nursery and reception classes. An individual with EYT qualification can support in nursery and reception classes and may carry out specified work with the class or groups. The responsible person is the individual with QTS.

 
Teachers who trained in Wales and are beginning, or continuing, their induction in England

The systems in England and Wales are significantly different. The minimum period that can count towards induction in England is a term, either full-time or part-time. The Welsh system allows individual days to be counted, provided they are validated (in writing), by a Regional Adviser, the school, or the Appropriate Body. As soon as an NQT begins induction in England they will be judged under the English system for the remainder of their induction, or for as long as they teach in a school in England prior to completion of statutory induction.

Your school will need written evidence detailing the number of days completed and signed off, as being able to be counted for induction. Suffolk Appropriate Body will then be able to calculate the length of time still to be served to complete statutory induction under the system in England.

The systems in England and Wales also use different standards. These have recently changed in Wales and you will need to establish which standards the NQT has been using. The Welsh Standards are different in many respects to those used in England and the NQT must now meet these Teachers’ Standards, consistently over a sustained period, as per the statutory guidance para 1.5.

It is likely that the NQT has been tracking their progress and gathering evidence against the Welsh standards in an online passport, this will give guidance about strengths and areas for development. The Suffolk Progress Review and Tracking Tool can be used to support the transition between systems.