City of London School for Girls aims to recruit the highest calibre of staff across all the areas of the school in order to ensure the best possible experience for its pupils. Teachers and support staff consistently work with a professional, committed and enthusiastic attitude. At the same time, staff learning is seen as a strategic priority for the school. At CLSG, we provide a broad range of opportunities for staff to continue their own life-long learning by investing in training and support tailored to the needs of both the individual and the whole school.
Collaborative Learning Communities
We believe that a teacher’s learning is greatest when it is structured in a way that makes it collaborative and focused on sharing and exploring best practice through meaningful enquiry. Our approach to professional learning communities has been developed in collaboration with King’s College London. It is embedded as the main source of pedagogical development and has regular dedicated time within the school week. All teachers are members of a professional learning group, where they commit to trying out new ideas over an agreed timeframe and carry out mutual observations. Such an open and collaborative approach to developing their own practice has been shown to have the biggest impact on classroom practice, teachers’ thinking and ultimately outcomes for pupils.
A Researcher in Residence is on hand to offer guidance and support to teachers and to help the school community keep abreast of all the current pedagogy and its associated research. The CLSG Research and Learn magazine contains a summary of the findings of some of the projects that staff have been involved with.
Training and INSET
There is a generous training budget for courses. In addition, the school provides financial support for staff seeking to undertake more substantial courses of study that are of benefit to the school as well as to the member of staff. Every year it supports members of staff who wish to undertake further study, for example: a Masters in Education, NPQH, ISQAM, etc, and non-leadership qualifications, such as a Child, Adolescent and Family Psychotherapy program, etc.
There are further opportunities for staff within our various school partnerships. As part of the East London Consortium, staff have access to a range of opportunities to take part in regular Teach Meet events as well as training for aspiring leaders. In addition, we are often asked to provide professional advice and support in specific areas to other local schools and this allows our staff to develop their expertise further.
Regular in-school training is kept relevant and stimulating. It covers a comprehensive range of issues relating to pedagogical, technological, professional and pastoral aspects.
The school is committed to a culture of coaching and is working with Graydin to train all staff at CLSG. As promoted and successfully delivered by Graydin, we believe that coaching improves communication and collaboration by enhancing team dialogue and fostering positive, nurturing relationships. We believe that teachers who coach are better able to lead, facilitating enhanced learning in students and fostering independent, creative and autonomous learners. Additionally, we believe coaching empowers teachers and those around them to gain a deeper understanding of them self and find more enjoyment in their day-to-day, enhancing wellbeing.
Newly Qualified Teachers and applicants new to teaching
The school is fully accredited to participate in the IStip NQT Induction Programme in order to provide qualified teacher status. Teachers receive a 10% time remission in their NQT year to facilitate mentor sessions, training and preparation. Additionally, CLSG is fully committed to initial teacher training and works in partnership with a range of Higher Education Institutions offering placements to their PCGE students at the school.
New Staff Induction
A high quality and comprehensive induction programme is led by the Senior Deputy Head (Staff), with sessions running throughout the year for all new joiners. The school supports new teachers by providing extensive feedback through lesson observations, coaching and individual meetings. In addition to a New Staff Induction Day, additional training sessions focus on pastoral care, monitoring progress, assessment for learning, mobile technologies and career progression.
Personal Development and Appraisal
At CLSG, the Personal Development and Appraisal process was created in consultation with our teachers. Its purpose is to support the on-going development of individuals and is achieved, in part, through providing regular opportunities for reflection and discussion in dedicated meetings with a teacher’s Head of Department or Line Manager. It is intended that through discussions teachers receive encouragement in their desired development, and any relevant support is identified and actioned. Annually, there are two dedicated days (in October and May) for these appraisal meetings.
At CLSG we are committed to promoting the best possible wellbeing of all our staff. The Wellbeing Committee is comprised of teaching and support staff. Its work focuses on addressing issues from the annual staff wellbeing survey, as well as organising regular social events, such as a monthly wellbeing breakfast.
All staff at CLSG also have access to the City of London Corporation’s CityWell events and initiatives, as well as confidential helplines offering support in all areas of life.
All staff at CLSG, as an employee of City of London Corporation, have access to a world of exclusive discounts and privileges. The membership of CityBenefits, provided by Xexec Discount and Lifestyle Management Service, allows staff to manage their day-to-day needs whilst at the same time saving money. Additionally, there are a also a large number of internal benefits available in Travel & Transport, Education & Learning, Health & Wellbeing, Arts & Culture, Retail & Leisure and Finance & Tech.
Teachers are encouraged to take on additional responsibility and there are significant opportunities for internal promotion across a range of positions.
Staff have also been able to apply successfully for promotions outside the school. Staff turnover is a healthy balance of teachers staying at the school to further their careers and using the school as a springboard to new opportunities.
If you are interested in working for us, please check our Vacancies section.