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Lonsdale School

School No: 648
Residential School with 24 hour Curriculum

A. S. -  Senior LSA – Senior Leadership Team

Date:

December 2007

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A. has been at Lonsdale for 7 years firstly as an SMSA (Specialist Midday Supervisory Assistant). Three months after joining the school she applied for a position as an LSA supporting in the Nursery. She is now Senior LSA and is a member of the Senior Leadership Team.
Her roles and responsibilities now include:

  • Line management of SMSAs
  • PM for one of the LSA team
  • Cover in class as and when required
  • Working 1:1 with a pupil, supporting signing
  • Attending interviews and appointing new TAs and SMSAs with Head teacher
  • Is visual impairment Co-ordinator
  • Is responsible for staff rotas (lunchtime)
  • Has responsibility for transport 
  • Checks and authorises all risk assessments for whole school with one other colleague
  • Delivered risk assessment training for all staff in school
    Will be involved with ‘Building schools for the future’
  • Attends all staff briefings and leads weekly LSA meeting.

Induction

On day one all new staff are provided with an Induction pack which includes a tick list of information that should be covered by certain times within the 18 weeks of induction and mentoring.

Checklist A should be completed by the end of day 1
Checklist B should be completed by the end of week 1
Checklist C should be completed between weeks 1 and 6
Checklist D should be completed between weeks 6 and 12
Checklist E should be completed between weeks 12 and 18

All new staff are allocated a mentor on day one which allows support and guidance and also a Professional Development Portfolio.  This contains a staff training and development record to be filled in by the member of staff regarding training etc. undertaken. Mentors are issued with an information booklet called ‘Being an Effective Mentor’.

At regulars intervals the Head meets with the mentor and new member of staff to discuss how things are progressing. This takes place after week 6, 12, 18.

This also applies to the domestic staff, line managed by the Business Manager.

All support staff are paid to attend 2 days in house training and 2 twilight training sessions.  They have the opportunity to attend any other in house training as relevant. Currently there are LSAs who have attained NVQ Teaching Assistant awards with 3 more working towards NVQ2/3. This is an option that is on offer to all support staff. All relevant training courses are displayed on the staffroom notice board by the Deputy Head for all support staff to access.

INTERVENERS who work with statemented dual sensory impaired children receive ongoing training from the Specialist Advisory Service at Woodside School, Welwyn Garden City.

SMSAs receive training on mealtime support (feeding) delivered by a Speech and Language Therapist, moving and handling and disability awareness training.

Performance Management

Performance Management is pay related to LSAs. They have a grading structure H2 – H4.

SMSAs have one rate of pay but are welcome to apply for any LSA vacancies that become available and many have been successful in securing such posts.

Performance Management Cycle

September: In the second week of the new term LSAs and RSSWs (Residential School Support Workers) will meet briefly with their line managers to negotiate appropriate objectives for the forthcoming year. All objectives will need to be agreed with the line manager and passed to the Head teacher at the end of the second week of term.

January: In the second week of the new term LSAs and RSSWs will meet with their line managers to review progress towards objectives.

July: In the final few weeks of term staff will meet with their line manager to review their year’s work.  Some staff, usually the domestic team and administrative staff, will set objectives for the forthcoming year at this review meeting.

Where possible line managers will remind personnel about the need for meetings.  However, it is the responsibility of every individual to ensure that they arrange appropriate meetings with their line manager.  This becomes more important if personnel have been absent during the normal cycle of performance management.

All staff attended Inset on Child Protection.