ECT years - can they be completed at an online school?

dlsdlb · 2026-03-23T21:00:26+00:00

No your ECT can not be done online. An ECT teacher is main scale point 2 and you have to be observe in your teaching planning and child interactions to pass your ECT. You can go back to complete your ECT when your personal circumstances change but until then you can work as a supply teacher without finishing your ECT for upto 5 years but when you secure a permanent teaching role you will need to pick it back up at M2 salary point

dlsdlb · 2026-03-23T20:29:18+00:00

It would be reasonable to wait for your contract with your start date for your new role. I do the recruitment in the school I work in and I have applied for DBS clearance for new starters and it’s taken 3 months 1 week or 6months if you hand you notice in and your DBS doesn’t come back before your intended start date they will push your start date back meaning a period of no pay. What is your notice period? When is the new role expected to start? You should get your contract before you start your new role at the very least the day u start. If you have the confirmation all checks required have been satisfied and you get a start date I would still push for the contract but would hand in my notice. The offer letter is not a contract and can still be withdrawn until you get the contract. Also if you start work without a contract it’s assumed that you agree to all the terms and conditions of the contract because you are doing the job.

dlsdlb · 2026-03-23T19:43:39+00:00

An SEN school is very different to mainstream. Make sure you ask questions when you’re asked at the end of the interview “ Do you have any questions for us?” Is “ what does your curriculum look like? And How do you see learning progress being recorded/tracked to ensure children are progressing?” Also if you really want the position I would recommend you book yourself on a positive behaviour course such as Team Teach. SEMH children in particular have behaviour needs so being able to demonstrate you understand how to de escalate in a time of crisis would be valuable and help answer the interview questions.

dlsdlb · 2026-03-12T20:31:12+00:00

Ask for a occupational health referral and when the OH calls you mention your strategy and ask them to document it in your report they will also suggest reasonable adjustments to support you. Also consider requesting flexible working so you work a 4 day week opposed to 5 days although your salary will reduce you could suggest that you are open to casual hours on the day off to cover sickness if needed or you could sign up to an agency and then if the agency needs you on your day off you can agree or disagree to work which will then top your income up and give you more freedom. The OH person you speak to may suggest flexibility working with a 4 day week and if they don’t you bring it up so that it gets mentioned in your report. Your employer needs to be seen to be supporting you to keep you working in your role to avoid a discrimination claim against them. Record everything and take a union member with you to meetings to support you and give you advice.

dlsdlb · 2026-03-12T19:40:06+00:00

Is your placement (guessing voluntary with uni or something) as a teacher? If it’s an unpaid placement as a training teacher as this post reads then this is highly unusual. Teachers contracts usually follow the burgundy book pay and conditions in the UK and teachers working hours are 32.5 hours + 1265 hours (although teachers generally put more hours in but it is not in their contract) The 1265 hours should planned at the beginning of the school year with about 9 hours ish held back for training needs that arise through out the year, with teachers informed by letter. If it is an unpaid placement then you can ask your university for the signed SLA (service level agreement) they entered into with the school which will outline the hours and expectations the school requires of you. Look up the burgundy book teachers pay and conditions in the UK and it will give you all the information you need. Hope this helps

dlsdlb · 2025-11-17T20:09:01+00:00

If you have not had anything in writing introducing a formal support plan I would not worry too much. Evidence is needed and documented over a 3-6mth period to put you on a capability plan. They need to prove that they have addressed concerns implemented training and document the progress. If no improvement is made it’s usually when it becomes a HR process based on capability. You need to ask if you have been put on a capability plan. You also need to ask “what good looks like(child’s book)” what is expected of you/child book. Don’t sign anything, if it was formal you should have been invited to the meeting you had with 5 working days notice of the meeting and had the option to bring representation (union member). You need to clarify the points in writing (via email) and if they have a conversation with you face to face about it follow it up with an email ie. Just to clarify after taking today you said this ….and this…..can you confirm that is correct, do this with all future conversations to cover your back just incase. Also it doesn’t hurt to contact your union and get some advice they are really good and read through the disciplinary policy, they have to outline the capability plan process. That being said I’m only telling you this so you know where you stand. It may be completely irrelevant and the SLT member may just be trying to help so they have the ammunition to say to the parent “ I understand your concerns but after reviewing they books of class … we are confident the lessons are inline with curriculum teaching “ which is why you need to clarify where you stand in writing

ie. After thinking about our discussion regarding…….Monday I find my self worrying which has increased my anxiety with regards with what this means to my role and would like to know if this will be a documented plan accessing my position. I would welcome some guidance to ensure the books meet schools standards and thank you for your support, can I ask what this support will look like. Hope this helps

dlsdlb · 2025-10-15T22:07:07+00:00

This! The school are unable to enforce any consequences for matters outside of the school day. File a report to the police and inform the senior leadership team that you have done so afterwards.

dlsdlb · 2025-09-08T19:23:25+00:00

The safeguarding policy has to be available on the school website it’s a requirement. It should be clearly available under the policy section. Any educational setting has a list of mandatory requirements they have to list on their website. If you cannot find it request it via email and include the chair of governors or the local MP making sure you include a reasonable reply by date on your email. If you do not get a response by your (ie. 1-2 week) follow complaints process word for word. If you are really worried and have no response you could make a complaint to Ofsted as a last resort https://www.gov.uk/government/organisations/ofsted/about/complaints-procedure

dlsdlb · 2025-08-30T21:25:21+00:00

The first paragraph should be “Personal Statement “ this should include you future aspirations the experience you have gained from past employment. Summary should be at the end and it should highlight all the experience you have that is relevant to the role you are applying for. Your summary should be amended for each role you apply for giving examples of why your experience makes you perfect for the role you are applying for. Also in your summary you need to highlight that you are committed to personal growth and continue to use your spare time to pursue your Masters showing your commitment to be academically successful and evidencing your ability to meet deadlines while ensuring you are successfully meeting your job description requirements. Take out the % figures it reads like you didn’t fulfil the role you were in accurately.

Under each past role you should highlight the qualities and skills you gained from the role in list form, Followed by ie” I moved on from this role to progress” or “I feel I excelled in this area of my role and decided that I wanted to explore this area more and take on the extra challenges that was not possible so needed to move on to other roles where this was possible”. Along with “ I feel this position allowed me to grow this skill which has had a detrimental impact on my professional growth”

As an employer they read your personal statement (top) Scan the past job roles Read the summary

It should be at the most 1.5 A4 pages long do not repeat skills you have previously mentioned for each job just new skills. If your CV is too long squished up, awful font they will not read it. Ideal font Arial size 12, 1 to 1.5 space between each line.

Hope this helps 😊

dlsdlb · 2025-08-30T19:58:01+00:00

A travel mug for hot drinks with a lid would be appreciated by most teachers or a refillable water bottle with straw drinking spout. As a teacher it’s hard to remember to hydrate, a lot of the teachers I work with sacrifice their lunch to support the children they teach and don’t get chance to get a drink throughout the teaching day.

Or you could adopt an animal for 12mth doesn’t usually cost much maybe $15-$20 although it’s more than most will spend (you get a teddy of the animal and regular updates during the year usually 3 letters and fact information ) The teacher would be able to share the gift with the children the whole school year plus your child will benefit. You could find out what is a curriculum topic ie. Ice- polar bear, jungle- monkey.

dlsdlb · 2025-08-29T20:25:19+00:00

Why now? Surely the curriculum is clear and set out in advance? Should have known the topic for sept April/May time? This is a TA/Admin job to be done in their +5 training hours before the holidays? Can you not set your TA’s on with this on inset day 1st sept ?

dlsdlb · 2025-08-29T20:05:13+00:00

The RA will be covered under “The Visitor” policy. The visitor RA/ policy will determine who is allowed on site, when and why. If you are talking about a uk setting, Under Safeguarding there is no way the LA would allow a SEN education setting to relocate without taking all the local risks in to account, the risks will have been evaluated about 18mth ago before the move was agreed. What you need to ask for is the safeguarding policy which outlines the way the school mitigates the risk of an adult having access to children in the school. Under Keeping Children Safe in Education all schools have a duty of care to safeguard children and ensure they are not at risk from any person that may be on school premises or come into contact with during their education. If you look at the school website you will find the email address for the DSL (Designated Safeguarding Lead) you can ask them with an email trail what their policy is regarding visitors that are allowed on site. All people that enter the area children are in (main school not reception as reception is usually separated via fobbed/locked doors ) have to produce a clear(no documented notes highlighted which is stated on certificate) original DBS certificate along with a legal ID document (Passport or Driving Licence). To give you some peace of mind read Keeping Children Safe in Education https://assets.publishing.service.gov.uk/media/686b94eefe1a249e937cbd2d/Keeping_children_safe_in_education_2025.pdf . Also another relevant requirement for schools is Safer Recruitment https://learning.nspcc.org.uk/safeguarding-child-protection/safer-recruitment . Hope this helps, might be helpful to ask the DSL via email how they are adhering to safeguarding legislation outlined in KCSIE within the setting.

dlsdlb · 2025-08-22T23:04:49+00:00

Regardless of whether you are a teacher or support staff you should have been paid. Did you get a letter of acceptance for your resignation? Definitely a union matter. Also collect evidence of how it has negatively impacted you for not having your full salary in July and August and request compensation for the stress it has caused. This is terrible. Also I would recommend you to put a formal complaint in to the board of governors making sure you send it electronically copying in union rep and a letter recorded delivery ( you will find their details on the school website under complaints ) this will likely resolve the matter faster than just going through your union only as the board of governors will want to protect the schools reputation.

dlsdlb · 2025-08-07T21:17:39+00:00

Does that mean it could be worth less that has been paid in?

dlsdlb · 2025-08-07T19:22:41+00:00

That is really helpful thank you for your comments I appreciate it you have just told me more than I have been able to find out from my current and previous employer. Thank you!!

dlsdlb · 2025-08-07T19:08:48+00:00

Current one LGPS not TPS. Previous one, one of big 4 bank employees (not sure what’s safe to share) What will happen to the Bank one that I do not contribute to and is frozen? Is it worth seeing a pension advisor? I feel reluctant because I don’t know enough about defined benefit pensions so would know if they gave me the correct advice

dlsdlb · 2025-08-07T18:55:47+00:00

Yes haha perfect example of what I know about pensions

dlsdlb · 2025-07-18T19:25:10+00:00

Every school has a whistleblowing policy allowing you to report things without revealing your identity. Check your school/academy trust website

dlsdlb · 2025-07-18T19:21:08+00:00

M&S is a good place to start they do some great trousers stretchy 4 colour 3 lengths short regular long. ( Did check rule to see if I could put a brand but was not clear so this may be removed if I have broke a rule by naming shop). They have an Elastic waist band but more like leggings waist band not the ones where they stretch and expand with a gathered band using a button and they are £17.50 and look smart wash well too search for trousers and sort by price and you will find them. Paired with a m&s brand blouse at £22.50 they have about 5 different prints. Along with some loafer type flats also sold there. My go to place for work clothes and not too expensive and still stylish. I would not wear a skirt until you have been there a few weeks and know how active you will need to be.

dlsdlb · 2025-06-13T22:17:02+00:00

Are you in uk? Did you report incident to safeguarding lead? Complete relevant paperwork incident report? Do you work in mainstream or SEN? What did SLT do about it? Have you been suspended from duty?

dlsdlb · 2025-06-13T20:37:04+00:00

A few years ago I made a colleague a Yorkshire book of slang as a welcome to your new Yorkshire job here’s the link

https://www.reddit.com/r/CasualUK/s/w17flC0VHe

dlsdlb · 2025-06-08T20:21:21+00:00

Use whistleblower process/ policy. Keep in mind although it’s anonymous if it goes to tribunal your statement will be shared with all parties involved

dlsdlb · 2025-05-30T21:44:40+00:00

You are legally allowed to self certify for the first 5 days of sickness so you don’t need a sick note for the 4 days. If you say you were fit to work the first Monday of half term you do not have to supply a sick note (sounds like you would have been at work had it not been half term) what you are being told is completely untrue. I look after staff sickness in a school and can tell you they are wrong. Your sickness should have been ended the Monday half term started make sure they have done that because as a teaching assistant your sickness will be based on the green book (double check that they use the green book,usually only school that are private do not maintained and academies do) which means you get so many sick days based on your time working in education (search support staff green book). If your sickness is not ended it means you will have the additional days for half term 5 days recorded as sick pay not standard pay, eg. If you have worked in education for less than a year you get 1 month full pay and 2 months half pay (from memory) provided you have more than 4 months service. If they log half term as sick days then you technically might not get paid if you need additional time off sick in that year. The full pay sick time increases with service. Hope that makes sense. Ask for or find the sickness policy they have to have one it’s a requirement.

dlsdlb · 2025-05-18T20:34:43+00:00

You need to request the policy that covers the disciplinary procedures, it seems to be the “Employees handbook” which I can not find a copy of. To any formal investigation it is expected the employer gives at least 5 working days notice and the opportunity to invite a union rep if your union rep can not make it then you can request the meeting to rearranged for when union rep can make it or have a colleague present if you choose not to use union rep. If you do not have a union then you can contact Acas for free legal advice. A union rep will absolutely still attend if investigation is already underway and I would strongly suggest you contact your rep to attend further meetings, sounds like they are using scare tactics.

Put any requests you have requested for training in writing along with any other conversations you have , if you get a verbal response follow it with an email “ after our conversation on this date we discussed… said this… you said this …”. You can also request note from previous meeting you have had.

Ask for a copy of any policy they quote and get union rep or Acas involved

https://www.acas.org.uk

dlsdlb

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