High quality induction and professional development helps staff understand children’s needs

Context and background to the effective or innovative practice

The setting leader at Cylch Meithrin Llanhari makes the most of support and oversight from Camau Cyntaf managers to achieve high standards of provision.   Camau Cyntaf works with ten other childcare settings in Rhondda Cynon Taf.  It has developed innovative and highly effective procedures for supporting staff induction and professional development.  Leaders and practitioners in Cylch Meithrin Llanhari apply these procedures exceptionally well and this has led to excellent standards of wellbeing, and to establishing very good quality environment and provision.

Description of nature of strategy or activity

When new practitioners start at Cylch Meithrin Llanhari, they complete a ‘Passport to Excellence’.  This gives the leader a clear understanding of what practitioners already know and understand, and what they need to learn to be effective practitioners in the setting.   Every practitioner uses their ‘Passport to Excellence’ to record training and professional development needs and the progress they make. They meet with the leader every half term to review their progress against the targets in the passport.  This ensures that everyone develops their professional competence and understanding extremely effectively.     

Practitioners new to the setting begin ‘working towards Bronze’.  This includes all the mandatory training that practitioners need, to build an awareness of good standards of early years care and development.  Once they have completed this, practitioners move on to the Bronze passport.   To achieve the Bronze level, as well as knowing about processes and procedures, practitioners need to show that they use them effectively.  The setting leader observes practitioners at regular intervals and provides constructive feedback to support them in achieving their goals.   The relevant section in the passport is complete once both the leader and practitioner are satisfied that the practitioner is fully competent in that area of practice or provision.   There are valuable opportunities for practitioners to discuss their progress, raise any concerns and identify new targets for improvement through the six-weekly supervision meetings and the well-established annual appraisals.  This means that the setting leader and practitioners work together highly effectively to solve problems and establish good practice, building a strong sense of wellbeing in the team.  

What impact has this work had on provision and children’s standards?

This high quality induction and professional development means that all practitioners have a thorough understanding of child development, of their roles and responsibilities, and of the setting’s policies and procedures.  They know and understand children’s needs in the setting extremely well.  As a result, children’s wellbeing is excellent, and they are cared for in an extremely safe and well-managed environment.  The setting leader knows practitioners’ strengths and areas for development extremely well.  Practitioners appreciate the support and professional development they receive and this meets their needs highly effectively.  For example, practitioners who are less confident at using Welsh receive active support that quickly improves their confidence and performance, and as a result children’s Welsh language development improves.   Practitioners develop their expertise progressively well across all aspects of the setting’s work and their wellbeing is high. 

How have you shared your good practice?

Camau Cyntaf share the passport and internal assessment procedures across all settings in the organisation and with the Coalfields Regeneration Partnership.