CPD Coordinators

CPD Coordinators

What does the CPD coordinator do? 

The CPD coordinator’s role is an important one because it’s about as strategic as it gets. In order to move your setting forward in line with strategic objectives, you must develop your staff so they do their job effectively. So it’s more than just pinning leaflets on a noticeboard; the CPD coordinator has the sometimes-challenging task of getting all staff to commit to their own professional development. Some staff are uneasy about participation in continuing professional development so there is also an element of challenge in your role. Essentially you’ve got to know your staff, their strengths and areas for development and encourage them to develop. Training which has a meaningful impact on staff will inevitably do the same for the children and that’s good CPD.

I am the CPD coordinator for my school. Where do I start?

With your school’s development plan and your budget. Look at where you are in your cycle and identify how CPD links in with the current objectives for school improvement. Look at your last Ofsted / ISI inspection report and decide with the senior team what the CPD focus needs to be at whole-school, departmental and individual levels and communicate this to your staff – they need to see the benefit and impact and how it all fits in to the bigger picture.

Any tips?

  1. Talk to staff about their own CPD needs, encourage them to undertake CPD and make sure that provision isn’t too generic. One size fits all fits no one.
  2. Understand the cycle of whole-school development planning and how effective CPD might help move your school forward.
  3. Have a keen eye on the bigger and longer-term pictures – who are the stars in your school? Let those staff know about progression routes within the school and monitor and support their achievements – recruitment is a costly business and it’s far cheaper and better to develop your existing staff than recruit new and untested ones.
  4. In September, let your NQTs know about CPD and ensure they understand and are aware of any CPD requirements during their induction year.
  5. Be conscious of the relationship between CPD and performance management/appraisal. Help your staff to plan and record their own CPD needs and link it to their appraisal targets.
  6. Be sure to monitor and evaluate all CPD undertaken and ask staff to feedback to the relevant people – quality control is important and CPD cash should be spent wisely, appropriately and within budget.
  7. Communicate with staff – ensure equal access to CPD and make yourself available to discuss all CPD matters with them.
  8. Try to find a regular slot with the Head to discuss and plan strategically.
  9. Make sure your governing body is aware of the ways in which CPD benefits the school and try to keep evidence of this.
  10. When planning whole-school Inset days, plan ahead. As much as you can, link the training to the school development plan and whatever whole-school targets appear in appraisal for all staff. With whole-school Inset don’t forget your non-teaching and support staff. They play a crucial role in your school and deserve CPD/Inset which is specifically relevant to them.