Staffing issues in Reception class

[Guest]

Hi all, we have a member of staff (level 3 trained) working in our Reception class who is currently just coming out of a short period of 'capabilities procedure'. They have made some progress in some areas so are not bad enough to be kept in capabilities but are still no where near good enough. This is having an impact on the class teacher and the team in general, not to mention the impact on the children's learning, enjoyment and behaviour.

Despite many meetings in school with support and target setting, mentoring with an experienced NNEB, visits to other schools and a nursery nurse network meeting every few months they just don't seem to be able to tackle all (or even just a few!) of the demands of the job and we are at a loose end as to what to do next! Small amounts of progress are made after direct input but after a week or two this new skill/enthusiasm etc seems to disappear and things return to the way they were before.

Has anyone had a similar issue? Our HT is reluctant to move them as it's just 'moving the problem' and they are on a full time, permanent contract.

If anyone has any bright ideas, do let us know!

Thanks.

[AnonyMouse_30128]

when does it get to the point you start disciplinary procedures? if she's not up to the job then she shouldn't be doing it!! harsh i know but if you were a private company would you be spending that amount on her wages for her not to do her job?

[AnonyMouse_73]

Hi incuspo I have worked with a few people over the years on capability process. I got very cross with my HT when she putting those staff in the foundation phase as she felt it was 'least damage' but anyway, if things aren't working then the head really needs another strategy. In some cases working with older children may be better for her, not everyone is suited to early years.

I presume you have done the development planning and looked at developing specific skills?

 

Ultimately though if you can show how much support has been given and not enough progress is made, then the head really needs to 'up the ante'

[Guest]

Because early years takes a special skill, maybe a move where she would be doing more focused tasks and directed more would help?

[AnonyMouse_3307]

Yup - I'd move her to Yr3. Where all heads put staff least likely to do damage to their SATs scores.

Cx

[Guest]

Thanks all, unfortunately as they are level 3 trained our HT is unlikely to move them as we can't afford to hire another level three in FS! Most of our other TAs are level 2 (but very good!). Though come to think of it, do we HAVE to have a level 3 in Reception or does that just apply to Nursery? HT is also reluctant to 'move the problem'. As for disciplinary action/capabilities procedure, HT says they are not officially bad enough to stay in it at the moment but could easily slip back into it with an official first written warning unless things really improve fast. We've got another meeting on Monday so hopefully we'll come up with a solution!

It's such a shame because they have a lovely character, which makes it really hard to have such difficult conversations. We're all sort of hoping that they will decide that the job is not really for them and just hand in their notice

Oh the joys! Thanks again for the suggestions.

[AnonyMouse_3307]

You only need to have a qualified teacher in reception, so it doesn't matter what your TAs qualifications are. I've worked with great but totally unqualified TAs before now.

Cx

[Guest]

Just pay her off and get rid of her. I worked in a school that was in special measures and this was done with several members of staff that just weren't up to the job no matter what was put in place. Can be expensive but best in the long run.