The Journey to Grade 1 - Outstanding

There are no open events scheduled for this topic. It may be run as an open event again in the future. Alternatively, we can run it as a bespoke internal event for your organisation.

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Understanding the key areas & actions that deliver success

Organisations do not achieve ‘Outstanding’ or Grade 1 at Ofsted Inspection without specific and determined effort. Research by Ofsted has shown that there are a number of consistent and particular performance areas which high performing organisations have focused on to achieve their success. Whilst approaches within the key areas have differed, focus on them nevertheless appears to be pivotal in achieving performance that is truly outstanding, or Grade 1.

This workshop does not pretend to guarantee Grade 1 1nspection results but it will help participants analyse key performance areas and the types of action that can be taken to deliver significant improvement. There are no simple routes to achieving success, but this workshop will help managers develop greater clarity about what they need to do, how, where, when and why.

For Whom

This intense and highly interactive workshop has been designed to help senior managers in colleges and other training organisations to:

It is especially suited to those managers and organisations new to inspected training provision and/or those keen to achieve the highest grade.

Aims and Objectives

The aim of this workshop is to help participants develop a very clear understanding of the factors which drive outstanding performance and explore ways in which it can be achieved.

As a result of attending this workshop participants will be able to describe and explain with greater clarity:

Content

The workshop will explore what ‘clarity of vision’ means, how this is linked to organisation curriculum design and the behaviour of senior managers, including the raising of staff and learner expectations and aspirations. The importance of a skilled middle-management - which creates unity of purpose, enables autonomy, accountability and delivers effective communication - will be analysed. The role of ‘consultation processes’ within the overall communications approach, and the role of manager skills investment will be also be examined.

The role of accessible, accurate and easily-understood performance data that is owned by staff at all levels, will be investigated,as will target-setting for all processes and key indicators; how governors/trustees/board members play a part in creating success and how organisations create an inclusive environment. The role in achieving success of specific learner journey processes, such as recruitment, progress reviewing and tracking, as well as learner/learning support, will be evaluated along with the value of reducing paperwork.

The curriculum content in relation to range and relevance (to employers and learners) of courses will also be assessed, along with management willingness to act promptly to remove provision which cannot match the competition where demand appears to be low.

The workshop will explore the importance of effective observation, including peer observation, as a tool to promote improvement in teaching and training skills and the significance of this being linked into effective people-management processes. This includes processes focused on staff recruitment, recognising and rewarding skills and continuous professional development - in other words - how a culture of outstanding teaching is fostered.

The workshop will also review the importance of analysing the quality of the learners’ whole learning experience and the value of seeing them as customers who are entitled to a rewarding learning experience, rather than seeing them as passive qualification consumers.

The significance of management structures in generating success and the problems associated with changing these structures will be explored; there will be consideration of whether management ‘behaviour’ is more important than structure and examination of the value of working with external partners and organisations.

The types of barriers organisations will need to remove, if sustainable success is to be achieved, will be reviewed throughout the workshop

Learning will be facilitated through:

Internal Staff Training and Development

This training workshop, along with most of our other best practice training workshops, can be delivered as an internal training course at your premises. Even with groups as small as 6-8 delegates, the course fees per person for internal training workshops can be lower than for open events. The potential savings are even greater, if the travel time and the travel costs of the delegates are included.

Running training workshops internally is very convenient and it allows the participants to explore how key issues will impact on them and their organization. Then as a team they can begin to agree upon a development action plan, with priorities. This approach is favoured by many of our clients as it combines a high quality service with excellent value for money and is a highly effective route for staff development.

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Related Quality Improvement Workshops

Certificates of Professional Development.

This course is recognised for CPD purposes by most professional institutes and associations including the Law Society, the CIM, the CMI, the ICAEW, the Institute of Learning and the CIPD. Formal Certificates of Professional Development will be issued by email to participants who successfully complete this course. These certificates will enable participants to evidence the update of their CPD records. The workshop will consider how to best apply the knowledge gained by the delegates upon their return to the workplace. This element of the programme is designed to maximise the benefits of attending and enable participants to make valued judgments when recording CPD activities