Legal
Terms and conditions
These terms and conditions apply to any Guildford Theatre School classes, workshops, complimentary classes, or other experience we provide.
By digitally signed the Terms and Conditions agreement available on the Guildford Theatre School app, the students’ Legal Guardian declares that the information given in the application to the school is correct and thereby apply for a place for their child at Guildford Theatre School.
Enrolment automatically transfers across terms and academic years from point of enrolment. The Guildford Theatre School reserves the right to restrict admission at its own discretion.
Legal Guardians are required to give a half term's notice in writing at the midway point of the term of their intention to withdraw a child from Guildford Theatre School at the end of that term or to pay a half term's fees in lieu of notice.
Fees for each term are payable at the commencement of each term and failure to make payment in good time may result in a child not being able to access the services of the Guildford Theatre School until full payment is made.
The Personal Data provided (as such terms are defined in the General Data Protection Regulation (GDPR)) will be processed as detailed above by Guildford Theatre School for the purposes of administration, research, the provision of teaching services, promotion and advertising, the organisation of performances, examinations and events, and for the administration of Guildford Theatre School's statutory obligations under legislation relating to children. Legal Guardians are asked to sign to give consent for us to use this data for this express purpose via our app.
If a Legal Guardian subsequently changes their mind about any of the information given, they may contact us via the school's website, email us directly, or speak to one of the School Managers in person and we will make the change effective immediately.
Children’s Data
We use this information to complete performance licences each year, which are submitted to Surrey County Council for each performance Guildford Theatre School produces, as well as each time one of our students performs in an event coordinated by us. We are legally bound to do this, to ensure that we follow the law with regard to children in performance. Children's names are printed in our programmes at our annual public performances at G Live and The Electric Theatre. Legal Guardians are asked to sign to give consent for us to use this data for this express purpose via our app.
We hold medical information on our secure database to allow us to take appropriate risk management on behalf of our students. We would only share this information with medical professionals, should the need arise when your child is in our care. There will be at least one fully qualified emergency first aider with the children at all times. Should Legal Guardians wish the School Manager to look after any medication, inhalers or EpiPen on behalf of the child, it is the Legal Guardian’s responsibility to ensure that it is labelled clearly with the child’s name and required dosage and hand these in to the school manager at the beginning of each day/term. Legal Guardians are asked to sign to give consent for us to use this data for this express purpose via our app.
Guildford Theatre School would like to use still and moving images from its classes, performances and events to publicise the school and its holiday activities, the Guildford Summer Youth Project on it's website, social media sites on Facebook, Instagram and Twitter and occasionally in the local and national press or with its partner organisations, the Imperial Society for Teachers of Dancing (ISTD), Trinity College London and the Council for Dance, Drama and Musical Theatre Training. Legal Guardians are asked to sign to give consent for us to use this data for this express purpose via our app.
Legal Guardian’s Data
We use this as our primary means of communication with the Legal Guardians of our students. Our newsletters, performance and examination information, summer workshop details (the Guildford Summer Youth Project), invoices and any other timely reminders are sent via email. Occasionally, we will use wetransfer.com to send large files to select Legal Guardians, when the need arises, to avoid jamming inboxes with large files. All emails are sent by the School Managers, school finance and school Principal, via the school email system or the school's administrative software system.
We only use the telephone numbers supplied in emergencies, when we need to contact a Legal Guardian quickly. Normally, this may be when a child has become unwell at Guildford Theatre School or when a child has not been collected, or in the highly unlikely event of when a force beyond our control requires that arrangements for collecting children must change, such as fire, etc. We do not share telephone numbers or emails with any other party. Legal Guardians are asked to sign to give consent for us to use this data for this express purpose via our app.
Child Protection, Safeguarding & Online Delivery
Please see the Guildford Theatre School Child Protection Policy.
Guildford Theatre School Inters and Seniors may sign out independently for the lunch break and at the end of each day, with the consent of the Legal Guardian. Legal Guardians are asked to sign to give consent for their child to sign out independently via our app.
Safeguarding remains as important in online environments as it does in our physical spaces. Guildford Theatre School teachers have set up a separate Zoom account for their online teaching. Legal Guardians are asked to create an account to be used for Guildford Theatre School class access, rather than the students. All under 16s must be supervised during the class by an appropriate adult. No sessions will be recorded by either teacher, student or Legal Guardian.
Siblings or others are not to participate alongside the student. Students must adhere to safe dance practice. Students are to wear Guildford Theatre School uniform and footwear as usual and remove jewellery. Hair must be tied up.
It is the Legal Guardians' responsibility to ensure that the space is safe and suitable for the activity. The space should be free from obstacles and dangerous items. Guildford Theatre School accepts no liability for any injuries sustained by those participating in the classes, nor do we accept any liability for damage to personal property caused during the classes.
By signing up to take part in these online classes you agree to adhere to the above terms. By accessing the classes online, Legal Guardians agree to the students taking part in the lessons online. Access to classes will be shared via the Guildford Theatre School app once the term's fees have been received and the customer agreement signed via our app.
SCHOOL POLICIES
The following policies align with the guidance and policies recommended to us by the Council for Dance, Drama and Musical Theatre Training (CDMT) as a Recognised School of the CDMT. All CDMT Recognised Schools:
Have and adhere to appropriate Professional Policies and Procedures in respect of the following: health and safety (including safe dance practice), safeguarding, equal opportunities and customer service (including feedback and complaints)
Ensure valid Disclosure and Barring Service (DBS) certificates are in place for all members of staff including teachers, administrators and all ancillary staff
Hold appropriate and adequate Insurance
Adhere to the CDMT Code of Professional Conduct and Practice or recognised equivalent
Make the Nine Requirements for Recognised Schools document publicly available, together with the following Key Information: contact details, timetables and venues for examinations and all performance events
Ensure that the majority of teaching is delivered by teachers with appropriate Teaching Qualifications i.e. hold a CDMT, Ofqual or other government recognised teaching qualification at QCF Level 3 or above. Teachers not holding (or working towards) such a teaching qualification should be in the minority but will still demonstrate Professional Experience to the satisfaction of CDMT
Employ or engage all teachers on appropriate Teaching Contracts
Conduct annual Staff Appraisals and offer relevant Continuing Professional Development within the organisation
Keep formal Financial Accounts which are independently inspected or audited where required by law
Health & Safety Policy
Our policy is to provide and maintain safe and healthy working conditions, equipment and systems of work for Guildford Theatre School and all our staff and pupils and to provide such information, training and supervision as they need for this purpose. We also accept responsibility for the health and safety of other people who may be affected by our activities.
Where reasonably practicable, this policy will seek to provide and encourage:
A safe place to work and safe access to and from it
Safe arrangements for the use, handling and storage of equipment
Sufficient information, instructions, training and supervision to ensure all employees are well equipped to avoid hazards and contribute positively to effective Health and Safety at work
The policy will be kept up to date, particularly as our organisation changes in nature and size to ensure our responsibilities are met in relation to:
Health & Safety at Work Act (1974)
Management Regulations (1999)
Other relevant current legislation
To ensure this, the policy and the way in which it has operated will be reviewed annually.
It is the responsibility of all staff to help maintain the safety and security of the pupils and the working and dancing environment. This includes being aware of the risks, knowing the appropriate action to take and identifying any potential safety issues. Each member of the teaching staff within the organisation has a duty to exercise care and attention with regard to their own safety and that of their pupils. Under this responsibility, each teacher shall:
Ensure reasonable care is taken during their work activities to avoid accidents or injuries to themselves, pupils and any other personnel within the building
Observe all safety instructions and procedures incorporated in this document
Report all potential hazards affecting Health and Safety to the Principal or, if appropriate, designated Health and Safety Officer
Report all accidents in the appropriate manner and record in the accident book
All accidents are to be reported to the Principal or, if appropriate, designated Health and Safety Officer and recorded in the accident book.
Unless there is good reason, First Aid should not be administered without the permission of the child’s Legal Guardian or accompanying adult. A child cannot give consent. If the parent is not at the premises, we will obtain their phone number and try and make contact. However, if a child is alone and seriously injured or unconscious, the situation will need to be dealt with immediately. If at all possible, treatment will only be given by a trained First Aider.
Provided this does not in itself put the child at risk, we will always try to administer First Aid with another adult present. We will always tell the child exactly what we are doing and why. Unless it is irrelevant, we will ask the child if they use medication (e.g. for asthma, diabetes, and epilepsy) or have any allergies.
For minor injuries, we may not offer any medication, including antiseptics or pills of any kind. If we have any doubts about helping someone to use their own medication, we will contact the Legal Guardian or phone National Health Service Direct on 111 or the emergency services.
Any treatment should be as little as necessary without threatening the child’s wellbeing. If a child comes to us for comfort because of a minor accident or fright, it is acceptable with the Code of Behaviour to hold a hand or arm around them. We will ensure that:
we know about any injury and do nothing to make it worse
physical contact is what the child wants, and the kind of contact that is appropriate to their age and stage of development
we will do our best to stay in sight of other adults
If a child needs a doctor or hospital, we will call the emergency services. A member of the Guildford Theatre School team will stay with the child and wait for the ambulance. We would only take the risk of bringing in the child ourselves if the emergency services instruct us to do so because of exceptional circumstances.
Correct storage of equipment is vital in the role of minimising risks. Any equipment not being used is a potential risk. Every piece of equipment that is being used must be checked at the beginning of the dance lesson to ensure its safety. In addition, care must be taken to:
Storage of equipment– make sure that all equipment/resources used are safely and securely stored after each lesson
Reporting - any damaged equipment should be reported to the Health & Safety officer immediately, for repair or replacement
Setting up - setting up of equipment must be comprehensive, correct and safe
Use of safety mats - where appropriate, safety mats to be used appropriately
Equipment use - when using equipment, ensure that pupils are shown how to use the equipment correctly and safely
Supervision - ensure that no pupil is able to access equipment without supervision
Checks to be made before pupils enter the studio:
Floor – ensure floors are clean with foreign bodies removed
Mirrors – ensure mirrors are unbroken
Plug sockets – ensure they are safe with no wire showing
Curtains – any falling/fallen down
Doors and exits –ensure doors are exits are secure and that there is nothing blocking emergency exits
Lighting and light switches – identify any that are not working or loose
We will ensure all pupils are wearing appropriate dance wear/uniform and footwear to minimize accidents or risk and that safety/protection clothing must be worn when appropriate, i.e. knee pads.
Guildford Theatre School operate a no smoking policy in all of its hired premises.
All staff will be advised of the fire action procedure, location of fire alarms and fire exits at their induction. The Principal/Health and Safety Officer, or in her absence a member of staff, will complete a roll call and liaise with Fire Service personnel.
If you discover a fire:
In the event of discovery of a fire, activate the fire alarm
Your main responsibility is to help supervise the safety and orderly evacuation of pupils and any other people in your vicinity. Keep calm. Try to keep others calm.
Do not prolong your evacuation but on passing check all the corridors, toilets etc. to make sure no one is left behind.
In the event of hearing the fire alarm staff are responsible for themselves and the pupils in their class. They will:
Evacuate pupils in class from the building immediately on hearing the alarm by using the nearest fire exit, taking a quick head count. Under no circumstances will anyone be permitted to stop to collect any personal belongings or equipment
Assemble at the fire point and supervise an orderly and quiet line
The School Manager/teacher will take the register and wait for further instructions – any absences or concerns will be reported immediately to the School Principal
Not re-enter the building until they are informed to do so by the emergency services
Child Protection, Vulnerable Adults & Safeguarding Policy
Please see the Guildford Theatre School Child Protection Policy.
Guildford Theatre School recognise that we have an explicit duty to safeguard and protect children from abuse as defined in the Children Act 2004, the Education Act 2002 and the Safeguarding Vulnerable Groups Act 2006. Everyone at our organisation shares an objective to help keep children, young people and vulnerable adults safe by:
Providing a safe environment to learn in
Identifying and responding to children, young people and vulnerable adults in need or support and / or protection
Supporting children and young people’s development in ways which will foster a sense of self-esteem and independence Fostering a learning environment in which every pupil feels valued and able to articulate their wishes and feelings in their preferred method of communication in an atmosphere of acceptance and trust
We will endeavour to ensure that children and vulnerable adults are protected from harm while they visit or are attending classes on our property. We will do this by:
Making sure our staff are recruited with integrity
Providing appropriate training for staff in issues of child and vulnerable adult protection
Carrying out checks and monitoring of all staff (including teaching staff, administrators and ancillary staff) which will require them to undergo an Enhanced DBS check and complete Chaperone training
To establish and maintain an ethos where children and young people feel secure and are encouraged to talk, and are listed to
Taking all reasonable steps to ensure the health, safety and welfare of any child or vulnerable adult in contact with us
Not physically, emotionally or sexually abusing any child or vulnerable adult in contact with us
Taking all reasonable steps to prevent any staff member, persons working for us or member of the public from putting any child or vulnerable adult in a situation in which there is an unreasonable risk to their health and safety
Taking all reasonable steps to prevent any staff member, persons working for us or member of the public from physically, emotionally or sexually abusing any child or vulnerable adult
Reporting to the Principal, Manager or other designated officer any evidence or reasonable suspicion that a child or vulnerable adult has been physically, emotionally or sexually abused in contact with us or anyone in our organisation
Referring to statutory authorities all incidents reported to the Principal, Manager or Designated Safety Officers
Implementing this policy in conjunction with our Health and Safety guidelines already in place
Everyone working or applying to work for this organisation is to be made aware of our Child Protection Policy.
These guidelines apply to:
A situation involving children and young people up to age 18, whether or not accompanied by adults. We also recognise that vulnerable people of any age will benefit from similar safeguards. Wherever guidelines refer to children, this broader meaning applies
All staff, contractors, freelance staff, volunteers and consultants working within our organisation or on our premises. In the case of contractors and consultants it is incumbent upon the Principal, Manager or other Designated Safety Officers to ensure that they are made aware of these guidelines
In regard to the safety and welfare of children and similarly vulnerable people all staff are required to:
Agree to ongoing monitoring of their suitability for a position working with children and vulnerable adults which will include a Disclosure and Barring Service Disclosure and completing Chaperone training
Take all reasonable steps to protect children from hazards
Strictly observe the code of behaviour in this document
Take prompt and appropriate action if an accident occurs
Take all reasonable steps to prevent abuse of children in contact with anyone within the organisation
Report any incident or suspicion of abuse promptly
Safety of participants and staff is of prime consideration at all times:
All accidents involving anyone should be recorded in the accident book or other formal recording system immediately or as soon as practicably possible
Staff are responsible for familiarising themselves with building/facility safety issues, such as, fire procedures, location of emergency exits, location of emergency telephones and first aid equipment
Staff are responsible for reporting suspected cases of child abuse to the named responsible person and/or agencies
Appropriate staff will have access to any parent consent/emergency consent forms for all children taking part in any activities
Staff will ensure that their activities start and end on time
Staff are expected to promote, demonstrate and incorporate the values of fair play, trust and ethics throughout their activities
Staff will ensure that they are adequately insured, to protect against claims of negligence, through their organisation or their own personal insurance when acting as a self-employed agent
A register of names, addresses, next of kin and contact addresses and telephone numbers for emergencies will be kept. Anyone wishing to enter the premises must be escorted by a member of staff. Any unidentified person seen on the premises will be escorted offsite immediately. People working at our organisation must always observe the following requirements where children, young people or similarly vulnerable people are concerned.
We will:
Be respectful, responsible and professional
Listen and communicate
Treat everyone with respect
Be sympathetic to the needs of the individual
Communicate at an appropriate level
Be aware of policy and procedures
Report any suspicions within our guidelines
Use common sense; be caring, attentive and aware
Be aware, approachable and understanding
We will not:
Harm a child or frighten a child
Touch inappropriately
Use inappropriate language
Threaten, shout or be aggressive
Force a child to do something they do not want to do
Mistreat, demean, ignore, or make fun of
Show favouritism to any one individual or groups of individuals
Let a child expose themselves to danger
Make racist, sexist or any other remark which discriminates, upsets or humiliates
Take photos of children without permission
Treat vulnerable adults as children
Be aggressive or physically restrain
Do anything of a personal nature they can do for themselves
Place yourself in a vulnerable position
Engage in inappropriate behaviour
Failure to adhere to these procedures will be treated as gross misconduct.
Photographs of children should only be used if written consent has been obtained from a parent, guardian or, if referring to school groups, relevant school authority. General group photographs may be used if no individual can be identified by reason of any attached data. Permission will be obtained firstly to take the photograph and secondly for permission from the parent if the photograph is to be reproduced.
If a child comes to you for comfort because of a minor accident or fright, it is acceptable with the Code of Behaviour to hold their hand or put your arm around them. Just ensure:
The NSPCC has a written document which outlines the requirements for professionals reporting child abuse in the United Kingdom. To read this information, please follow the link below: https://www.nspcc.org.uk/preventing-abuse/
The Department of Health website www.doh.gov.uk contains a practical guide to the law relating to child protection, particularly The Protection of Children Act 1999. The site also provides a publication entitled: "What to do if you're worried a child is being abused". This publication has been developed to assist practitioners to safeguard and promote the welfare of children. It sets out the process for safeguarding children. It is aimed at those who come into contact with children and families in their everyday work.
In order to safeguard and promote the welfare of its pupils and ensure that risk of harm is minimised, our organisation employs a safe recruitment and selection policy which complies with national and local guidance. All recruitment procedures involve the following processes.
All successful applicants including teachers, freelance teachers, contractors, volunteers, administrational and ancillary staff, will undertake an Enhanced CRB/ DBS check where this is relevant and applicable. Employment records, references and qualifications will be verified for staff positions and references will be taken up for volunteers. All appointments are subject to these checks being satisfactory.
The Person Specification will state the competencies and qualities required by the successful candidate and will state that the interview will explore issues relating to safeguarding and promoting the welfare of children. Additionally, for short-listed candidates, any relevant issues relating to the employment breaks or reference queries will be taken up at interview.
The information pack for candidates will include; the application form, job description, the Person Specification and the Children and Vulnerable Adults Protection Policy.
References will be sought before interviews take place. No candidate will be appointed until a verified reference is received and scrutinized. For successful candidates, written references will be sought be verbally verified.
All applicants will undergo a face to face interview where questions pertaining to child protection will be asked.
All candidates will be asked to bring identity proof with them (e.g., a current driving licence or passport, a full birth certificate, plus a document such as a utility bill showing the candidate’s current name and address).
All candidates will be asked to bring documents confirming any educational and professional qualifications relevant to the post.
All appointed staff will undergo an induction process which includes information and written statements of; policies and procedures in relation to safeguarding and promoting welfare e.g. child protection, antibullying, anti-racism, physical intervention / restraint, internet safety and professional conduct.
For volunteers, close attention will be taken to why the applicant would like to work with children and young people and follow up questions will be necessary prior to the appointment being made.
All new employees/volunteers will go through a probation and induction process, including relevant training. Ongoing training and supervision will ensure all employees/volunteers are adequately supported.
The Principal Designated Officer(s) has the following functions. Namely to:
Be an advisor to all organisation and freelance staff on best practice in regard to the child protection policy
Agree incident reporting procedures
Keep records of incidents and reports, together with any other relevant information
Report incidents to the Statutory Authorities and ensure that appropriate information is available at the time of referral and that the referral is confirmed in writing, under confidential cover
Ensure that individual case records are maintained of any compliant, injury or action taken by the organisation
All staff including teachers, freelance teachers, contractors, volunteers, administrational and ancillary staff should undertake an Enhanced DBS disclosure where this is deemed to be appropriate and relevant. It is the Principal’s responsibility to view the contents of the Enhanced DBS disclosure and decide about whether that staff member should be excluded from working with young people within their organisation.
Statutory Guidance on inter-agency working to safeguard and promote the welfare of children:
In England this is Working together to safeguard children, and the local safeguarding children board's child protection procedures.
In Northern Ireland Cooperating to safeguard children and Area Child Protection Committees' regional policy and procedures.
Links to specific information about Children and Vulnerable Adult Policy can be found by visiting: https://www.nspcc.org.uk/preventing-abuse/child-protection-system/england/legislation-policy-guidance/
Equal Opportunities Policy
It is the policy of the Guildford Theatre School to treat all employees, students, parents, carers, and the public and job applicants fairly and equally regardless of their age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage or civil partnership, and pregnancy or maternity.
Guildford Theatre School will ensure that no requirement or condition will be imposed without justification which could disadvantage individuals purely on any of the above grounds.
The policy applies to recruitment and selection, terms and conditions of employment including pay, promotion, training, transfer and every other aspect of employment.
In terms of recruitment, Guildford Theatre School will regularly review the procedures and selection criteria to ensure that individuals are selected, promoted and otherwise treated according to their relevant individual abilities and merits.
Guildford Theatre School is committed to the implementation of this policy and to a programme of action to ensure that the policy is, and continues to be, fully effective.
All staff are required to comply with the policy and to act in accordance with its objectives so as to remove any barriers to equal opportunity.
Any act of discrimination by employees or any failure to comply with the terms of the policy will result in disciplinary action.
See the following website for more background information: https://www.gov.uk/guidance/equality-act-2010-guidance
Customer Service Policy
Our policy is to provide and maintain the best possible service to our organisation, students, teachers and the public. We take pride in providing a professional service whilst inspiring the highest level of trust. Staff will be professional at all times and show:
Courtesy in all circumstances
Accuracy in what they do
Accountability for the quality of service they deliver
Integrity in all their dealings
Consideration for the needs of customers
Promptness in all their actions, keeping people informed of progress
This Customer Service Policy applies to all employees or workers of our organisation.
The Principal shall be responsible for ensuring that this policy is implemented.
It is expected that all employees or workers at the organisation shall adopt the communication behaviours outlined in this policy
This policy is not meant to be all inclusive and additional behaviours, which support the goal of providing good customer service, should be encouraged and supported by the organisation
The teacher / organisation will play its part by:
giving student care a high priority
developing corporate values and practices on student care which are shared across the organisation and communicated effectively
updating information to all its employees and workers to add to their knowledge and awareness of people and their care
regularly monitoring its student care strategy to ensure that the needs of all its students, parents, carers and the public are met successfully
provide a clear, accessible process for any person to comment or complain about any aspect of their own or the organisation’s services
The principles and care values that as an individual or organisation we all share are:
The students, their parents and carers and the public are the organisation’s most important people. They are the purpose of our work. All people coming into contact with our organisation will be treated equally. Everyone will have fair and equal access to all of our services.
Every person is entitled to: - A standard of service which is known and agreed - Be listened to when they comment or complain - A sensitive response to their needs - A rapid response to their complaints - A courteous response to their enquiries - Continuous attention by us to their satisfaction
There is a clear and accessible complaints procedure in place
Courtesy will be shown in all circumstances, even in difficult situations where the person may not show similar courtesy in return. Staff will be courteous in their spoken words, body language and demeanour.
Where there is any doubt about the accuracy of any information, the details will be checked and validated prior to release.
Staff will look for ways to enhance the quality of service they deliver. Concerns about the quality of service will be referred to the next level of management or Principal.
Staff will act with integrity in all their dealings with the public.
We and our staff will be committed to:
making sure that our hired buildings are accessible
greeting visitors
making sure our staff identify themselves
listening to you and responding to your needs, being welcoming, courteous and helpful at all times
All telephone calls shall be answered promptly and in a professional and courteous manner. When answering the telephone, we will use a friendly, professional manner.
Communication in the form of a letter or email shall be written in a professional and courteous manner. The written response to internal or external correspondence shall be clear, informative and timely. Letters will be written in a professional format. All letters and emails will be proofread carefully, not only for spelling and punctuation, but also for consistency and accuracy. The appropriate letterhead will be used. E-mail response shall be clear, informative and timely.
We will communicate in a professional manner when using the e-mail system. We will never put anything in an e-mail message that would be viewed as offensive or inappropriate for the organisation.
A complaint is an expression of dissatisfaction, however made, about the standard of service, actions or lack of action by the organisation or its employees affecting an individual person or group of people who are receiving a service. A complaint does not include:
Requests for service
Requests for information or explanation of the organisation’s policy or practice
Complaints about third parties, who are not working at the organisation
Stage 1 – at the point of service delivery, when a member of Guildford Theatre School staff receives the initial approach from the complainant, we will attempt to resolve their concerns to the best of our ability and to the complainant’s satisfaction. Individuals will pass any issues raised to the Principal / Manager. We will respond properly, fairly and consistently when a complaint is made. Knowing how and why things have gone wrong is valuable information in helping us to improve our services and make best use of our resources.
All complaints made will be reported to the Principal / Manager. We aim to settle complaints quickly and amicably. However, complainants who are still not satisfied after Stage 1 will be referred to Stage 2 of the Complaints Procedure.
Stage 2: the complaint will be investigated fully and objectively by the Principal / Manager. The complainant will be informed as to who is dealing with their complaint, kept informed about progress and action being taken if the review of the complaint is likely to take more than a few days. A written reply will be sent to the complainant within 10 working days of the request for their complaint to be investigated.
In complex cases, the complaint may take longer than 10 working days to investigate, but the complainant will still be notified in writing of progress to date, the reason for the delay and the revised timescale, within those 10 working days.
We will:
Treat all complaints seriously, and we will not take the complaint or criticism personally
Try to resolve the complaint as our first objective
Acknowledge if there has been a mistake and apologise
Be prepared to take responsibility for other people’s mistakes
Take the initiative with suggestions to put things right and offer choices
Learn from mistakes
Where a person complains about a member of staff, the Complaints Procedure enables this to be investigated fairly, openly and thoroughly. We will be open and honest about what happened. If a complaint leads to disciplinary action, appropriate information relating to the complaint will then be recorded by the Principal.
When a complaint has been found to be justified, the organisation’s objective will then be, as far as possible, to put the complainant in the position he or she would have been in had things not gone wrong. Depending on circumstances, this will usually be achieved by: ·
apologising to them and explaining what went wrong
providing the service the person wanted
changing things so that the cause of the complaint is not repeated
Guildford Theatre School does not tolerate rude, abusive or threatening behaviour. If such unpleasant behaviour is encountered and cannot be calmed down, staff will politely state that they will have to terminate the contact. The organisation will take any appropriate lawful action as the school’s Principal determines, against any individuals who are abusive to staff.
Continuing Professional Development Policy
Guildford Theatre School is a community of learning where staff are involved in a continuous process of improvement and enrichment. This organisation is committed to promoting continuous learning and aims to motivate and develop its staff and students. Continuing Professional Development (CPD) is the means by which this organisation achieves this aim. CPD promotes high morale and self-esteem within staff, building a satisfied workforce through personal and professional fulfilment. This is achieved through a variety of levels – through the individual, the team and the whole organisation.
Guildford Theatre School supports the Teacher’s Standards developed by the Department for Education (DfE) which states that teachers should ‘take responsibility for improving teaching through appropriate professional development’ (https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/283566/Teachers_standard_informati on.pdf)
It believes that a clear and progressive opportunity to develop professionally and personally improves standards and raises morale. It also believes that CPD assists recruitment and encourages staff loyalty.
All staff are entitled to high-quality induction and continuing support and development. Guildford Theatre School’s CPD provision will allow staff to progressively develop skills and abilities, allowing them to build on and reinforce skills and expertise.
Continuing Professional Development:
is the key to improving pupils’ achievement
is an entitlement for all members of the workforce
is the professional responsibility of the individual, as well as the organisation at which they are employed
will be underpinned by the process of self-evaluation
will be clearly linked to individual needs
will support all individuals within all areas of the organisation to develop their own practice and update their knowledge, skills and understanding
will promote professional reflection and enquiry
will support individual aspirations and career progression
involves a wide range of planned learning and development experiences
will be evaluated and reviewed by the individual and the organisation
provides a role model and enthusiasm for lifelong learning in our pupils
is central to a strategy for recruitment and retention, making working within the organisation an attractive career option
There are two key partners involved within any individual’s professional development – the organisation and the individual. This partnership requires trust and clarity of roles and responsibilities. The following provides guidance on these roles.
The organisation’s commitment to CPD can be demonstrated by both policy and practice in recruiting and retaining a well-qualified and well-motivated workforce. This commitment will involve:
developing a learning culture which promotes professional development opportunities for all staff
providing induction for all staff new to the school and/or undertaking new roles or responsibilities
supporting and leading CPD
providing the chance to discuss career and personal aspirations, and the means to achieve these goals, through annual staff appraisal.
use of the full range of school and local expertise to improve practice
access to a wide range of organisation-based and / or external CPD opportunities
monitoring the success (or failure) of CPD activities by evaluating the outcomes of CPD and its impact on pupil achievement. This is to improve future provision and is a quality assurance process
The workforce of all teaching organisations includes a wide range of staff either directly involved in the teaching of pupils or in supporting their learning either inside or outside the classroom. All staff within Guildford Theatre School will:
engage with the common aim of achieving the most effective education for pupils
take responsibility for their own professional development
take an active role in the evaluation and development processes of the organisation
support each other and work together to achieve the highest professional standards
reflect on their own practice and seek to improve skills and deepen knowledge
be fully committed to sharing their expertise in the interests of the pupils they teach or support
be open to learning from the effective practice of their colleagues
be prepared to change when new ideas, findings or technologies are introduced
identify training needs to improve working performance and personal career development
maintain a professional development portfolio that includes a record of achievements, self-evaluation and possible future development planning and career progression
The Guildford Theatre School CPD leader is the school’s Principal. The Principal shall be responsible for identifying and managing the organisation’s CPD needs. Requests for accessing CPD will be addressed to the CPD leader who will decide on the most effective means. The CPD leader shall provide information on the range of CPD opportunities available and is responsible for communicating relevant opportunities to appropriate staff. The information will be kept updated and made accessible to staff. The opportunities available will fully reflect the Standards for teacher’s professional development published by the Department for Education in that they will be based on a partnership between the leadership team, the teacher and providers of the professional development or training.
Successful partnerships will be based on the following principles:
Professional development should have a focus on improving and evaluating pupil outcomes.
Professional development should be underpinned by robust evidence and expertise.
Professional development should include collaboration and expert challenge.
Professional development programmes should be sustained over time
Professional development must be prioritised by school leadership
Following professional or other development, the participant will discuss with the CPD leader the opportunity to inform the relevant staff about what was learnt. Relevant feedback about the provision and the ideas should be given to the CPD leader. Where it is agreed that there would be benefit in a wider circulation or follow up, the CPD leader will be responsible for organising that, e.g. circulating relevant resources, a session at staff or subject meeting, introducing a teaching or learning strategy. The CPD leader will review annually whether any aspects of the CPD provision do not represent value for money and make appropriate recommendations. The CPD leader shall be responsible for assessing the value for money aspect of CPD through the monitoring and evaluation of the impact on the school community. This will be undertaken at a variety of levels including:
immediate/short term evaluation by participants
longer term follow up undertaken usually at a period no less than 6 months following the provision
informal discussion with colleagues about improved practice.