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To encourage a positive and realistic approach to a financially secure retirement and help delegates make informed choices about their retirement
This workshop is for anyone, regardless of grade considering retirement within the next three YEARS

Organisations that provide services to children are required to incorporate into their recruitment and selection procedures measures that help deter, reject or identify people who might abuse children, or otherwise be unsuited to work with them. 

Making safeguarding and promotion of the welfare of children an integral part of human resources management in organisations that work with children is an essential part of creating safe environments.

Following the 2004 Bichard Inquiry Report there are legal duties on schools, FE colleges and a wide range of partner organisations to safeguard and promote the welfare of children.

For schools, Bichard specifically recommended that:

• Head teachers and school governors should receive training on how to ensure that interviews to appoint staff reflect the importance of safeguarding children
• No interview panel to appoint staff working in schools and colleges should be convened without at least one member being properly trained

Organisations that provide services to children are required to incorporate into their recruitment and selection procedures measures that help deter, reject or identify people who might abuse children, or otherwise be unsuited to work with them. 

Making safeguarding and promotion of the welfare of children an integral part of human resources management in organisations that work with children is an essential part of creating safe environments.

Following the 2004 Bichard Inquiry Report there are legal duties on schools, FE colleges and a wide range of partner organisations to safeguard and promote the welfare of children.

For schools, Bichard specifically recommended that:

• Head teachers and school governors should receive training on how to ensure that interviews to appoint staff reflect the importance of safeguarding children
• No interview panel to appoint staff working in schools and colleges should be convened without at least one member being properly trained

The Covid-19 pandemic has created the opportunity for a redesign of scope, delivery and branding of what was formerly called the New Manager Induction Programme.

Future Leaders departs from the old academic model of monthly, trainer-delivered workshops to a learner-driven, more vocational model featuring:

• digital self-study
• facilitated virtual seminars and action learning sets
• tutorial support
• 360 degree feedback (optional)

From a pedagogical perspective, this 'little and often', non-linear approach to learning better reflects the way adult professionals learn and develop skills and new behaviours in their practice.

As Future Leaders is not limited physically by class size, an unlimited number of participants can join at any time AND stay involved in the community as long as they want. 

Staying on Future Leaders
Once participants have achieved their personal objectives as set out in their learner profile, they are very welcome to stay on and contribute to the growth and development of the Future Leaders community. This could take the form of mentoring other learners, facilitating seminars, contributing content to the digital courses, or any other valuable contribution.