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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

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

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

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

This was formerly the New Manager Induction Programme and, in responce to the Covid-19 pandemic, has undergone a redesign of scope, delivery and branding.

Portsmouth Future Leaders ia a seven module leadership induction programme currently for PCC, Gosport Borough Council and CCG staff, for those new to line management or aspiring to management or a leadership role.

The programme's purpose is to develop the skills and knowledge new managers need to lead teams, to develop and motivate people, to manage performance and lead change.

The programme is intended to create a learning community of new managers that will hopefully continue post-programme.

The new programme departs radically from the old academic model of monthly, trainer-delivered workshops to a new model of self-study supported by frequent, facilitated virtsems (virtual seminars). A set of digital courses are being developed which will be accessible via the Portsmouth Future Leaders community of practice.

Learner self-study will be augmented by face-to-face virtual seminars and action learning sets on Zoom and Microsoft Teams.

Now that this programme is no longer limited physically by class size, the programme has moved from a cohort model to one of unlimited, ongoing enrolment:

• participants can join the programme at any time - and stay involved and contribute to the community as long as they want
• there are no limits to the numbers of participants - this means that we now have room for those aspiring to management and leadership
• there is no end point or graduation, though learners will still be expected to evaluate their learning and skill development on the programme

Performance management

There can be no learning without action, reflection and feedback and participants will be expected to drive this work proactively and professionally. No one will remind them to do it.

Participants are required to write a personal profile on joining the programme, detailing their personal learning objectives. This profile will form their learning plan and will need to be adapted as necessary as participants progress on the programme, with new insights and the revealing of blind areas.

As well as the expectation that participants will regularly discuss their progress in supervision with their manager, participants will also be expected to arrange tutorials with the programme manager. These tutorials can either be 1:1 or with a small group of fellow learners plus the programme manager.