Cymraeg

Statutory induction applies to all teachers who gain their qualified teacher status (QTS) on or after 1 April 2003.The Regulations provide the legislative framework for the requirements of induction. This guidance supplements the requirements of the Regulations and provides more detail on how the arrangements should be implemented.  It also outlines the roles and responsibilities of all parties involved in the induction process as well as the support that will be provided to all NQTs throughout their statutory induction period. It draws together in one place guidance for NQTs, induction mentors (IMs), external mentors (EMs), external verifiers (EVs), appropriate bodies (ABs), maintained schools, further education institutions, supply agencies and regional or local authority induction leads.

NQTs (including those working on a supply basis) and all parties involved in the induction process should ensure that they are fully aware of the statutory induction arrangements in Wales and the relevant professional standards.

The purpose of statutory induction is to:

  • contribute to building an excellent teaching workforce for the benefit of all learners
  • support NQTs to have the best start to their teaching career
  • provide all NQTs with the opportunity to develop their practice by focusing on the requirements set out in the professional standards
  • prepare all NQTs for their career as a teacher by establishing the skills and behaviours that they need to build on throughout their career
  • ensure that all NQTs focus on national priorities
  • ensure that NQTs focus their professional learning on the most effective methods and approaches, including reflective practice, effective collaboration, coaching and mentoring, and effective use of data and research evidence
  • build on the experiences gained in initial teacher education (ITE) to support career-long professional growth.

Eligibility to teach in maintained schools in Wales

In order to be employed as a teacher in a maintained school in Wales it is a legal requirement to be registered as a school teacher with the Education Workforce Council (EWC). The requirement for EW to maintain a register is set out in the Education Wales Act (Under the Education (Wales) Act 2014, EWC are required to establish and maintain a Register of Education Practitioners (the Register) in Wales). Teachers must also hold QTS, apart from certain exceptions, and teachers who gained QTS on or after 1 April 2003 must also have completed an induction period.

Institutions where induction can take place

Induction can only take place in the following settings:

  • maintained schools in Wales (including maintained nursery schools where the school has a headteacher and the school can satisfactorily provide an induction period that will allow the NQT the opportunity to meet the relevant professional standards)
  • PRUs in Wales (See Annex A)
  • further education (FE) institutions in Wales which include sixth form colleges (see Annex B)
  • independent schools in Wales (see Annex C)
  • schools, or FE institutions in England provided that the school/institution and the teaching responsibilities meet England’s induction criteria.

Institutions where induction cannot take place

Induction cannot take place in:

  • community or foundation special schools established in a hospital
  • independent schools that do not meet the criteria described in the Regulations (see Annex C)
  • independent nursery schools (unless they are independent schools that meet the criteria specified in the Regulations) and other early years settings (unless they are maintained nursery schools)
  • schools requiring special measures, as judged by Estyn (see Annex E for details).

Routes to induction

Induction in Wales can be undertaken via two routes:

  • full-time or part-time employment as a teacher, or
  • building up teaching service through employment in long- or short-term supply posts.

Long-term supply is considered as a placement of 11 consecutive days or more in one setting.

Short-term supply (also known as ‘day-to-day’ supply) is considered as a placement of 1 session (half a day) or more up to a maximum of 10 consecutive days in one setting.

Effective induction is achieved through a partnership between a number of key stakeholders who each have their own principal responsibilities. This section provides an overview of roles and responsibilities. More detailed information can be found under Information for those who support NQTs.

NQTs must ensure they are registered in the category of school teacher with EWC prior to employment. Those NQTs undertaking induction via the short-term supply route must log all sessions of employment.

NQTs should take responsibility for their own professional learning and provide evidence of how their practice meets the professional standards in their online induction profile, which is part of the professional learning passport.

The headteacher or teacher in charge and the school or setting as a whole should ensure that there is continuous support available to the NQT throughout the induction period as part of the overall mentoring arrangements. The headteacher or teacher in charge must appoint a nominated member of staff to become an induction mentor and must provide them with the professional learning opportunities required to carry out the role effectively. The headteacher or teacher in charge works in collaboration with the mentor and the external verifier (EV) to enable the NQT to make progress.

All NQTs will be supported by a mentor. NQTs employed by a school/PRU will work with an induction mentor (IM) based in the school/PRU. NQTs employed on short-term supply will work with an external mentor (EM) working on a local/regional basis.

The mentor will observe the NQT and work with the EV to ensure the NQT receives high-quality mentoring and will undertake the final assessment of the NQT. The mentor must make a written recommendation to the appropriate body (AB) upon being satisfied that the NQT has undertaken the statutory induction period and has demonstrated achievement of the professional standards. The majority of NQTs will take three terms or equivalent in sessions to successfully complete induction.

The external verifier (EV) quality assures the induction arrangements on behalf of the AB and works with the mentor and AB to ensure the NQT receives high-quality mentoring and supervision. The EV will liaise with the mentor regarding the development and assessment of the NQT.

The appropriate body (AB) is responsible for the overall supervision and training of a NQT undertaking induction and for ensuring that induction meets the statutory requirements. The AB uses assessment evidence to make the final decision on the induction outcome. For maintained schools and non-maintained special schools, the school’s local authority (LA) must serve as the AB. However, a LA, in practice, may agree to delegate its role to the relevant regional consortium which is responsible for the recruitment, training and deployment of EVs. In these circumstances, regional consortia should ensure that there is a clear separation of duties between the nominated AB and those responsible for planning and delivering the professional learning programme for NQTs.

The induction co-ordinator (based in the regional consortium/partnership/LA) is responsible for a national programme of professional learning for mentors, EVs and NQTs. They also work with the EWC to monitor and support the practical arrangements in delivering the induction programme.

When recruiting NQTs, local authority HR departments should ensure that successful candidates provide their QTS and induction certificates. If an appointed teacher has not completed induction, and therefore does not have an induction certificate, HR must inform schools that the teacher they are recruiting is a NQT undertaking induction. HR must also ensure that the NQT is registered with EWC in the category of school teacher as part of their pre-employment checks. Employers/LAs have access via the EWC’s website to check the registration and induction status of individuals.

The employment or supply agency, as the employer of NQTs undertaking some or all of their induction via supply teaching, must ensure that safeguarding and pre-employment checks are undertaken, including sight of QTS certificates. Agencies are required to provide the necessary professional learning and support to their NQTs, some of whom may be deployed to a variety of schools for short periods of time.

The Education Workforce Council (EWC) has responsibility for collecting, collating and maintaining a central source of data for NQTs undertaking induction. EWC administers induction funding to schools, working closely with regional consortia/partnerships and local authorities. In addition, EWC hosts and provides access to the online induction profile via the Professional Learning Passport (PLP). This enables NQTs to reflect on their progress and record their professional experiences against the relevant professional standards. The EWC issues induction certificates to NQTs on successful completion of induction. It is also responsible for hearing induction appeals.

The Welsh Government sets regulations and policy and specifies national priorities for professional learning. It works with regional consortia/partnerships and local authorities and the EWC to monitor and review national arrangements.

Length of the induction period

All NQTs must complete an induction period of three school terms or the equivalent.  However, ABs have discretion to reduce the length of the induction period for NQTs who can demonstrate that they meet the standards in less than three terms / 380 sessions. No NQT can complete induction in less than one term (110 sessions).

This flexibility means that NQTs who can demonstrate that they meet the professional standards can complete their induction in less than three terms (or 380 sessions). NQTs who have previous experience of working within an education setting, as a teaching assistant, in a school abroad, or in an FE college may benefit from the flexibility, as their experience may mean that they are able to demonstrate achievement of the standards sooner.

Periods of employment that count towards induction

All periods of employment as a qualified teacher (in a relevant setting) of one school session (half a day) or more must count towards the induction period. There is no flexibility regarding this and neither NQTs nor schools/PRUs can request that a period of employment as a qualified teacher does not count towards induction. Work undertaken as a higher-level teaching assistant (HLTA) or learning support worker (LSW) cannot count towards a NQT’s induction period.

NQTs moving between full-time employment, part-time employment and supply teaching must ensure that all periods of employment are recorded with the EWC via the submission of the appropriate notification form.

NQTs undertaking induction on a full-time, part-time or long-term supply basis

If a NQT is employed by a school on a full-time, part-time or long-term supply basis, the Induction Funding Claim Form that the school submits to EWC at the end of each academic term, or sooner if the employment ends, will provide the necessary evidence for the period of employment worked.

If necessary, supply agencies can provide verification of sessions for long-term supply NQTs.

NQTs undertaking induction on a short-term supply basis

NQTs undertaking induction via short-term supply will be required to have the sessions they have worked verified by their supply agency (employer) or the main day-to-day contact for the NQT at the school where they undertook the session(s) of employment (usually a member of the senior leadership team). A record of attendance form is available in the NQT’s online Induction Profile.

During their induction period, NQTs employed on a supply basis are strongly encouraged to ensure their induction period includes employment in one setting for a term, or two consecutive half terms. A continuous period of teaching in one setting ensures that NQTs have the opportunity to experience and be a part of the working life of a school – for example, by taking part in parents’ evenings and/or curriculum planning. It enables them to gain the professional experience and skills required to evidence the full range of professional standards and will help to prepare them for a career in teaching.

Action in the event of unsatisfactory progress

If a NQT is not making satisfactory progress towards completing their induction period, the mentor must raise any concerns with the NQT and the AB immediately.

Early action, as outlined below, will be taken to support and advise the NQT to make the necessary improvements.

  • The headteacher or mentor must communicate promptly, in writing, any concerns related to the NQT’s progress to the NQT, the EV and the AB
  • Once it becomes apparent that the NQT is not making satisfactory progress, the AB will immediately increase the support to the NQT and ensure an action plan is put in place that is agreed in writing by the NQT, the headteacher, the mentor and the EV
  • The action plan will include the requirements for completing induction and the consequences of failing to make the necessary improvement. A copy of the action plan should be held by the NQT’s school(s) and the EV.

Action in the event of serious under-performance

In a few particularly serious cases, it may become apparent that the NQT is unlikely to complete an induction period satisfactorily without significant support. In such instances the headteacher, following consultation with the AB, may need to consider instigating a capability procedure at any stage before the end of the induction period. The primary purpose of such procedures will be to support the NQT to improve their performance. Failure of the NQT to improve may lead to dismissal before the end of the induction period. For as long as the NQT remains at the school, the induction process must continue in parallel with the capability procedure as set out in the capability guidance.

The governing body controls the regulation of conduct and discipline of school staff and must establish procedures for this and for dealing with a lack of capability of school staff. It must make these procedures known to staff.

If a headteacher chooses to take steps to address lack of capability, the headteacher must notify the AB in writing.

Assessment and making the final decision at the end of the induction period

The assessment process comprises the following:

Within 10 working days (for the purposes of this guidance circular, a working day means any day other than a Saturday, Sunday or public holiday) of the completion of a NQT’s induction period, the EV and mentor should provide recommendations to the AB using the NQT’s induction profile.

Within 20 working days of the completion of the induction period, the AB must consider these recommendations and must decide whether the NQT:

  • has completed their induction period satisfactorily or
  • requires an extension to their induction period (of a maximum of three school terms) or
  • has failed to complete their induction period satisfactorily.

The AB must have regard to any written representations received from the NQT in making this decision.

To ensure the assessment process is fair, consistent and rigorous, standardisation and moderation of a sample of ABs’ decisions is carried out at a local and national level.

Regional or local moderation will be organised and carried out by each AB for consistency of approach.

Within ten working days of the decision being made and recorded by the AB, the AB must inform the NQT, the governing body of the school or college (or proprietor of an independent school), the headteacher (in whose school the NQT was working at the end of their induction), the employer such as the supply agency (if other than the AB itself) and the EWC.

If the AB decides to extend the period of induction or concludes that the NQT has failed to complete their induction period satisfactorily, the AB must inform the NQT in writing of their right to appeal to the EWC, provide the address of the EWC and the deadline for appeals.

A NQT wishing to appeal must send a notice of appeal so that it is received by the EWC within 20 working days of the NQT receiving the relevant notification. After 20 working days this right expires, except where the EWC extends the time limit, but it can only do so if it is satisfied that not extending the time limit would result in substantial injustice.

The procedure relating to appeals is set out in Schedule 3 of the Regulations. Full details of the appeals process are set out on the Induction appeals page of the EWC website.

Granting an extension to the induction period

Extensions prior to the completion of the induction period

If a NQT has been absent from work for an aggregate period of 30 school days or more during their induction period then the AB may extend the induction period by the aggregate period of absence.

An AB may consider it appropriate to extend a NQT’s induction period by less than the aggregate period of absence when the period of absence is greater than the number of days/sessions needed to meet 380 sessions, provided there is likely to be sufficient evidence to meet the relevant professional standards.

Extensions of this kind cannot be greater than the aggregate period of absence. NQTs who take statutory maternity/paternity/adoption or parental leave while serving their induction period or an extension to their induction period may decide whether their induction should be extended (or further extended) to reflect the number of days absent for this purpose.

Any outstanding assessments should not be made until the NQT returns to work and has had the opportunity to decide whether to extend (or further extend) induction. If an NQT chooses not to extend (or further extend) the induction period their performance will still be assessed against the relevant professional standards. It is, therefore, recommended that an individual in this situation seeks advice before making such a decision.

If the AB concludes that the NQT requires an extension, the length of any extension period is at the discretion of the AB and may include an extension of the five-year time limit (see below), depending on circumstances. If the AB decides to extend the induction period, the AB must inform the NQT in writing, as well as the governing body of the school or college (or proprietor of an independent school), the headteacher (in whose school the NQT was working at the end of their induction), the employer such as the supply agency (if other than the AB itself) and the EWC.

Extensions after completion of the induction period

The AB, or the EWC on appeal, may decide to extend the NQT’s induction period after its completion. This should be done on a case-by-case basis.

Extensions in a different school or institution

It is possible that NQTs who have been required to extend their induction period after completion (by the AB or the EWC via appeal) will not have continuing employment in the school in which they completed their original induction period. In such cases it is the NQT’s responsibility to find another teaching post in which to complete their induction period. It is the NQT’s responsibility to ensure that they make the school aware that they are required to complete an extension to their induction period when they take up a subsequent teaching post.

Completing the induction period within five years

Under the revised Regulations, all NQTs are now required to complete their induction period within five years.

NQTs who gained QTS since 1 April 2003 and prior to 7 November 2022 and have not yet started or who have started but have not completed their induction period, will have five years from 7 November 2022 to satisfactorily complete their induction.

NQTs who gain QTS from 7 November 2022 onwards, will have five years from the date their QTS was awarded to satisfactorily complete their induction.

This brings teaching in line with other professions such as the legal profession, where time limits are imposed for the completion of qualifications.

The ABs will have discretion to extend the five-year time limit as outlined below.

The AB must extend this five-year time limit for a NQT whose induction period is extended prior to or following its completion (by a decision of the AB or the EWC on appeal) in circumstances where there is insufficient time remaining (within the five-year time limit) for the extended induction period to be completed and for the AB to determine whether the NQT has met the required professional standards.

The AB can extend the time limit for NQTs who have started their induction period or for NQTs who haven’t yet started their induction period where it is satisfied that there are good reasons for doing so and the NQT consents. Good reasons would include, but are not limited to the following examples:

  • a long-term period of caring for a severely ill close member of the family
  • a period of maternity, paternity, parental or adoption leave
  • a period of long-term sick leave
  • a career break.

This list is not exhaustive and the AB will give due consideration to each individual case.

In these circumstances, NQTs would be required to discuss an extension with the AB, and, if agreed, the AB would determine the length of extension.

If a NQT knows in advance that they will not be able to complete their induction period within the five-year limit, they should notify the AB as early as possible to discuss an extension, and, if agreed, the AB will determine the length of extension.

NQTs for whom the five-year time limit has passed and who are not registered with the EWC are advised to seek approval for an extension to the time limit from the AB before they register with the EWC.

In all circumstances the AB, within 10 working days of making a decision, must notify the EWC as well as the governing body of the school or college (or proprietor of an independent school), the headteacher (in whose school the NQT was working at the end of their induction), the employer such as the supply agency (if other than the AB itself) whether an extension has been granted, and if so, the length of the extension.

The maximum length of an extension in all circumstances is two years, unless a longer period is necessary to enable the decision of the AB, or of the EWC on appeal, to extend the induction period.

Employment consequences of failure to complete induction satisfactorily

When the AB has made a final recommendation that a NQT has failed to complete their induction period satisfactorily the NQT will no longer be eligible to be employed as a teacher in a maintained school or PRU in Wales, as they will no longer be able to register with the EWC in the category of school teacher. Failure to successfully complete induction would not prevent them from seeking employment in a non-maintained school, in FE or as a learning support worker in the maintained sector.

NQTs who are not awarded an extension of the induction period cannot undertake their induction again in a different institution in Wales or England.

This section contains information for all newly qualified teachers (NQTs), whether full-time, part-time or undertaking induction via short-term or long-term supply teaching.

What do I need to know and do?

Who is required to complete induction?

All NQTs who gained Qualified Teacher Status (QTS) on or from the 1 April 2003 onwards are required to complete a statutory induction period in Wales.

Exceptions

There are a number of exceptions to the requirement to undertake induction. These are summarised below. A full list of exceptions to the requirement to undertake induction can be found in Schedule 2 of The Education (Induction Arrangements for School Teachers) (Wales) Regulations 2015.

You do not have to serve induction if:

  • you obtained QTS before 1st April 2003
  • you are a teacher awaiting appeal against a decision of failure to complete your induction period successfully
  • you have satisfactorily completed induction, probation, or the equivalent, in England, Scotland, Northern Ireland, Isle of Man, Guernsey, Jersey, Gibraltar, or a Service Children’s Education (SCE) school in Germany or Cyprus
  • you are a teacher from the European Economic Area or Switzerland who has gained QTS
  • you are a teacher who does not wish to be eligible to teach in a maintained school or non-maintained special school
  • you are exempt from the requirement to serve induction under England’s induction arrangements. Please see Induction for early career teachers (England) for details.

Before you start your first teaching post in Wales you must:

  • hold QTS
  • register with EWC in the category of school teacher before you commence employment. Any periods of employment undertaken prior to registration with EWC in the category of school teacher will not count towards the length of your induction period.

Further information on how to register can be found on the EWC website.

You must also ensure that you:

  • maintain your EWC registration throughout your induction period
  • have an up-to-date Disclosure and Barring Service (DBS) check for the role of a teacher in line with the local authorities’ and Welsh Government’s guidance on safeguarding in recruitment
  • are fully aware of the statutory arrangements for induction in Wales
  • are fully aware of the professional standards in Wales
  • are fully aware of the requirements to complete the online induction profile which is available in the professional learning passport.

When you start your first teaching role you must:

  • notify the EWC that you are undertaking induction in Wales via the induction, which will provide you with access to your online induction profile
  • Upload your Career Entry Profile and your Welsh Language Framework to your online induction profile in order to share your priorities for professional learning with your school and mentor
  • Ensure that you have been allocated a mentor and have made contact to discuss your induction arrangements, including development priorities and target setting.

What to do if you’re undertaking induction via short-term supply teaching:

  • If you are undertaking some or all of your induction through the accrual of short-term supply, for example, periods of up to two weeks in one setting, you should ensure you complete the EWC’s ‘Induction as a short-term supply teacher notification form’ prior to the commencement of your induction period or at the very latest within 10 days of the start of induction.

What to do if you are undertaking induction via long-term supply teaching

  • If you are undertaking some or all of your induction through the accrual of long-term supply (periods of employment in one setting of 11 days or more) your school will need to submit an induction notification form to EWC.

No periods of employment of less than a term/two consecutive half terms in one setting carried out before 1 September 2012 can be counted towards the induction period.

Throughout your induction period, you must ensure:

  • your induction records are accurate and up to date by:
    • informing your headteacher/supply agency that you are a NQT and that every teaching session counts towards induction
    • informing the EWC if you move schools during your induction period or if your contract changes, for example, number of hours worked per week
  • you use the professional standards for teaching and leadership and the PLP in collaboration with your mentor and other colleagues to:
    • regularly reflect on your practice and capture experiences for mapping against the professional standards using your Online Induction Profile.
    • identify development priorities in order to engage in appropriate professional learning
    • record a range of professional experiences to demonstrate meeting the standards required for successful completion of induction using the Online Induction Profile.

Your entitlement as a NQT

You are entitled to access high-quality support and advice from the start of your induction period from your mentor and regional consortium/partnership or local authority. This will ensure that as a NQT you are able to focus on what you need to develop professionally and successfully complete induction.

All NQTs are eligible for support from a trained mentor during induction, regardless of the route they take.

The support provided to NQTs includes:

Reduced teaching time during induction

Teachers employed under The School Teachers’ Pay and Conditions (Wales) document (STPC(W)D) have an entitlement to a 10 per cent reduction in their teaching timetable to provide statutory non-contact time for planning, preparation and assessment (PPA).

In addition, the STPC(W)D includes an entitlement for a teacher serving an induction period to a further 10 per cent reduction in their remaining teaching timetable to reflect on their practice and participate in appropriate professional learning activities during their induction period.

Examples of induction activities that can be undertaken during the 10 per cent reduction in timetable include:

  • observing others teaching
  • attending professional learning (national/regional)
  • undertaking research or wider reading
  • writing PLEs/reflecting on practice
  • meeting with your mentor or EV
  • meeting with members of staff e.g. ALNCo
  • meeting with other NQTs
  • shadowing other members of staff

Schools can apply for funding to cover the additional 10 per cent reduction in teaching timetable via EWC. If schools decide not to apply for induction funding, they must still provide their NQTs with the reduction in timetable.

Supply agencies are encouraged to provide funded time for NQTs to engage in professional learning.

Entitlements for NQTs undertaking induction whilst employed by a supply agency are set out in the National Procurement Service Supply Teachers Framework for Wales.

Mentoring

Mentoring is an important part of career-long professional learning and forms an integral element of induction. There is a structured and consistent national professional learning programme for all NQTs across Wales, which focuses on building professional behaviours as well as strengthening skills and knowledge in accordance with the professional standards.

Mentoring and support is carried out by a funded, trained IM, usually based in the school where you are employed. Mentoring and support of short-term supply NQTs is carried out by a funded, trained EM who may work with NQTs across a number of schools. The same EM will remain with you throughout the induction period wherever possible.

Professional learning

We want all practitioners to have access to quality professional learning to enable them to deliver high standards and aspirations for all. The National Professional Learning Entitlement (the Entitlement) will play a key role in our journey to achieving this.

The aim of the Entitlement is to promote the support that practitioners, system leaders and advisors are entitled to. The Entitlement sets out how the continued development of practitioners will support learners and schools or settings to realise the four purposes of the Curriculum for Wales, supporting learners with additional learning needs and embedding equity, well-being and the Welsh language across the whole-school community.  Further information can be found on Hwb.

There will be a range of professional learning opportunities designed specifically for NQTs, available in each region or local authority to support you during your induction.

Your induction programme includes 13 days (or equivalent) of professional learning provided by the consortium/partnership/LA and school, consisting of:

  • three days (or equivalent) of differentiated training provision for all NQTs, delivered by regional consortium, local authority or partnership. You are expected to attend all three days
  • the equivalent of five days to be spent engaging in professional learning activities within school guided by the mentor, and
  • the equivalent of five days co-ordinated by the regional consortium, local authority or partnership to extend insights through partnership learning, exploring teaching theory and practice and carrying out research.

For professional learning programmes and opportunities within your regional consortium/partnership/local authority, visit the regional consortium/partnership/local authority website or contact the local authority, partnership or regional consortium induction co-ordinator for further information. Contact details are available here: Induction: what support is available - Hwb (gov.wales)

It is important that you plan how best to use the five days of in-school professional development with your mentor to ensure that it is relevant to your needs.

You may wish to consider:

  • collaborative working in your own or a different subject or stage
  • shadowing or observation of other teachers/education professionals
  • enhanced planning and preparation including self-evaluation of your own planning and teaching
  • self-evaluation and reflection based on discussions with your IM/EM and your progression towards achieving the professional standards
  • professional reading and familiarisation with school resources
  • visiting other schools or education settings.

Induction profile within the professional learning passport

You are expected to gather evidence throughout your induction period to demonstrate your progress in meeting the professional standards and to enable assessment at the end of the induction period.

Your professional learning experiences (PLEs) must be recorded in your online induction profile which forms an important focus for your self-review and regular discussion with your mentor to ensure you are aware of areas you should prioritise for further professional learning. The number of PLEs that you will be required to complete will vary based on the level of detail and the number of standards that they cover. This should be subject to a discussion with your mentor. However, it is recommended that you should aim to complete at least 10 PLEs that demonstrate how you have developed your practice in line with the professional standards.

It is your responsibility to maintain your online induction profile during the duration of your induction period. Your induction profile can be accessed via your MyEWC account. Further information on accessing and completing the induction profile can also be found on the EWC website.

Throughout the induction period, the induction profile will be accessible to your mentor, EV and the AB to monitor, evaluate and work with you to identify any additional support needed. The induction profile will provide a substantial part of the evidence that is considered in the final assessment and moderation at the end of the induction period. Upon satisfactory completion of the induction period, the AB, mentor and EV will no longer have access to your induction profile.

Reciprocal arrangements with England and other countries

For Early Career Teachers (ECT) transferring from England, who have started but not completed the induction period as required in England, the AB in Wales will undertake an assessment of the ECT at their point of transfer to determine what they need to focus on in order to meet the professional standards and successfully complete induction.

ECTs who have completed less than three terms in England will be required to be employed as an NQT in Wales until they are judged by the AB to have met the required professional standards. The AB can use their discretion to reduce the length of the induction period for ECTs who can demonstrate that they can meet the professional standards in less than three school terms/380 sessions.

The successful completion of induction in Wales is recognised in England.

NQTs transferring from Wales to England who have not completed their induction period will be required to complete induction in accordance with the guidance for undertaking induction in England. Short-term supply placements of less than one term, or equivalent, cannot count towards induction in England.

Individuals who have successfully completed a programme of professional training for teachers in any country outside the UK (and which is recognised as such by the competent authority in that country), who also meet additional criteria are exempt from undertaking induction in Wales. See Schedule 2 in the Education (Induction Arrangements for School Teachers) (Wales) Regulations 2015.

Individuals who gained QTS in Wales, moved abroad to teach before undertaking induction in Wales and have not completed a recognised programme of professional training for teachers in that country outside the UK, must, on their return to Wales undertake a period of induction.

There are a number of key people who are fundamental to the induction experience. Each has their own role and set of responsibilities.

The headteacher/teacher in charge of a school or setting

Prior to the NQT starting their post should:

  • Ensure that the NQT holds QTS and is registered in the category of school teacher with the EWC
  • Ensure the NQT has the appropriate continuous support from a suitably qualified and experienced mentor, regardless of how they are employed
  • In the case of a long-term supply NQT or a NQT undertaking induction via the employed route, notify the EWC via submission of the Induction Notification form that the school is providing induction support to the NQT
  • Ensure the NQT has a HWB account.

Throughout the induction period the headteacher/teacher in charge should:

  • Actively encourage all NQTs to do all they can to progress their induction
  • Ensure each NQT has access to a mentor who is familiar with the induction descriptors in the professional standards for teaching and leadership and is suitably skilled and experienced to support the NQT in using the standards during induction (Short-term supply NQTs will be assigned a mentor by the induction co-ordinator.)
  • In collaboration with the mentor, provide the required evidence throughout the induction period via the on-line induction profile that will contribute to the final assessment of the NQT by the AB
  • Where appropriate, ensure compliance with the requirements set out in the current School Teachers’ Pay and Conditions (Wales) Document. A teacher serving an induction period should not teach for more than 80 per cent of the time that a teacher at the school would normally be expected to teach. This provides NQTs with additional time on top of PPA time to reflect on their practice and to participate in appropriate professional learning activities
  • Ensure each NQT has access to a suitable range of professional experiences which provide the opportunity for them to reflect on the professional standards in their practice
  • Make all staff aware of the requirements for NQTs to use the professional standards for the purposes of induction and their role in supporting these arrangements
  • Consider the possibility of employing NQTs on the supply route for a period of one term to cover the release of teachers to attend PL, take a sabbatical
  • Consider employing an NQT on a cluster basis, for example, shared with other schools.

Induction Mentor and External Mentor

The induction mentor (IM) will be a school-based colleague. The IM supports NQTs who are full-time, part-time and those who are employed on a long-term supply basis (for example, employed in a school for more than two weeks).

The external mentor (EM) works on a local/regional basis supporting NQTs employed on a short-term supply basis across a number of schools.

The mentor’s role is to provide mentoring and support; observe the NQT and make a written recommendation to the AB as to whether the NQT meets the standards, using the online induction profile.

Prior to the NQT starting their post, mentors must:

  • Participate in the induction mentor training programme
  • Ensure NQTs will have the appropriate day-to-day support, regardless of whether they are undertaking induction on a full-time, part time, long- or short-term supply basis
  • Ensure they are familiar with the induction descriptors within the professional standards for teaching and leadership
  • Familiarise themselves with the NQT’s professional learning entitlement (see the NQT section for further information).

Once the NQT has started their post, mentors must:

  • Double-check the NQT is registered with the EWC in the category of school teacher
  • Ensure they have contacted the NQT to discuss and confirm induction arrangements
  • Ensure the NQT has uploaded the Career Entry Profile and their Welsh language framework assessment to their online induction profile in order to review their initial development priorities for professional learning.

During the induction period, mentors should:

  • Ensure that they continue to engage with appropriate professional learning opportunities to carry out their role effectively
  • Provide mentoring and support to the NQT
  • Work closely with the NQT, through regular professional dialogue, to review and explore professional learning experiences; support and challenge the NQT in relation to the professional standards and ensure the online induction profile is being used to best effect
  • Use a range of strategies, which could include, lesson observations, work scrutiny, learning walks, pupil voice etc. as part of the ongoing support and monitoring for professional development
  • Where appropriate, bring areas of concern to the attention of the NQT, EV and AB, considering the most effective and supportive means of intervention and using the standards as a reference to identify areas for further development
  • Work in partnership with the EV to ensure that the induction period is conducted according to the regulations, that the NQT receives the necessary support and that all requirements for assessment are met
  • Make a written recommendation to the AB as to whether the NQT has satisfactorily completed their induction period.

Professional learning and support for mentors

Professional learning is available for mentors to support them to undertake their role. This will include:

  • Professional learning on the induction arrangements and the requirements for the mentoring role
  • Access to coaching and mentoring programmes
  • Opportunities to mentor short-term supply NQTs who are not part of their own school
  • Opportunities to develop leadership skills to support progression into middle or senior leadership roles

For further information on the professional learning programmes and mentoring opportunities within your regional consortium/partnership/local authority, visit the regional consortium/partnership/local authority website or contact the local authority, partnership or regional consortium induction co-ordinator. Contact details are available.

External Verifier

The external verifier (EV) quality assures the induction arrangements on behalf of the AB and works with the mentor and AB to ensure NQTs receive high-quality mentoring and supervision. The EV quality assures a sample of induction profiles.

Prior to undertaking the role, EVs should:

  • Ensure that they have engaged with appropriate professional learning opportunities to carry out the EV role effectively
  • Ensure they are familiar with the induction descriptors within the professional standards for teaching and leadership and their purpose as part of NQT induction
  • familiarise themselves with the NQT’s professional learning entitlement. Further information is available in the NQT section.

Throughout the induction period, EVs should:

  • Quality assure the induction arrangements in schools on behalf of AB(s) to ensure NQTs have every opportunity to meet the professional standards on completion of the induction period
  • Identify support for mentors, particularly those new to the role and/or where there are concerns about the quality and effectiveness of mentoring
  • Activate the ‘cause for concern’ button on the online induction profile when necessary, following discussion with the mentor and AB
  • Observe the NQT teaching and use a range of strategies to assess the NQT’s progress, which could include work scrutiny and listening to learners as part of monitoring
  • Work in partnership with IMs/EMs to ensure that the induction period is conducted according to the regulations, that the NQT receives the necessary support and that all requirements for assessment are met
  • Assess a sample of induction profiles on behalf of the AB
  • Engage with the national standardisation/moderation process as requested by the regional consortium/partnership/local authority.

Professional learning and support for EVs

Professional learning is available for EVs to support them to undertake their role. This will include:

  • Professional learning on the induction arrangements and the requirements for the EV role
  • Access to coaching and mentoring programmes
  • Opportunities to become an EM for short-term supply NQTs who they are not an EV for
  • Opportunities to develop leadership skills to support progression into middle or senior leadership roles.

For further information on the professional learning programmes and opportunities for EVs within your regional consortium/partnership/local authority, visit the regional consortium/partnership/local authority website or contact the local authority, partnership or regional consortium induction co-ordinator. Contact details are available.

Appropriate bodies

The AB is responsible for the overall supervision and training of a NQT undertaking induction.

The AB has statutory responsibility for making the final decision at the end of the induction period as to whether the NQT has passed, failed, or requires an extension to their induction. This decision is made following consideration of the written recommendation by the mentor and EV.

The AB must:

  • Ensure that effective and robust quality-assurance systems are put in place so that all NQTs receive the highest quality induction support
  • Ensure they understand the role of the professional standards for the purposes of NQT induction
  • Use assessment evidence to make a final decision on induction outcome
  • Put in place local or regional moderation arrangements and participate in national moderation of outcomes to ensure quality assurance and consistency across Wales
  • Inform EWC of the outcome for each NQT within the specified timescales
  • Use their discretion to reduce the length of the induction period for NQTs who can demonstrated that they can meet the professional standards in less than three school terms/380 sessions
  • Use their discretion to allow an extension to the five-year time limit for NQTs to satisfactorily complete their induction period
  • Notify the NQT, IM/EM/EVhe governing body of the school or college (or proprietor of an independent school), the headteacher (in whose school the NQT was working at the end of their induction), the employer such as the supply agency (if other than the AB itself) and the EWC, when an extension has been granted to the time limit for completing the induction period
  • Collaborate with all stakeholders to ensure continued consistency of induction across Wales.

Regional consortia/partnerships and local authorities

The induction co-ordinator within the regional consortia/partnerships and LAs is responsible for supporting all NQTs employed within the geographical area(s) that they cover.

They are responsible for:

  • Ensuring that the induction of all NQTs consists of a high-quality programme of effective professional learning, monitoring and support
  • Ensuring they understand the role of the professional standards for the purposes of NQT induction
  • Working with Welsh Government and EWC to ensure the online induction profile is used to support the induction process
  • Ensuring appropriate quality assurance capacity is in place to ensure induction arrangements meet the needs of NQTs and the statutory requirements
  • Ensuring that appropriate professional learning opportunities are available to support mentoring for the induction process
  • Encouraging/facilitating identification of exemplar materials to support effective use of the professional standards
  • Working with regional ITE providers to raise students’ awareness of the induction process
  • Collaborating with consortium/partnership/local authority/AB colleagues to ensure continued consistency of induction across Wales
  • Working with EWC to ensure that NQTs undertaking induction are allocated an EV
  • Working with IMs/EMs and EVs, where a NQT has more than one part-time contract across two or more schools at the same time, to ensure there are links between the schools and to develop an appropriate induction programme for the NQT.

Employment or supply agency

Prior to school placement, the employment or supply agency should:

  • Ensure that the NQT is undertaking the necessary preparation for induction (registration with EWC, setting up a Hwb account, familiarising themselves with the statutory requirements of induction)
  • Inform the school of their NQT status
  • Ensure the NQT is registered in the category of school teacher with the EWC before commencing employment as a teacher
  • Ensure that relevant checks – including current teacher DBS checks – have been undertaken and that references are appropriate
  • Ensure that the individual being supplied to the school has the necessary skills, knowledge and experience to carry out the role effectively.

All agencies who are on the National Procurement Service Supply Teachers Framework for Wales must operate in line with the requirements set out there.

Throughout the induction period, the employment or supply agency should:

  • Check with the NQT that they have access to a mentor, that their sessions are verified on a regular basis and that they are logging them with EWC
  • Ensure NQTs undertaking supply work are familiar with the professional standards for teaching and leadership and have access to professional experiences that enable them to demonstrate the full range of the professional standards
  • Ensure that the NQT engages with the online induction profile throughout the induction period that will contribute to the final assessment of the NQT by the AB
  • Ensure each NQT has access to a suitable range of professional experiences which provide the opportunity for them to reflect the professional standards in their practice
  • Actively support NQTs’ professional learning, including signposting NQTs to information and professional learning resources to enable them to develop their practice in line with the professional standards, regardless of whether the NQT is undertaking induction on a full-time, part time, long- or short-term supply basis
  • Be aware of and support the requirements for NQTs to use the professional standards for the purposes of induction
  • Ensure that NQTs are provided with relevant information about the school, where possible, in advance of their deployment
  • Ensure that the school’s expectations and placement requirements are fully understood by NQTs.

Education Workforce Council

The EWC is responsible for:

  • Hosting and providing access to the online statutory induction profile via the PLP to enable NQTs to reflect against the standards and record their professional experiences
  • Working with WG, consortia and partnerships to maintain the PLP, including the induction profile and ensure access (including to any required support materials) for all parties
  • Ensuring that those undertaking the induction programme hold QTS and are registered in the category of school teacher
  • Collecting, collating and maintaining a secure central source of data of teachers undertaking the induction programme
  • Sharing this information with the responsible parties in the provision of the induction programme via the EWC’s web-based facility
  • Working with consortia/partnerships and local authorities to ensure that NQTs undertaking induction via short-term supply are allocated a mentor and an EV
  • Administering induction funding on behalf of the Welsh Government
  • Issuing induction certificates based upon induction results provided by the appropriate body
  • Hearing induction appeals.

Initial Teacher Education providers

Are responsible for:

  • Working with EWC, regional consortia/partnerships and local authorities to raise students’ awareness of the induction process
  • Ensure that all students complete their career entry profile and their Welsh language framework in the PLP on completion of their training
  • Work with the regional consortia/partnerships and local authorities on any transition support required.

Welsh Government

The Welsh Government will:

  • Review the induction arrangements in Wales to determine national policy
  • Set and review relevant regulations
  • Provide funding to the EWC to administer the induction programme
  • Review the professional standards for teaching and leadership.

Funding to support induction

Funding for NQTs’ reduced timetable

  • The Welsh Government provides schools with funding to meet the costs associated with a reduction in the NQT’s timetable. For those employed part-time, this will be made on a pro-rata basis. The EWC administers this funding on behalf of the Welsh Government on receipt of the Induction Funding Claim Form from schools. The claim form should be submitted at the end of each academic term, or sooner if the employment ends
  • NQTs should use the additional 10 per cent reduction in teaching timetable to engage with professional learning and headteachers should use the funding cover the cost of releasing the NQT to engage with the professional learning
  • Funding will be given up to the point the NQT has successfully completed their induction
  • If schools decide not to apply for the induction funding, they must still provide their NQTs with the 10 per cent reduction in timetable
  • If a NQT moves schools during their induction, the headteacher/IM at the school to which the NQT moves should submit a new ‘Induction Notification Form’ to the EWC within 10 working days of the NQT commencing employment at the school. This is essential in order for funding and mentoring support to continue.

Funding for IMs within schools

  • Funding is available to enable schools to release IMs to support NQTs who are employed at the school or on long-term supply at the school (contract of more than two consecutive weeks). The EWC administers this funding on behalf of the Welsh Government. Schools will be paid on a termly basis and payments will be on submission of the Induction Funding Claim Form at the end of each academic term, or sooner if the NQTs employment at the school ends
  • Funding will be released retrospectively after the end of each academic term during which the NQT is undertaking induction. The funding will be pro-rata to the proportion of contract worked by the NQT or how many sessions are completed during the academic term.

Funding for EMs working on a local/regional basis supporting a number of short-term supply NQTs

  • Funding is available to enable schools to release EMs to support short-term supply NQTs. The EWC administers this funding to consortia/local authorities on behalf of the Welsh Government
  • Here are some suggestions of how the funding could be used to support /EM activity:
    • EMs released from school to attend professional learning programmes
    • co-ordinate school-based induction activities, for example, induction programme to run through school policies
    • time to undertake NQT lesson observations and provide feedback
    • regular mentoring
    • target setting and reviews
    • meeting with the EV
    • regular dialogue within the online induction profile including approving PLEs
    • making final a written recommendation to ABs

ABs, EVs and induction co-ordinators will monitor IM/EM activity via:

  • attendance at professional learning;
  • regular use of the online Induction Profile within the Professional Learning Passport to provide feedback to the NQTs and ensure that target-setting and reviews are undertaken.

Funding for EVs working on a local/regional basis

  • Funding is available to enable schools to release EVs to support the induction process. The EWC administers this funding on behalf of the Welsh Government.

The new Curriculum for Wales began being rolled out to learners in PRUs from September 2022, and will continue to be rolled out to learners in years 7 to 11 on a phased basis, until September 2026. The application of the new curriculum in PRUs means that they can provide a suitable environment for NQTs to develop the knowledge, skills and experience they need to achieve the professional standards, and this was the basis for allowing induction to take place in PRUs in Wales.

The local authority in which the PRU is located should serve as the AB. The AB should satisfy itself that a PRU meets all the requirements of the statutory induction of NQTs in Wales before the induction period commences and that this remains the case throughout the induction period.

The AB should discuss induction arrangements with the headteacher/manager of the PRU prior to induction starting to ensure that a sufficient level of the Curriculum for Wales will be taught by the NQT. Alternatively, it may be possible for the NQT to undertake a short placement in a mainstream school to ensure they meet all of the induction standards. The PRU’s own network of schools will be able to assist with this.

The NQT should receive regular support and mentoring and should be provided with the necessary time to enable them to reflect on their practice and participate in appropriate professional learning activities (as outlined in the section ‘Information for those who support NQTs’).

Induction mentors and NQTs undertaking induction in PRUs will be able to access the professional learning programme delivered by the regional consortia and local authorities.

Further education (FE) institutions, which include sixth form colleges, can provide an induction period provided they meet the following criteria.

  • FE institutions must agree with a local authority that it will act as the AB before induction is offered at the institution. The AB for FE institutions is any local authority in Wales, though it is recommended that the local authority in which the FE institution is located should serve as the AB. Without such an agreement any induction undertaken will be invalid
  • The NQT receives regular support and mentoring and is provided with the necessary time to enable them to reflect on their practice and participate in appropriate professional learning activities
  • No more than 10 per cent of the NQT’s teaching should be devoted to teaching classes of learners predominately aged 19 and over
  • The NQT spends the equivalent of at least 10 school days teaching learners of compulsory school age during their induction (it is recommended that further education institutions, with the support of their AB, should provide 20 to 25 school days of experience in a school setting).

The AB should satisfy itself that a FE institution for which it has agreed to act as an AB meets all the requirements of the statutory induction of NQTs in Wales before the induction period commences and that this remains the case throughout the induction period.

The AB may make reasonable charges to the FE institution for undertaking the role of AB during the NQT’s induction period. FE institutions will also need to meet costs associated with induction, for example, EV provision and for the NQT’s reduced teaching time during induction.

Where the above criteria are met, the NQT must register with the EWC in the category of school teacher in addition to the category of FE teacher for duration of induction.

Induction can only take place in independent schools in Wales where the following criteria can be met.

  • The curriculum for all learners at the school meets the Curriculum for Wales requirements
  • An agreement has been reached between the school and a local authority that it will act as the school’s AB. The AB for independent schools is any local authority in Wales, though it is recommended that the local authority in which the independent school is located should serve as the AB. This must be arranged prior to the start of the induction period. If not, any periods of induction that have been completed prior to this agreement will not count. There is no discretion regarding this requirement.

The AB should satisfy itself that an independent school for which is has agreed to act as an AB meets all the requirements of the statutory induction of NQTs in Wales before the induction period commences and that this remains the case throughout the induction period.

The AB may make reasonable charges for undertaking the role of AB during the NQT’s induction period. Independent schools will also need to meet costs associated with induction, for example, EV provision and for the NQT’s reduced teaching time during induction.

Where the above criteria are met it is recommended that NQTs who undertake induction at an independent school register with the EWC in the category of school teacher.

Any period of induction (of one term or two consecutive half terms) completed prior to 1 September 2012 by an NQT registered as a teacher with EWC will be carried over and will count towards induction. Periods of employment carried out prior to 1 September 2012 that count towards induction are whole terms, two consecutive half-terms (disregarding school holidays) or a period of employment that the AB determines (approximately 10 consecutive weeks). These periods of employment can be counted towards the induction period if they have been previously confirmed as being part of the induction period.

NQTs who started their induction period before 1 September 2012 should continue to use the existing support materials for assessment, observation and target setting. Further information is available from the EWC website.

No periods of employment as a short-term or long-term supply teacher carried out before 1 September 2012 can be counted towards the induction period.

Induction generally cannot take place in a school requiring special measures as judged by Estyn.

There are two possible exemptions to this requirement:

  • the person in question began their induction period, or was employed as a graduate teacher or a registered teacher on an employment-based teacher training scheme, at the school at a time when such circumstances did not apply
  • one of Her Majesty’s Inspectors of Education and Training in Wales has certified in writing that they are satisfied that the school is fit for the purpose of providing induction supervision and training.

Where induction does take place, the AB will be responsible for ensuring that any necessary additional support is provided by the school.

For Estyn’s guidance regarding schools in special measures and the induction period for NQTs visit www.estyn.gov.wales.

For further enquiries, e-mail enquiries@estyn.gov.wales or telephone Estyn on 029 2044 6446.