Training and Webinars

Module 1 - Human Resource Management in Context Module 1 helps to gain an understanding of the specific elements of the HR function within the education sector and supports the learner to acquire a wide range of relevant; practical skills that can be applied within school.   Module 2 - Workplace Investigations in Education Settings  Module 2 helps to gain the expertise needed to manage a fair internal investigation; from gathering and assessing evidence through to presenting findings.   Module 3 - Valuing People and Professional Behaviours Module 3 introduces the learner to the responsibilities placed on an employer under the Equality Act 2010 and different types of unlawful behaviour. The learner is then introduced to different professional standards and collaborative working strategies which nurture inclusion.   Module 4 - Talent Management and Workforce Planning Module 4 explores the options for education settings in the form of talent management and workforce planning. The learner will gain knowledge on the essential elements of talent management and acquisition, as well as effective workforce and succession planning.   Module 5 - Successful Staff Absence Management for the Education Sector Module 5 discusses the causes of and factors behind sickness absence and provides guidance to senior leaders on how to manage sickness absence efficiently with the aim to minimise its rate. The course will equip the learner to manage sickness absence risk effectively: legally and in a way that supports a positive work environment   Module 6 - Wellbeing at work, Strategy and Practice for Education Settings Module 6 explores what positive staff wellbeing means in practice; and how you can help to create and foster wellbeing in your setting considering your statutory duty as well as best practice approaches.   Module 7 - Reward for Performance and Contributions in Education Settings Module 7 helps the learner to understand the differences of performance and capability in the workplace, how to address performance concerns and what education settings can reward their employees with. The course aims to deliver an understanding of the appraisal/performance management process, provide a brief overview of the capability procedure, how to comply with legal and best practice requirements relating to collective agreements and reward your employees effectively   Module 8 - Effective Change Management, Restructure, Redundancies & TUPE for Education Settings Module 8 is designed to provide the learner with the skills and confidence to be able to reassess the organisational structure and the roles required going forward. This course will teach the legal constraints and practical techniques to assist the management of a smooth restructuring transition. The course will also shine a light on the transfer of undertakings (protection of employment) regulations 2006 “TUPE”. Understanding the regulations and good practice will assist the learner to better manage the process, avoid unnecessary pitfalls and minimise any disruptions to the process.   Module 9 - Managing Employee Relationships in Education Settings Failing to manage staff discipline in the workplace can damage employee relations, be financially costly for organisations and waste valuable time. Module 9 will equip the learner with the relevant skills and knowledge to manage fair and consistent procedures in the workplace in relation to disputes, in order to establish effective partnerships all-around. The core purpose of this course is to prepare learners and build the confidence they need to address workplace issues which may impact your employees negatively.    

The course consists of four modules considering;

• Key areas of responsibility and the relevant legislation/practice guidance;
• The challenges in achieving a robust safeguarding structure and open culture where staff and children feel able to disclose concerns;
• Making appropriate safeguarding decisions;
• Best practice issues around recording and sharing information;
• The process once contact is made with social care and the role your school has in the multi-agency child protection process.

• Our DPO will be providing a 45 minute free webinar on a topical GDPR subject, they will link this to examples they have experienced and provide top tips on how employers can tackle The GDPR world as it is today.
• This is your opportunity to bring your GDPR queries to our DPO.

Conduct issues occur in all employment situations and on some occasions these conduct issues need further investigation to determine if these issues need to be considered under the current policies and procedures. When there is a possible work disciplinary or grievance issue, the employer should do an 'investigation'. This is where they find out all they reasonably can about the issue and decide it any further action is necessary.  For this to be a fair process the employer should seek to find out as much information as possible via the investigation process. An investigation is to:

• see if there is a case to answer
• make sure everyone is treated fairly
• gather evidence from all sides
• help the employer to see what should happen next

At any stage the employer can still look at whether:

• the formal procedure needs to carry on
• the issue can be resolved informally instead

With this in mind this masterclass will look at:

• Preparing for an investigation including how to formulate allegations
• Timeframes
• Evidence
• Holding investigation meetings and the right to be accompanied
• Wellbeing during an investigation process
• Conclusions and recommendations for next steps

There seems to be lots of well-intentioned initiatives that are trying to identify and tackle the issue of teacher retention. A new five-year study of 15,000 teachers will assess why staff drop out of the profession, the impact of Covid-19 and changing working conditions. The DfE has also published its Teacher Recruitment and Retention Strategy and the NFER has published its School Workforce findings. Broadly, the DfE have suggested the following ideas to improve retention: More supportive school cultures and reduced workload Transforming support for early career teachers Making sure teaching remains an attractive career as lifestyles and aspirations change Additional details include a new job share service, more support for new teachers (reducing timetables, strengthened mentoring) and a reformed Ofsted framework with a focus on reducing teacher workload.   With this in mind this masterclass will look at:

• Reason for retention issues within schools
• Improving retention in schools
• The link between wellbeing and retention

Legislative changes are due to come in to force from April 2024 which mean employers need to review their policies and make any necessary amendments to ensure legal compliance. With this in mind this masterclass will look at:

• Understanding what the changes are required
• The impact these changes may have on any process and procedures
• Updating employees of the changes
• Any further changes which are being considered, including neonatal proposed for April 2025

On occasions there is a requirement to outsource roles or bring contracts in house. To do so organisations need to follow a TUPE process. The purpose of TUPE is to protect employees if the business in which they are employed changes hands. Its effect is to move employees and any liabilities associated with them from the old employer to the new employer by operation of law. This can be a complicated process and organisations need to ensure they cover all aspects to safeguard themselves and to be legally compliant and the process is fair.   With this in mind this masterclass will look at:

• How to prepare for the transfer and ensure that TUPE applies • How to conduct a TUPE consultation with and inform the staff affected • How to avoid liability when undergoing a TUPE consultation

Schools are being asked more frequently now, to make sure they have provided 1265 statements to all staff by the start of the academic year. Many schools are unaware that this is a requirement. It is actually part of your employer obligations to provide workers, particularly part-time workers with their 1265 breakdown. We are running a masterclass to help explain this requirement, it will cover:

• What are 1265 statements
• How to complete the 1265 calculator
• Who needs the 1265 statement and why
• Consequences of not issuing the 1265 statements

Performance Management can be formal or informal but sometimes moving from informal can be a difficult process. Utilising Fusion’s experience, this session will cover the fundamentals for informal support, evidence needed and moving to formal capability. The session will include:

• What is informal support
• Basics of an informal support plan
• Timeframes for improvement
• Moving from Informal to formal
• Actions if no improvement made via formal support

We all have unconscious bias. Our background, society and culture, stereotypes, and the media all influence how our brain makes judgements and assessments of people and situations. While this can be beneficial in speeding up our decision making, it can have a detrimental impact on our personal and working lives. This Unconscious Bias webinar will give you the skills that you need to recognise your own prejudgements and learn how to overcome them. It will explain the types of bias, and how they can impact the workplace environment as a whole. By the end of the webinar, you will be confident in identifying and overcoming your own unconscious biases. The session will include:

• Unconscious bias- what is it?
• How and where does it occur within the workplace/ school?
• The processes to prevent or minimise unconscious bias.
• Structural racism- what is it?
• How and where does it occur within the workplace/ school?
• The processes to prevent or minimise structural racism.