See below for a list of our current school policies.
This plan sets out the proposals of the Governing Body to increase access to education for pupils with disabilities in the three areas required by the planning duties in the Equality Act (2010)
At St Aidan’s we are committed to providing a caring, safe and friendly environment in which all our pupils will be happy to come and work. Bullying of any kind is unacceptable and will not be tolerated in our school.
Fraud and corruption can have significant financial implications for the Council and can cast doubt on its credibility. Schools are responsible for the public money delegated to them and the Council has a statutory duty to prevent the fraudulent use or misappropriation of the income and expenditure it controls.
At St Aidan’s we seek to eliminate fraud by the way we conducts school business. This document sets out our procedures for dealing with the risk of significant fraud or corruption. This Policy is written in line with Haringey’s schools Financial Regulations 112-114
Anti-fraud and corruption policy
St Aidan’s is a Voluntary Controlled Church of England school with a Christian ethos and as such we welcome and respect all children, parents, visitors and staff whatever their faith or non-religious beliefs. We recognise and value their contributions to our school, our community and to our assemblies.
Assembly and Collective Worship Policy
The purpose of this policy is to set out clear procedures for the maintenance of the school inventory. These procedures satisfy the requirements of internal audit and protect the interests of staff and governors by defining decision processes concerning the disposal of assets.
Asset Management Policy
Ideally, children need to be in school, on time, 100% of the time. Lateness and absence affect all children’s learning, not just those directly involved. St Aidan’s aims to achieve good attendance and punctuality by operating an attendance and punctuality policy within which children, staff, parents, Education Welfare Officers and the Social Services can work in partnership.
Attendance & Punctuality Policy
At St Aidan’s we believe that we are able to manage our pupils’ behaviour successfully through our Positive behaviour policy; however, even in the most well ordered school where the vast majority behave well, there will be occasions when children may reject the authority of staff and behave in a disruptive or violent manner, threatening the safety of themselves or others or which has, or is likely to result in serious damage to property. In such rare circumstances, physical control of the child may be necessary as a last resort. Any physical control or restraint used in this school will be the very minimum necessary in the circumstance and will be exercised with the greatest possible care to maintain the safety of all concerned.
Care, Control & Restraint Policy
The Governors recognise that the school premises constitute a valuable asset for the community as a whole both within and outside school hours. They acknowledge that the use of the premises is ultimately a matter for the head teacher but they positively encourage the utilisation of the school building and land in a manner which is consistent with the aims and purposes of the school.
Charging and Lettings Policy
We believe our school has a key part to play in promoting community cohesion through our approach to: teaching and learning; equity and excellence and; engagement and ethos.
Community Cohesion Summary
From time to time parents, and others connected with the school, will become aware of matters which cause them concern. To encourage resolution of such situations the Governing Body has adopted a Complaints Procedure.
A school curriculum comprises all the activities planned to promote learning, personal growth and development. It includes both the formal requirements of the National Curriculum, as well as additional activities that we, as a school, organise in order to enrich the experiences of the pupils. Our curriculum ensures that all children have access to a broad, balanced and relevant education which provides continuity and progression and takes account of individual differences.
At St Aidan’s we aim to provide the highest quality of care and education for every child, giving them a strong foundation on which to build the rest of their lives. Children at this stage learn best through imaginative and open-ended play inspired by their own interests, building on and extending these interests and experiences.
Where the local authority is the employer (community, voluntary controlled, community special schools and maintained nursery schools), it may give a direction concerning the health and safety of persons (including pupils) on the school’s premises or taking part in any school activities elsewhere. Under section 29(5) of the Education Act 2002, governing bodies of such schools must comply with any such direction from the local authority.
At St Aidan’s we have a diverse, balanced and creative approach to employing electronic technology across most subject areas but we are acutely aware of the potential problems children can find themselves in. We ensure all our staff and children understand these risks and know how to avoid them. All pupils are taught about e-safety and staff are committed to keeping this important subject a topical issue.
The Fairtrade movement is all about guaranteeing a fair deal for farmers in developing countries. At St Aidan’s we are committed to supporting and raising awareness of this process.
At St Aidan’s we are committed to making information publicly available as a matter of routine. This policy sets out the kind of information covered and how it can be accessed.
Freedom of Information
At St Aidan’s we aim to ensure that all personal data collected, stored, processed or destroyed about any person, whether a member of staff, pupil, parent, governor, visitor, contractor,consultant, a member of supply staff or other individual at the School is done in accordance with the General Data Protection Regulation (GDPR) and the expected provisions of the forthcoming revised Data Protection Act (2018) as set out in the current Data Protection Bill. This policy will be reviewed in line with the implementation of this new legislation. It applies to all personal data regardless of whether it is in paper or electronic format, or the type of filing system it is stored in, and whether the collection or processing of data was, or is, in any way automated.
At St Aidan’s we are committed to providing equality of opportunity for all, regardless of race, creed, class, gender, ability or sexual orientation. The ethos of the school is to value all cultures and we aim to promote mutual respect, self-esteem, self-discipline and racial tolerance. We celebrate different cultures and religions.
This policy has been developed in accordance with the Education Regulations, 2003 (Governors’ Allowances). These regulations give governing bodies the discretion to pay allowances from the school’s annual budget allocations to governors for certain expenses which they incur in carrying out their duties.
This code is based on the NGA Code of Practice and sets out the expectations on, and commitment required from, governors in order for the Governing Body (GB) to properly carry out its work within the school and the community.
Governor Code of Practice
Under the new General Data Protection Regulation (GDPR) we are obliged to inform you of the information we hold on you, as governors, what we use it for, who we share it with, and for how long we keep it. This privacy notice (also known as a fair processing notice) aims to provide you with this information. If it, or any information linked to it, is unclear, please contact the school office, or the school’s Data Protection Officer (DPO).
Governor Privacy Notice
The Education Act 2002 places grievance procedures under the control of the Governing Body (GB) and gives GBs with delegated budgets, a statutory responsibility to establish a grievance procedure and to take appropriate steps to make this available to staff at the school. Obligations of GBs to comply with employment legislation include the responsibility to avoid discrimination on the grounds of sex, sexual orientation, race, religion and disability and to conform to the provisions of the Advisory, Conciliation and Arbitration Service (ACAS), Commission for Racial Equality (CRE), Equal Opportunities Commission (EOC) and Disability Discrimination Commission (DRC) codes of practice. Due regard should also be had to the management guidance on the application of this procedure.
At St Aidan’s we are committed to identifying, then eliminating or controlling, any hazards encountered in the school or on the site. We are also committed to the safety of others, not employed by the school, who may be affected by our activities, including pupils, parents and carers, helpers, visitors, contractors on site…etc.
Health & Safety Policy
We want every child to succeed. We believe that a close partnership between home and school is essential in providing children with the best possible education and chances in life. The Home-school agreement is one aspect of this partnership. It enables parents, carers, staff and pupils at St Aidan’s to make a clear commitment to work together.
At St Aidan’s we are committed to providing high quality education to local children without prejudice. We believe that all children have a common entitlement to a broad and balanced academic and social curriculum, which is accessible to them. This includes those identified as having special educational needs or disabilities (SEND).
Inclusion policy- Special Educational Needs & Disability
Throughout their education children are faced with annual change as they move through the system. Some of these changes feel more significant than others but at St Aidan’s we recognise that all of them can affect children socially, emotionally and intellectually. This document details the steps we take to support children and their families at these points of transition, starting from their induction into the Nursery (or Reception) through to the transfer to secondary school at the end of Y6. It sets out ways in which we work together with parents to ensure that every child reaches their full potential and gains as much as possible from our school.
Induction & transition procedure
Under the new General Data Protection Regulations (GDPR) we are obliged to inform you of the information we hold on you and your child(ren), what we use it for, who we share it with, and for how long we keep it. This privacy notice (also known as a fair processing notice) aims to provide you with this information. If it, or any information linked to it, is unclear, please contact the school office, or the school’s Data Protection Officer (DPO).
Parent Child Privacy Notice
School governors have been given many new responsibilities in recent years and they have a significant role to play in overseeing the implementation of the national curriculum. Along with the Headteacher, governors are responsible for the management of the school. They decide on key issues that affect the school, including standards and budgets. They also appoint the Headteacher and staff.
Parent Governor Elections Policy
We have a number of school rules (set out in our Home-school agreement) but the primary aim of this policy is not to be a system to enforce rules. It is a means of promoting good relationships, so that people can work together with the common purpose of helping everyone to learn. This policy supports the school community in aiming to allow everyone to work together in an effective and considerate way. It is designed to promote good, rather than merely deter anti-social, behaviour. We reward good behaviour as we believe that this will develop an ethos of kindness and co-operation.
Positive behaviour and discipline policy
At St Aidan’s we are committed to providing equality of opportunity for all, regardless of race, disability, gender, sexual orientation or belief and this policy, although it applies specifically to matters of race, should be read as though the broad principles apply to each. The ethos of the school is to value each individual and we aim to promote mutual respect, self-esteem, self-discipline and tolerance. We are committed to tackling racial harassment and have updated our practices and policies in relation to monitoring incidents motivated by discrimination. We are committed to taking positive action and work on any trends or patterns that arise out of monitoring racial discrimination. Monitoring is undertaken by the Leadership Team who record any incident of discrimination using the school’s Incident forms.
Race Equality Policy
This document outlines the financial scheme of delegation, including roles and responsibilities of the Governing Body, the Resources committee, the Headteacher, Deputy Headteacher, Budget Holders (Teaching Staff) and the Office Manager.
Scheme of Delegation
Sex and relationships education (SRE) is defined as, ‘learning about physical, moral and emotional development’. SRE is part of the Personal, Social and Health Education (PSHE) curriculum. Whilst we use SRE to inform children about sexual issues, we do this with regard to matters of morality and individual responsibility and in a way which allows children to ask and explore moral questions.
We acknowledge and value the different relationships that exist in our society, none of which are ever used as grounds for discrimination. We do not use SRE as a means of promoting any form of sexual orientation.
Sex & Relationships Education Policy
St. Aidan’s school fully recognises that safeguarding is dependent on a child centred and coordinated approach. As such, there is a clear and secure framework in place to safeguard and promote the welfare of children.
This statement relates to the 12 month period from 1 st April 2019 to the 31 st March 2020. The Governing Body is responsible for ensuring that the school keeps proper accounting records during the year which will disclose, with reasonable accuracy and at any time, the financial position of the school, have been drawn up in accordance with the DfE (CFR) guidelines, and will enable it to prepare an annual income and expenditure statement that complies with DfE guidelines and maintains and operates an effective system of internal control to safeguard all the resources delegated, granted or otherwise entrusted to the school and ensure they are used cost effectively.
Under the new General Data Protection Regulation (GDPR) we are obliged to inform you of the information we hold on you as our employee, what we use it for, who we share it with, and for how long we keep it. This privacy notice (also known as a fair processing notice) aims to provide you with this information. If it, or any information linked to it, is unclear, please contact the school office, or the school’s Data Protection Officer (DPO).
Staff Privacy Notice
This policy is written to fulfil the Governing Body’s obligation to establish procedures for dealing with a lack of capability on the part of all support staff at the school which is set out within the School Staffing (England) Regulations 2009. It takes into account the provisions of the 2009 ACAS statutory code of practice on discipline and grievance.
It applies to all support staff employed by the school, with the exception of support staff serving a probationary period, for which separate procedures apply. In such cases the capability and induction processes will proceed concurrently.
Support Staff Capability
At St Aidan’s we are committed to minimising our carbon footprint as much as we can. As a small school, budgets are always tight so when purchasing products or services, value for money has to be our main priority, however, we will carefully consider environmental aspects (listed under separate headings) before making our final decisions.
The values and vision we hold at St Aidan’s mean that sustainability is at the heart of all we practise. Our aim is to teach pupils to care for themselves, care for others and care for our environment and thereby to become responsible citizens.
This policy should be read in conjunction with associated school policies: Sustainable procurement, Fairtrade, Food and nutrition and the School travel plan.
This policy is based on the national revised appraisal arrangements which came into force on 1st September 2012. They are set out in the Education (Teachers Appraisal) England Regulations 2012.
The Appraisal Regulations set out the principles that apply to teachers in all maintained schools and unattached teachers employed by a local authority, in each case where they are employed from one term or more. Schools and local authorities must stay within the legal framework set out in the Appraisal Regulations and in other relevant legislation that affects all employers (for example legislation on equality, employment protection and data protection).
This policy applies only to teachers, including Headteachers.
This policy fulfils the Governing Body’s obligation to establish capability procedures for all teaching staff (including the Headteacher) employed in schools or unattached teachers employed by the local authority. The procedure reflects the revised capability arrangements in force from September 2012, as set out in the School Teachers Appraisal (England) Regulations 2012 and reflects the ACAS Code of Practice on Grievance & Disciplinary procedure.
The procedure applies to all teaching members of staff employed by the school, except for
Newly Qualified Teachers serving a statutory induction period, (except in cases where there is a likelihood that the teacher will not satisfactorily complete induction and the underperformance is so serious that it could result in the NQT being dismissed before the end of the induction period. In such cases the capability and induction processes will proceed concurrently).
The Government’s Green Paper, “An ethical framework for local government,” proposed that every local authority should institute a procedure for whistleblowing which would enable concerns to be raised confidentially inside and, if necessary, outside the organisation.
Whistleblowing is a procedure whereby employees disclose any wrong doings such as fraud, malpractice, breach of any health and safety law, or any other illegal act, either on the part of management or by fellow employees.
Under the Public Interest Disclosure Act, a worker has the right not to suffer detriment or be unfairly dismissed as a result of speaking out about crime, fraud, miscarriages of justice or other malpractices.
The Council’s policy on whistleblowing applies to all employees, staff of Council contractors, agency staff and trainees.
Schools have a major influence on children’s knowledge and understanding of health and nutrition and have a key role to play in helping children to adopt healthy eating behaviour. They can help to minimise the risk of disease and other problems that may be associated with a poor diet, including hyperactivity and poor concentration. Unhealthy diets, which include too many fatty foods, too much salt and sugar, and not enough vegetables and fruit, are linked to the risk of heart disease, stroke and some cancers. We are aware that some children are overweight and we are determined to play our part in keeping this number to a minimum.
Whole School Food Policy