FAQs

Even though some teachers already have significant teaching experience when they enter the maintained sector for the first time, they are still required to serve statutory induction.  In such cases, however, the appropriate body has the discretion to reduce the length of the induction period to a minimum of one term. In making such a decision, the appropriate body will take advice from the headteacher/principal and gain agreement from the teacher concerned. If the teacher wishes to serve the full induction period, they must be permitted to do so. The Induction Tutor should contact the appropriate body to request an application for a reduced induction. The school will also be asked by the appropriate body to provide specific documentation to appropriate body in order to evidence previous experience and performance.  

ECTs serving induction on a part-time basis at any point will need to serve the full-time equivalent (FTE) of two full school years (based on a school year of three terms). Therefore, an ECT working part-time as a 0.5 FTE will need to serve induction for four school years. It is for the school and appropriate body to decide in each individual case the length of the induction period required which is fair and takes full account of the ECT’s working pattern. In cases where part-time ECTs have completed a period covering but not equivalent to two full school years and can demonstrate that they meet the Teachers’ Standards, they may be able to have their induction period reduced.  

ECTs will still require a progress review each term, regardless of FTE and a lesson observation each half-term. With regards to mentor meetings which should last approximately 60 minutes for an ECT who is full-time, mentor meetings can be conducted pro-rata. For instance, if a Y1 ECT is 0.5 FTE, then the weekly mentor meetings can last 30 minutes per week. 

The Induction Tutor has a responsibility to be clear about how long the induction period should last if the ECT is teaching part-time. If support is required in order to calculate this, please check on ECT Manager or log a help desk ticket on ECT manager. 

Yes, working as a supply teacher can count for Induction. That means that the ECT can start the two-year induction period before the ECT gets a permanent position. However, there are some caveats. The minimum period that is eligible to be counted towards the Induction (whether the ECT works full-time or part-time) is a continuous period of one term.  A series of short-term supply contracts (or day to day substitute supply) which add up to a term will not count. A supply contract that counts towards Induction needs to be planned in advance and structured to ensure that the ECT receives fair assessment, access to an ECF programme and the required support from a mentor and an Induction Tutor. 

Inform the appropriate body (or delivery partner) to keep them informed as to your circumstances so the appropriate body can advise.  

The induction period will be automatically extended prior to completion when an ECT’s absences per year of induction total 30 days or more (with exception of statutory maternity leave, statutory paternity leave, shared parental leave, statutory adoption leave, parental bereavement leave or carer’s leave). In these circumstances, the relevant year of induction must be extended by the total of days absent. For instance, if an ECT was absent for 30 days in Year 1, then Year 1 will be extended by 30 days.  

If an ECT is unable to serve the extension in the same school/institution, the minimum period of employment of one term or equivalent must be served in a new school/institution. 

ECTs who take leave as per the descriptions above while serving their induction period (or serving an extension) may decide on whether their induction period should be extended to reflect the days absent for this purpose. Any outstanding assessments should not be made until the ECT returns to work and has had the opportunity to decide whether to extend (or further extend) their induction period, and at any such request must be granted. If an ECT chooses not to extend (or further extend) their induction period, their performance will still be assessed against the Teachers’ Standards. It is, therefore, recommended that an ECT in this situation seeks advice before making such a decision, consulting with their headteacher and induction tutor. 

If the ECT decides not to extend the induction period to reflect the period of absence, then an application for a reduced induction must be submitted to the appropriate body. The Induction Tutor should contact the appropriate body to request this. 

The minimum period that will need to be counted towards completion of the induction period (for both full-time and part-time ECTs) is continuous employment equivalent to one term. This applies to both permanent and long-term supply teachers. This minimum period reflects the need for each ECT to work in a stable environment and receive a supported and pre-planned induction programme. Furthermore, there is the need for the ECT to be in post long enough to be able to receive sufficient monitoring and feedback to prepare for a fair and reasonable assessment of their performance.  

After a minimum period has been served, any continuous employment of any length of time will count towards the 2-year induction period on the ECT’s records. Therefore, if a full time ECT ends a contract of employment after serving 2.5 terms, they would be expected to complete a further 3.5 terms when they resume induction. If a part-time ECT working 0.5 FTE ends a contract of employment after 2.5 terms, their records would show that they have completed 1.25 terms and would be expected to resume induction from that point. However, please refer to the section ‘Can an ECT do Induction Part-Time’ to see guidance on reduction of an induction period. 

The Induction Tutor is expected to complete an interim assessment. This is to ensure that the ECT’s progress, performance, length of induction is completed and number of days absent since the last assessment are captured. 

If the ECT is leaving at the end of a term where a professional progress review is completed, the PPR will ask whether the ECT is remaining in post at the school in the next term. Once the Induction Tutor selects no, the PPR will automatically convert to an interim assessment. 

If the ECT is leaving at the end of a half-term that does not include a PPR, inform your Appropriate Body (or Delivery Partner if relevant) and an interim assessment will be created for the relevant ECT.  

Where an ECT is absent at the point of a formal assessment is scheduled, any outstanding formal assessments must not be made until the ECT returns.  

Inform the appropriate body who will contact the ECT via email to provide them with a period of time in which to sign the report. If the ECT has not commented or signed the report, the appropriate body will digitally sign the report on their behalf.