Staff remuneration

The school has a generous salary scale which is based on qualifications and experience. Teaching staff are automatically enrolled into TPS.  An alternative defined contribution pension scheme is also available for teaching staff.  

 Professional services staff are automatically enrolled into the Local Government Pension Scheme (LGPS). Further information is available on the City of London Corporation website.   

Staff discounts

Annual season ticket loans, cycle loans, shopping discounts and reductions on ticket prices at the Barbican are among the range of benefits available to all staff.

Employee assistance

The school offers a free and confidential employee assistance helpline.

Staff fee remission

A staff fee remission scheme is available to members of teaching staff for children attending one of the four City independent schools. The rate is currently 50% of full fee for up to seven years, and further details can be supplied to applicants invited to interview upon request.

Teaching and learning CPD - lesson study

We believe that a teacher’s learning is greatest when it is structured in a way that makes it collaborative and focused on sharing and exploring best practice through meaningful enquiry. We are committed to ensuring that teaching & learning CPD is interactive, subject-specific and research-informed, and have time carved out throughout the school year for teachers to share good practice and collaboratively plan lessons together.

Our teaching and learning CPD model is based around that of lesson study – teacher-led research where a group of three teachers work together to target an identified area for development in their students’ learning. Teachers get together to research, plan, teach and observe a series of lessons, using ongoing discussion and to track and refine their interventions. Such an open and collaborative approach to developing their own practice has been shown to have the biggest impact on classroom practice, teachers’ thinking and, ultimately, outcomes for students.

We have a dedicated lead practitioner (research) on hand to offer guidance and support to teachers and to help the school community keep abreast of current pedagogy and associated research.

Training and INSET

The school is thoroughly committed to supporting the professional development of staff and we believe that staff learning is as important as pupil learning at CLSG. There is a generous training budget for courses. In addition, the school provides financial support for staff seeking to undertake more substantial programmes of study that are of benefit to the school as well as to the member of staff. Every year we support members of staff who wish to undertake further study, for example: a masters in education, NPQH, ISQAM, professional qualifications in finance or HR and non-leadership qualifications. 

There are further opportunities for staff within our various school partnerships. Also, as a member of the HMC and GSA, staff have access to a range of opportunities to take part in regular cluster groups. In addition, we are often asked to provide professional advice and support in specific areas to other local schools and this allows our staff to develop their expertise further.  

Online training is also provided through the City of London Corporation for specific purposes such as health and safety.  

Staff have five dedicated INSET days for training each academic year. Content  is kept relevant and stimulating and covers a comprehensive range of issues relating to pedagogical, technological, professional and pastoral aspects.  

Coaching

At City, we understand that a culture of coaching enhances teaching prowess. From the very top downwards, all school staff are required to undertake coaching training and a majority have extended this to an advanced level via our bespoke programme. Coaching improves communication and collaboration by enhancing team dialogue and fostering positive, nurturing relationships based on empathy, trust and mutual understanding. We believe that teachers who know how to coach are better able to model emotional intelligence – EQ – thereby facilitating enhanced learning in students and fostering independent, creative, resilient and autonomous learners. Additionally, we believe coaching empowers teachers and those around them to gain a deeper understanding of their core values and signature strengths. Greater self-knowledge and clarity of purpose enables teaching staff to find more enjoyment in their day-to-day, thereby enhancing wellbeing and flourishing. 

Newly qualified teachers and applicants new to teaching

The school is fully accredited to participate in the IStip ECT induction programme in order to provide qualified teacher status. Teachers receive the appropriate time remission in their first year and second years to facilitate mentor sessions, training and preparation and a comprehensive early career framework relevant to the school’s context.

CLSG is fully committed to supporting initial teacher training. The school collaborates with various higher education institutions, providing valuable placement opportunities for their Postgraduate Certificate in Education (PCGE) students. Through these partnerships, our teaching and learning lead practitioner facilitates regular professional development sessions with trainees. These sessions focus on pedagogical principles and provide a platform for trainees to reflect on their practice and prepare effectively for their future roles as educators. 

New staff induction

All staff joiners receive an induction to the school.

A high quality and comprehensive teaching induction programme is led by the senior deputy head, starting with a new staff induction day, and additional training sessions running throughout the year focused on pastoral care, monitoring progress, assessment for learning, mobile technologies and career progression for all new joiners.

Personal development and appraisal

At CLSG, the personal development and appraisal processes apply to all staff. Their purpose is to assist the ongoing development of individuals and ensure they are supported to function effectively in their role and to promote the school’s values and mission.  Core to these PDA schemes are regular opportunities for reflection and discussion in dedicated meetings with a head of department or line manager. It is intended that through discussions staff receive encouragement in their desired development, and any relevant support is identified and actioned.

Staff wellbeing

At CLSG we are committed to promoting the wellbeing of all our staff. The wellbeing committee is comprised of teaching and professional services staff. Its work focuses on addressing issues from the annual staff wellbeing survey, as well as organising regular social events, such as a weekly wellbeing breakfast. 

All staff at CLSG also have access to the City of London Corporation’s CityWell events and initiatives, as well as confidential helplines offering support in all areas of life. 

Career progression

Teachers are encouraged to take on additional responsibility and there are significant opportunities for internal promotion across a range of positions.  Staff have also been able to apply successfully for promotions outside the school. 

Staff turnover is a healthy balance of those staying at the school to further their careers and using the school as a springboard to new opportunities. 

Conditions of service

All appointments are subject to satisfactory references and checks, including verification of identity, qualifications and right to work in the UK, a satisfactory enhanced Disclosure and Barring Service certificate, medical clearance and overseas checks (where applicable). Applicants should be aware that the school may approach any previous employer to seek a reference. 

It is a condition of appointment that employees for whom new DBS certificates are obtained are subscribed to the Disclosure and Barring Update Service, and give the school consent, whilst they remain in employment, to carry out regular checks via this service on the currency of their certificate. 

Once appointed, the post-holder’s responsibility for promoting and safeguarding the welfare of children and young persons for whom they are responsible, or with whom they come into contact will be to adhere to and ensure compliance with the school’s child protection policy at all times. If in the course of carrying out the duties of the post the post-holder becomes aware of any actual or potential risks to the safety or welfare of children in the school, they must report any concerns to the school’s designated safeguarding lead (deputy head, pastoral) or to the head.