Schools want to ensure that training and development is effective and makes the best use of resources. Training and development linked to national occupational standards (NOS) will have greater credibility and relate directly to performance in the workplace.
Using NOS to identify training and development needs means they can be expressed in terms of the required outcomes. This means training and development opportunities can in turn be identified and evaluated in relation to how well they meet these outcomes.
Individuals learn and develop in different ways, and NOS for supporting teaching and learning in schools (NOS STL) clearly describe the outcomes of effective performance, providing a link to learning methods and approaches. This helps individuals apply their skills and knowledge in practice.
Training needs analysis
NOS can be used as the basis of a training needs analysis. This will help identify areas for development.
The role holder can identify their learning and development needs as a self-evaluation exercise, or as part of an appraisal or performance review with their line manager. National occupational standards provide objective standards that can be used to assess existing skills, knowledge and understanding and identify any development needs.
When undertaking training needs analysis of staff supporting teaching and learning, the first step is to identify the NOS STL units that are relevant to the job role. Be realistic about which units to include – they should be directly related to significant aspects of the job role. Then use the detail of the units to identify the performance standards and associated knowledge and understanding. Use these as benchmarks of effective practice to assess the role holder's current skills and knowledge and identify areas for further training and development.
The steps below may help you through the process of identifying areas for development:
- identify the NOS relevant to the job description
- identify if the role holder has the skills and knowledge to carry out these roles and responsibilities
- identify any significant gaps in skills and knowledge for priority development
- develop an action plan for addressing areas of priority development
- identify other areas of practice that would benefit from development and/or updating and ways of addressing them
The role audit tool (Excel, 41KB) will help to identify the STL units relevant to the job role.
Evaluating training and development
National occupational standards will also help you analyse if a training course or qualification is the most appropriate way of meeting the relevant needs. Identifying learning needs against the needs of the workplace involves considering alternatives to traditional course-based routes for learning, such as:
- work shadowing to see how a more experienced colleague manages relevant aspects of their job role
- on-the-job project work, eg pupil shadowing to see how a pupil with special educational needs (SEN) responds to different teaching styles and learning contexts
- receiving coaching or being mentored by a more experienced colleague from within the school or one nearby
- contributing to the learning and development of others, eg coaching, mentoring, giving demonstrations, or running training sessions
- visiting other schools to observe relevant aspects of working practice
- the opportunity to read and ask questions, eg about new policies and programmes for promoting pupils' learning and attainment
- e-learning, eg responding to questions and answers in electronic format, and searching the internet for specific information
- action learning or learning sets involving individuals with a common interest from within the school or from a group of local schools
- observing a teacher or other colleague who has particular strengths in the area identified for development, eg behaviour management
For more information visit our NOS for job design, job descriptions, and recruitment page.
You can also visit our NOS to create development opportunities and support transfer and progression page.