Having a comprehensive understanding of the requirements relating to training within the EYFS will enable managers and leaders to gain control of an aspect of provision that requires investment.
Training can be expensive and not just because of the cost of the courses themselves but because it involves covering other potentially expensive overheads too, such as, cover staff; paying staff outside of their normal hours; paying for travel expenses and for other materials they may need to access the course plus time and resources to support any extensions and follow-up required to demonstrate and sustain the impact of training received.
There’s so much advice and heresy out there, especially on social media platforms, most of which is conflicting and confusing. This can lead to panic driven decisions that are potentially costly in more ways than one.
Empowering yourself means knowing exactly what is required of you and using this knowledge to make clear and reasoned decisions to shape the training arrangements for your setting.
The provider has ultimate responsibility for developing the provision for training for all staff; they are the ones who are to demonstrate the impact of those arrangements to Ofsted.
In the Early Years there is not a more prevailing or important document than the Statutory Framework for the Early Years Foundation Stage, the EYFS; this governs our registration with Ofsted; everything we ‘should’ do, starts and finishes with the EYFS. For this reason the entirety of this crucial guidance is built upon the requirements of the EYFS as well as the Education Inspection Framework for the purpose of bringing it into the context of how the training arrangements will be inspected by Ofsted.
For this reason, there is not a more effective way of defining how training should be developed in the Early Years setting than can be found in this book.
In addition, the book offers a clear and concise explanation of what we must do in relation to developing the training arrangements and, more importantly, the reasons why. This dispels the most common misunderstandings in relation to what we must do, which can result in denying managers and leaders the confidence, autonomy and control they deserve as those responsible for deciding how to best invest their training budget.
This book will hand back the knowledge and power to providers in a common sense, clear and precise way, allowing them to develop training opportunities that maximise impact in the most cost-effective way. It considers all elements and aspects of developing the training arrangements in realistic way; without being avoidant of the real pressures that present themselves in this environment.
The author, has real, current and first-hand experience of the difficulties presented across the sector and this shows consistently throughout the book with the use of examples and suggestions that not only help to reduce workload but which also enable providers to build upon what they already do and have in place.