CEIAG Action Plan
Prince William School CEIAG action plan 2020-2021
| Benchmark performance indicators | Staff responsible | Monitoring and evaluation | Compass benchmark tool |
|---|---|---|---|
| GB1 Every school should have a stable, structured careers programme that has the explicit backing of the senior management team and has an identified and appropriately trained person responsible for it. |
SLT MCO HoD HoY |
Through LM with KHO. KS3 and 4 unifrog plan on staff area. KS5 unifrog plan on staff area. Log of speakers kept. |
GB1 Feb 2021 – 100% Feb 2020 – 100% Previous - 80% |
| GB1 The careers programme should be published on the school’s website in a way that enables pupils, parents, teachers and employers to access and understand it. |
MCO EMAT service desk |
Through LM with KHO | |
|
GB1 The programme should be regularly evaluated with feedback from pupils, parents, teachers, and employers as part of the evaluation process. |
Link gov KHO MCO |
Through LM with KHO Employers, parental feedback through link gov. student feedback. |
|
GB2 By the age of 14, all pupils should have accessed and used information about career paths and the labour market to inform their own decisions on study options. |
MCO PSHE teachers |
Through LM with KHO Unifrog data |
GB2 Feb 2021 – 100% Feb 2020 - 80% Previous – 60% |
|
GB2 Parents should be encouraged to access and use information about labour markets and future study options to support their children. |
MCO SWO |
Through LM with KHO |
|
GB3 A school’s careers programme should actively seek to challenge stereotypical thinking and raise aspirations. |
MCO HoD HoY |
Through LM with KHO HoD update of careers related unit. Posted in staff area. HoD to inform MCO of visiting speakers. |
GB3 Feb 2021 – 100% Feb 2020 – 80% Previous - 60% |
| GB3 School should keep records of the engagement of each student. |
MCO PSHE teachers |
Through LM with KHO. Unifrog data |
|
| GB3 School should collect and maintain accurate data for each pupil on their education, training or employment destinations after they leave school. |
MCO SMN Prospects |
Through LM with KHO Destination data reported to county in September. |
|
GB4 All students are aware of how each subject can be beneficial in terms of career progression. |
MCO HoD STEM leads |
Through LM with KHO HoD update of careers related unit and sixth form skills. Posted in staff area. STEM opportunities reported and logged. |
GB4 Feb 2021 – 100% Feb 2020 – 75% Previous – 56% |
|
GB5 Every year, from year 7, students should participate in at least one meaningful encounter with an employer. |
MCO HoY SMN LEP PSHE teachers |
Through LM with KHO Speakers logged. Student feedback. |
GB5 Feb 2021 - 50% Feb 2020 – 75% Previous – 52% |
- A stable careers programme (assemblies, enrichment, tutor time, PSHE, encounters: It will involve roles of other colleagues who will support this programme)
- Learning from career and labour market information (skills, career pathways, progression routes, job demands, financial planning(
- Addressing the needs of each student (raising aspirations, record advice to individual student, maintain records for at least 3 years after they leave school)
- Linking the curriculum to careers (not just PSHE but through all areas of curriculum)
- Encounters with employers and employees (students participate in at least one meaningful encounter with an employer every year from age of 11)
- Experiences of workplaces (We will be delivering this in Year 12 so that students can choose meaningful employment and have a meaningful experience)
- Encounters with further and Higher education (be aware of all routes open to students. By age of 16 had a meaningful encounter with one provider of a route. By age 18 had at least two visits to universities if applying to university)
- Personal guidance (guidance from a careers adviser. At least one interview by age of 16. Further interview by age 18)