Policies

Recruitment and selection

Soul Action employees are the school’s most important resource and essential to the realisation of its vision to create an excellent, affordable, and transcultural school; where every child has every opportunity to fulfil their God-given potential. Thus, recruitment and selection of staff who are aligned with our values is extremely important.  An approach which is strategic and professional is necessary in order to attract and retain staff of the highest calibre.   

Pay policy and procedures

Soul Action acknowledges the importance of pay in recruiting, motivating, retaining and rewarding teaching staff.  The policy aims to support the recruitment and retention of a high quality teacher workforce, maximise the quality of teaching and learning at the school, enable the school to recognise and reward teachers appropriately for their contribution to the school and ensure that decisions on pay are managed in a fair, objective and transparent way.

Performance management

Soul Action believes its performance management structures will maximise the quality of teaching and learning at the school.  The structures should improve morale and motivation, be enabling, encourage the development of confident and professional judgement among teachers, increase teachers’ participation in decision-making and help in identifying resources and facilities needed to support teachers.

Equality and diversity

Equality is a key principle for treating all people fairly and creating a society in which everyone has the opportunity to fulfil their potential – irrespective of their gender, ethnicity, disability, religious beliefs, age or any other recognised area of discrimination.  The policy outlines the commitment of the staff, students and Soul Action’s Board of Trustees to ensure that equality of opportunity is available to all members of the school community.  

Each child is valued both as an individual and as a member of the school community.  This means not treating everybody the same, but understanding and tackling the different barriers which could lead to unequal outcomes for different groups, whilst celebrating and valuing the equal opportunity achievements and strengths of all members of the school.

Staff code of conduct

Drawn up in accordance with Soul Action’s values, the aim of this Code is to give clear guidance on the standards of behavior all staff are expected to observe, including: a commitment to value the whole child, a commitment to provide a safe space, passion to provide excellent education for all, a desire to work towards greater equity & equality, a passion to develop healthy partnerships and a deep sense of respect.

Disciplinary

The aim of the Disciplinary Policy and Procedure is to provide a structure to address any issues or concerns Soul Action’s Board of Trustees and the School may have relating to an employee’s conduct. 

Sickness and absence

The Sickness Absence Management Policy and Procedure has been developed to provide a framework to achieve good attendance through supportive, fair and consistent management, for the effective management of sickness absence and to put in place a structured procedure for dealing with cases where sickness absence is a cause for serious concern.

Grievance

Soul Action’s Grievance Policy sets out the principles for employees to raise concerns related to their employment, with the aim of being clear in which circumstances a grievance may be raised, dealing with grievances in a fair and consistent manner and ensuring that management respond promptly and appropriately to grievances raised by employees, with a view to a satisfactory outcome.

Whistle blowing

Soul Action’s Whistle Blowing Policy aims to provide the means for staff to raise concerns, allow staff to take a matter further if dissatisfied with the senior management teams response and reassure employees that they will be protected from reprisals or victimization for confidential reporting.


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