Case Study:
Advance Learning Partnership

Advance Learning Partnership (ALP) is a fast-growing multi-academy trust of 22 academy schools across County Durham, including 9 secondary and 13 primary schools. The trust’s ethos of ‘your child is our child’ ensures that every decision is directed at securing the best outcome for each and every pupil. This educational blueprint is used to transform standards across the trust, which is responsible for over 8,500 children and over 1,300 employees.

The Challenge

Established in 2012, the trust has expanded rapidly over the past few years, meaning that the central teams needed robust systems to maintain consistent processes and facilitate effective collaboration as new schools joined.

“When schools join our trust, we find that having consistent systems and structures and being able to collaborate with other schools results in a smooth transition,” says Catherine Hydon, Trust Improvement Partner. “Trust membership of BlueSky and the National College supports colleagues to enhance their professional development and training and provides consistent structures for our staff.”

Addressing recruitment and retention

With recruitment and retention a high priority, ALP have developed a people strategy which places staff development at its heart. ALP employees can access a wide range of benefits to support their career development and personal wellbeing. Leaders are also mindful that effective processes and systems help to support staff to streamline their workload. The emphasis placed on staff development has been recognised through external accreditation; in 2024, the trust were awarded a Platinum Investors in People, listed in The Sunday Times Best Places to Work and achieved the Gold Better Health at Work Award.

“Recruitment and retention are a challenge both regionally and nationally,” says Catherine. “Advance Learning Partnership is built on the strength of its people. Having a bespoke professional development and training offer is key to ensuring we are attracting talented individuals to join and stay in our Trust.”

Solution: Integrated People Development and Professional Development

Advance Learning Partnership initially implemented BlueSky Education, now known as The National College People Development membership, at Parkside School in 2012, to support a consistent approach to performance management with a focus on continuing professional development. As the trust has grown, the People Development solution has been introduced to each new school by ALP’s School Improvement team.

Supporting workload and wellbeing

“Last week I visited one of our new primary schools to demonstrate how we use our BlueSky membership to underpin our appraisal and people development process,” Catherine explains. “The school has been using a paper-based system, so when the headteacher received a demonstration of how the online system works, she was delighted. She could see how it would bring all of their documentation into one place, for example, reviews and coaching conversations. The real benefit is how it streamlines the process and supports staff to document their progress – across our trust, this supports with workload and wellbeing.”

The trust started using The National College for professional development during the Covid lockdowns, after discovering the range of content and simplicity of access. “We realised that it was a fantastic way to offer bespoke training support for colleagues which could be accessed at work or from home, to build knowledge and expertise.”

A consistent approach to training

“Since then, we’ve never looked back – all of our schools have a membership, which enables us to implement consistent training e.g. on safeguarding or health and safety whilst also providing access to an extensive range of specialist training. Team leaders can set a watchlist and guide staff to particular courses.

“Specific courses are completed by everybody at a timely point in the year, but of course, subscribing to The National College Professional Development membership means that staff can access the training at a time that suits them. The autonomy and flexibility that it offers is key to its success.”

Outcomes and Impact:

“Our schools are often working in diverse ways, but having the same systems for CPD and people development and being able to collaborate with other schools is hugely beneficial. It enhances the offer each school has for their staff – they have access to a package of training which is suitable for all members of staff through The National College Professional Development membership, and a systematic approach to appraisal that is open and fair through its People Development membership.”

Supporting professional autonomy

Staff are encouraged to explore resources that relate to their own professional aspirations, which is part of the trust’s strategy to foster innovation, says Catherine: “If a staff member has a particular interest, or is part of a team working a project, they can explore specific topics through The National College.”

Each school’s CPD programme consists of different elements, including core sessions, subject specific training and briefings, but staff are also encouraged and motivated to seek out opportunities for training, apply learning to their own context and share findings both within schools and across the Trust.

“For example, a key focus for our schools is adapting teaching to meet the individual needs of pupils. In one of our primary schools the Headteacher explained how a teaching assistant watched a webinar from The National College and shared new learning which has resulted in trialling new strategies in the classroom. Watching the webinar helped the member of the team to identify specific actions that would make a positive impact on the learning of pupils.”

We are committed to our ethos of ‘guided professional autonomy’ which motivates staff to continually develop and encourages a culture of discretionary effort. We are proud of the professional learning achievements of staff and their proactive approach in exploring the resources that are available through The National College.

“Our membership of the National College supports our ethos of guided professional autonomy which in turn impacts positively on school and trust priorities. The platform really supports that process, and it fits perfectly with our culture of development for all.”

Integrating professional learning and people development

With all schools across ALP using The National College for CPD and people development, Catherine is seeing the benefit of the integration of the two solutions in a single platform. “We’re looking forward to expanding how we link those practices. I think it will make it much easier to set objectives that are linked to professional learning, and will strengthen our use of consistent systems and collaboration across the trust”

“Having all of the information on appraisal in the same place as professional development will help us to identify training needs and guide staff to the right resources – that’s fantastic. It saves workload but also strengthens our people strategy.”

Providing the impetus to achieve

“Ultimately, we want staff to be motivated to take ownership of their own professional development, we want them to know that there are many career pathways within the trust and opportunities to develop knowledge, skills and expertise. It's about making sure that everybody knows they are valued, everybody knows that they've got opportunities to develop in their career and that we as a trust are united in our mission to support every individual to achieve their goals.”

“Our role is to provide the toolkit and the training to support staff and give them opportunities to develop professionally and personally.”