management time - who is entitled to it?

I manage a team of 5 other practitioners in our busy EYFS unit. Yet we are all managers in our own right as we have the responsibility to observe, assess and plan the learning of each child in our key group.

The planning is done through analysis of learning and discussions during our team meetings but what about the other work involved such as updating assessment information and recording any significant evidence in children's learning journeys?

From the outset of my role, I have been committed to allowing each practitioner some PPA (preparation, planning and assessment) time. We are lucky as our ratios are favourable - in a large unit we have 1:15 in Reception and 1:9 in Nursery.

I shared my expectations with the team at the start of my contract and my belief that we should all be able to access some 'time away' to carry out our duties. This had never happened before - with the manager and other qualified teacher being the only members of the team that were permitted to take any PPA. 

It was agreed that we would all be flexible and plan accordingly for everyone to take time out each week to update their learning journeys and have some time to reflect and this has led to the rest of the team covering for a 1 and 3/4 hour period each day - with slightly raised but legal ratios in order for this to happen.

The result of this has impacted on the quality of planning, the range and suitability of learning opportunities and a deepened understanding of each Key Person's children. The cover periods are successful because the planning and interventions are so much sharper.

I realise that we are in a good position as we have a unit with very skilled and committed staff but taking the decision to release them has raised morale and had a positive impact upon the quality of provision.

During my many years as a consultant, I came across so many practitioners who were frustrated that they had no time during school hours to reflect. When it is only teachers that get PPA time it can also be very divisive - and the challenge for EYFS leaders is to be creative - looking to their own team and within the senior management team to find ways in which to ensure that EYFS practitioners who have Key Person responsibilities to access non-contact time. It may not be possible weekly but ways need to be found to allow some time during a half term.