- Staff Records
- Onboarding
- Checks
- Absence
- Leave
- Cover
- CPD
- Performance
Recruitment
Manage the candidate journey before employment.
New Starter
Move appropriate information into onboarding.
Staff Record
Maintain core employment information.
Checks and Evidence
Track relevant school-held evidence and review dates.
Availability
Understand appropriate workforce availability.
Leave and Absence
Record operational workforce changes.
Cover
Connect staffing changes to the school day.
Development
Maintain training, CPD, objectives and review activity. Different stages remain distinct. Connecting them does not mean every HR user should see every workforce field.
Staff Profile
Maintain the employee’s school record.
Personal Details
Keep appropriate workforce information current.
Employment Information
Maintain relevant employment context.
Contracts
Record appropriate contract information.
Contract Documents
Keep relevant documents connected.
Qualifications
Maintain school-held qualification evidence.
Training
Connect completed or required training records.
CPD
Preserve continuing professional-development activity. The detailed workforce record belongs to Staff Records, Onboarding and SCR.
New Starter Record
Create the appropriate staff context.
Employment Information
Maintain agreed employment details.
Documents
Collect and store appropriate information.
Qualifications
Record relevant evidence.
Checks
Maintain the school’s required tracking.
Training
Identify appropriate onboarding activity.
Actions
Keep outstanding preparation visible.
Completion
Record the school’s reviewed onboarding position. Recruitment owns the applicant journey. HR owns the staff record after the employment relationship begins.
DBS Tracking
Maintain appropriate school-held DBS information.
Right-to-Work Tracking
Record relevant evidence and review context.
Qualification Evidence
Maintain appropriate staff qualification records.
Dates
Record relevant issue, review or expiry information where applicable.
Documents
Keep appropriate evidence connected.
Status
Surface the school’s recorded position.
Follow-Up
Identify outstanding information requiring authorised review. EdiWay records and organises evidence. It does not perform a DBS check, conduct a right-to-work check or independently certify that an individual is suitable for employment. Those responsibilities remain with the school and the appropriate checking processes.
- Identity and staff details
- Employment context
- DBS evidence
- Right-to-work evidence
- Qualifications
- Relevant training
- Review status
EdiWay can help make missing or recorded evidence easier to review. The school remains responsible for determining the fields it must maintain and whether its statutory Single Central Record is complete and accurate. EdiWay does not certify statutory SCR completeness.
Checks
Which tracked records require attention?
Training
Which required records are missing or approaching review?
Qualifications
Which relevant evidence is recorded?
Documents
Is appropriate supporting information available?
Actions
What needs follow-up?
Staff
Who owns the next action?
Review
When should information be revisited? A workforce compliance dashboard reflects recorded information. It is not legal certification that every employment requirement has been met.
Staff Absence
Record appropriate absence information.
Leave Requests
Allow staff to submit applicable requests.
Manager Approval
Record authorised decisions.
Availability
Understand the operational staffing position.
Dates
Keep the period clear.
Status
Track relevant request or absence state.
Follow-Up
Maintain appropriate action where needed. Operational users may need to know that someone is unavailable. They do not necessarily need access to the sensitive reason behind that absence. Keep outstanding preparation visible.
Staff Request
Record the applicable request.
Dates
Keep the requested period clear.
Context
Maintain appropriate information.
Manager
Route the request to an authorised decision-maker.
Decision
Record approval or decline.
Availability
Reflect the relevant workforce position.
History
Preserve appropriate earlier decisions. EdiWay records the workflow. It does not independently determine statutory leave entitlement, contractual entitlement or whether a request must legally be approved.
Absent Staff Member
Understand who is unavailable.
Leave Requests
Identify relevant scheduled responsibilities.
Cover Requirement
Make the operational need visible.
Cover Assignment
Record the authorised replacement.
Calendar
See appropriate cover activity.
Timetable
Keep teaching responsibility clear.
Register
Allow the appropriate authorised member of staff to continue the lesson workflow. Cover is a human operational decision. EdiWay does not automatically determine who should cover a lesson.
Appraisals
Maintain structured staff-review activity.
Objectives
Record agreed professional goals.
Evidence
Keep appropriate supporting information.
Development Plans
Record agreed next steps.
Training
Connect relevant learning activity.
CPD
Maintain continuing professional-development records.
Reviews
Revisit progress through an authorised human process. The detailed workflow belongs to Performance, CPD and Induction.
Training Record
Maintain appropriate completed activity.
CPD Activity
Preserve continuing development.
Evidence
Connect relevant certificates or records where appropriate.
Development Goal
Link learning to an agreed professional-development need.
Review
Consider how the learning informs future development.
Compliance Context
Surface applicable training evidence to authorised users. Completing a course does not automatically prove professional competence. That judgement remains separate.
Absence
A staff absence should not automatically reduce a performance rating.
Learner Outcomes
Learner attainment should not automatically determine teacher performance.
Behaviour
Class behaviour data should not automatically become a judgement about the teacher.
CPD
Training completion should not automatically prove competence.
Objectives
System activity should not decide whether an objective was achieved.
Evidence
Professional evidence requires authorised human interpretation. Performance management remains a human-led employment process.
- Vacancies
- Applications
- Candidate progression
- Interviews
- References
- Recruitment decisions
- Candidate communication
Behaviour remains a professional, contextual and human-led workflow.
- Staff records
- Employment information
- Onboarding
- Workforce checks
- Absence and leave
- Availability
- Cover
- Training and CPD
- Performance and development
The candidate record should move into the workforce process deliberately. Applying for a role does not automatically create an employee record.
PPA Scheduling
Represent protected timetable occurrences.
Policy Context
Maintain applicable effective-dated rules.
Entitlement Context
Use relevant contract and timetable information.
Cover Protection
Avoid silently replacing protected time through ordinary cover activity.
Disruption
Record appropriate changes.
Recovery
Maintain authorised replacement or exception activity.
Disruption
Review relevant policy and scheduling information. Because these workflows are policy-sensitive and require further runtime assurance, they should remain a distinct specialist workforce area rather than being treated as automatic HR calculations. EdiWay does not independently make legal entitlement determinations.
- Salary calculation
- Tax calculation
- Pension calculation
- Statutory pay determination
- Overtime entitlement
- TOIL valuation
- Pay-award decisions
- Payroll filing
- Employment-law determination
Where finance or payroll services connect to workforce information, the source, responsibility and system boundary should remain clear.
HR Record
Contains appropriate employment information.
Learner Safeguarding Record
Contains restricted safeguarding information relating to the learner and authorised safeguarding process.
Staff Access
Depends on the person’s professional responsibilities.
HR Access
Depends on authorised workforce responsibilities.
Safeguarding Decision
Remains within the appropriate safeguarding process. Connecting staff identity across EdiWay does not make safeguarding information generally visible to HR users.
Staff Member
Access appropriate self-service information where enabled.
Line Manager
See information required for authorised management activity.
HR Staff
Maintain appropriate workforce records.
School Leaders
Receive suitable workforce oversight.
Cover Managers
See operational availability without automatically receiving confidential absence details.
Performance Reviewers
Access the evidence required for the authorised review.
Trust Users
Use appropriate organisational oversight without automatically opening every employee record.
Timetable
Understand scheduled teaching responsibilities.
Cover
Use operational staff availability.
School Operations
Assign appropriate tasks and responsibilities.
Compliance
Use relevant workforce evidence where authorised.
Governance
Provide suitable aggregated workforce oversight.
Recruitment
Hand successful candidates into onboarding.
Communication
Route appropriate staff notifications.
Performance
Use the authorised professional-development record. The workforce record remains canonical for employment information. Other workflows should consume only the information they require.
Document Drafts
Document Drafts
Review Summaries
Organise selected authorised evidence.
Development Ideas
Suggest possible professional-development areas.
Objective Drafts
Prepare possible objectives for discussion.Assist teachers with draft feedback.
CPD Suggestions
Suggest relevant learning opportunities.
Workforce Summaries
Organise permitted factual information.
Meeting Preparation
Help prepare an authorised review. AI output remains a draft for human review.
EdiWay AI does not:
- Decide whether to employ somebody
- Decide whether a candidate is suitable
- Verify DBS or right-to-work status
- Determine statutory SCR completeness
- Approve leave automatically
- Determine employment entitlement
- Choose cover automatically
- Rate staff performance
- Decide whether objectives have been achieved
- Determine probation outcomes
- Make capability or disciplinary decisions
- Decide promotion or pay
- Determine statutory induction outcomes
- Certify professional competence
1. Recruit
Manage the candidate through the dedicated recruitment workflow.
2. Create the Staff Record
Establish the authorised workforce identity.
3. Complete Onboarding
Bring together required school-held information.
4. Track Checks and Evidence
Keep relevant workforce records reviewable.
5. Connect Responsibilities
Link staff to the school roles and work they perform.
6. Manage Availability
Record absence, leave and appropriate operational availability.
7. Coordinate Cover
Respond to changes in the school day.
8. Maintain Training and CPD
Keep development activity connected.
9. Review Performance
Use human-led objectives, evidence and development planning.
10. Preserve Workforce History
Keep appropriate employment activity understandable over time.
Yes.
Staff profiles, personal details, employment contracts, contract documents and qualifications are represented within the current HR capability.
Yes.
DBS tracking is represented.
EdiWay does not perform the DBS check itself.
Yes.
Right-to-work tracking is represented.
The school remains responsible for completing the appropriate check.
EdiWay can bring together relevant school-held workforce information to support SCR management.
It does not certify that the school’s statutory SCR is complete or compliant.
Yes.
Training records are represented.
Yes.
CPD tracking forms part of the current HR capability.
Yes.
Staff absence is represented within the workforce capability.
Yes.
Leave-request and manager-approval workflows are represented.
No.
The authorised school decision remains human and policy-led.
Yes.
Cover requirements, assignments and a cover-calendar capability are represented.
Yes.
Staff availability is represented within the workforce-management scope.
Yes.
Appraisals, objectives, performance evidence and development plans are represented.
Yes.
Relevant development evidence can be considered through the appropriate performance workflow.
Completion does not automatically prove competence or determine a performance outcome.
Recruitment is connected but has its own dedicated workflow covering vacancies, applicants, interviews and references.
This HR page should not be positioned as an end-to-end payroll-calculation or statutory payroll-filing system.
No.
Absence should not automatically lower a performance judgement or create a capability conclusion.
No.
Learner outcomes can provide educational context where legitimately relevant, but they do not automatically determine staff performance.
No.
AI can assist with appropriate drafts and summaries where enabled.
Employment, leave, performance, pay, disciplinary and professional-competence decisions remain human.
Staff Records, Onboarding and SCR
Maintain core staff records, documents, checks and onboarding evidence.
Absence, Leave, Cover and TOIL
Manage workforce availability and operational cover.
Performance, CPD and Induction
Connect appraisals, objectives, development and professional learning.
Careers and Recruitment
Manage the candidate journey before employment.
Classes, Timetable and Attendance
Connect staff teaching responsibilities and cover to the school timetable.
Permissions, Consent and Information Sharing
Keep sensitive workforce information role-scoped and purpose-aware.