- Appraisals
- Objectives
- Evidence
- Development Plans
- Training
- CPD
- Induction Support
Staff Member
Keep the review connected to the correct employee.
Review Period
Make the relevant period understandable.
Objectives
Connect agreed staff goals.
Evidence
Bring appropriate supporting information into the review.
Development
Identify relevant professional-development activity.
Reviewer
Keep responsibility for the review clear.
Outcome
Record the authorised human-reviewed position.
Follow-Up
Carry agreed actions into the next stage. The appraisal workflow supports professional review. It does not automatically decide whether someone is performing well or poorly.
Objective
Describe the agreed goal.
Staff Member
Keep ownership clear.
Review Context
Connect the objective to the appropriate performance period.
Evidence
Reference suitable information.
Development Actions
Connect relevant support or CPD.
Progress
Record the reviewed position.
Follow-Up
Maintain appropriate next actions. Objectives should reflect the school’s management process. EdiWay does not autonomously set performance expectations for staff.
Staff Evidence
Maintain relevant contributions from the staff member.
Review Evidence
Connect appropriate supporting information.
Professional Development
Reference relevant training or CPD activity.
Objective Evidence
Keep information connected to the goal it supports.
Documents
Maintain suitable supporting records where enabled.
History
Preserve appropriate evidence from earlier reviews. Evidence supports a professional conversation. It should not automatically create a performance score or management outcome.
Development Need
Record the agreed area for professional growth.
Intended Outcome
Clarify what the staff member is working towards.
Action
Define the relevant next step.
Training or CPD
Connect suitable professional-development activity.
Owner
Keep responsibility understandable.
Review Date
Set an appropriate follow-up point.
Evidence
Connect information demonstrating progress.
Review
Record the human-led current position. The development plan keeps review and professional growth connected.
Staff Member
Connect CPD to the correct person.
Development Activity
Record the relevant learning or professional-development activity.
Date
Maintain appropriate completion context.
Evidence
Connect suitable records or certificates where supported.
Development Plan
Relate CPD to an agreed professional-development need.
Review
Consider what changed following the activity.
History
Build an appropriate record of development over time. CPD should provide more than a list of completed courses. Where appropriate, it can become part of the wider development conversation.
Training Record
Records appropriate staff training activity.
Compliance Training
May contribute evidence to workforce or school compliance.
CPD
Supports continuing professional development.
Appraisal
Provides a human-led review context.
Development Plan
Explains why further development may be useful.
Evidence
Connects suitable information across the journey. Completing a course does not automatically demonstrate competence. Likewise, missing a particular CPD record should not automatically produce a negative performance judgement.
Staff Record
Begin with the established employee identity.
Role
Keep the person’s current responsibility clear.
Required Training
Connect appropriate early training.
Objectives
Set suitable initial goals through the performance workflow.
Development
Record agreed areas of professional support.
Evidence
Maintain appropriate progress information.
Review
Use the appraisal or review workflow at the relevant point.
Next Stage
Move from initial induction into ongoing CPD and development. This creates continuity between joining the school and developing within it.
The current EdiWay capability evidence supports the components that can contribute to an induction pathway, including:
- New-starter workflows
- Staff records
- Training records
- CPD tracking
- Objectives
- Evidence collection
- Development plans
- Staff reviews
However, the current source does not separately establish a dedicated statutory induction engine.
EdiWay should therefore not currently claim that it automatically:
- Runs statutory ECT induction
- Determines whether statutory induction requirements have been met
- Calculates induction entitlement
- Makes an ECT assessment decision
- Acts as an appropriate body
- Determines probation outcomes
- Certifies professional competence
Where schools use EdiWay to support induction activity, professional and statutory decisions remain with the appropriate people and organisations.
Staff Identity
Remain connected to the canonical workforce record.
Role
Provide appropriate employment context.
Training
Connect relevant development information.
Qualifications
Remain within the staff record where appropriate.
Performance Evidence
Stay within the authorised performance process.
Sensitive HR Information
Remain separately permissioned.
Absence
Stay within its own workforce workflow.
Compliance Checks
Remain distinct from performance judgement. One connected staff record does not mean every manager should see every HR field.
- Reduce a performance rating
- Create a capability concern
- Infer commitment
- Trigger disciplinary action
- Determine an appraisal outcome
- Produce a health or wellbeing conclusion
Where absence information is legitimately relevant to an authorised management process, the responsible person remains accountable for how it is considered.
Teaching and Learning
Support agreed professional-development priorities.
SEND-Inclusive Practice
Connect suitable staff development to classroom-support needs.
Safeguarding Training
Maintain relevant training evidence separately from safeguarding case records.
Leadership Development
Support agreed professional goals.
Curriculum Development
Connect appropriate subject or curriculum-focused CPD.
School Improvement
Use suitable workforce-development evidence within authorised leadership review. Individual performance records should not become automatically visible through school-improvement or governance dashboards. Only appropriate aggregated or authorised information should move into wider oversight.
Learner Results
Do not automatically determine teacher performance.
Attendance Data
Do not automatically establish staff effectiveness.
Absence Records
Do not automatically produce a performance conclusion.
Training Completion
Does not automatically prove competence.
Objective Status
Requires professional interpretation.
Evidence Volume
More uploaded evidence does not automatically mean stronger performance.Connects suitable information across the journey. Completing a course does not automatically demonstrate competence. Likewise, missing a particular CPD record should not automatically produce a negative performance judgement.
AI Suggestions
Remain working suggestions rather than management decisions. Performance assessment stays with authorised humans.
Staff Member
Access appropriate information about their own development where enabled.
Reviewer
Access records required for the review they are responsible for.
Line Manager
Use relevant performance information according to their management role.
HR
Support appropriate workforce administration.
School Leaders
Access information required for authorised leadership responsibilities.
Governors
Receive appropriate workforce oversight rather than unrestricted individual appraisal records.
Other Staff
Do not automatically gain access to colleagues’ performance records.
Development Ideas
Suggest possible areas for professional consideration.
CPD Ideas
Help identify potential learning activities for human review.
Objective Drafting
Assist with wording possible staff objectives.
Review Preparation
Help organise selected authorised evidence.
Development Plan Drafts
Prepare working next-step wording.
Summary Support
Help structure permitted review information. AI output should remain a draft or suggestion.
EdiWay AI does not:
- Give a final performance rating
- Decide whether objectives have been achieved
- Determine promotion or pay
- Make capability or disciplinary decisions
- Decide probation outcomes
- Certify professional competence
- Determine statutory induction outcomes
- Replace line managers, school leaders or HR judgement
1. Establish the Staff Context
Use the existing workforce record and role.
2. Begin the Review
Create the appropriate appraisal or development context.
3. Agree Objectives
Record human-agreed professional goals.
4. Identify Development
Connect relevant development needs.
5. Plan CPD
Record suitable training or professional learning.
6. Gather Evidence
Maintain appropriate information over the review period.
7. Review Progress
Consider objectives, evidence and professional-development activity.
8. Record the Human Judgement
Maintain the authorised review position.
9. Update the Development Plan
Agree what should happen next.
10. Continue the Journey
Carry relevant objectives and development into the next review period.
Yes.
Staff appraisals are represented within EdiWay’s performance-management capability.
Yes.
Staff objectives are part of the current performance feature set.
Evidence collection is represented as an evidence portfolio within the performance workflow.
Yes.
Development plans for professional growth are represented within the platform.
Yes.
CPD tracking is explicitly represented within the HR capability set.
Yes.
Staff training records are part of the connected workforce record.
The platform’s connected workforce model allows relevant CPD, evidence, objectives and development activity to contribute to the wider human-led review process.
EdiWay can connect new-starter records, training, objectives, evidence and development workflows to support an organised induction journey where enabled.
The current source does not separately establish that capability.
The website should therefore not claim automated statutory ECT induction management or assessment.
No.
Professional or statutory induction decisions remain with the appropriate authorised people and organisations.
The current capability matrix does not separately classify a dedicated probation-management workflow.
Any related use should therefore remain within configured human-led review processes rather than being presented as a dedicated automated capability.
No.
A training or CPD record confirms the information recorded about that development activity.
Professional competence remains a human judgement.
No.
Learner data may provide authorised context in some circumstances, but it should not automatically generate staff-performance conclusions.
No.
Absence and performance are separate workflows.
Any legitimate consideration of absence within a management process remains human-led.
AI development suggestions are represented within the performance feature set.
Any suggestion should remain subject to human review.
No.
EdiWay AI should not make performance, promotion, capability, disciplinary, pay or statutory-induction decisions.
Not automatically.
Governance access should remain permission-aware and limited to the information required for the governor’s authorised role.
No.
AI may assist with administrative drafts or organisation where enabled, but final leave and cover decisions remain human.
Staff Records, Onboarding and SCR
Begin with the staff identity, employment information, checks and onboarding record.
HR and Workforce
Return to the wider workforce hub.
Absence, Leave, Cover and TOIL
Keep workforce availability separate from professional-performance judgement.
School Governance, Policies and Improvement
Connect appropriate workforce-development context to wider school improvement without opening individual performance records unnecessarily.
School Compliance, Risk and Evidence
Use relevant training evidence within authorised compliance workflows.
Permissions, Consent and Information Sharing
Protect individual performance, HR and development information.