Supply teaching and induction  (link for full guidance below this text)

Long-term supply contracts (one term, or equivalent, or more) which can count towards induction

3.24 A supply teaching contract can only count towards the induction period if it is clear from the outset that the contract will last for the minimum period of employment (one term or the equivalent), the head teacher/principal agrees to this in advance and an induction programme is put in place beforehand and registered with the Appropriate Body.
Short-term supply contracts (less than one term)
3.25 Short-term supply placements of less than one term, or equivalent, cannot count towards induction as such a post is unable to provide an NQT with the breadth of experience, support and assessment necessary to be able to demonstrate meeting the induction standards (see paragraph 1.40 - 1.43 ). If a short-term supply contract is extended beyond one term the induction programme cannot be backdated but should be put in place as soon as it is agreed that the contract will last for a further term or more.
Limit on supply work
3.26 NQTs are encouraged to start their induction as soon after gaining QTS as possible, therefore, the amount of supply work where no induction programme is in place (e.g. short-term supply contracts) that an NQT can do is limited to four terms only. This four term limit starts as soon as the NQT has begun his or her supply placement with no induction programme in place (however long that placement may be). These four terms are measured as a fixed calendar period, rather than an aggregation of supply work. Therefore, once the 'clock starts ticking' it does not stop during periods when the NQT is not undertaking supply work.
3.27 Once the four term limit is reached the NQT cannot undertake any further supply work in a maintained school, non-maintained special school, maintained nursery school, or Pupil Referral Unit (PRU) unless:
 · an extension has been granted by the Appropriate Body (see below); or
· if the post in question is a supply placement of at least one term ,an induction programme has been put in place, and it is in a suitable setting for undertaking induction; or
· if the NQT is also concurrently working part time in another post/workplace where induction is being undertaken.
Extension of the short-term supply limit
3.28 In exceptional circumstances an Appropriate Body can agree to extend the period during which a NQT can undertake short-term supply work beyond the 4 terms. Examples of circumstances that might be considered exceptional are:
· The NQT is unable to secure a post that can offer induction due to there being a shortage of such posts in the region;
· Personal circumstances, e.g. childcare or other care commitments, that mean the NQT is unable to move to another region in search of posts that can offer induction;
· Serious illness preventing the NQT from securing a post within a school that will last at least one school term.
3.29 The Appropriate has discretion to extend the period by up to a maximum of 12 months. The Appropriate Body should confirm its decision in writing, including the start and finish dates of any such extension.
3.30 Such extensions will only apply to the schools for which the Appropriate Body has responsibility. If, for example, a NQT moves to another Local Authority he or she would have to apply to the new Appropriate Body if he or she wishes to continue to undertake short-term supply work. This is because the employment market may be different in another Appropriate Body's area. In all cases it will only be possible to extend for a further year beyond the initial entitlement of 4 school terms.
3.31 It is also possible to continue short-term supply work beyond the limits in paras XX, provided the NQT finds a part-time permanent or fixed term position where induction can be undertaken. For example, he or she could be contracted for half the week at a school to undertake induction and be free to do short-term supply work for the remainder of the week. The fixed term contract would need to comply with the rules on minimum periods of employment i.e. to last for at least a term or equivalent (see 3.27 above).