- Cornwallis Academy Funding Agreement
- New Line Learning Academy Funding Agreement
- Tiger Primary School Funding Agreement
- Articles of Association
Gender Pay Gap Reports
Policies and Procedures
Our policies aim to provide staff, students, parents and carers with clear information about the standards expected by all members of the Future Schools Trust community. Please see individual school websites for specific school policies and procedures.
- Accessibility Policy
- Charging and Remissions Policy
- Child Protection Policy
- Complaints Procedure
- Equality & Diversity Policy
- Freedom of Information
- Governors’ Allowances
- Health and Safety Policy
- Whistleblowing Policy
School policies and procedures can be viewed on their individual websites. Please click on the link below to be taken directly to that establishments policy pages:
- Cornwallis Academy
- Cornwallis Academy Sixth Form
- New Line Learning Academy
- Tiger Cubs Day Nursery
- Tiger Primary School
Child Protection and Safeguarding
We are committed to a safe and secure environment, free from fear or intolerance. Our policies are reviewed and updated frequently to make sure we keep all aspects of our procedures as robust as possible and evidence based best practice is applied to address the ever changing challenge to the wellbeing for everyone within the FST community.
If you see or hear anything which concerns you relating to the wellbeing of a child no matter how small, then please report it to one of the officers as soon as possible. Do not outline the details in an email, it is important that you speak in person about your concerns. Please report to reception, who will be able to locate one of the officers for you. Do not disclose the details of your concern to anyone else.
Future Schools Trust comprises of Cornwallis Academy, New Line Learning (NLL) Academy, Tiger Primary School and Tiger Cubs Day Nursery. Each of these establishments has its own specialist child protection officers.
General Data Protection Regulation
The GDPR has enhanced the rights of individuals and refined the scope of when personal data can be processed. As a result of this, we would like to take this opportunity to make you aware of the changes and also to reiterate Future Schools Trust commitment to handling data in a fair, responsible, secure and lawful manner. Below is a copy of Future Schools Trust updated privacy notice and data protection policy.
Executive Pay 2019/20
In line with the Academies Financial Handbook 2020, academy trusts must now publish on its website in a separate readily accessible form the number of employees whose benefits exceeded £100k, in £10k bandings, as an extract from the disclosure in its financial statements for the previous year ended 31 August.
Benefits for this purpose include salary, other taxable benefits and termination payments, but not the trust’s own pension costs. In the case of employees who are trustees, their salary and other benefits will also be disclosed in £5k bandings in the trust’s financial statements, as set out in the model trustees’ remuneration note in the Academies Accounts Direction.
The number of employees whose employee benefits (excluding employer pension costs) exceeded £100,000 for the year ended 31 August 2020 was:
|£100,000 – £110,000||1||0|
|£110,001 – £120,000||0||0|
|£120,001 – £130,000||0||0|
|£130,001 – £140,000||0||0|
Public Sector Equality Duty
Since the Equality Act became law in 2010, public bodies have been required by law to uphold a duty to promote disability, race and gender equality. In April 2011 this was replaced by a single public sector equality duty (known as the PSED or the equality duty). This new duty extends to all the aspects of a person’s identity – known as ‘protected characteristics’ – that are protected under the Equality Act 2010: race, disability, sex, age, religion or belief, sexual orientation, pregnancy and maternity and gender reassignment.
From April 2012 schools have been required to publish information annually, showing how they comply with this equality duty. Schools are also required to publish objectives linked to this duty at least once every four years. In complying with this duty, we are therefore committed to promoting strategies, opportunities, policies and procedures that will help us:
- eliminate discrimination, harassment, victimisation;
- remove or minimise disadvantages;
- take steps to meet different needs;
- encourage participation when it is disproportionately low;
- advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
- foster good relations across all protected characteristics – between people who share a protected characteristic and people who do not share it.
Please click here, you can view a copy of our Equalities and Diversity Policy on our Policies page.