CONSORTIUM BRIEFING Friday, 16 September 2005

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CONSORTIUM BRIEFINGFriday, 16 September 2005

• Review of School Staffing Structures
• Presentation by Andy Inett
• Assistant Director
• Employers Organisation for Local Government

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• The EO represents local authorities as employers
  in negotiations and consultation with trade
  unions and the government over pay and conditions
  of the full range of staff employed by local
  authorities.
• The EO also provides advice on industrial
  relations and employment issues, including the
  impact of domestic and European legislation.

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Background

• January 2004 Agreement between Government,
  employers and teacher unions
• Abolition of top 2 points of upper pay scale
• Replacement of management allowances
• Concept of excellent teacher scheme
• Recommendations from the Rewards and Incentives
  Group (RIG) to Review Body in September 2004.

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• Review Bodys recommendations in February 2005
• Introduction of teaching and learning
  responsibility (TLR) payments
• Introduction of excellent teacher scheme
• New safeguarding arrangements
• Process is a logical development from the January
  2003 Workload Agreement and the remodelling
  agenda.

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Rewards and Incentives Group (RIG)

• Department for Education and Skills
• National Employers Organisation for School
  Teachers (NEOST)
• Representing LEAs in England and Wales, the
  church organisations and foundation schools
• NASUWT
• ATL
• PAT
• SHA

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Welsh Assembly Government

• Members of the Workforce Agreement Monitoring
  Group (WAMG)
• Not a formal part of RIG yet
• Devolved powers
• but pay issues not devolved

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RIG guidance

• Sets out process for review
• Includes supporting documents

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Objective of review

• To produce structure
• To enable schools of the future to be led and
  managed effectively
• To enable teachers to focus on core teaching and
  learning responsibilities

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Process start by establishing context for review

• School improvement plan
• Progress in workforce remodelling
• Inclusive of all staff
• Not assimilation

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Start review

• by advising of scope
• by advising of timescale
• by setting out consultation arrangements with
  staff and unions
• by writing to staff

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Consultation

• Must start early
• Head and governing body must work together
• Give plenty of time

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Designing new structure

• Start from a blank sheet of paper
• What structure do you want?
• Leadership group
• TLR posts
• ASTs
• ETs
• Support staff

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TLR posts (1)

• Criterion and factors
• Permanent, not temporary
• Line management
• significant number
• Only one TLR to recognise full range of duties

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TLR posts (2)

• Spot salaries within parameters
• 1500 difference within ranges
• Fixed-term management allowances can be awarded
  up to 31 December 2005

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TLR posts (3)

• Relative weight
• Posts of equal weight should be given equal value
• Examples of how to determine weight
• Number of pupils on whom teacher has impact
• Number of teachers/staff where teaching practice
  is enhanced
• Extent of impact on teaching and learning
• Responsibilities of the post

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Options for TLR structures (1)

• Max number of TLR payments
• TLR 2 2,250
• 3,750
• 5,500
• TLR 1 6,500
• 8,000
• 9,500
• 11,000

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Options for TLR structures (2)

• Mirror of current management allowance
  structure MA
• TLR 2 2,250 1 1638
• 3,750 2 3312
• 5,500 3 5688
• TLR 1 8,000 4 7833
• 11,000 5 10572
• but expensive option?

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Options for TLR structures (3)

• Flat structure
• TLR 2 3,750
• TLR 1 6500
• 8000
• and there are a number of other options!

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Job descriptions

• Based on statutory definitions of duties
• Further definition of purpose of post
• To whom postholder reports

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Implementation plan (1)

• Teachers should know at outset what is likely to
  happen
• Extent of changes between old and new structures
• Slotting-in
• Ring fencing
• New posts
• Effect on staff morale

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Implementation plan (2)

• Cost of moving to new structure
• Difficulty of running two systems in tandem
• Timescales
• Getting to new, optimum structure
• Anticipated turnover of staff during
  implementation period
• Difficulties and opportunities

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Role of governors

• Preliminary discussions with head
• Launch of consultation on draft structure
  September/October 2005
• Early November consideration of results from
  consultation
• Further consultation, if major changes proposed

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Safeguarding (1)

• Principles
• Teachers should not suffer sudden drop in salary
• Mandatory
• Cash safeguarding
• Time-limited to 3 years

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Safeguarding (2)

• But safeguarding ceases
• At 31 December 2008
• At end of fixed-term management allowance
• If teacher gets promoted
• If teacher is awarded a TLR of same or higher
  value
• If cumulative movement on pay spine overtakes
  safeguarded sum
• If teacher moves to another school
• If teacher unreasonably refuses to carry out
  additional duties

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Safeguarding (3)

• These rules also apply to
• All new safeguarding from 1 January 2006
• Other old safeguarded allowances/sums such as
  social priority allowances
• But
• Existing safeguarding subject to old rules!

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Some general issues

• TLRs in small schools
• Recognition of pastoral duties
• Temporary TLRs
• Future restructuring
• and I am sure there are other issues !