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Schools Update and Workshop 6th June 2013 HR Services for Schools.

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Presentation on theme: "Schools Update and Workshop 6th June 2013 HR Services for Schools."— Presentation transcript:

1 Schools Update and Workshop 6th June 2013 HR Services for Schools

2 AGENDA   Pensions Auto Enrolment   STPCD 2013 and Model Pay Policy   Payroll update   Employee Benefits – Credit Union, Cycle to Work   Safeguarding - Disclosure and Barring Service update   Health and Safety update   HR updates

3 Pension Auto Enrolment June update Karen Melville Group HR Manager Human Resources Services HR Services for Schools

4 The story so far  Staging Date 1 st May 2013  Agresso Update  End of May Monitoring  The future

5 Lessons learned  Extracting data from Agresso – not straightforward – but we are getting there!  Importance of leavers forms  Opt out forms are required for every different contract (LGPS)  2 nd Jobbers and supply teachers

6 Any Questions

7 School Teachers Pay and Conditions Document 2013 and Model Pay Policy June 2013 HR Services for Schools

8 Draft School Teachers Pay and Conditions Document 2013   No changes posted on DfE website and expectation is that there will be no changes to the Draft which we featured at our March session   Final version due within next couple of weeks   Essex presentation to SETSA covered key points too

9 DfE and NUT/NASUWT Model Teachers Pay Policies   DfE issued Model Policy but with no requirement to use this - covered pay progression and performance management and gave suggested options   NUT/NASUWT issued Model Policy and a “checklist” for their members to compare their school’s against   Sec of State wrote strong letter critical of NUT/NASUWT “checklist”

10 Options for a Model Teachers Pay Policy   Draft STPCD 2013 non- leadership Pay Ranges shows max & min but not points between   DfE suggested pay progression could be based on the extent teachers meet their individual objectives and relevant standards and how they contribute to specific impacts the school wishes to take into account, then: o o “absolute performance measures”, which if met by any teacher will mean a pay progression AND/OR o o “relative performance measures”, which means the top performing teachers will have a pay progression

11 Draft Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (1)   Implications discussed with HR colleagues regionally and the LGA and in particular with Essex HR Service   Our policy retains the spinal column points payment ranges and does not have % increases   It sets out an absolute performance measures system which if met by any teacher will mean a pay progression by a point on the scale – not just those teachers judged to have performed best

12 Draft Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (2)   This approach is consistent with Essex HR Service’s model policy for UQT, Main and Upper Range teachers   It will mean a consistent local approach, at least amongst Community Schools   The administration of pay will be far simpler than teachers getting variable % increases   We believe it will minimise equal pay claims   It will support the overall aim of stopping automatic teacher incremental progression and looking for robust performance management

13 Draft Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Consultation)   Because this is such an important policy and unlike most other HR policies it is not developed from a Borough model (there are no teachers in the Council!), we decided to consult with Headteachers and (through them) Chairs of Govs   We are also consulting, as usual, with recognised Teacher Trade Unions   Comments from Headteachers/Chairs of Govs and Teacher Trade Unions requested by 14 th June, but may be extended slightly

14 Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Implementation)   Comments from Headteachers/Chairs of Govs and Teacher Trade Unions will be considered carefully   If there are to be no significant changes then the Model Policy will be “finalised” and issued to schools before the end of June   Governing Bodies can then adopt on the basis that we will have consulted on the policy with the Teacher Trade Unions   Teacher pay scales will then be in place ready for Appraisal in September of this year’s (2012/13) performance

15 Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Key features)   UQT, “Main”, Upper and Leading Practitioner Pay Ranges all have specific spinal points   Upper range has 5 points so progress possible every year (old UPS had 3 with progress every 2 years)   Leading Practitioners to have 5 point scale within their Pay Range (like Asst HT)   New “fixed term” TLR3 has set rates   Applications for Upper range tied to Appraisal   Pay determination annually from 1 st September   Future national pay awards will be applied and there will be no scope for “withholding” these

16 Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Performance Management and Pay Progression)   Sets out evidence to be included in assessing performance   Sets out criteria for annual performance pay progression   Process set out, with written appraisal report containing pay recommendations which will be reviewed by the Headteacher (if they are not the person making the assessment)   Recommendation for pay progression from Headteacher to the Pay Committee   Employee right of appeal to Pay Appeals Committee

17 Payroll update June 2013 HR Services for Schools

18 P46s   The P46 system has now ceased   There is a new “Starter Checklist” process from HMRC   In a circumstance where a P46 would have been used, schools should download the “Starter Checklist” from the HRMC website at forms.htm#6, complete this and send it with the Pay 1 Form to Payroll   Please destroy any stocks of P46s

19 Payroll Tips of the Term!   Interrogates- reports produced after April and September progression/pay awards are an essential tool for schools to check payments to staff are correct   Pay Forms – Review date for temporary appointments/allowances is a “reminder” for the school and Payroll will only change pay if we receive a Pay Form   Overtime – Please remember to check the Position Number is correct or there could be an incorrect payment rate Thank you

20 Employee Benefits June 2013 HR Services for Schools

21 Essex Savers net Credit Union Ltd(1)   From August staff will be able join Essex Savers net Credit Union Ltd, a financial co- operative that is owned and controlled by its members with the aim of helping members save and borrow money   Initial set up fee of £5 but thereafter staff can pay in as much as they wish each month direct from their salary

22 Essex Savers net Credit Union Ltd(2)   Essex Savers is covered by the Financial Services Compensation Scheme and therefore promoted as a safe place to save   Benefits of borrowing from Essex Savers: o o competitive interest rates o o no hidden charges o o no penalty for early repayments o o fixed interest rates o o flexible repayments terms can also be arranged   Details of how staff can apply will be sent out shortly

23 Cycle2work scheme   Working in partnership with Halfords, this scheme allows employees to lease a new bike and, providing the main use of the bike is for commuting to work, they will incur no tax or National Insurance on the benefit   Completed applications need to be submitted by 28 June 2013   For more information or to order an alternative brand call the helpdesk on or visit our employer code SoSBC2013

24 Safeguarding - Disclosure and Barring Service update June 2013 HR Services for Schools

25 Health and Safety updates June 2013 HR Services for Schools

26 General Health and Safety Update   Still no news on the Government’s announcement that “burdensome” regulations will be scrapped   We are looking to hold a Health and Safety conference next year specifically for schools

27 Human Resources updates June 2013 HR Services for Schools

28 Government Pay 2013 Local Government Pay 2013   The Employers have made the following “final” offer to the unions: o o 1.0% on all pay points with effect from 1 April 2013 o o the deletion of pay point 4 with effect from 1 October 2013   Information from Local Government Association 9 May 2013: “The Trade Union Side met yesterday to consider the Employers' pay offer. The unions have each agreed to consult their respective memberships on the pay offer as the 'best achievable through negotiation'. The unions' consultations can normally take anything up to about six weeks, so we shouldn't expect an outcome until late mid to late June.”

29 Pay 2013 Teachers Pay 2013   There will be a pay award for teachers working to the School Teachers' Pay and Conditions Document (STPCD) for the 2013/14 academic year, marking the end of the two-year pay freeze imposed in 2011   The DfE is currently waiting for the School Teachers’ Review Body (STRB) to determine the exact nature of the pay award   The STRB will be using the 1% public sector pay rise as a guideline


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