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NUT WORKLOAD CAMPAIGN The Next Steps. 2006 STRB workload survey concluded: “no statistically significant changes in the numbers of hours worked by full-time.

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Presentation on theme: "NUT WORKLOAD CAMPAIGN The Next Steps. 2006 STRB workload survey concluded: “no statistically significant changes in the numbers of hours worked by full-time."— Presentation transcript:


2 2006 STRB workload survey concluded: “no statistically significant changes in the numbers of hours worked by full-time teachers between 2005 and 2006” –primary classroom teachers 50.1 hours per week –secondary classroom teachers 49.1 hours Reaffirmation of NUT policy on workload & working time Response to increasing concerns over revised performance management regulations & classroom observation Overwhelming support for the strengthened union guidelines in the consultative ballot held in December 2006. Reasons for the campaign

3 The NUT’s strengthened guidelines Working time A limit to working days to a maximum of 195 per year; No more than five non-contact days for INSET per year; A maximum of 1265 hours of directed time activities per year including mid session breaks; A break of reasonable length at lunchtime No requirement to undertake midday supervision. Workload & working time

4 The NUT’s strengthened guidelines Professional duties and worklife balance The right to a reasonable work/life balance No unreasonable demands on members to work additional hours outside directed time in order to discharge their professional duties Workload and working time

5 The NUT’s strengthened guidelines Planning, preparation and non-contact time All members to receive at least 10 per cent of their timetabled teaching time for PPA; Adequate additional non-contact time for headteachers and others with additional management and leadership responsibilities Planning Sensible arrangements for lesson planning in accordance with NUT advice; No unnecessary or excessive requests for planning documents. Workload and working time

6 The NUT’s strengthened guidelines Meetings and Parents’ Evenings Meetings to be efficiently conducted with adequate notice to all staff; Meetings to be limited to a maximum of 60 minutes per week; An average of one evening meeting per term with a maximum of two evening meetings (including parents’ evenings) per week; Sensible and equitable arrangements for part time teachers’ attendance at meetings. Workload and working time

7 The NUT’s strengthened guidelines Pupil reports Members to produce no more than one report on each pupil per academic year; Reports to be a maximum of –400 words for whole reports –40 words for individual subject reports Cover A maximum cover limit of 38 hours per member per year; The cover burden to be spread evenly between staff and over the school year. Workload and working time

8 The NUT’s strengthened guidelines Exam Invigilation No requirement for members to invigilate external examinations (national curriculum tests, GCSE, AS/A2) or mock examinations or those requiring alterations to the school timetable. Administrative Tasks Members not routinely to be required to undertake clerical or administrative tasks which do not require the professional input of a qualified teacher. Workload and working time

9 The NUT’s strengthened guidelines Classroom observation Classroom observations for the purposes of performance management and evaluation of teaching and learning limited to no more than three times per year and to no more than 3 hours in total per year; At least 5 working days’ notice of observations; Fair and equitable arrangements for part time members. Workload and working time

10 The NUT’s strengthened guidelines Class sizes Class sizes should be in line with the Union’s policy: –26 pupils in the case of nursery classes with one teacher supported by an appropriate qualified nursery assistant; –27 pupils in the case of reception classes; –24 pupils in the case of mixed age classes; –20 pupils in the case of practical classes; –15 pupils in the case of classes of pupils needing particular small group or individual attention; and –30 pupils in other cases.

11 The Role of the NUT Representative Call a meeting to invite members to prioritise issues of concern in the school which they wish to pursue further. Approach the representatives of other teachers’ organisations to determine whether they share those concerns and are willing to pursue them jointly. Use the NUT booklet ‘Teachers’ Workload and Working Time Policy – Identifying Priorities and Raising Concerns – A Checklist for NUT Representatives’ to help determine what matters most to members.

12 What are members’ greatest concerns about workload? These will vary between schools. The checklist for NUT representatives lists topics which have traditionally tended to cause problems, for example: »meetings »the mid-day break »PPA time »planning »cover For each topic there are a series of questions designed to elicit key pieces of information about how that aspect of workload is managed. If the answers to these questions is predominantly ‘no’, then it is likely that school representatives will wish to pursue the matter with management.

13 An example is shown below, relating to the allocation of PPA time. The questions are as follows: Are teachers receiving at least 10% of their timetabled teaching time for PPA purposes? Is this time allocated in blocks of at least 30 minutes? Is the allocated PPA time during lesson time? Do teachers with management and leadership responsibilities receive adequate non-contact time for their additional duties? Other issues may, of course, be considered.

14 Raising the Issues Once the concerns of members have been identified, the next step is to seek a meeting with management to discuss the situation. The NUT approach is to seek to resolve problems through consultation and agreement. NUT representatives are able to seek support from their division before entering into discussions with school management.

15 Support and Advice The name and address of the local NUT contact may be found on the obverse of each NUT membership card. The NUT division or association will assist with strategies and tactics to deploy when approaching the head teacher. In some cases the NUT division and association will become directly involved in discussions with the head teacher. Where necessary the division/association will access the support of the appropriate regional office in England or in NUT Cymru in Wales.

16 What happens when problems remain unresolved? In such a case, the steps to be taken are set out below: The NUT members in the school should be advised of the lack of progress. The NUT division should be made aware of the situation and be fully involved in seeking a settlement. Should there then be no progress the NUT school representative, in consultation with the division, should gauge the strength of support for a ballot on industrial action. Should the support for industrial action be sufficiently strong, the division secretary will alert the regional office or NUT Cymru in Wales, and will request that the Union organise an indicative ballot of members.

17 What happens when problems remain unresolved - continued The decision to undertake an indicative ballot rests with the Union nationally. An indicative ballot is for internal Union information only. While the indicative ballot is underway, attempts to seek a resolution through negotiation and consultation should continue. Should a full ballot be held and the outcome successful the nature and detail of the action will be determined. Action will be sustained (no pay will be lost).

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