1. HR Business Partner Team
Governor’s Briefing
HR Business Partner Team
February 2018
SERVICE IS AS OFFERED BY RBWM HR TEAM, OWN SERVICE WILL DEPEND ON PROVIDER AND RELEVANT POLICIES AND PROCEDURES

2. Agenda Governors role on appeal panels Overview of restructuring
Staff Health and Welfare
Recruitment

3. HR Appeal panels Redundancy dismissal Performance Capability dismissal
Conduct (Disciplinary) dismissal
Ill health/Absence dismissal
Grievance
Pay review (outcome of performance related pay as part of the appraisal process)

4. Governor role in appeal hearings
Panel of three Governors not previously involved in the decision – one governor to be appointed as Chair of panel
Clerk to minute any Hearing
HR to support / advise the panel on process and procedure and will challenge the Governors to consider all pertinent information as part their deliberations
WHY NO PREVIOUS INVOLVEMENT
ADMINISTRATION ETC

5. Purpose and procedure of an appeal hearing
The purpose of the appeal hearing is to give the employee an opportunity to have the decisions made at the original hearing reviewed. The review will focus on the employee’s stated ground(s) of appeal and will not take the form of a complete re-hearing.
The procedure will be in accordance with the relevant policy
QUICK OVERVIEW OF WHO DOES WHAT/WHEN

6. Decision making questions
Has there been as much investigation as is reasonable in the circumstances?
Have the requirements of the procedure been properly complied with?
Have I properly considered any explanations put forward by or on behalf of the employee?
On what has been presented at the hearing, do I genuinely believe that the employee has grounds? (on balance of probability) Example: Do I believe that they committed the misconduct as alleged (Disciplinary) …….
Have I reasonable grounds on which to sustain that belief?

7. Decision making questions (2)
Is the decision I am contemplating reasonably consistent with decisions made in previous cases?
Is the decision being contemplated free from bias against the employee related to their gender, marital status, racial origin, disability etc.
Have I provided the employee an opportunity to put forward any points for me to consider in mitigation before deciding on my decision, and have I had regard to these and to any response to them by management’s representative?
Is the decision I am contemplating, within the band of reasonable responses of a reasonable employer, in the circumstances?

8. Overview of restructuring
Governors to approve prior to staff being made aware
Potential deletion of posts requires affected staff to be put ‘at risk’ of redundancy if post not required in new structure
Redundancy costs and early release of pension (over 55’s only) costs met from school budget – cost estimates provided by HR
HR provide support to school with consultation preparation, union involvement etc.
Headteacher/SLT to carry out internal process including selection interviews where required (HR can be on panel as impartial)
Any redundancy notices issued have right of appeal to governors panel

9. Staff health and welfare
Employer has duty of care to support employees health and welfare
What support does your school offer?
- Management meeting
- Occupational Health
- Stress risk assessment
- Lifestyle Support counselling service (anonymous)

10. Recruitment
When a headteacher vacancy arises – this is a good time for boards to think strategically about the needs and structure of the school, and what skills and qualities they need in a future headteacher.
Recruitment practice - is critical to achieving a successful recruitment outcome
How to prepare and have a recruitment schedule – the recruitment process may take up to 3 months and than a new headteacher may not be available to take up the post for a further period due to notice periods

11. Recruitment
Where to go for advice – Schools Leadership Service, HR and review the National Governance Association Headteacher Recruitment Toolkit and guidelines available online
Where to advertise - headteacher vacancies should be advertised in such a manner as it considers appropriate !!!!
Shortlisting and selection process – identifying those applicants that the panel wish to interview
Interview Process – selected activities, interview questions

12. Recruitment Making a decision to appoint – Board ratification
Making an offer and pre-employment checks – references etc
…………………………………………………………………….
Overseas Recruitment

13. Questions & General Discussion
Many thanks