1. Janitorial Review Consultation Sessions APPENDIX 1

2. The Journey Paper to Head of Education (2002) Paper to Children's Services Committee(2004) Steering Group Terms of Reference Focus Groups Visits to other Councils Consultation

3. Paper to Children's Services Committee (2004) 25 years since last change Demise of CCT Modernisation of heating systems Extended use of school facilities by local communities Role of the janitor has evolved and adapted to changing circumstances on an adhoc basis.

4. Steering Group Chair- Senior Manager Resources (Ian Robertson ) Primary Headteacher (Craig Mitchell) Secondary Headteacher (Lindsay Roy) Primary Business Manager (Wendy Penman) Secondary Business Manager (Yvonne Blackwood) Human Resources (John Kilpatrick) Financial Services (Agnes Gray) Community Services (Andy Herd) Service Support (Angus Thomson) Unison (Alex Duncan) Janitorial Services (Gary Paterson)

5. Focus Groups Reduced capacity during school core hours Fear of losing own janitor Role of janitor within community services Headteachers unaware of janitor remit Security of schools Terms and conditions (grades, hours) Capabilities and Skills of janitors Local knowledge Primary/Secondary split (different approaches)

6. Focus Groups Being part of the Service Lack of support Progression within service (development) Minor Repairs Flexible working Cover for school crossing patrols Localised management (communication, part of team, organising) Facility work

7. Visitations Context – Team Members South Ayrshire (urban) Key points Process / Context for change Move from Education Pilot Structures : 78 Janitors (30 New) 3 Area Coordinators, 6 Senior Cluster Janitors Main Observations

8. Visitations Perth and Kinross (Urban Rural) Key points Process / Context for change Pilot Structures- 57 Staff (Only 2 supply) 7 Facilities Coordinators, 50 Facilities Assistants Main Observations

9. Overall Conclusions Conclusions Crucial role of cluster Janitor / Facilities Coordinators Cover over Key times in Day Sense of Team / Positive Morale Savings made “pooled” bank run Fixed Hours increased Flexibility Underpinning issues New Vs Old transition difficulties Change Security Lets

10. Fife Council Context Collective challenge Single Status Working time directive Health and safety legislation Attendance management

11. Establishments Pre and post school 188 Establishments 17 Community Use Buildings 36 Child Care Clubs 34 School Lets

12. Present Management

13. Staffing : Present

14. Key Principles PUPIL DAY ___________________ 9am3pm STAFF DAY _______________________________ 8am 3pm 5pm MAINTENANCE ______________________________________________ 6am8am3pm5pm COMMUNITY USE ______________________________________________________________ 6am8am3pm5pm10pm

15. Objectives 1) Cover pupil day 2) Improved terms and conditions 3) Single shift pattern 4) Retain integrity of the Service 5) Geographical clustering 6) Maximise Janitor capacity at a cluster level 7) Principle of equality of workload 8) Integrate flexible working patterns

16. Staffing : Present

17. Shift Pattern Times No Of Janitors Weekend Work 06.30-1500 3 07.00-15.30 08.00-16.30 9 6 08.30-17.00 09.00-17.30 9 10.00-18.30 13.00-21.30 3 14.30-23.30

18. Staffing :Future 30 janitor cluster

19. Potential Areas Option 1 Dunfermline and West Fife Kirkcaldy,Burntisland,Kinghorn and Lochgelly Glenrothes and Levenmouth North Fife Each area would have 1 area coordinator 4 assistants approx 49 janitors and 65 school crossing patrols

20. Option 1

21. Potential Areas Option 2 Dunfermline and West Fife Dunfermline and Inverkeithing Kirkcaldy,Burntisland and Kinghorn Lochgelly Cowdenbeath,Cardenden and Kelty St Andrews and Waid Levenmouth Bell Baxter Glenrothes 1 area coordinator 1 assistant,approx 24 janitors and 32 school crossing patrols

22. Option 2

23. Minor Works Examples Only Renew damaged runners or drawers Replace damaged hinge Renew Handles on door Refix toilet roll holder Replace damaged lock Unblock sink Replace toilet syphon Replace toilet seat Repair leaking waste pipe

24. Employment package An employment package which emphasises recognition for performance, career development and work life balance Flexible working Opportunities Competency based progression with a clear path forward with new skills to adapt to change

25. What else do we need to do? Devolve responsibility but assure accountability Encourage learning and development Improve staff confidence/morale Promote a culture of openness Measure, monitor and evaluate performance Ensure continuous improvement

26. Feedback What do you see as the strengths / weaknesses of : Option1 Option 2 What do you see as the strengths and weaknesses of the new work patterns? What do you want to call the modernised service?