VIEWS: 5 PAGES: 8 POSTED ON: 10/3/2012
Schools.Comm Croydon Schools HR Consultancy April 2012 An overview of key HR issues for schools to consider and review over the Summer Term 2012 April 2012 Incremental Progression for Support Staff Following the Employment Based Cost Review (EBCR) the arrangements for incremental progression for support staff have changed. In community, voluntary aided and schools which adopted EBCR, incremental progression is now dependent on achieving an excellent rating in the annual performance review. All excellent ratings should be reviewed by a moderating panel which will recommend whether or not an increment can be awarded. In addition to receiving an excellent rating, increments may only be awarded if the individual: - has been in post for the full performance year (1 April 2011 – 31 March 2012) - has not reached the top of the incremental range for their grade Schools which purchase the Council’s payroll should use the “increment instruction form” (which can be found at http://www.croydonhr.co.uk/File/incrementation_-_support_staff_feb_2012.doc) to inform payroll of the change. All increments will be backdated to 1 April 2012. Foundation and voluntary aided schools which have not adopted EBCR are not affected by this change. Staff in these schools will increment as normal from 1 April 2012. Occupational Health The Occupational Health Service is introducing a new on line system for referrals and pre employment questionnaires which will lead to a more efficient and quicker service with the added benefit that schools will be able to track each step of the process. On line referrals were introduced on 16 April 2012 and schools were advised of this at the end of last term. Electronic pre employment health questionnaires will be introduced on 16 May 2012. The new referral process Schools will need to review the guidance on the Croydon schools website so that they are able to make electronic referrals to Occupational Health: this will include setting up user profiles. Within the guidance there are quick links to enable schools to complete this process. Schools will now be responsible for submitting Occupational Health referrals and they will no longer be sent via the HR Consultant. The HR Consultants will however continue to be able to support schools in preparing referrals, and it is recommended that schools send draft copies of their referrals to their HR Consultant before submitting them. Pre employment health questionnaires Pre employment health questionnaires are an essential part of the recruitment process. All offers of employment should be subject to satisfactory checks prior to employment which includes references, CRBs and medical checks. The purpose of the medical checks is to ensure that new recruits are fit to work within the school environment. In the case of teachers there are statutory ‘Fitness to teach’ regulations that have to be assessed by a medical professional as part of the recruitment process. In order for the appropriate reviews to take place, pre employment questionnaires should be submitted as soon as the offer of employment has been made. The new process will be for schools to include a link to the health questionnaire in offer letters. Further information about how this will work will be made available to schools in the early part of the term. Full information about the new processes can be found on the schools HR website - http://www.croydonhr.co.uk/index.php?page_id=160. Payroll Payroll: data inputting To improve the support we are able to offer to schools using the Council’s payroll we are increasing capacity within our HR data team. In the future the data processing officers will be leading on systems support and development. The work they currently undertake inputting payroll data is now being handled by our payroll provider, Liberata. Schools already have a named link at Liberata who is now their first point of contact for all payroll matters. The email address for payroll remains the same – Schoolspayroll@croydon.gov.uk. Payslip delivery The delivery of payslips for staff in schools which purchase the payroll service has been via the school courier service. Payslips will continue to be delivered via the courier service and they will be delivered on the fourth Friday of the month. Schools which have purchased the courier service SLA and are having two deliveries a week will receive the payslips in the delivery after they are received at the Council offices. Depending on the decisions individual schools have made about the courier service SLA, it may be the case that payslips will reach schools a few days later than has previously been the case. In schools where this will happen, staff will need to be advised of the change. Payroll deadlines The payroll deadlines for the financial year 2012-13 can be found on the schools HR website - http://www.croydonhr.co.uk/File/040_schools_payroll_calendar_201213.xls CHRIS self service training There will be a training session on CHRIS self service on 12 June 2012 2.00 – 5.00 Taberner House The session will be an introduction to the system and is aimed at those who have not used self service or who would like a refresher session. To book a place, contact email@example.com HR Administration handbook The HR Administration handbook has been updated and reviewed. New flow charts have been added to it giving clear guidance about each transactional process and the respective roles of schools and the HR and payroll services. The revised handbook will be available on the schools HR website by the end of April 2012. Overseas teachers from Australia, Canada, New Zealand the USA New regulations have been introduced to allow teachers from Australia, Canada, New Zealand the USA who are recognized as fully qualified teachers in their own countries to be awarded Qualified Teacher Status (QTS) in England without the need for further assessment. Teachers must apply to the Teaching Agency before they can be awarded QTS. Full details about the new arrangements and the application form can be found at http://www.education.gov.uk/a00205926/australia-canada-nz-usa All overseas teachers regardless of their home country and duration of visa must join the teachers’ pension scheme on appointment unless they choose to opt out. Please contact the Teachers Pensions Team at firstname.lastname@example.org for further advice. Recognition of Qualified Teacher Learning and Skills (QTLS) status in schools New regulations have been introduced that allow the status of QTLS to be recognized in schools. Holders of QTLS can be recognized as qualified teachers provided they are and continue to remain members of the Institute for Learning (IfL). Schools need to check with the IfL that a teacher has QTLS status before appointing them. Further details about the arrangements can be found at http://www.education.gov.uk/a00205922/qlts-guidance Teacher Standards New national standards for teachers have been developed. The standards relating to conduct came into effect from 1 April 2012 and the standards relating to professional practice come into effect on 1 September 2012. As part of the revised appraisal process for teachers, teachers will need to be assessed against the professional standards as part of their annual performance review. HR and School Improvement are working together to provide guidance and training for schools about the standards and the new appraisal process. A new model appraisal policy based on DfE guidance is being developed. The standards can be found at http://media.education.gov.uk/assets/files/pdf/t/teachers%20standards%20from%20september %202012.pdf HR Policies After consultation with the Teachers Professional Associations and Trade Unions, we have produced a model pay policy which has been added to the schools policy handbook on the website, www.croydonhr.co.uk. The model pay policy applies to teachers and support staff for all types of schools We have also produced a rewarding additional duties policy for support staff. This policy and procedure replaces the arrangements for honoraria and ensures a flexible and efficient method to reward employees carrying out duties in over and above those contained within their role. It also ensures that the process is monitored for equality purposes. The policy can be found on the Croydon schools HR website – www.croydonhr.co.uk . We have been working with the Teachers Professional Associations to develop a new capability policy for teachers which is based on the new model policy produced by the DfE. This policy should be available on the schools HR website by the end of May. We will also be developing a new model appraisal policy for teachers, incorporating a classroom observation protocol, and this will be available on the website later this term. The policy will be based on the DfE’s model policy. The policies will need to be adopted by the governing body, and we recommend that they are included on the governing body agenda for this term. Once the policies have been adopted by governors they should be given to staff and they should be asked to sign a form to say that they have received them. Agencies and outside contractors: safer recruitment checks When schools engage staff from recruitment agencies or via contractors, it is essential that they ensure the agency or contractor is following safer recruitment practices. It has come to our attention that some external organisations are not always following good practice, and schools need to reassure themselves about the recruitment practices of the organisations they use. The statutory guidance on Safer Recruitment states the following about employment agencies and contractors: It is important that schools obtain written assurance from agencies and contractors (whose staff work with or provide services for children for whom the school is responsible) that specifies that they operate procedures that include features described in the Safer Recruitment training and that any staff supplied to the school will have been subject to those safeguards. Employment agencies that supply staff to schools must make the same checks on those staff as schools are required to make on staff they employ directly. Schools are legally required to obtain written confirmation from an agency that it has carried out all the appropriate checks on staff it supplies and that those are satisfactory. Further details on the can be found in chapter four of Safeguarding Children and Safer Recruitment in Education, DCSF 2006. In relation to contractors, schools should ensure that the terms of the contract with the contractor sets out their requirement to adopt and implement the measures described in DfE Safer Recruitment practices when recruiting staff. The school must monitor contractors’ and agencies’ compliance with the requirement and regularly review the safer recruitment policies, procedures and practices used by their suppliers. Extended schools that use contractors to provide services before or after school hours should make similar arrangements to ensure that the staff employed by the contractor are properly recruited and vetted. The key areas that schools should seek reassurance from their providers about are: - whether two satisfactory references have been provided including a reference from the most recent employer (it is good practice for agencies to supply schools with copies of the references) - how the ISA barred list for children (the old List 99) is checked and how CRB checks are undertaken - how positive CRB disclosure information is managed and decisions taken about the suitability of an individual to work with children and young people - CRB Service In response to the problems that have been experienced with CRB forms not reaching Taberner House, we have introduced a CRB application receipt form which can be found at http://www.croydonhr.co.uk/File/crb_application_receipt_form.doc. Schools that complete this form and enclose it with their CRB applications will receive an acknowledgment of receipt. Schools that require a check of the ISA barred list for children (the old List 99) should contact the CRB Administrator at CRB.Administrator@croydon.gov.uk. When positive disclosures are received from the national CRB, schools are contacted for further information so that the Council’s safeguarding panel are able to provide advice. Schools need to state, with as much detail as possible, what information/disclosure the individual made to the school when they were appointed/offered the position/voluntary work. If the individual did not make a full disclosure at the time or if the information given previously does not match the information on the positive disclosure, schools should arrange to meet with the individual to discuss why and to obtain the full details. Trust and honesty is an important part of this process and the individual needs to give full details of what happened, ie: • Nature, seriousness and relevance. • How long ago it occurred. • If it was a one-off or part of a history. • Circumstances of it being committed. • Changes in applicant’s personal circumstances. • Decriminalisation. • Remorse Safer Recruitment Training The next Safer Recruitment training has been arranged for: Thursday 21 June 2012 9.00 – 4.30 Heathfield Please remember that all recruitment panels must have at least one person on the panel that has completed the accredited training and training needs to be renewed every 5 years (not every 3 years). For further details and bookings please email: email@example.com or telephone 020 8064 7188 Maternity Maternity cases can only be processed when all the relevant forms have been received. We therefore request that schools only send the forms once they are all complete. They should be sent to Schools Administration, HR Consultancy, 8th Floor, Taberner House. Please could schools remind staff to take copies of their papers as they may be needed for other personal reasons at a later date. Personal files Schools are responsible for maintaining full personal files for each member of staff. As part of our service to schools which purchase the HR SLA, we have provided an audit tool for personal files which gives clear guidance about which documents should be in the files. As part of our SLA visits we offer to spot check personal files to support schools in retaining appropriate information about their staff. The need to keep all relevant documents about staff in the personal files is an area that could become subject to audit checks, and schools need to ensure that they are prepared should these checks be introduced. Support Staff undertaking a teaching role When NJC support staff transfer to a teaching role in an unqualified or qualified capacity, please remember to notify the Teachers Pensions Team as well as your HR provider of the change in contract, for teachers’ pensions purposes. The same applies if the employee reverts to their NJC support role and ceases teaching altogether. For schools using external payroll providers, please also ensure that the correct teachers’ pensions contribution rate is applied to the teaching salary (which may be in addition to LGPS pension contributions). For schools which purchase the payroll service this will be done automatically.
Pages to are hidden for
"april 2012 newsletter final"Please download to view full document