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JOB DESCRIPTIONS
GUIDANCE FROM THE NATIONAL UNION OF TEACHERS
1 THE SCOPE OF JOB DESCRIPTIONS
i) THEIR PURPOSE
The purpose of a job description is to set out a fair, clear and mutually understood statement of the grading
and salary of the post held by the teacher and the work and responsibility reasonably attached to that post.
Developments in education such as the new pay structure, performance management and school
inspection make it essential for the effective protection of members’ interests for all teachers to have clear
job descriptions setting out in writing what reasonably may be expected of them.
Job descriptions assist in a number of ways. They can help to reduce the scope for differences of
interpretation as what should and should not be expected of each teacher. This can protect teachers as
well as assisting with everyday school management. They can help to prevent discrimination and the
imposition of excessive or unreasonable workload demands. Equally, they can help to ensure proper
recognition in terms of salary for additional responsibilities.
The Union believes that fair, clear and accurate job descriptions have a vital role to play in protecting
members’ interests. This document provides guidance on the status of job descriptions and on how they
should be constructed. It includes a recommended framework for job descriptions and a series of models
which, although not intended to be exhaustive, should be used for reference in any discussions on this
matter.
ii) IN RELATION TO THE MANAGEMENT OF THE SCHOOL
The purpose of a School Development Plan is to set out the school’s objectives. The realisation of these
objectives depends particularly upon the staff of a school and this in turn requires the development of a
staffing structure which allocates fairly to individual members of staff the particular responsibilities which
have to be discharged to attain those objectives. Proper job descriptions are an essential part of that
process for the purposes both of good management of the school and of the proper protection of the
interests of the teachers in the school.
Although all teachers’ statutory professional duties are the same, individual teachers play different roles
within their schools. According to their posts, therefore, their particular responsibilities will be very different.
Teachers’ job descriptions must describe the post held, rather than the postholder. If this distinction is not
observed, the school staffing structure will not be sufficiently sensitive to cope with the impact of individual
staffing changes in the school. A proper staffing structure and associated job descriptions are therefore
crucial to the effectiveness of the school, the determination of proper salaries for teachers and the
prevention of unreasonable workloads upon teachers individually and collectively.
iii) SOME IMPORTANT PRINCIPLES
At best job descriptions delineate the particular responsibilities of an individual teacher’s post. The section
of the School Teachers’ Pay and Conditions Document relating to the ‘conditions of employment for
teachers other than headteachers’ provides considerable detail as to the professional duties which may be
required of a teacher. A job description should not therefore rehearse or, even worse, amplify the
provisions of the Pay and Conditions Document. Furthermore, it should not extend to responsibilities which
are not detailed in the Order. Examples of these malpractices submitted to the regional office include
responsibility for lunchtime supervision, classroom decoration and preparation of food for governing body
meetings!
Dictionary definitions of “descriptions” and “describe” give: ‘to class or to sort’; ‘to trace out or delineate’;
and elsewhere, ‘to describe factually as it is not expressing feelings or judgements’. Job descriptions must
be free from “loaded” expressions. Phrases such as those requiring teachers “to ensure the highest
standard of” or “to use effectively” or “to provide a consistent and positive influence upon” are plainly not
acceptable. 1
3 PERFORMANCE MANAGEMENT
The purpose of this document is not to give advice on performance management. Such advice has been
issued separately by the Union and is available from the regional office upon request.
4 DRAWING UP JOB DESCRIPTIONS
The construction of any job description is the headteacher’s responsibility. The job description may be
used by the teacher in any claim for the award of a management allowance based on additional levels of
responsibility, or in an equal pay or sex discrimination case. It is therefore vital that the headteacher (the
only person within the Pay and Conditions Order with the power of reasonable direction) draws up the job
description. This should only be done after discussion with the teacher. The Union’s view is that:
G The job description should be kept simple;
G It should state the age range or subject(s) a teacher is expected to teach;
G It should list any particular responsibilities relevant to the post.
G It should describe the teacher’s job factually, not using any expressive or judgemental language.
G It must not be a vehicle for the statement of performance targets, nor should it seek to be a
description of perfection. Phraseology such as “ensure the highest standards of”, “play a full
part in”, “maximise the potential of”, or “anticipate fully the needs of all …” should be
strenuously avoided. (These examples are from proposed job descriptions sent to the South
West regional office).
G It must not in any way resemble “a fixed criteria of good practice”.
5 EXTRA CURRICULAR ACTIVITIES
No teacher can be required by means of a job description to undertake duties which are not part of the
statutory list of duties laid down in the Pay and Conditions Document. Certain job descriptions (see, for
example, the attached specimen for a teacher of drama) may specify, however, that curriculum-related
responsibilities attach to a teaching post in respect of activities which do not always take place during the
school day. Such activities may include, for example, drama productions or out-of-school visits.
Time spent on such activities is part of directed time and counts towards the 1265 hours. Where the work
is undertaken other than during one of the school days it should be one of the 195 days or, if involving work
with pupils, one of the 190 days.
6 SIGNING A JOB DESCRIPTION
The School Teachers’ Pay and Conditions Act was imposed by the government in the late 1980s during
Kenneth Baker’s time as Secretary of State for Education. Its terms have never been endorsed by the
NUT. Some LEAs have attempted to give job descriptions the status of contractual terms. A person’s job
description is not part of a teacher’s contract.
You may be asked to sign a job description. You should only sign a job description if you are in agreement
with it. If you are asked to sign a job description purely to acknowledge receipt of the job description
document then alongside your signature should appear a form of words which makes it clear that you are
signing for this purpose.
Legally binding conditions of employment are currently as may be determined by the Secretary of State
under the Pay and Conditions Act or as negotiated between teachers collectively through the unions and
their employing LEAs (or governing bodies in foundation schools/sixth form colleges). Teachers’ contracts
are not to be bargained at school level between headteachers and teachers.
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7 CHANGING A JOB DESCRIPTION
Any change to a teacher’s job description should only occur after there has been discussion with the
teacher. If any amendment to the job description is proposed about which a member wishes to seek
advice, such advice should be sought from the local association secretary or the regional office.
8 MODEL JOB DESCRIPTION
Below is the recommended format for a job description which has been drawn up by the NUT. In cases of
any dispute arising over the content of a proposed or existing job description which cannot be resolved
within the school, the advice of the local association secretary or the Union’s regional office should be
sought immediately.
A MODEL JOB DESCRIPTION
Name
Title of Post
Salary Grade
Employment Duties (including a short statement as follows:
“This job description is to be performed in accordance with the provisions of the School Teachers’
Pay and Conditions Document and within the range of teachers’ duties set out in that document”)
Relationships
G To whom is the postholder accountable?
G With whom does s/he liaise?
G For whom is s/he responsible?
Purpose of the Job
(This should be expressed in one sentence)
Particular Responsibilities
This section should set out the responsibilities allocated to the postholder. These will include, as
appropriate, any responsibilities for formulating or recommending policy, for plant, equipment,
people and money.
Key Tasks
These are the tasks allocated to the postholder as part of the overall responsibilities to be performed.
A Further Statement
The job description and allocation of particular responsibilities may be amended by agreement from
time to time.
Terminology
In drawing up the job description, care should be taken to avoid terms which might be directly or
indirectly discriminatory.
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EXAMPLE 1
1. Title of Post
Class Teacher (currently year 2)
2. Salary Grade
Teachers’ Pay Spine
3. Employment Duties
This job description is to be performed in accordance with the provisions of the School Teachers’
Pay and Conditions Document and within the range of duties set out in that document so far as
relevant to the postholder’s title and salary grade. The performance of these duties is under the
reasonable directions of the headteacher made known from time to time as appropriate.
The main employment duties attaching to this post are as follows:
a. teaching according to their educational needs the pupils assigned to him/her, including the
setting and marking of work to be carried out by the pupil in schools and elsewhere.
b. planning and preparing courses and activities and attendant duties for the integration of the work
of the class into the work of the school as a whole.
4. Relationships
The postholder is responsible to …………………… for his/her teaching duties and responsibilities
and for teaching tasks.
5. Purposes of the Job
The postholder undertakes the teaching of the pupils of year 2 and associated pastoral and
administrative duties in respect of the pupils in this class.
6. Particular Responsibilities
The particular responsibilities attaching to the post of class teacher are as follows:
a. to control and oversee the use and storage of books and other teaching materials provided for
class usage; and,
b. to supervise the work of non-teaching assistant(s) relevant to the allocated class.
7. Key Tasks
The key tasks attaching to the post of class teacher are:
a. the teaching of year 2 pupils;
b. the assessment of pupils’ achievements and progress by reference to standard arrangements
applicable to the school;
c. contributing to meetings, discussions and management systems necessary to ensure the co-
ordination of the work of the school as a whole;
d. the establishment of an inventory and database for books and equipment.
The job description and allocation of particular responsibilities may be amended by agreement from
time to time.
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EXAMPLE 2
1. Title of Post
Head of Business Studies Department.
2 . Salary Grade
Teachers’ Pay Spine + Management Allowance 3.
3. Employment Duties
The job description is to be performed in accordance with the provisions of the School Teachers’ Pay
and Conditions Document and within the range of teachers’ duties set out in that document.
The main employment duties attaching to this post are to advise the headteacher and to take
responsibility for the organisation, management and control of the Business Studies Department,
including:
a. the co-ordination within the department of the preparation and development of courses to study,
teaching materials, teaching programmes, methods of teaching and assessment, pastoral
arrangements and discipline;
b. the organisation of departmental meetings for the above purposes;
c. contributing to the selection for appointment and professional development of teachers and non-
teaching staff including the induction and assessment of new teachers to work in the department.
and as a class teacher the following:
a. teaching according to their educational needs the pupils assigned to him/her including the setting
and marking of work to be carried out by the pupil in school and elsewhere;
b. planning and preparing courses and activities and attendant duties for the integration of the work
of the class into the work of the school as a whole.
4. Relationships
The postholder is responsible to the headteacher in all matters, to the deputy head and director of
studies in respect of the departmental timetable and curriculum development and to the senior
teacher through the appropriate year head in pastoral matters.
The postholder supervises the teaching and non-teaching staff allocated to work in the Business
Studies department.
5. Purpose of the Job
To manage all aspects of the teaching of business studies within the overall educational aims of the
school and to promote successful teaching and learning in the subject.
6. Particular Responsibilities
To advise the headteacher on the aims and policies of the Business Studies department and
organisational constraints which limit these.
To promote the effective use of the department’s equipment; to oversee the maintenance of the
materials and fabric of the department and the observance of relevant health and safety regulations.
To maintain control of the department’s budget.
7. Key Tasks
The key tasks attaching to the post of Head of Business Studies are as follows:
a. to prepare and maintain programmes of study for the Department and supervise their
implementation;
b. to contribute to meetings, discussions and management systems to ensure the integration of the
work of the department into the school as a whole;
c. to monitor and clarify the resource requirements of the department and, from time to time, to
requisition for resources and materials in accordance with arrangements made for the purpose;
d. to devise arrangements for reporting to parents on the progress of pupils undertaking studies in
the department in accordance with the school’s overall systems;
e. to assist the headteacher in the preparation of reports relating to the work of the department to
be made to the LEA and to the school’s governing body;
The job description and allocation of particular responsibilities may be amended by agreement from
time to time.
Last updated in August 2001
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