Staffing adjustments in schools Ian Cooper Senior HR Consultant (Schools)

Staffing adjustments in schools

Ian CooperSenior HR Consultant (Schools)

Context

• 2009/10 school year – 182 staffing adjustments in Norfolk schools

• Most following the same timescale (i.e. with target effective date of 1st September 2010)

• Direct impact on 450 employees

• Impact on the work of the ESC

• 2010/11 expectation is more of the same

Process

• Staffing adjustments follow a Code of Practice agreed with the recognised trade unions

• The Code of Practice and all related documents, including the Staffing Adjustment Scheme, are currently being reviewed

• Existing process has been BPR’d in light of move to HR Shared Service

Benefits of the BPR’d process

• Reflects the HR Shared Service structure

• More efficient use of the available HR resource

• Focused use of HR Consultant time

• Closer working between HR and Trade Unions/Professional Associations

• Quicker processing of outcomes

A four stage process1. Identifying the problem, finding the solution.

The PLANNING stage.

2. Sharing proposals and seeking views. The CONSULTATION stage.

3. Identifying who is affected. The SELECTION stage.

4. Dismissal, appeal and implementation. The HEARINGS stage.

+ VOLUNTARY SOLUTIONS

Who does what?

• Headteacher with Governors

• Headteacher

• Governors (panel 1)

• Governors (panel 2)

• Local Authority (through HR)

PLANNING• Identify problem – budget deficit, falling roll, loss of

funding …

• Existing staff, anticipated turnover …• Possible solutions• Preferred solution• Initial discussion with staff• Prepare and issue consultation

document(s)• HR support sessions

CONSULTATION (1)Consultation includes:• Reasons for proposed changes (budget, pupil

numbers …)

• Details of the proposed changes (level of reduction, affected group, means of selection)

• Statutory information about payments and dismissal processes

• Who to contact for more information• End date of consultation

CONSULTATION (2)

• With recognised trade unions (at County level) and affected staff group(s)

• Information on voluntary options prepared and issued if requested

• Meetings if requested/required

• Consider possible voluntary solutions

• Consider any consultation responses

• Make any changes – notify affected staff

SELECTION

• Apply the method of selection agreed through consultation (skills audit? Interviews? automatic selection?)

• Inform those provisionally selected

• Offer support – explain process of dismissal to those selected

HEARINGS• Two stage process (potentially)

• First stage – Redundancy hearing

• Second stage – Appeal hearing• Formal process – Employee has right to be

represented. Advice given to governors panel.

• Implementation of outcome

• Obligation to search for alternative employment

Support from HR• Drop in sessions for Heads and Governors to get

support from HR Consultant at the planning stage• HR Consultant advice on consultation documentation

and any feedback received• Provision of information to employees on voluntary

options• Formal support at the Hearings stage for both Head and

Governors’ panel• Liaison with Trade Unions/Professional Associations • Issuing/support in drafting dismissal letters and

processing voluntary options and compulsory payments

Ongoing review

• The Staffing Adjustment Code of Practice and associated documents. Aiming to simplify and to ease access.

• Working practices – finding the best approach with an element of more focused support in some cases

• Working with Heads, Governors and Trade Unions