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Schools Update and Workshop 6th June 2013 HR Services for Schools

Schools Update and Workshop 6th June 2013 HR Services for Schools

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Page 1: Schools Update and Workshop 6th June 2013 HR Services for Schools

Schools Update and Workshop

6th June 2013

HR Services for Schools

Page 2: Schools Update and Workshop 6th June 2013 HR Services for Schools

AGENDA Pensions Auto Enrolment STPCD 2013 and Model Pay Policy Payroll update Employee Benefits – Credit Union, Cycle to

Work Safeguarding - Disclosure and Barring Service

update Health and Safety update HR updates

Page 3: Schools Update and Workshop 6th June 2013 HR Services for Schools

Pension Auto EnrolmentPension Auto Enrolment

June 2013 - updateJune 2013 - update

Karen MelvilleKaren Melville

Group HR ManagerGroup HR Manager

Human Resources ServicesHR Services for Schools

Page 4: Schools Update and Workshop 6th June 2013 HR Services for Schools

The story so far......The story so far......

Staging Date 1Staging Date 1stst May 2013 May 2013

Agresso UpdateAgresso Update

End of May MonitoringEnd of May Monitoring

The future...............The future...............

Page 5: Schools Update and Workshop 6th June 2013 HR Services for Schools

Lessons learnedLessons learned

Extracting data from Agresso – not straightforward – Extracting data from Agresso – not straightforward – but we are getting there!but we are getting there!

Importance of leavers formsImportance of leavers forms

Opt out forms are required for every different contract Opt out forms are required for every different contract (LGPS)(LGPS)

22ndnd Jobbers and supply teachers Jobbers and supply teachers

Page 6: Schools Update and Workshop 6th June 2013 HR Services for Schools

Any QuestionsAny Questions

Page 7: Schools Update and Workshop 6th June 2013 HR Services for Schools

School Teachers Pay and Conditions

Document 2013

and Model Pay PolicyJune 2013

HR Services for Schools

Page 8: Schools Update and Workshop 6th June 2013 HR Services for Schools

Draft School Teachers Pay and Conditions Document 2013

No changes posted on DfE website and expectation is that there will be no changes to the Draft which we featured at our March session

Final version due within next couple of weeks

Essex presentation to SETSA covered key points too

Page 9: Schools Update and Workshop 6th June 2013 HR Services for Schools

DfE and NUT/NASUWT Model Teachers Pay Policies

DfE issued Model Policy but with no requirement to use this - covered pay progression and performance management and gave suggested options

NUT/NASUWT issued Model Policy and a “checklist” for their members to compare their school’s against

Sec of State wrote strong letter critical of NUT/NASUWT “checklist”

Page 10: Schools Update and Workshop 6th June 2013 HR Services for Schools

Options for a Model Teachers Pay Policy Draft STPCD 2013 non- leadership Pay Ranges

shows max & min but not points between DfE suggested pay progression could be

based on the extent teachers meet their individual objectives and relevant standards and how they contribute to specific impacts the school wishes to take into account, then:o “absolute performance measures”, which if

met by any teacher will mean a pay progression AND/OR

o “relative performance measures”, which means the top performing teachers will have a pay progression

Page 11: Schools Update and Workshop 6th June 2013 HR Services for Schools

Draft Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (1)

Implications discussed with HR colleagues regionally and the LGA and in particular with Essex HR Service

Our policy retains the spinal column points payment ranges and does not have % increases

It sets out an absolute performance measures system which if met by any teacher will mean a pay progression by a point on the scale – not just those teachers judged to have performed best

Page 12: Schools Update and Workshop 6th June 2013 HR Services for Schools

Draft Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (2)

This approach is consistent with Essex HR Service’s model policy for UQT, Main and Upper Range teachers

It will mean a consistent local approach, at least amongst Community Schools

The administration of pay will be far simpler than teachers getting variable % increases

We believe it will minimise equal pay claims It will support the overall aim of stopping

automatic teacher incremental progression and looking for robust performance management

Page 13: Schools Update and Workshop 6th June 2013 HR Services for Schools

Draft Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Consultation)

Because this is such an important policy and unlike most other HR policies it is not developed from a Borough model (there are no teachers in the Council!), we decided to consult with Headteachers and (through them) Chairs of Govs

We are also consulting, as usual, with recognised Teacher Trade Unions

Comments from Headteachers/Chairs of Govs and Teacher Trade Unions requested by 14th June, but may be extended slightly

Page 14: Schools Update and Workshop 6th June 2013 HR Services for Schools

Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Implementation)

Comments from Headteachers/Chairs of Govs and Teacher Trade Unions will be considered carefully

If there are to be no significant changes then the Model Policy will be “finalised” and issued to schools before the end of June

Governing Bodies can then adopt on the basis that we will have consulted on the policy with the Teacher Trade Unions

Teacher pay scales will then be in place ready for Appraisal in September of this year’s (2012/13) performance

Page 15: Schools Update and Workshop 6th June 2013 HR Services for Schools

Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Key features)

UQT, “Main”, Upper and Leading Practitioner Pay Ranges all have specific spinal points

Upper range has 5 points so progress possible every year (old UPS had 3 with progress every 2 years)

Leading Practitioners to have 5 point scale within their Pay Range (like Asst HT)

New “fixed term” TLR3 has set rates Applications for Upper range tied to Appraisal Pay determination annually from 1st September Future national pay awards will be applied and

there will be no scope for “withholding” these

Page 16: Schools Update and Workshop 6th June 2013 HR Services for Schools

Southend-on-Sea Schools Model Teachers Pay Policy May 2013 (Performance Management

and Pay Progression) Sets out evidence to be included in assessing

performance Sets out criteria for annual performance pay

progression Process set out, with written appraisal report

containing pay recommendations which will be reviewed by the Headteacher (if they are not the person making the assessment)

Recommendation for pay progression from Headteacher to the Pay Committee

Employee right of appeal to Pay Appeals Committee

Page 17: Schools Update and Workshop 6th June 2013 HR Services for Schools

Payroll update

June 2013

HR Services for Schools

Page 18: Schools Update and Workshop 6th June 2013 HR Services for Schools

P46s The P46 system has now ceased

There is a new “Starter Checklist” process from HMRC

In a circumstance where a P46 would have been used, schools should download the “Starter Checklist” from the HRMC website at www.hmrc.gov.uk/working/forms/paye-forms.htm#6, complete this and send it with the Pay 1 Form to Payroll

Please destroy any stocks of P46s

Page 19: Schools Update and Workshop 6th June 2013 HR Services for Schools

Payroll Tips of the Term! Interrogates- reports produced after April and

September progression/pay awards are an essential tool for schools to check payments to staff are correct

Pay Forms – Review date for temporary appointments/allowances is a “reminder” for the school and Payroll will only change pay if we receive a Pay Form

Overtime – Please remember to check the Position Number is correct or there could be an incorrect payment rate

Thank you

Page 20: Schools Update and Workshop 6th June 2013 HR Services for Schools

Employee BenefitsJune 2013

HR Services for Schools

Page 21: Schools Update and Workshop 6th June 2013 HR Services for Schools

Essex Savers net Credit Union Ltd(1)

From August staff will be able join Essex Savers net Credit Union Ltd, a financial co-operative that is owned and controlled by its members with the aim of helping members save and borrow money

Initial set up fee of £5 but thereafter staff can pay in as much as they wish each month direct from their salary

Page 22: Schools Update and Workshop 6th June 2013 HR Services for Schools

Essex Savers net Credit Union Ltd(2)

Essex Savers is covered by the Financial Services Compensation Scheme and therefore promoted as a safe place to save

Benefits of borrowing from Essex Savers:o competitive interest rateso no hidden chargeso no penalty for early repaymentso fixed interest rateso flexible repayments terms can also be arranged

Details of how staff can apply will be sent out shortly

Page 23: Schools Update and Workshop 6th June 2013 HR Services for Schools

Cycle2work scheme Working in partnership with Halfords, this scheme

allows employees to lease a new bike and, providing the main use of the bike is for commuting to work, they will incur no tax or National Insurance on the benefit

Completed applications need to be submitted by 28 June 2013

For more information or to order an alternative brand

call the helpdesk on 08450 778850

or visit www.cycle2work.info

...quoting our employer code SoSBC2013

Page 24: Schools Update and Workshop 6th June 2013 HR Services for Schools

Safeguarding - Disclosure and Barring Service

updateJune 2013

HR Services for Schools

Page 25: Schools Update and Workshop 6th June 2013 HR Services for Schools

Health and Safety updates

June 2013

HR Services for Schools

Page 26: Schools Update and Workshop 6th June 2013 HR Services for Schools

General Health and Safety Update

Still no news on the Government’s announcement that “burdensome” regulations will be scrapped

We are looking to hold a Health and Safety conference next year specifically for schools

Page 27: Schools Update and Workshop 6th June 2013 HR Services for Schools

Human Resources updates

June 2013

HR Services for Schools

Page 28: Schools Update and Workshop 6th June 2013 HR Services for Schools

Local Government Pay 2013 Government Pay 2013 The Employers have made the following “final” offer

to the unions: o 1.0% on all pay points with effect from 1 April 2013 o the deletion of pay point 4 with effect from 1 October

2013 Information from Local Government Association 9 May

2013:

“The Trade Union Side met yesterday to consider the Employers' pay offer. The unions have each agreed to consult their respective memberships on the pay offer as the 'best achievable through negotiation'. The unions' consultations can normally take anything up to about six weeks, so we shouldn't expect an outcome until late mid to late June.”

Page 29: Schools Update and Workshop 6th June 2013 HR Services for Schools

Teachers Pay 2013Pay 2013 There will be a pay award for teachers working

to the School Teachers' Pay and Conditions Document (STPCD) for the 2013/14 academic year, marking the end of the two-year pay freeze imposed in 2011

The DfE is currently waiting for the School Teachers’ Review Body (STRB) to determine the exact nature of the pay award

The STRB will be using the 1% public sector pay rise as a guideline