schools update and workshop 6th june 2013
DESCRIPTION
HR Services for Schools. Schools Update and Workshop 6th June 2013. 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. - PowerPoint PPT PresentationTRANSCRIPT
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
Pension Auto EnrolmentPension Auto Enrolment
June 2013 - updateJune 2013 - update
Karen MelvilleKaren Melville
Group HR ManagerGroup HR Manager
Human Resources ServicesHR 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...............
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
Any QuestionsAny Questions
School Teachers Pay and Conditions
Document 2013
and Model Pay PolicyJune 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
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”
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
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
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
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
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
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
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
Payroll update
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
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
Employee BenefitsJune 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
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
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
Safeguarding - Disclosure and Barring Service
updateJune 2013
HR Services for Schools
Health and Safety updates
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
Human Resources updates
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.”
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