HR Services for Schools
Schools Update and Workshop
6th June 2013
AGENDA
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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
HR
Services
for Schools
Human
Resources
Services
Pension Auto Enrolment
June 2013 - update
Karen Melville
Group HR Manager
The story so far......
 Staging Date 1st May 2013
 Agresso Update
 End of May Monitoring
 The future...............
Lessons learned
 Extracting data from Agresso – not straightforward –
but we are getting there!
 Importance of leavers forms
 Opt out forms are required for every different contract
(LGPS)
 2nd Jobbers and supply teachers
Any Questions
HR Services for Schools
School Teachers Pay
and Conditions
Document 2013
and Model Pay Policy
June 2013
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
HR Services for Schools
Payroll update
June 2013
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/payeforms.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
HR Services for Schools
Employee Benefits
June 2013
Essex Savers net Credit Union Ltd(1)
 From August staff will be able join Essex
Savers net Credit Union Ltd, a financial cooperative 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 rates
o no hidden charges
o no penalty for early repayments
o fixed interest rates
o 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
HR Services for Schools
Safeguarding Disclosure and
Barring Service
update
June 2013
HR Services for Schools
Health and Safety
updates
June 2013
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
HR Services for Schools
Human Resources
updates
June 2013
Local 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 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