Human Resources Policies

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HUMANRESOURCESPOLICIES
CodeofConductfor
Staff
Purpose
Thispolicysetsouttheframeworkforclearandconsistentassessmentoftheoverallperformanceofthe
PrincipalandteachersoftheUTC.TheUTCseesappraisalasavaluabletoolforsupportingstaff
developmentwithinthecontextoftheUTC’splanforimprovingeducationalprovisionandperformance,
andthestandardsexpectedofitsteachers.Appraisalshouldempowerbothpartiestoimprovethe
alignmentbetweentheUTCsgoalsandobjectivesandtheindividuals’goalsandobjectives.Italsosetsout
thearrangementsthatwillapplywhenteachers,includingthePrincipalfallbelowthelevelsofcompetence
thatareexpectedofthem.
Applicationofthepolicy
Thepolicyisintwoseparatesections.
PartAofthepolicy,whichcoversappraisal,appliestothePrincipalandtoallteachersemployedbythe
UTCorlocalauthority,exceptthoseoncontractsoflessthanoneterm,thoseundergoinginduction(ie
NQTs)andthosewhoaresubjecttoPartBofthepolicy.
PartBofthepolicy,whichsetsouttheformalcapabilityprocedure,appliesonlytoteachers
(includingthePrincipal)aboutwhoseperformancethereareseriousconcernsthattheappraisalprocess
hasbeenunabletoaddress.
PartA–Appraisal
AppraisalinthisUTCwillbeasupportiveanddevelopmentalprocessdesignedtoensurethatallteachers
havetheskillsandsupporttheyneedtocarryouttheirroleeffectively.Itwillhelptoensurethatteachers
areabletocontinuetoimprovetheirprofessionalpracticeandtodevelopasteachers.
Theappraisalperiod
Theappraisalperiod,whichappliestoallteachingstaffwillrunfortwelvemonthsfromSeptemberto
August.Teacherswhoareemployedonafixedtermcontractoflessthanoneyearwillhavetheir
performancemanagedinaccordancewiththeprinciplesunderpinningthispolicy.Thelengthoftheperiod
willbedeterminedbythedurationoftheircontract.
Appointingappraisers
ThePrincipalwillbeappraisedbytheGoverningBody,supportedbyasuitablyskilledand/or
experiencedexternaladviserwhohasbeenappointedbytheGoverningBodyforthatpurpose.
InourUTCthetaskofappraisingthePrincipal,includingthesettingofobjectives,willbedelegated
toasub-groupconsistingofthreemembersoftheGoverningBodyincludingthechairof
governors.ThePrincipalwilldecidewhowillappraiseotherteachers.
Settingobjectives
ThePrincipal’sobjectiveswillbesetbytheGoverningBodyafterconsultationwiththeexternal
adviser.
Objectivesforeachteacherwillbesetbeforeorassoonaspracticableafter,thestartofeachappraisal
period.Theobjectivessetforeachteacher,willbeSpecific,Measurable,Achievable,RealisticandTimeboundandwillbeappropriatetotheteacher’sroleandlevelofexperience.Theappraiserandteacher
willseektoagreetheobjectivesbut,ifthatisnotpossible,theappraiserwilldeterminetheobjectives.
Objectivesmayberevisedifcircumstanceschange.
TheobjectivessetforeachteacherwillcontributetotheUTC’splansforimprovingtheUTC’s
educationalprovisionandperformanceandimprovingtheeducationofpupilsatthatUTC.Thiswillbe
ensuredbyformingstronglinksbetween.before,orassoonaspracticableafter,thestartof
eachappraisalperiod,eachteacherwillbeinformedofthestandardsagainstwhichthatteacher’s
performanceinthatappraisalperiodwillbeassessed.Withtheexceptionofthosewhoare
qualifiedteachersbyvirtueofholdingandmaintainingQualifiedTeacherLearningandSkills
(QTLS)status,allteachersmustbeassessedagainstthesetofstandardscontainedinthe
documentcalled“Teachers’Standards”publishedinJuly2011.
ThePrincipalorgoverningbody(asappropriate)willneedtoconsiderwhethercertain
teachersshouldalsobeassessedagainstothersetsofstandardspublishedbytheSecretaryof
Statethatarerelevanttothem.
ForteacherswhoarequalifiedteachersbyvirtueofholdingQTLSstatus,itisforthegoverningbody
orPrincipaltodecidewhichstandardsaremostappropriate.Suchteachersmaybeassessedagainst
theTeachers’Standards,againstanyothersetsofstandardsissuedbytheSecretaryofState,against
anyotherprofessionalstandardsrelevanttotheirperformanceoranycombinationofthosethree.
Reviewingperformance
Observation
ThisUTCbelievesthatobservationofclassroompracticeandotherresponsibilitiesisimportantboth
asawayofassessingteachers’performanceinordertoidentifyanyparticularstrengthsandareasfor
developmenttheymayhaveandofgainingusefulinformationwhichcaninformUTCimprovement
moregenerally.Allobservationwillbecarriedoutinasupportivefashion.
InthisUTCteachers’performancewillberegularlyobservedbuttheamountandtypeofclassroom
observationwilldependontheindividualcircumstancesoftheteacherandtheoverallneedsofthe
UTC.ClassroomobservationwillbecarriedoutbythosewithQTSinaccordancewiththeprotocolfor
classroomobservations.SeeprotocolT-STO01.Inadditiontoformalobservation,Principalsorother
leaderswithresponsibilityforteachingstandardsmay“dropin”inordertoevaluatethestandardsof
teachingandtocheckthathighstandardsofprofessionalperformanceareestablishedandmaintained.
Thelengthandfrequencyof“dropin”observationswillvarydependingonspecificcircumstances(UTCs
maywishtobemorespecificabout“dropin”observations).
Teachers(includingthePrincipal)whohaveresponsibilitiesoutsidetheclassroomshouldalso
expecttohavetheirperformanceofthoseresponsibilitiesobservedandassessed.
Developmentandsupport
Appraisalisasupportiveprocesswhichwillbeusedtoinformcontinuingprofessionaldevelopment.The
UTCwishestoencourageacultureinwhichallteachersowntheresponsibilityforimprovingtheir
teachingthroughappropriatereflection,appraisalandprofessionaldevelopment.Professional
developmentwillbelinkedtoUTCimprovementprioritiesandtotheongoingprofessionaldevelopment
needsandprioritiesofindividualteachers.
Feedback
Teacherswillreceiveconstructivefeedbackontheirperformancethroughouttheyearandassoonas
practicableafterobservationhastakenplaceorwhenotherevidencehascometolight.Feedbackwill
highlightparticularareasofstrengthaswellasanyareasthatneedattention.
Wherethereareconcernsaboutanyaspectsoftheteacher’sperformancetheappraiserwillmeet
theteacherformallyto:
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giveclearfeedbacktotheteacheraboutthenatureandseriousnessoftheconcerns;
givetheteachertheopportunitytocommentanddiscusstheconcerns;
agreeanysupport(egcoaching,mentoring,structuredobservations),thatwillbeprovidedto
helpaddressthosespecificconcerns;
makeclearhow,andbywhen,theappraiserwillreviewprogress(itmaybeappropriatetorevise
objectives,anditwillbenecessarytoallowsufficienttimeforimprovement.Theamountof
timeisuptotheUTCbutshouldreflecttheseriousnessoftheconcerns);
explaintheimplicationsandprocessifno–orinsufficient–improvementismade.
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Whenprogressisreviewed,iftheappraiserissatisfiedthattheteacherhasmade,orismaking,sufficient
improvement,theappraisalprocesswillcontinueasnormal,withanyremainingissuescontinuingtobe
addressedthroughthatprocess.
Transitiontocapability
Iftheappraiserisnotsatisfiedwithprogress,theteacherwillbenotifiedinwritingthatthe
appraisalsystemwillnolongerapplyandthattheirperformancewillbemanagedunderthe
capabilityprocedure,andwillbeinvitedtoaformalcapabilitymeeting.Thecapabilityprocedures
willbeconductedasinpartBofthispolicy.
Annualassessment
Eachteacher'sperformancewillbeformallyassessedinrespectofeachappraisalperiod.Inassessing
theperformanceofthePrincipal,theGoverningBodymustconsulttheexternaladviser.This
assessmentistheendpointtotheannualappraisalprocess,butperformanceanddevelopment
prioritieswillbereviewedandaddressedonaregularbasisthroughouttheyearininterimmeetings
whichwilltakeplace(egonceaterm).
Theteacherwillreceiveassoonaspracticablefollowingtheendofeachappraisalperiod–andhave
theopportunitytocommentinwritingon-awrittenappraisalreport.InthisUTC,teacherswill
receivetheirwrittenappraisalreportsby31October(31DecemberforthePrincipal).The
appraisalreportwillinclude:
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detailsoftheteacher’sobjectivesfortheappraisalperiodinquestion;
anassessmentoftheteacher’sperformanceoftheirroleandresponsibilitiesagainsttheir
objectivesandtherelevantstandards;
anassessmentoftheteacher’sprofessionaldevelopmentneedsandidentificationofany
actionthatshouldbetakentoaddressthem;
arecommendationonpaywherethatisrelevant(NB–payrecommendationsneedtobe
madeby31DecemberforPrincipalsandby31Octoberforotherteachers);
Theassessmentofperformanceandofprofessionaldevelopmentneedswillinformtheplanning
processforthefollowingappraisalperiod.
PartB–CapabilityProcedure
ThisprocedureappliesonlytoteachersorPrincipalsaboutwhoseperformancethereareserious
concernsthattheappraisalprocesshasbeenunabletoaddress.
Atleastfiveworkingdays’noticewillbegivenoftheformalcapabilitymeeting.Thenotificationwill
containsufficientinformationabouttheconcernsaboutperformanceandtheirpossibleconsequences
toenabletheteachertopreparetoanswerthecaseataformalcapabilitymeeting.Itwillalsocontain
copiesofanywrittenevidence;thedetailsofthetimeandplaceofthemeeting;andwilladvisethe
teacheroftheirrighttobeaccompaniedbyacompanionwhomaybeacolleague,atradeunion
official,oratradeunionrepresentativewhohasbeencertifiedbytheirunionasbeingcompetent.
Formalcapabilitymeeting
Thismeetingisintendedtoestablishthefacts.ItwillbeconductedbytheChairofGovernorsfor
PrincipalcapabilitymeetingsorPrincipalforotherteachers.ThemeetingallowsthePrincipalor
teacher,accompaniedbyacompanioniftheywish,torespondtoconcernsabouttheir
performanceandtomakeanyrelevantrepresentations.Thismayprovidenewinformationora
differentcontexttotheinformation/evidencealreadycollected.
Thepersonconductingthemeetingmayconcludethatthereareinsufficientgroundsforpursuingthe
capabilityissueandthatitwouldbemoreappropriatetocontinuetoaddresstheremaining
concernsthroughtheappraisalprocess.Insuchcases,thecapabilityprocedurewillcometoan
end.Thepersonconductingthemeetingmayalsoadjournthemeetingforexampleiftheydecidethat
furtherinvestigationisneeded,orthatmoretimeisneededinwhichtoconsideranyadditional
information.
Inothercases,themeetingwillcontinue.Duringthemeeting,oranyothermeetingwhichcould
leadtoaformalwarningbeingissued,thepersonconductingthemeetingwill:
• identifytheprofessionalshortcomings,forexamplewhichofthestandardsexpected
ofteachersarenotbeingmet;
• giveclearguidanceontheimprovedstandardofperformanceneededtoensurethat
theteachercanberemovedfromformalcapabilityprocedures
• (thismayincludethesettingofnewobjectiveand evidencethatwillbeusedtoassess
whetherornotthenecessaryimprovementhasbeenmade);
• explainanysupportthatwillbeavailabletohelptheteacherimprovetheir
performance;
• setoutthetimetableforimprovementandexplainhowperformancewillbemonitored
andreviewed.Thetimetablewilldependonthecircumstancesoftheindividualcasebut
instraightforwardcasescouldbe(betweenfourandtenweeks).ItisfortheUTCto
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determinethesetperiod.Itshouldbereasonableandproportionate,butnotexcessively
long,andshouldprovidesufficientopportunityforanimprovementtotakeplace;
warntheteacherformallythatfailuretoimprovewithinthesetperiodcouldlead
todismissal.
Inveryseriouscases,thiswarningcouldbeafinalwrittenwarning.
Noteswillbetakenofformalmeetingsandacopysenttothememberofstaff.Whereawarningis
issued,theteacherwillbeinformedinwritingofthematterscoveredinthebulletpointsaboveand
giveninformationaboutthetimingandhandlingofthereviewstageandtheprocedureandtimelimits
forappealingagainstthewarning.
MonitoringandreviewperiodfollowingaformalcapabilitymeetingAperformancemonitoring
andreviewperiodwillfollowtheformalcapabilitymeeting.Formalmonitoring,evaluation,
guidanceandsupportwillcontinueduringthisperiod.Thememberofstaffwillbeinvitedtoa
formalreviewmeeting,unlesstheywereissuedwithafinalwrittenwarning,inwhichcasethey
willbeinvitedtoadecisionmeeting(seebelow).
Formalreviewmeeting
Aswithformalcapabilitymeetings,atleastfiveworkingdays’noticewillbegivenandthenotification
willgivedetailsofthetimeandplaceofthemeetingandwilladvisetheteacheroftheirrighttobe
accompaniedbyacompanionwhomaybeacolleague,atradeunionofficial,oratradeunion
representativewhohasbeencertifiedbytheirunionasbeingcompetent.
Ifthepersonconductingthemeetingissatisfiedthattheteacherhasmadesufficientimprovement,the
capabilityprocedurewillceaseandtheappraisalprocesswillre-start.Inothercases:
• Ifsomeprogresshasbeenmadeandthereisconfidencethatmoreislikely,itmaybe
appropriatetoextendthemonitoringandreviewperiod;
• Ifno,orinsufficientimprovementhasbeenmadeduringthemonitoringandreviewperiod,
theteacherwillreceiveafinalwrittenwarning.
Asbefore,noteswillbetakenofformalmeetingsandacopysenttothememberofstaff.The
finalwrittenwarningwillmirroranypreviouswarningsthathavebeenissued.Whereafinal
warningis
issued,thememberofstaffwillbeinformedinwritingthatfailuretoachieveanacceptablestandardof
performance(withinthesettimescale),mayresultindismissalandgiveninformationaboutthe
handlingofthefurthermonitoringandreviewperiodandtheprocedureandtimelimitsfor
appealingagainstthefinalwarning.Theteacherwillbeinvitedtoadecisionmeeting.
Decisionmeeting
Aswithformalcapabilitymeetingsandformalreviewmeetings,atleastfiveworkingdays’noticewill
begivenandthenotificationwillgivedetailsofthetimeandplaceofthemeetingandwilladvisethe
teacheroftheirrighttobeaccompaniedbyacompanionwhomaybeacolleague,atradeunion
official,oratradeunionrepresentativewhohasbeencertifiedbytheirunionasbeingcompetent.
Ifanacceptablestandardofperformancehasbeenachievedduringthefurthermonitoringandreview
period,thecapabilityprocedurewillendandtheappraisalprocesswillre-start.Ifperformanceremains
unsatisfactory,adecision,orrecommendationtotheGoverningBody,willbemadethattheteacher
shouldbedismissedorrequiredtoceaseworkingattheUTC.
InUTCs,thegoverningbodyistheemployerbutthepowertodismisscanbedelegatedtothe
Principal,tooneormoregovernors,ortooneormoregovernorsactingwiththe
Principal.
Theteacherwillbeinformedassoonaspossibleofthereasonsforthedismissal,thedateonwhich
theemploymentcontractwillend,theappropriateperiodofnoticeandtheirrightofappeal.
Decisiontodismiss
ThepowertodecidethatmembersofstaffshouldnolongerworkattheUTCrestswiththe
GoverningBody.
Dismissal
Oncethedecisiontodismisshasbeentaken,theGoverningBodywilldismisstheteacherwith
notice
Appeal
Ifateacherfeelsthatadecisiontodismissthem,orotheractiontakenagainstthem,is
wrongorunjust,theymayappealinwritingagainstthedecisionwithinfiveworkingdaysof
thedecision,settingoutatthesametimethegroundsforappeal.Appealswillbeheard
withoutunreasonabledelayand,wherepossible,atanagreedtimeandplace.Thesame
arrangementsfornotificationandrighttobeaccompaniedbyacompanionwillapplyas
withformalcapabilityandreviewmeetingsand,aswithotherformalmeetings,noteswill
betakenandacopysenttotheteacher.
Theappealwillbedealtwithimpartiallyand,whereverpossible,bymanagersor
governorswhohavenotpreviouslybeeninvolvedinthecase.
Theteacherwillbeinformedinwritingoftheresultsoftheappealhearingassoonaspossible.
GeneralPrinciplesUnderlyingThispolicy
ACASCodeofPracticeonDisciplinaryandGrievanceProceduresPartBofthepolicywillbe
implementedinaccordancewiththeprovisionsoftheACASCodeofPractice.
Confidentiality
Theappraisalandcapabilityprocesseswillbetreatedwithconfidentiality.However,thedesirefor
confidentialitydoesnotoverridetheneedforthePrincipalandgoverningbodytoquality-assure
theoperationandeffectivenessoftheappraisalsystem.UTCstosayherehowtheymightachieve
this,forexample,thePrincipalorappropriatecolleaguemightreviewallteachers’objectivesand
writtenappraisalrecordspersonally,inordertocheckconsistencyofapproachandexpectation
betweendifferentappraisers.ThePrincipalmightalsowishtobeawareofanypayrecommendations
thathavebeenmade.
ConsistencyofTreatmentandFairness
Thegoverningbodyiscommittedtoensuringconsistencyoftreatmentandfairness.Itwillabidebyall
relevantequalitylegislation,includingthedutytomakereasonableadjustmentsfordisabled
teachers.ThegoverningbodyisawareoftheguidanceontheEqualityActissuedbythe
DepartmentforEducation.
Definitions
Unlessindicatedotherwise,allreferencesto“teacher”includethePrincipal.
Delegation
Normalrulesapplyinrespectofthedelegationoffunctionsbygoverningbodies,
Principalsandlocalauthorities.
Grievances
Whereamemberofstaffraisesagrievanceduringthecapabilityprocedurethecapability
proceduremaybetemporarilysuspendedinordertodealwiththegrievance.Wherethe
grievanceandcapabilitycasesarerelateditmaybeappropriatetodealwithbothissues
concurrently.
Sickness
Iflong-termsicknessabsenceappearstohavebeentriggeredbythecommencementofmonitoringor
aformalcapabilityprocedure,thecasewillbedealtwithinaccordancewiththeUTC’sabsencepolicy
(seepolicy).Insomecases,itmaybeappropriateformonitoringand/orformalproceduresto
continueduringaperiodofsicknessabsence.
MonitoringandEvaluation
ThegoverningbodyandPrincipalwillmonitortheoperationandeffectivenessoftheUTC’s
appraisalarrangements.
RetentionofRecords
ThegoverningbodyandPrincipalwillensurethatallwrittenappraisalrecordsareretainedinasecure
placeforsixyearsandthendestroyed.
StaffDisciplinary
Procedure
1INTRODUCTION
ThegoverningbodyoftheUTCisrequiredtosetoutaCodeofConductforallUTC
employees.
Inadditiontothispolicy,allstaffemployedasTeachershaveanobligationtoadhereto
the‘Teachers’Standards2012’andinrelationtothispolicy,Part2oftheTeachers’
Standards-PersonalandProfessionalConduct.
EmployeesshouldbeawarethatafailuretocomplywiththefollowingCodeofConductcouldresultin
disciplinaryactionincludingdismissal.
2PURPOSE,SCOPEANDPRINCIPLES
• ACodeofConductisdesignedtogiveclearguidanceonthestandardsofbehaviourallUTCstaffare
expectedtoobserve,andtheUTCshouldnotifystaffofthiscodeandtheexpectationstherein.UTC
staffarerolemodelsandareinauniquepositionofinfluenceandmustadheretobehaviourthat
setsagoodexampletoallthestudents/studentswithintheUTC.AsamemberofaUTCcommunity,
eachemployeehasanindividualresponsibilitytomaintaintheirreputationandthereputationof
theUTC,whetherinsideoroutsideworkinghours.ThisCodeofConductappliesto:allstaffthatare
employedbytheUTC,includingthePrincipal;allstaffinunitsorbasesthatareattachedtotheUTC.
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TheCodeofConductdoesnotapplyto:employeesofexternalcontractorsandprovidersofservices
(e.g.contractcleaners).(SuchstaffarecoveredbytherelevantCodeofConductoftheiremploying
body)
3SETTINGANEXAMPLE
• AllstaffthatworkinUTCssetexamplesofbehaviourandconductwhichcanbecopiedby
students.Staffmustthereforeavoidusinginappropriateoroffensivelanguageatalltimes.
• Allstaffmust,therefore,demonstratehighstandardsofconductinorderto
encourageourstudentstodothesame.
• Allstaffmustalsoavoidputtingthemselvesatriskofallegationsofabusiveor
unprofessionalconduct.
• ThisCodehelpsallstafftounderstandwhatbehaviourisandisnotacceptable.
• TheDresscodeisalsoanexampleofsettinganexample.
4SAFEGUARDINGSTUDENTS/STUDENTS
Staffhaveadutytosafeguardstudents/studentsfrom:
• physicalabuse
• sexualabuse
• emotionalabuse
• neglect
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Thedutytosafeguardstudents/studentsincludesthedutytoreportconcernsabouta
studenttotheUTC’sDesignatedSeniorPerson(DSP)forChildProtection.
TheUTC’sDSPisDawnWoodcock
StaffareprovidedwithpersonalcopiesoftheUTC’sChildProtectionPolicyand
WhistleblowingProcedureandstaffmustbefamiliarwiththesedocuments.
Staffmustnotseriouslydemeanorunderminestudents,theirparentsorcarers,or
colleagues.
Staffmusttakereasonablecareofstudents/studentsundertheirsupervisionwiththeaim
ofensuringtheirsafetyandwelfare.
Staffmustnotatanytimethemselvespromote,orcausetobepromoted,anypartisan
politicalviewsintheirteachingorothercontactwithstudents.
Staffshouldatalltimesmodelandstrivetobuildthestudents’abilitiestoseekout,
criticallyanalyseandreflectonbroadandbalancedviewsofissuessuchaspolitics,
religion,moralityandscienceandsociety.
5STUDENTDEVELOPMENT
• StaffmustcomplywithUTCpoliciesandproceduresthatsupportthewellbeingand
developmentofstudents/students.
• Staffmustco-operateandcollaboratewithcolleaguesandwithexternalagencieswhere
necessarytosupportthedevelopmentofstudents/students.
• Staffmustfollowreasonableinstructionsthatsupportthedevelopmentofstudents/students.
6HONESTYANDINTEGRITY
• Staffmustmaintainhighstandardsofhonestyandintegrityintheirwork.Thisincludesthe
handlingandclaimingofmoneyandtheuseofUTCpropertyandfacilities.
• AllstaffmustcomplywiththeBriberyAct2010.Apersonmaybeguiltyofanoffenceof
briberyunderthisactiftheyoffer,promiseorgivefinancialadvantage
orotheradvantagetosomeone;oriftheyrequest,agreeoraccept,orreceiveabribefrom
anotherperson.IfyoubelievethatapersonhasfailedtocomplywiththeBriberyAct,you
shouldrefertotheWhistleblowingprocedurefortheUTCs.
GiftsfromsuppliersorassociatesoftheUTCmustbedeclaredtothePrincipal,withthe
exceptionof“oneoff”tokengiftsfromstudentsorparents.Personalgiftsfromindividual
membersofstafftostudentsareinappropriateandcouldbemisinterpreted.
7CONDUCTOUTSIDEWORK
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Staffmustnotengageinconductoutsidework,whichcouldseriouslydamagethe
reputationandstandingoftheUTCortheemployee’sownreputationorthereputationof
othermembersoftheUTCcommunity.
Inparticular,criminaloffencesthatinvolveviolenceorpossessionoruseofillegaldrugsor
sexualmisconductarelikelytoberegardedasunacceptable.
Staffmustexercisecautionwhenusinginformationtechnologyandbeawareoftherisksto
themselvesandothers.
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StaffmayundertakeworkoutsideUTC,eitherpaidorvoluntary,providedthatitdoesnot
conflictwiththeinterestsoftheUTCnorbetoalevel,whichmaycontravenetheworking
timeregulationsoraffectanindividual'sworkperformance.
Staffmustnotengageininappropriateuseofsocialnetworksites,whichmaybring
themselves,theUTC,UTCcommunityoremployerintodisrepute.
8CONFIDENTIALITY
• Wherestaffhaveaccesstoconfidentialinformationaboutstudents/studentsortheir
parentsorcarers,staffmustnotrevealsuchinformationexcepttothose
colleagueswhohaveaprofessionalroleinrelationtothestudent.
• Allstaffarelikelyatsomepointtowitnessactions,whichneedtobeconfidential.For
example,whereastudentisbulliedbyanotherstudent(orbyamemberofstaff),thisneeds
tobereportedanddealtwithinaccordancewiththeappropriateUTCprocedure.Itmust
notbediscussedoutsidetheUTC,includingwiththestudent’sparentorcarer,norwith
colleaguesintheUTCexceptwithaseniormemberofstaffwiththeappropriateroleand
authoritytodealwiththematter.
• However,staffmembershaveanobligationtosharewiththeirmanagerortheUTC’s
DesignatedSeniorPersonanyinformationwhichgivesrisetoconcernaboutthesafetyor
welfareofastudent.Staffmustneverpromiseastudentthattheywillnotacton
informationthattheyaretoldbythestudent.
9DISCIPLINARYACTION
• Allstaffneedtorecognisethatfailuretomeetthesestandardsofbehaviourandconductmay
resultindisciplinaryaction,includingdismissal.
DressCodePolicy
Introduction.
Tottenham UTCisaprofessionalorganisation.Thepeopleinitneedtoact,thinkandexpound
professionalismineverythingtheydo.Professionalisminthewaywe
portrayourselvestotheworldbeyondtheUTCandourdemeanourwithinitdefinesus
all.
Professionalism-theSimpleguide.
1.Dotherightthinganddothingsright.
2.Lookthepart.
3.Believeinwhatyouaredoing.
4.Actthoughtfullybeingawareoftheimpactyouarehavingonothers.
5.Expresstheteamsgoalsfirstandyourindividualityintheteamsecond.
6.Leanallthetimesoastoimprovecapabilitiesandperformance
Thedresscodesupportsguidepoints1,2,4&5moststronglyandappliestoallmembersofthe
UTC-governors,staffandstudentswhileworkinginoractingonbehalfoftheUTC.Therearethree
facetstothecode:
1.Everydaybusinessdress.
2.Practicalactivitydress.
3.Sportandexerciseware.
EverydayBusinessDress
MembersoftheUTCneedtolooklikeprofessionalstypicallythismeanswearing:
Asmartbusinessoutfit(SuitorDress)insobercolours(sobermeansburgundy,navy,blackordark
grey)
• Asmartbusinessshirt/blouse
• Colourmatchedsweatersasandwhenneeded
• Menwearingties
• Smartbusinessshoesorboots
• HairstylesthatlookprofessionalwhilealsosupportingeffectiveandsafeparticipationinallUTC
• activities.Thedying,highorlowlightingofhairinnaturalhaircoloursisfine.
Ifyouwearanyextremefashionthatwoulddrawundueattentiontoyourselfyouwillnotbe
achievingguidepoint5probablynot2andyoumayhaveneglected4.Thingstoavoid:
a)Piercingsotherthanearrings.
b)Shoeswithhealsofmorethan30mm.
c)Fishnetorpatternedtights/stockings.
d)Casualshirts&blouses.
e)Wearingunfittedblouseswithouttuckingthemin.
f)Jewelleryotherthanearrings,weddingringsandengagementrings.(Ringsmustberemovablewhen
undertakingpracticalactivityintheworkshops.)
Ifunsure,staff,parentsandstudentsareadvisedtocheckfirstwiththe
guidebelowandifindoubtask.
SportsandPE.
UTCmembersmaywearanysuitableattirefortheseactivitiesprovideditisnoteithertheir
everydaywear.Staffneedtobearinmindthattheneedtobecomfortableand
actingprofessionallywhendoingsport,PEorworkinginthefitnesssuit.Youwillneed:
• TrainingShoes
• Shorts
• Poloshirt
• Socks
• Wedonotdefinecoloursfortheseitemsotherthanforteamsports.Youmayalsowishtowear
tracksuitsandthisisacceptableprovidingtheyareactivityappropriate.
LeaveandAbsencePolicy
Introduction
ThispolicysetsouttheUTC’sapproachtomakingdecisionsaboutrequestsforleaveof
absenceinaccordancewithlegal,contractualandmoralobligations.
Thispolicycoversannualleave,familyleaveandmiscellaneousleave.
Thepolicyappliesto:
• allemployeesoftheUTC,includingtheprincipal;
Theproceduredoesnotapplyto:
• staffemployedbyanyexternalcontractors
• employeesofexternalcontractorsandprovidersofservices.(Suchstaffarecoveredby
therelevantproceduresoftheiremployingbody)
PURPOSESCOPE&PRINCIPLES
• Annualleaveandoccupationalsickleavewillbeinaccordancewiththerelevant
conditionsofserviceforteachersandsupportstaff.
• Otherleaveofabsencewillnormallybeonanunpaidbasis,unlessotherwisespecified.
• Allleaveallowancesshouldbeappliedproratatoanemployee’scontractedhours,unless
otherwisestated.
• TheoperationalneedsoftheUTCwillbeparamountand,exceptinemergency
circumstances,adequatenoticeofarequestforleaveofabsenceshouldbegiven.
• TheresponsibilityforexercisingdiscretiononbehalfoftheGoverningBodyisthePrincipal’s,
inaccordancewiththeprofessionaldutiesdefinedintheemployeescontract.
• Anydisputeorgrievanceaboutarequestforleaveofabsenceorpaymentduringleaveof
absencewillbedealtwiththroughtheUTCsGrievanceProcedure.
• AprincipalpurposeinsettingoutthisPolicyistoensurethatrequestsaredealtwith
fairlyandconsistently.
ANNUALLEAVEENTITLEMENTFOREMPLOYEESCOVEREDBYLOCALGOVERNMENTTERMSAND
CONDITIONS
Totalleaveentitlementisdefinedineachemployees’contract.Thisleavewillnormallybe
takenduringtheUTCholidaysandmustbeagreedwiththePrincipalornominatedpersonin
reasonabletime,priortotheleavebeingtaken.Onlyinexceptionalcircumstancesandwith
theexpressconsentofthePrincipal,canleavebetakenatothertimes.Supportstaffmaycarry
forwardupto5daystothenextannualleaveyear,providedthisisdonewiththePrincipal’s
consentandleaveistakenpriorto31stMay.
Staffwillnotbepermittedtotakeleaveduringthetermunlessexpressconsentfromthe
Principalhasbeengiven.Ifleaveisgranted,thiswillbeunpaidforterm-timeonlystaff.
TEACHERS’WORKINGTIME
ATeacheremployedfull-timemustbeavailableforworkfor205daysinanyUTCyearoras
otherwisedetailedintheircontract.200ofthosedaysmustbedaysofwhichhe/shemaybe
requiredtoteachpupilsandperformotherdutiesand5daysmustbedaysonwhichhe/she
mayonlyberequiredtoperformotherduties.ThesameappliesforaTeacheremployed
part-time,exceptthenumberofhourshe/shemustbeavailableforworkmustbea
proportionoffull-timehours.
Inadditiontothehoursateacherisrequiredtobeavailableforwork,he/shemustwork
suchreasonableadditionalhoursasmaybenecessarytoenablehim/hertodischarge
effectivelyhis/herprofessionalduties.
Theseprovisionsdonotapplytodeputyprincipals,directorsoflearning,advancedskills
teachersorteachersinreceiptofanactingallowanceforcarryingoutthedutiesofa
principal,deputyprincipalordirectoroflearning.
ADMINISTRATIONANDSUPPORTSTAFFWORKINGTIME
AdministrativeandTechnicalstaffhastheirworkingtimeandgeneralleaveentitlement
detailedintheircontractofemployment.Forfulltimestaffthisisnormally25daysleave
andpro-rataforparttimestaff.Termtimeonlyappointmentsdonotaccrueleave
entitlement.
SPECIALOCCASIONALLEAVEOFABSENCE
TheUTC’spolicyasagreedbytheGoverningBodyis:
• Timeoffforasickchild
• Absenceforasickchildshouldbeunpaidexceptinexceptional
circumstanceswherecompassionate,EmergencyorExceptionalleavemay
beused(seeOtherPersonalReasonsbelow).
• Compassionate,EmergencyorExceptionalLeave
o Staffwillnormallybegrantedupto5dayspaidleavein
compassionate,emergencyorexceptionalcircumstances,suchasthe
deathorseriousillnessofacloserelativeorequivalent.Theleaveis
todealwiththeimmediateissuesandtosortoutlongterm
arrangementsifnecessary.Insomecasesalongerperiodofabsence
maybeapprovedonanunpaidbasis.
Otherpersonalreasons
Exceptionally,theremaybeotherpersonalreasonsforrequestingleaveof
absence.Examplesmightbeattendanceatachild’sgraduationceremonyor
“onceinalifetime”visittorelativesoverseas.Suchleave,wheregranted,will
normallybeunpaidandsubjecttoadequatenoticesothatreplacementstaff
canbeemployedifnecessary.
Extendedleaveofabsence
Requestsforlongerperiodsofleavewillbeconsideredonanunpaidbasis,for
example,inthecaseofalengthyperiodofcaringforachronicallysick,disabled,
orterminallyill,dependentrelative.Extendedleavecanbeforuptoayear’s
duration.Sufficientnoticethatallowstheappointmentofareplacementshould
begivenwhereverpossible.
Movinghouse
Upto2dayspaidleavewillbegranted.
ServicewithAuxiliaryForcesVolunteermembersofUKArmedForcesareallowedtwoweekspaid
leavetoattendanannualsummercamp.Teachingstaffareonlygrantedpaidleaveiftheforce’s
unitcannotarrangeexercisesduringholidayperiods.
Mobilisation
WhenreservistsareneededtofulfiltheirpartoftheUK’sdefencestrategy,theyare
‘mobilised’or‘calledout’intofulltimeservicewiththeregularforcesormilitary
operations.WhilethereservistismobilisedtheUTCdoesnothavetocontinueto
paythem,theMinistryofDefence(MOD)willpaytheirsalary.Forfurtherinformationon
mobilisation,pleaserefertotheSaBRE(SupportingBritain’sReservistsandEmployers)
website:www.sabre.mod.uk
Carryoverofannualleave
TheUTCexpectsallemployeestousealltheirleaveentitlementintheleaveyear.
TheleaveyearrunsfromSeptembertoAugust.Noprovisionismadeforcarry-over
ofleaveexceptinexceptionalcircumstances.Thesemaybeagreedbytheprincipal
inthefollowingsituations:
•
Toallowextendedtravelperiodforoverseasvisits.
•
ReligiousFestivalsWherestaffcanshowthattheyarebonafideadherentsofany
organisedreligionandthattheyrequireleaveforthepurposeofanofficialholyday,
theGoverningBodywillallowupto2dayspaidleave.Stafftakingsuchleaveareasked
tomakeupthistimeatalaterdateorifthisisnotpossibleanyleavegrantedshould
beunpaid.
•
SportingEventsUpto18dayspaidleaveperyearmaybegrantedforstaffwhorepresent
theircountryinrecognisedsportingevents.
•
AttendanceatCourtProceedingsJuryService
o Staffrequiredtoattendforjuryserviceshouldarrangeforthe
lossofearningscertificatetobeforwardedtotheUTC’spayroll
team.Thecertificatewillbereturnedtothememberofstaff
completedtoshowtowhatextentthesalarywillbestopped
duringtheirabsence.Theamountwillthenbeclaimedfromthe
court.
•
Witnesssummonsesandsubpoenas
Staffsubjecttoawitnesssummonsorsubpoenawillbeallowedpaidtime
offworktoattendcourtonpresentationofthesummons/subpoenato
the
Principal.
•
PublicDuties
UTCemployeesmaybegrantedupto18daysperannumpaidleavetocarryout
thedutiesoftheofficeofLeader,Mayor,JPorChairmanofLocalAuthorities.For
employeeswhoareSchoolorCollegeGovernor’s,upto3daysperannumwillbe
paid,Inadditiontothis,unpaidleavecanbegrantedforemployeescarryingout
publicduties.
•
Study/ExaminationLeave
Foremployeeswhoaresittingexaminationsrelevanttotheircurrentpostorcareer,
providingtheemployerispayingthefees,halfadaystudyperexaminationplus
halfadayperexaminationwillbepaid.
•
TradeUnionDuties&Activities
ForTeacherswhoareengagedinactivitiesforexamininggroups,pleasereferto
TimeoffforTradeUnionduties
TheUTCrecognisesthelegalrequirementforemployerstoallowreasonabletimeoff
workfortheUTC’selectedrepresentativesofrecognisedtradeunionstocarryout
theirduties.
Dutiesthatwarranttimeoffwithpayinclude:
• consultationontermsandconditionsofemploymentorthephysicalconditionsofwork;
• consultationonrecruitmentandselectionpolicies,redundancyand
dismissalarrangements;
• meetingswithUTCmanagementorLEAofficersonmattersofjointconcern;
• representingaunionmemberatgrievance,capabilityordisciplinaryinterview;
• attendanceatrelevanttrainingcoursesorganisedbythetradeunion.
Badweatherconditions
Theremaybecircumstanceswhentheemployeeisunabletoattendworkdueto
badweather,buttheUTCremainsopen as usual. Allreasonableeffort shouldbe
madetoattendwork.AlternativearrangementsmaybeagreedwiththePrincipal,
e.g.workingfromhomeoratadifferentlocation.Wherethisisnotpossible,non-attendance
willnormallybetreatedasunpaidleave,butexceptionalcircumstancesmaywarrantpaidleave.
Timeoffformedicalappointments
Wherepossible,UTCemployeesareexpectedtomakeappointmentsoutofUTC
time.Wherethisisnotpossible,reasonablepaidtimeoffwillbeallowed.
Maternity,Paternity,Adoption,CarersLeave&AntenatalCare
ThedetailsoftheUTCsapproachtothesemattersaredescribedintheMaternity,Paternity,
Adoption,CarersLeave&AntenatalCarepolicy
Interviews
TheGoverningBodyrecognisestheincreasingtendencyforprospectiveemployersto
requireintervieweestoattendformorethanoneday,especiallyforSchool/UTC
managementposts.Thereisalsoagrowingtendencytoexpectprospectivecandidatesto
undertakeapreliminaryvisitbeforetheformalinterviews.
InordertomaintainafairbalancebetweentheoperationalneedsoftheUTCandto
minimisetheburdenonotherstaff,andtobefairtoemployeeswhowillbeseekingtofurther
theircareer,theGoverningBodywillgrantleaveofabsenceforinterviewsasfollows:
a)ThePrincipalisempoweredtoapproveuptoamaximumof6dayspaidleaveofabsence
forinterviews,tocoverbothformalandinformalstagesoftheprocess,
duringanyoneacademicyear.
b)Furtherleaveofabsenceforthispurposewillnormallybeagreedandwillbeonanunpaid
basis.
c)Forsupportstaffanydaysbeyondtheinitial6dayscouldbemadeupduringholiday
periods,insteadofbeingonanunpaidbasis,providedthattheirworkcan
becarriedoutduringholidaytime.
Unauthorisedabsence
IfanemployeetakesleaveofabsencewithoutthepriorconsentofthePrincipal,thismay
warrantaninvestigationundertheUTC’sDisciplinaryprocedure.
DateCreatedMay2014
Dateapproved4th June2014
ReviewdateAugust31st 2015