Question 1

Autumn Partner Event

Answer

Our Partner Events are always well attended but the Autumn Event is popular because we cover School Teachers' Pay and Conditions and important implications of changes on the way in which you manage staff for the coming year. This September we will also cover changes to Green Book Term Time Only contract requirements, as well as national legislation changes which apply to people management. Our professional development section of the event will cover dealing with suspension when misconduct has been alleged and includes helpful resources and reference material. The networking opportunity is a valuable aspect of the event particularly when the education sector feels a little isolated. Meet with senior leaders to discuss current HR issues and the impact of changes on your organisation, in a friendly and supportive atmosphere. Our Advisers are on hand throughout the event to facilitate and support delegate discussion and encourage healthy debate. This event is free to PHRP 'Partners' however, additional places may be available to guests for a small fee. Please book via our Training Events Page if you would like to attend.

Question 2

Teacher Targets Without Data

Answer

We have been working hard over the last two terms to develop training and provide bespoke support to schools in implementing performance management without the use of data driven targets. Those of you who know us well have heard us discuss this approach for some time, as we understand how to establish targets or goals agreed with individuals, which can make a significant impact on the way in which they approach their role and on the way they manage their own performance. We have been piloting tailored approaches in both primary and secondary settings with a very positive response from senior leaders, middle leaders and staff. Personalised performance management makes the process real and impactful, supporting the organisation as well as the person. We are running further training in September and are available to work with individual schools to develop an approach which meets your organisations specific needs and style.

Question 3

Balanced Workload Charter

Answer

As part of our ongoing support for wellbeing at work, last year PHRP set up a working group to develop a Fair Workload Charter which is now ready for adoption. The Charter provides opportunity for schools and staff alike to make a commitment to improve workloads which in return will improve employee wellbeing, attendance, as well as recruitment and retention of employees. Contact usfor more information.

Question 4

Workload Supporting Documents

Answer

A workload self-assessment form, factsheet and poster on managing workload is available via our Partner Login which may be useful when employees are struggling to manage workloads or could be used across all staff to gain an overall understanding. Should you require any assistance in using the self-assessment tool please contact one of the team or access via your Partner Login.

Question 5

Managing Sickness Absence

Answer

Our training is aimed at school or academy staff responsible for administering the sickness absence policy. Designed to provide an overview of the management of short and long term sickness absence, ensuring your organisation is effectively and consistently implementing its sickness absence policy.

Question 6

New Resources - Maternity, Paternity and Adoption Toolkit

Answer

Working closely with our clients means that we can respond to requests and develop additional resources on a constant basis. New resources are being added all of the time. Our latest addition is no less than 66 new resources which form our Maternity, Paternity and Adoption Toolkit, login to explore the wealth of letters, forms, checklists, key dates and factsheets. You don't need to worry that you will miss something; these resources take you step by step through the whole process.

Question 7

Data Protection Updates On site

Answer

It is a little over a year since the implementation of GDPR and many schools feel comfortable that they are able to respond to Subject Access Requests and have appropriate privacy notices in place. Our Data Protection briefing will provide you and colleagues in your school with up to date information on compliance and best practice in all areas of DP and our briefing is informed by the Information Commissioner's Office findings in schools to focus on key areas since the new legislation took effect. Safeguarding your pupil and staff data is of high importance and in-house briefings help to embed a good data protection culture and demonstrate your requirement to ensure staff understand their responsibilities and act accordingly.

Question 8

Support and Advice

Answer

We support schools and academies with all people management related issues and provide clear and comprehensive advice which allows you, the organisation, to make an appropriate decision to resolve tricky situations. Our team of HR professionals are always on hand to provide practical support with specific expertise in schools. If you have any queries regarding HR management in your school please contact us for advice.

Question 9

School Teachers' Pay and Conditions 2019

Answer

STPCD 2019 has now been published and with effect from 11 October 2019 the Document will take retrospective effect from 1 September 2019. The changes relate to Teacher salary increases of 2.75% for the minimum and maximum of all pay ranges and allowances including leadership. The document no longer relates to Wales.

Question 10

Green Book Changes - Term Time Only

Answer

A new section has been added to 'The Green Book': Part 4.12 - Term-Time Only Employees (TTO). The key points are as follows: TTO employees are made aware of any relevant work in holidays and given the chance to apply before work is advertised externally. Employees working TTO are ‘part-time’ and should receive a proportion of a full-time employee’s leave entitlement. Employers must use a fair, accurate and consistent approach to calculating pay so as not to disadvantage TTO/part-time employees. Adverts for vacant posts must include the number of weeks to be worked and actual pro-rata pay including actual pay calculation for posts of less than one year duration. Changes in pay rate/hours/increase in leave entitlement or termination should prompt consideration of recalculation of pay and average pay must be reassessed to ensure actual pay is correct including for the purposes of calculating redundancy pay.

What's New

Updates for 2019/20