LITTLE POCKET BOOK FOR SCHOOL SUPPORT STAFF - NEW EDITION
UNISON has published a "Little Pocket Book" for school support staff and the wider school workforce. It contains the framework of the law covering non teaching staff in schools. It sets out the rights, responsibilities and duty of care for support staff and is a collected source of information about the law, procedures and training.
This book is available free for UNISON members only. If you would like a copy, please contact Tracey Sparkes on 01245 354044.
New Framework for School Support Staff
UNISON nationally has launched a new webpage to keep members informed of all the latest developments on the School Support Staff Negotiation Body (SSSNB) To view this page click here 
You can also sign up to UNISON's email school bulletins so you're always kept up to date - click here
QUESTIONS AND ANSWERS ON THE FRAMEWORK
What is the SSSNB?
The Schools Support Staff Negotiating Body (SSSNB) has been established as a legal body in November 2009. It is negotiating terms and conditions for schools support staff. Trade unions are represented as follows: UNISON 8 seats, GMB 4 seats, UNITE 3 seats. The employers’ representation is: Local Government Employers (LGE), Foundation and Voluntary Aided Schools (FASNA), Catholic and Church of England Education Services. There is an Independent Chair.
Which school support staff are covered by the SSSNB?
All support staff employed to work in a community, voluntary-aided, foundation or trust school. All staff employed centrally to work in or across schools and staff in Short Stay Schools (PRUs) will also be covered. But staff employed by a private contractor, or who work in an Academy are NOT covered.
What is the SSSNB doing now?
Two working groups have been set up. The ‘Core Contract and Working Year Working Group’ is developing a new national contract with core conditions and a definition of the working year.
The ‘Role Profiles and Job Measurement Working Group’ is creating national role profiles. These will be evaluated using a new job evaluation scheme specifically developed for schools. Talks have started on the principles of a new pay structure and pay progression.
Will terms and conditions change this year?
Once there is a new package of pay and conditions UNISON will ballot its members. This is likely to be around April 2010. If members vote in favour, then employers would need to formally notify staff that the SSSNB would in future be negotiating their terms and conditions. Staff are not likely to move to a new pay structure before September 2010.
How will UNISON keep members updated?
Schools that appoint local UNISON reps will be best placed to keep members up to date. We will run briefings and training before the ballot. Newsletters and up to date information can also be found on our web-site at http://www.unison.org.uk/education/schools/sssnb
I’ve been through JE with the local authority – how will this scheme be any better?
The JE schemes used in Local Government can measure jobs in schools but they tend to take a broad brush approach - because many jobs in local authorities have to be evaluated, which makes it a very big exercise. The new scheme is specific for schools. And we envisage that there will be about 100 role profiles against which jobs in schools will be matched. This should mean that details of jobs can be better captured.
My Headteacher says he can’t afford to pay me more?
Teaching staff and Headteachers are on national terms and conditions, and schools always implement pay agreements for these staff. UNISON fought for and won ‘statutory under-pinning’ of SSSNB agreements, meaning that schools will HAVE to pay what is negotiated. We accept that schools have budgets to manage, just like any other employer. The new pay structure for school staff is meant to better recognise the work support staff actually do – especially given all the changes in schools following remodelling. Schools will have saved some money by using fewer supply teachers and school budgets need to be looked at in a different way.
Does UNISON think the new plans will make pay fairer and more consistent for school support staff?
UNISON will only recommend a ballot of our members if we get a package of terms of conditions that will benefit our school support members. UNISON believes the current system, where often headteachers make decisions on pay, has relied for too long on the goodwill of staff. A robust national agreement, we believe, offers us the best means to deliver a fairer deal for school support staff.
Will I have to sign a new contract of employment?
If members vote to accept the new arrangement, UNISON will sign up to it. This will mean a contractual change for staff (as currently pay and conditions are negotiated by the NJC for staff in community schools). We expect that employers will have to notify you of this change. More advice will be made available later. However, if any member is asked at any time to sign a new contract, our advice is always this — do NOT sign anything until you have spoken to your local UNISON rep or Branch.
I have a specialist/unique job – how will this scheme reflect this – I don’t want to lose status or money?
We are expecting about 100 national role profiles against which jobs will be matched. If someone has a unique job then this job will be evaluated individually using the new proposed JE scheme.
What’s the timetable for agreeing the scheme, consulting members and beginning the implementation phase?
The SSSNB has a remit letter which says that agreements should be reached by the end of May 2010. Currently the role profiles are being drafted and the JE scheme finalised. After this comes the important phase of testing in schools. And parallel to this there will be negotiations about the national contract and the new pay structure. Finally, there will be consultation of members and a ballot. Only after a YES vote will implementation begin – in September this year at the very earliest but quite possibly not until the following year.
How will the transition from my current pay and conditions to my new conditions be managed?
The SSSNB will negotiate details of how the transition from the current situation to a new pay and conditions structure will be managed. It is too early for any details at this stage because first of all we need to negotiate the new structure and the national contract before negotiations on implementation can start.
What will happen if the government changes after the general election?
The Conservatives have made it clear that they don't like national pay - for anyone in the public sector. However we don't know for sure if they would repeal the legislation which is now in place establishing the SSSNB. We do know that only the Labour Party and therefore a Labour Government is committed to seeing through a national pay structure for school support staff in England.
My authority is going for JE for other local government workers but is stalling on schools staff, is this right?
Our advice to all local authorities is that they should continue with job evaluation for all staff, including schools. Any equal pay claims are valid until a new structure has been introduced either through the current Single Status exercise or through the work of the SSSNB.
If you have any questions about the Question and Answers please get in touch by emailing mailto:education@unison.co.uk
New Professional development strategy for the children's workforce in schools a new database on training provision.
UNISON has worked with the Training and Development Agency for Schools (TDA) and other partner organisations to develop a three-year professional development strategy for the children's workforce in schools.
Continuing Professional Development (CPD) Database
To raise awareness of the professional development opportunities available to all members of the school workforce, TDA has launched the first ever online national CPD database in England. Piloted last year, this innovative new service will give CPD leaders, support staff and teachers access to a huge database of thousands of CPD opportunities.
It is designed as a first port of call for anyone interested in training and development. So far, around 7000 providers have uploaded over 4000 opportunities.
You can find this new data base here https://cpdsearch.tda.gov.uk
Health and Safety and Wellbeing in Schools
UNISON with NASWUT, NUT, ALT and a new company in the H & S field are working together to promote improvements to health and safety awareness in schools as well as to promote and encourage members to becoming health and safety reps. A website has been developed and we want to encourage UNISON members to use this. It is in early stage of development and feedback and suggestions for improvements are welcomed. Please contact Denise Bertuchi at mailto:d.bertuchi@unison.co.uk but also there is the opportunity to post feedback onto the website. To go to the website please go to this link
http://www.protectinglives.co.uk
CONSULTATION PROCESS IN SCHOOLS
Sept 09
One of the things that has given Unison concerns in the past is the practice of announcing school staff restructurings just before the school shuts for the Summer. Six weeks of the consultation is during this
period, which is totally unfair to members of staff and Branch Officers who are involved. UNISON has been initiating discussions with the County’s Schools HR advisers to try and get more time before the schools close to enable a transparent consultation to take place.
MEDICINES AND MEDICAL SUPPORT - Shocking Survey Results
A survey on the impact on support staff conducted by UNISON of increased medical needs in schools has revealed some shocking practice.
Of the 334 responses, the vast majority (85%) said that medical support was part of their or support staff colleagues' jobs and 70% were expected to administer medicines.
Despite government guidelines:
-
50% of respondents were unaware that these duties are voluntary
-
33% were not familiar with the school's medical policy
-
25% were not comfortable or confident about this responsibility.
There was a wide range of medical support given. First Aid at Work was the most commonly taken formal course, while most training was informally delivered in the workplace by health professionals.
Christina Mcanea, UNISON's head of education and children's services, interviewed for TV and radio said: "This evidence shows a chronic lack of training and support for school staff who are expected to provide a wide range of medical support to pupils. Many reported relling "emotionally blackmailed" into performing these tasks and were worried about the potential risks to children."
The government is reconsidering its guidelines and UNISON will submit its findings to the review.
(UNISON is publishing new guidance for support staff in the autumn)
RARELY COVER
The Branch now has booklet which gives advice on "rarely cover" arrangements for teachers and implications for support staff - this contains a FAQ section. If you would like a copy, please contact Tracey Sparkes on 01245 354044 or mailto:t.sparkes@unison.co.uk and I will send a copy through the post to you.
From September 2009, a new provision will be introduced into schools in England and Wales which means that teachers should rarely cover for absent colleagues.
The Workforce Agreement Monitoring Group (WAMG) has produced detailed guidance setting out the process schools should follow in order to implement this policy. This guidance document can be found by clicking here http://www.unison.org.uk/file/A8764a.pdf . It gives some background to why this is happening and what schools should do in order to implement this new policy. It suggests various strategies for providing cover and describes how different staff doing cover may be deployed. It emphasises the importance of genuine consultation in the development of cover strategies and lists a range of issues that need to be addressed by schools.
Importantly, this guidance has an Annex that gives details about the deployment of support staff in relation to teachers moving to ‘rarely cover’. This Annex is of particular importance to our members. UNISON was the main union in negotiating this. It emphasises that deploying support staff to deliver additional cover is only one option. And it says that “headteachers who wish to change or adapt contracts and job descriptions for these staff cannot unilaterally impose changes; must consult the staff and their reps; must consider any grading and pay implications”. It also described when cover supervision is appropriate and that, in primary and special schools, cover supervision quickly becomes specified work and therefore would need the skills (and pay) of an HLTA.
This WAMG guidance was agreed and signed by the employers, the headteachers associations and the teacher unions as well as the English and Welsh Government and the support staff unions and therefore has significant force.
Please let the Branch Office know any difficulties over implementation.
May 09
Author: Tracey Sparkes
|
