A Review of Teachers’ Pay, Working Hours and PPA Regulations December 2010

Working Hours (1) Set out in the School Teachers’ Pay and Conditions Document(STPCD) Full-time teacher must be available for 195 days in a school year Times and places specified by the Headteacher 1265 hours in a school year = 6.5 per day

Working Hours (2) A teacher must work such reasonable additional hours as may be necessary to enable the effective discharge of the teacher’s professional duties The Headteacher cannot determine how many extra hours must be worked or when they will be done

Breaks A teacher who works for more than one session on any day must have a break of reasonable length – between school sessions or between 12 and 2.00 Break time does not count towards the 1265 hours No teacher may be required to undertake midday supervision

Working Hours – Part-time Teachers Work a proportion of 1265 hours that corresponds with the proportion of the remuneration the teacher is paid Cannot be required to work on any day of the week that they are not required to work under their contract of employment Can be required to carry out non-contact duties on a day they only teach part of that day

Headteachers, Deputy and Assistant Headteachers and ASTs Entitled to a daily break of reasonable length as near to the middle of each school day as is reasonably practicable Headteacher must have reasonable amount of time for leadership responsibilities – Dedicated Headship time Other leaders (including TLRs) are entitled to a reasonable amount of time for management responsibilities

Calculation of Part-time teachers Pay Pro rata principle See paragraph 46 of section 2 and Section 3 Timetabled teaching week – includes PPA time but excludes break times, registration and assembly

Directed time? The part-time calculation helps to understand this Teachers work 1265 hours plus hours needed to discharge their professional duties BUT certain tasks may have to be contained within 1265 hours

Directed time? A full-time teacher may teach 5 hours over 190 days = 950 hours 1265 – 950 = 315 hours

ActivityTime budgetHours per year Registration½ hour x 190 days95 Mid-session break¼ hour x 190 days47½ Teaching time20 hours per week760 Planning, preparation and assessment (PPA) 2½ hours per week95 INSET days5 hours x 5 days25 Supervisory duties½ hour x 190 days95 Parents’ meetings and open evenings 3 hours x 4 days12 Staff meetings1 hour x 38 days38 Performance management meeting 1 x 1 hour1 Other duties, e.g. individual pupil issues 25 mins x 190 days 80 hours 10 mins TOTAL 1248 hours Balance of 17 hours The annual time budget is summarised below:

Annual calendar All staff and their union representatives should be consulted on the teaching timetable and annual calendar which includes staff meetings, parental consultations and other activities

How many hours do teachers really work? Teachers Surveys indicate a teacher averages around 50 hours a week Headteachers Surveys indicate Headteachers in Primaries work around 53 hours a week and secondary Headteachers around 65 hours a week

PLANNING,PREPARATION AND ASSESSMENT TIME (PPA) Introduced by statute in September 2005 Designed to relieve workload pressures And so raise standards 10% of timetabled teaching time – not other forms of pupil contact e.g assemblies, registration Should be shown in the timetable – teacher’s own time

All of the following staff will have an entitlement to PPA time. Teachers - regardless of hours worked or whether they are employed on a temporary or fixed-term basis. Headteachers - against the time that they are timetabled to teach. NQT's - are entitled to 10% PPA time in addition to the 10% NQT induction time. Non-QTS Instructors - are entitled to PPA time provided they are employed as a unqualified teacher. Supply teachers - who are employed directly by the school will only be entitled to PPA time if they are required to undertake a significant proportion of the normal planning, preparation and assessment duties of a teacher. This is unlikely to be the case for the majority of short-term supply work required.

Who teaches the children during PPA time? HLTAs Teachers employed as PPA teachers Should not be a cover supervisor – “cover” is not the same as “teaching” Other strategies?

NO DETRIMENT CLAUSE When 10% guaranteed PPA was introduced some teachers already had more than 10% non-contact time – usually in Secondary schools Doesn’t seem to have been a major issue?

THE PPA CHALLENGE Are teachers required to plan for the person who is giving 10% cover? How do the Head and Deputy Head fit into PPA time? What PPA time is a.4 teacher entitled to? Do teachers who give PPA time have their own PPA time? Can staff be required to attend meetings with the HOD during PPA?

PPA CHALLENGE continued Does a school have to allocate PPA on a weekly basis Do SENCs get PPA time? If a teacher misses their PPA time because they are sick or on a training course get the time re-allocated?

Give schools more freedom to reward good performance and make it easier for them to tackle poor performance by extending pay flexibilities and simplifying performance management and capability procedures. ●● Increase the number of Local and National Leaders of Education: excellent head teachers who provide support to other schools. ●● Dramatically reduce bureaucracy, cutting out unnecessary duties, requirements, guidance and red tape.

The urgent national need to cut the budget deficit has made it necessary to introduce a two-year pay freeze in the public sector, which will affect teachers following the implementation of the 2.3 per cent pay award in September Nevertheless, schools will still be able to use incentives to recruit and retain their best staff, particularly where schools receive extra money through the Pupil Premium or are looking to recruit good teachers in shortage subjects We want to see schools making more use of existing pay flexibilities. We also wish to extend these flexibilities, so that schools can attract good graduates into the profession and reward high performance. So early in 2011 we will ask the School Teachers’ Review Body to make recommendations on introducing greater freedoms and flexibilities that will make the pay and conditions framework less rigid. We will consult on their recommendations, so that new and more flexible pay arrangements can be introduced at the end of the current pay freeze.