Funding, pay and workload Opportunity Knocks Funding, pay and workload STRB report and Workload Toolkit September 2018

School funding 8% cut in funding affecting schools – leading to jobs cuts, increased class sizes and workload , cuts in provision etc NEU continues to work with parent groups and other unions to highlight this issue ahead of the Comprehensive Spending Review in November. Headteacher protest at Downing Street on 28th September The government has established a “teacher pay grant” for schools But it expects schools to fund the first 1% of the award this year This will put further pressure on budgets – so, we are demanding full funding for the pay award.

School Teacher Review Body Established 1992 Members appointed by the government Looks at teacher recruitment and retention Compares teaching with other jobs Takes evidence from various parties Publishes a report with recommendations 1992 – 2017 government accepts all recommendations 2018 government ignores recommendations

Teacher pay awards since 2011 2011 0% 2012 0% 2013 1% 2014 1% 2015 1% 2016 1% 2017 1.5% (2% on main pay scale- 1% on UPS and Leadership Spine)

Your pay in figures 15% fall in real terms since 2010 4% increase in your pension contributions 15% increase in rents since 2010 Inflation currently 2.5% 37% increase in teachers leaving the job Teacher vacancy rate up 165% since 2010 20,000 shortfall in teacher recruitment in 2016 Your pay is now 25% behind other graduates

Teacher recruitment and retention In 2016 and 2017 STRB pointed to problems developing with recruitment and retention of teachers In 2017 they said that “a significant increase” would be needed to address systemic problems NEU submission called for 5% for all teachers as a start to restoring pay levels and a new deal on workload 2018 STRB report recommended 3.5% on all pay points and allowances – highest in public sector

What the STRB said “In recent years, maintaining teacher supply has become MORE difficult. Last year saw a FURTHER deterioration in BOTH recruitment AND retention.” Recruitment: “The Government’s overall target for recruitment to postgraduate initial teacher training (ITT) was MISSED in 2017/18 for a sixth successive year.” Retention: “The numbers of vacancies and temporarily filled posts in schools and of teachers resigning from the profession have also continued to INCREASE.” Trends are concerning: “These trends are particularly concerning as demand for teachers is expected to rise considerably over the next decade, particularly in secondary schools, as a result of increases in pupil numbers.” Leadership: “Several of our consultees raised concerns about the ability to attract teachers into leadership roles. This aligns with what we have heard on our visits to schools around the country, as few classroom teachers tell us they aspire to become senior leaders, and most assistant and deputy heads we speak to do not wish to become head teachers.”

Response from Damian Hinds Received the report in May but did not publish until July 24th! Ignored recommendation of 3.5% for all teachers – instead awarded: 3.5 % on main scale (M1 – M6) 2.0% on Upper pay scale 1.5% on Leadership scale 2% on TLRs and other allowances 1% to be funded from already stretched school budgets Divisive and unfair – 60% of teachers will receive a below inflation pay rise – another a pay cut in other words. First time ever that the government has ignored STRB recommendations

27 years of STRB Reports

NEU response NUT Executive has agreed to launch a significant high profile campaign to fight for full funding and full implementation of the STRB recommendations – 3.5 % on all points and allowances - despite it not meeting our justified demands. This will go to NEU Executive on October 6th. Kevin Courtney, NEU Joint GS said, “It is simply astonishing that the Secretary of State hasn’t accepted the STRBs well-reasoned recommendations. He and the Treasury are playing the age old game of divide and rule. We won’t be divided". All increases should be fully funded by the government so that school budgets are not further squeezed Also campaigning for schools and MATs to adopt agreed pay spines Seek joint work with other teacher unions and seek support from governor bodies and Local Authorities. Prepare members for an indicative ballot on willingness to take strike action to win this. The NEU NAHT and ASCL will be producing model pay policy with agreed pay levels to reflect the award.

What about workload? Workload is the main reason for teachers quitting the job Long hours, excessive accountability tasks and lack of professional control are all factors in this NEU survey autumn 2017: 83% said they have considered leaving because of workload 59% said workload was getting worse Ofsted, the government and teacher unions all agree that workload needs addressing

DfE toolkit opens the door Following earlier joint publications, and Ofsted clarifications, the DfE has published a Workload Toolkit for schools The purpose of the toolkit is “to reduce workload at your school”. This applies to all schools and should be the subject of discussion between staff and SLT. Should begin with audit of staff concerns, followed by discussion at INSET day.

A real opportunity to win some professional control and make a difference Members can organise around workload issues that have the most impact in their school and prepare for INSET days Use INSET day to review and propose changes Opportunity for members to build strong NEU workplace teams Engage in professional dialogue with leaders Engage in negotiations to reduce workload Strengthen consultation and negotiation structures Develop a stronger collective voice and influence However, despite these risks there are opportunities for NEU members in schools to use the toolkit to their advantage With its emphasis on using INSET days to initiate a professional dialogue and develop a plan to reduce workload, the toolkit provides members with an opportunity to identify and organise around the workload issues that are having the most impact in their school The toolkit is an invitation for reps to meet with members and prioritise the issues which are important to them prior to the INSET days, and to develop proposals for change As a union it provides an opportunity to bring ATL and NUT section reps and members together and build strong NEU workplace teams The toolkit provides reps and members with an opportunity to develop or reinvigorate consultation and negotiation structures around this issue – to negotiate changes to practice to reduce workload and to track progress through regular consultation and negotiation meetings going forward Overall, we have an opportunity for members to use their increased leverage at a workplace level to win changes that will reduce workload and improve the quality of their working lives

Three key areas Marking Need to strike a balance between a core and consistent approach, and trusting teachers to focus on what is best for their pupils All marking should be meaningful, manageable and motivating Planning School leaders should evaluate how they view planning in their school SLT should review demands in relation to planning Teachers should engage in collaborative planning to benefit from expertise of peers Data collection Be Streamlined: eliminate duplication, ‘collect once, use many times’ Be ruthless: only collect what is needed to support outcomes for pupils Be prepared to stop activity: do not assume data collection or analysis must continue just because it always has Be aware of workload issues: consider not just how long it will take, but whether that time could be better spent on other tasks

A new term rich with promise The autumn term always starts rich with promise and full of good intentions We want to make the autumn term 2018 the one where teachers acted collectively to make a difference for themselves and the children they teach On pay and workload we have that opportunity To do this will require high levels and good communications between members, Reps and local officers. Operation Ballot Ready to check and update membership lists This is a campaign we can win and we have been given the tools to do it Make sure you are meeting in your school group to discuss pay and workload and sending a rep to local meetings. You deserve better and so do the children you teach!