Why are the EIS asking you to reject the latest COSLA pay offer? EIS Renfrewshire Jan 2019

Wider context of our 10% campaign Real terms 24% decline in teachers’ pay Teachers not alone. However, devaluation and cuts have created a retention and recruitment crisis within our profession. Restorative Pay Claim to bring value to the profession Explicitly not a cost of living campaign as other sectors are negotiating Goal: to make teaching a desirable profession for skilled graduates and retain the expertise we have

Recalibrate our worth after largest drop in our living standards Asked senior boys at my school if wanted to be a teacher: greeted with laughs, thoughtful rejections etc. When I asked why not, money, effort, stress where all of putting. Only one boy, to be a PE teacher as he liked fitness We set out one year 10% as a compromise of 24% reduction Aim to restore worth to the profession: we have to make the case Opportunity to create cultural change in how teachers are valued Comparable to other graduate professions (and teachers internationally)

Why do we have pay differentials across professions? Basic explanation of why some jobs pay more than others: Demands of job: different tasks, conditions and hours Specialism: education level; number qualified Social value of job: prestige or lack of Different skill levels - job complexity Collective bargaining power of Trade Union Employer discrimination  The SNCT tripartite negotiation is the nearest thing we have to a ‘performance appraisal’ for teachers and educators EIS members inform the negotiators through EIS Council, AGM and the ballot process We set out a compromise restorative 10% pay increase based on what we value the profession to be worth Tied up in the battle gender equality

What are the barriers to our campaign? All pay negotiations, typical reasons why some people don’t seek the adequate renumeration They are afraid of being perceived as greedy. They are afraid of rejection. They underestimate their value contribution to their team. They are unsure about the language and process of negotiation. In addition, teachers face other common barriers: Negative views on social media: long holidays etc. Comparisons with other (typically low paid) public sector occupations Impact on children’s education and exams if take industrial action Instilling a belief that we are worth as much other professionals Studies find that Women are four times less likely to negotiate than men, and on top of that, tend to work 10% faster and 22% longer for the same reward as men

Why we should be positive: We are negotiating from a position of strength 98% of teachers REJECTED previous offer on a 75% turnout Higher than any Government mandate COSLA have conceded every time we have escalated our intent Latest offer is just another step in negotiation process Risks by accepting the latest offer: Sends a message that we don’t have the stomach for any tough negotiation We won’t find ourselves in a position of strength Difficulty regaining the initiative Sends out a confused message: Throwing away year’s campaign on an offer that is only marginally better than one overwhelmingly rejected Do COSLA like us? We are their biggest financial burden

Visual summary of the latest offer all numbers based on Point 6 Promoted post marginally higher Part Time and lower pointage lower

Anything less is a pay cut Comparisons for Point 6 main grade All figures per month before tax and deductions PROBLEM 1: It gives less pay for 2018/19 than previous offer By Jan 19, top line is better off by £31/month This marginal benefit means you’ll break even by around October 2019 Latest COSLA offer Ave/month 3,155 March 18 Pre-negotiation 3,040 By Jan 2019 3,225 10% Campaign April 18-March 19 3,344 Inflation 2.9% 3,128 By Aug 2018 3,194 Anything less is a pay cut However, the later 3% increase (Jan rather than Aug) means less pay, £219, for the year 2018/19 Ave/month 3,173 98% Rejected offer about to Ballot for industrial action

Anything less is a pay cut PROBLEM 2: It assumes inflation is stagnant Comparisons for Point 6 main grade All figures per month before tax and deductions Gap between what we say we’re worth and what COSLA say we’re worth For April 2019-March 2020 RPI 2.7% ? CPI 2.1% ? Both offers increase by 3% for April 19 to March 2020 Latest COSLA offer 3% 2.1% March 19 Pre-negotiation base line 3,128 April- March 2020 3,322 10% Campaign April’18-Mar 19 3,344 2018 Campaign April-March 2020 3,414 By Jan 2019 3,225 3,194 Inflation 2.1% Anything less is a pay cut April- March 2020 3,290 By Aug 2018 3,194 3% 98% Rejected offer about to Ballot for industrial action However, we must assume that in a climate of inflation and removal of public sector pay caps, that our negotiation for 2019-20 would secure at least a standard rate of inflation increase

Anything less is a pay cut PROBLEM 3: Predicting Inflation for a multi-year offer when we’re locked into a fixed 3% future pay rise Comparisons for Point 6 main grade All figures per month before tax and deductions Inflation rates 2020-21 Office Budget Responsibility Forecast RPI 3.1-3.2% CPI 2.0- 2.6% Latest COSLA offer April- March 2021 3,442 By Jan 2019-March 19 3,225 April- March 2020 3,322 March 19 3,128 2019/20 3,194 2020/21 3,260 Baseline LOW Inflation 2.1% Anything less is a pay cut By Aug 2018-March 19 3,194 April- March 2020 3,290 April- March 2021 3,388 98% Rejected offer about to Ballot for industrial action

Anything less is a pay cut PROBLEM 3: Predicting Inflation for a multi-year offer when we’re locked into a fixed 3% future pay rise Comparisons for Point 6 main grade All figures per month before tax and deductions Inflation rates 2020-21 Office Budget Responsibility Forecast RPI 3.1-3.2% CPI 2.0- 2.6% Latest COSLA offer By Jan 2019-March 19 3,225 April- March 2020 3,322 April- March 2021 3,442 March 19 3,128 2019/20 3,209 2020/21 3,293 Baseline Medium Inflation 2.6% Anything less is a pay cut By Aug 2018-March 19 3,194 April- March 2020 3,290 April- March 2021 3,388 98% Rejected offer about to Ballot for industrial action

Anything less is a pay cut PROBLEM 3: Predicting Inflation for a multi-year offer when we’re locked into a fixed 3% future pay rise Comparisons for Point 6 main grade All figures per month before tax and deductions Inflation rates 2020-21 Office Budget Responsibility Forecast RPI 3.1-3.2% CPI 2.0- 2.6% Latest COSLA offer By Jan 2019-March 19 3,225 April- March 2020 3,322 April- March 2021 3,442 March 19 3,128 2019/20 3,228 2020/21 3,331 Baseline Inflation 3.2% Anything less is a pay cut By Aug 2018-March 19 3,194 April- March 2020 3,290 April- March 2021 3,388 98% Rejected offer about to Ballot for industrial action

Anything less is a pay cut PROBLEM 3: Predicting Inflation for a multi-year offer when we’re locked into a fixed 3% future pay rise Comparisons for Point 6 main grade All figures per month before tax and deductions Inflation rates 2020-21 Office Budget Responsibility Forecast RPI 3.1-3.2% CPI 2.0- 2.6% Latest COSLA offer By Jan 2019-March 19 3,225 April- March 2020 3,322 April- March 2021 3,442 March 19 3,128 2019/20 3,284 2020/21 3,449 Baseline High Inflation 5% (not unreasonable given Brexit uncertainty) Anything less is a pay cut By Aug 2018-March 19 3,194 April- March 2020 3,290 April- March 2021 3,388 98% Rejected offer about to Ballot for industrial action

Summary of reasons to REJECT It offers LESS as a backdated element than the previously rejected offer For many, it only numerically beneficial after October 2019 Compared to rejected offer, around £15/month gross better off over 36 month period (top scale) The fixed elements of future rises don’t consider inflation rates In a context of wider pay awards across all sectors, it still doesn’t add comparative value to teaching Challenge questions: Will the latest offer vastly improve our standing as a profession? What are the positive implications for other sectors if we achieve our campaign goals? Will we ever have the same initiative as do we do at the moment? Please consider rejecting the offer