HR Leading the way Schools HR & OD Conference Pam Parkes Director HR&OD 17 February 2011

Key highlights for schools Continued increase in customer satisfaction 10 schools returned to Croydon HR Successful defence of all employment tribunal claims High quality schools’ HR website Regular consultation with recognised trade unions and professional associations Delivery of bespoke bite-size training in schools Accredited safer recruitment roll-out to schools

Croydon Council Awards 2010 Secondary School of the Year Archbishop Tennison’s School Primary School of the Year Good Shepherd RC Primary & Nursery School Special School of the Year St Nicholas School

scaling back of the state; greater expectations of what individuals and communities will do for themselves – big society; greater local freedoms and less intervention; greater decentralisation e.g. schools, GPs etc; more transparency and more opportunity for local people to challenge service providers. Major national policy shifts

What does this mean for schools More schools out of local authority control Freedoms Bill – proposals to merge the CRB and the ISA, and changes to who should have an enhanced CRB Abolition of the GTCE Abolition of the TDA National College will become an Executive Agency of the Department of Education

Key challenges Developing partnership working with new schools and academies Supporting schools to meet their budget challenges Keeping the LA and schools safe following the changes to the CRB disclosure of information Change our processes in the light of the new powers of the Secretary of State Work within the new arrangements of the National College

Key priorities for 2011/12 As well as the challenges we need to… Implement EBCR Encourage take up of Apprentices Complete roll-out of CHRIS self service Deliver PDCS training for support staff Implement Service Occupancies Review outcome ……..and continue to improve

Service Occupancies Project

Trade Union discussions CSC meeting 22 December 2010 Council offer: –10% discounted charge based on social housing rents & accept new terms, or –Employee becomes non-residential and vacates property Union response: –Declined

Trade Union discussions Failure to agree CSPP meeting 24 January 2011 Council offer increased to 15% Unions response: - declined for existing employees - agreed new policy and agreement for future service occupants

Next steps Continue consultations individually Letter to affected staff to go out this week, copy to Head Teachers and Chairs of Governing Bodies Implement changes by 1 May 2011

Final offer in letter Offer to staff: - sign within 4 weeks (i.e.18 th March) = 15% discount - otherwise 10% discount

Opportunity to decline If employee does not agree to the changes, he/she must: - Respond in writing, setting out reasons why - Council will hold final consultation and discussion

No agreement reached? Council has no alternative but to –Serve notice –Terminate contract of employment and occupancy agreement –At same time, offer new contract of employment and new service occupancy agreement on new terms and conditions –Implement by 1 May 2011

Employment based cost review

What is the review? Part of the council’s long term strategy under the Step Change Programme Aims to reduce employment costs whilst protecting jobs and services Applies to non-teaching employees in community schools who are on National Joint Council (NJC) terms and conditions

Consultation process The council started consulting with the NJC trade unions in March 2010 During consultations the council agreed to  Drop proposals to reduce sick pay by 50%  Retain NJC car allowances  Drop proposals to offset redundancy payments against the costs of early retirement  Defer reductions in weekend and night allowances to April 2013

Consultation process (2) The unions put the council’s final proposals to their members for a ballot before Christmas Following the ballot, the trade unions have agreed to the final proposals the council made The council and trade unions are now working towards finalising a collective agreement. Once finalised this will be communicated to all staff with a copy of the collective agreement

Proposals – overtime payments To abolish overtime payments for employees at grade 12 and above To reduce overtime enhancements for employees at grade 11 and below to 0% Monday to Saturday between 6am and 8pm 20% Monday to Saturday 8pm to 6am 50% on Sundays

Proposals – weekend and night working From 1 April 2013 Remove Saturday enhancements completely Reduce the night enhancement (8pm to 6am) to 20% Reduce the Sunday enhancement to 50%

Proposals – shift pay Redefine shift working patterns so shift patterns worked within Monday to Saturday 6am to 8pm do not attract additional payments

Proposals – pay protection For employees receiving protection as at 1 April 2011, pay protection will cease on 1 April 2012 After 1 April 2012, employees will be limited to receiving protection for one year only

Proposals – redundancy pay Currently the council pays redundancy pay based on an employee’s full salary Statutory redundancy pay is currently ‘capped’ at £380 p.w. In cases of compulsory redundancy it is proposed to reduce by 50% the amount by which the employee’s pay exceed the statutory cap In cases of voluntary redundancy to reduce by 25% the amount by which the employee’s pay exceed the statutory cap

Proposals – annual leave To limit the maximum number of days annual leave to 30 For school based staff on term-time contracts this would result in a pay reduction for employees with more than five years service e.g. A full-time (i.e. 36 hours a week) TA on grade 3 scp 17 would see a monthly pay reduction of £11.88 This was discussed at the Schools Forum on 14 February 2011

Proposals – incremental progression (1) For council staff, incremental progression will no longer be automatic but linked to performance Unless staff receive an ‘excellent’ performance rating for 2010/11 they will not receive an increment in April 2011 Automatic incremental progression will be retained for schools staff for April 2011 Governing bodies need to adopt some form of performance management

Proposals – incremental progression (2) The schools HR team will be offering training in running the council's PDCS scheme From 2011/12 incremental progression in schools should be linked to performance Governing bodies need to inform the council if they wish to opt out of performance related incremental progression