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

2. 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

3. 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)

4. 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

5. 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

6. 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

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

8. 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

9. 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 would secure at least a standard rate of inflation increase

10. 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
Office Budget Responsibility Forecast
RPI %
CPI %
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

11. 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
Office Budget Responsibility Forecast
RPI %
CPI %
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

12. 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
Office Budget Responsibility Forecast
RPI %
CPI %
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

13. 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
Office Budget Responsibility Forecast
RPI %
CPI %
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

14. 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