1. Staffing adjustments in schools Ian Cooper Senior HR Consultant (Schools)

2. Context 2009/10 school year – 182 staffing adjustments in Norfolk schools Most following the same timescale (i.e. with target effective date of 1 st September 2010) Direct impact on 450 employees Impact on the work of the ESC 2010/11 expectation is more of the same

3. Process Staffing adjustments follow a Code of Practice agreed with the recognised trade unions The Code of Practice and all related documents, including the Staffing Adjustment Scheme, are currently being reviewed Existing process has been BPR’d in light of move to HR Shared Service

4. Benefits of the BPR’d process Reflects the HR Shared Service structure More efficient use of the available HR resource Focused use of HR Consultant time Closer working between HR and Trade Unions/Professional Associations Quicker processing of outcomes

5. A four stage process 1.Identifying the problem, finding the solution. The PLANNING stage. 2.Sharing proposals and seeking views. The CONSULTATION stage. 3.Identifying who is affected. The SELECTION stage. 4.Dismissal, appeal and implementation. The HEARINGS stage. + VOLUNTARY SOLUTIONS

6. Who does what? Headteacher with Governors Headteacher Governors (panel 1) Governors (panel 2) Local Authority (through HR)

7. PLANNING Identify problem – budget deficit, falling roll, loss of funding … Existing staff, anticipated turnover … Possible solutions Preferred solution Initial discussion with staff Prepare and issue consultation document(s) HR support sessions

8. CONSULTATION (1) Consultation includes: Reasons for proposed changes (budget, pupil numbers …) Details of the proposed changes (level of reduction, affected group, means of selection) Statutory information about payments and dismissal processes Who to contact for more information End date of consultation

9. CONSULTATION (2) With recognised trade unions (at County level) and affected staff group(s) Information on voluntary options prepared and issued if requested Meetings if requested/required Consider possible voluntary solutions Consider any consultation responses Make any changes – notify affected staff

10. SELECTION Apply the method of selection agreed through consultation (skills audit? Interviews? automatic selection?) Inform those provisionally selected Offer support – explain process of dismissal to those selected

11. HEARINGS Two stage process (potentially) First stage – Redundancy hearing Second stage – Appeal hearing Formal process – Employee has right to be represented. Advice given to governors panel. Implementation of outcome Obligation to search for alternative employment

12. Support from HR Drop in sessions for Heads and Governors to get support from HR Consultant at the planning stage HR Consultant advice on consultation documentation and any feedback received Provision of information to employees on voluntary options Formal support at the Hearings stage for both Head and Governors’ panel Liaison with Trade Unions/Professional Associations Issuing/support in drafting dismissal letters and processing voluntary options and compulsory payments

13. Ongoing review The Staffing Adjustment Code of Practice and associated documents. Aiming to simplify and to ease access. Working practices – finding the best approach with an element of more focused support in some cases Working with Heads, Governors and Trade Unions