School Staffing Reviews in Islington - Islington NASUWT

Reviewing the structure - the background.

Our Strategy in Islington.

Flowchart of the Process.

Reviewing the Staff Structure

This process is the result of the whole remodelling agenda and covers all staff working within the school. Over the past three years various tasks inappropriate for teachers to carry out have been removed from the teacher's contract. This review is intended to be the new broom that removes the posts which no longer exist and ensure that those who have responsibility for teaching and leading those who teach receive due remuneration.
That is both the benefit and the danger. It is a chance to review the structure more equitably, but also means staff will have their pay reviewed.

Over the last five-six years staff at the top of the payscale have seen their pay rise several thousand pounds as a result of the actions of NASUWT and other unions within the national agreement. This part of the deal does not involve a pay rise, but was necessary to win the other pay increases. The total pay bill for Islington schools will not go down.

The Process

All schools are expected to use the RIG toolkit: "Review of the school staffing structure: Guidance for schools in England", published by DfES, which sets out the expectations for the process.

Before Consultation begins, the school must contact the recognised unions setting out a draft timetable for the process and explaining the scope of the review. This will also go to staff.

There is then a period of informal consultation to ensure that the formal consultation is on a document which is largely acceptable. This involves all staff as well as union representatives.

A detailed plan is then drawn up, listing all draft job descriptions, costings and placing each post within a management structure so it is clear who is managed by whom. Islington NASUWT believe that this must include an indication of the teaching commitment/NCT for that post.
For each post, no name should be mentioned, but it should be clear if it is a new post, an existing post or a combination of existing posts.
It cannot be assumed that people who have had unremunerated teaching or learning responsibilities will continue to do them.

This detailed plan is given to the governing body, who may amend it before putting it out for consultation. Recipients must have at least four weeks to respond.

All comments made during this process must be recorded and presented to the governors at the end of the consultation period and they must be seriously considered and minuted.

The draft Structure must then either be agreed, or more time allowed for further consultation.

Once agreed, the document become an annex to the school pay policy.

The implementation plan will set out whether the changes are introduced straight away or over the following three years. Some safeguarding arrangements are in place.

Our Strategy in Islington

Within Islington, we are arranging a series of meetings in schools. Each secondary school will have (at least) one meeting. The primary schools have been arranged into eight groups. This is so we can arrange meetings to cover a number of schools.

There will also be one meeting for special schools and PRUs.

If you or your school rep have not already been contacted to arrange these meetings, contact Greg Robbins who will tell you who is organising your group (primary) or when the meeting will be (secondary & special).

The primary schools are shown on the map as follows::

Flowchart of the Process

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