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Lowick and Holy Island C. of E. First Schools

 

Redundancy and Early Retirement Scheme for Teachers and Support Staff - 2014/15

 

Section A - General

 

A1        Purpose

 

This whole school policy sets out the arrangements that the governing body will use to decide termination payments for staff arising from redundancy or efficiency of the service and applications for early retirement. It includes all areas where it has discretion to make these decisions for teachers and support staff.

 

The policy applies in all cases where employment is terminated during the period 1 April 2014 to 31 March 2015.

 

The governing body will publish its agreed scheme no later than 1 March 2014 and will lodge a copy with its HR and payroll provider(s) no later than 31 March 2014.

 

A2        Policy Statement

 

In formulating and reviewing this policy the governing body has regard to the extent to which the exercise of their discretionary powers, unless properly limited, could lead to a serious loss of confidence in the public service and will ensure it is satisfied that the policy is workable, affordable and reasonable having regard to the foreseeable costs.

 

A3        Principles

 

This policy takes account of and will be operated to comply with:

  • Section 37 of the Education Act 2002 which sets out the statutory powers of the governing body of maintained schools and the local authority in respect of termination payments;
  • the Teachers’ (Compensation for Redundancy and Premature Retirement) Regulations 1997 and the Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006;
  • the Equality Act 2010 to ensure that there is no unlawful discrimination in relation to the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation;
  • the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 to ensure that there is no discrimination on the grounds of part-time working; and
  • the Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 to ensure that there is no discrimination due to the fixed-term nature of the contract of employment.

 

 

A4        Roles and responsibilities

 

Governing body:

  • The governing body is responsible for deciding, where it has discretion to do so, whether to award financial compensation to an employee under this policy and the amount of that compensation.
  • Decisions about payments as a consequence of a redundancy process will be fully delegated by the governing body to the hearing body established for the purpose of managing the process under the school’s Redundancy Procedure.
  • Decisions about payments in all other cases will be fully delegated by the governing body to the school’s Joint Staffing and finance Committee.

 

 

Local authority

  • The local authority is responsible for compensating employees in maintained schools who are awarded payments when leaving service on the grounds of redundancy or efficiency, other than when staff are employed under community powers as such payments have to be met from that specific budget, unless it has good reason not to meet these costs. The reasons why the local authority will not meet termination of employment costs are set out in the Scheme for Financing Schools. The scheme has the practical effect that in the vast majority of cases maintained schools should expect to meet these costs from their delegated budget share, although the local authority retains sole discretion to meet costs from its own budget even where such reasons apply. Schools should enter into discussions with the local authority at an early stage in the process if they wish to seek funding to meet termination of employment costs and agreement will only be valid if confirmed by the local authority in writing.
  • Formal approval is required from local authority officers in Children’s Services, Finance and HR in all cases in order to release payments on the grounds of redundancy or efficiency of the service, which should be obtained before the employee is issued with notice. The role of the officers is to ensure that the proposed termination of employment is for genuine reasons to justify the use of public funds for this purpose and decide whether the costs in whole or in part will be met from the local authority’s budget, the school’s budget share or the school’s community powers budget.
  • In cases where delegation of the budget has been withdrawn from the governing body, the local authority will make decisions within scope of this policy.

 

Employee:

  • Where relevant, the employee is responsible for liaising with their pension provider regarding the options available to them and seeking independent financial advice about those options.

 

A5        Confidentiality and record keeping

 

Under the Freedom of Information Act 2000 the governing body will publish this policy through its scheme of publication.

 

Termination payments are a confidential matter between the governing body and the individual employee. The headteacher, the clerk to the governing body, the Chair of Governors and the school’s HR and payroll provider need to be aware of such payments in order to perform their duties, but appropriate details will be kept strictly confidential.

 

The hearing body or committee will ensure that decisions about payments made under this policy are confidential. They will report their decisions to the full governing body as a confidential item without discussion. The confidential matters referred to in such minutes shall only be revealed to persons who require access as part of their official duties.

 

Records of decisions will be retained by the governing body for a minimum period of 6 years. All staff will be granted reasonable access to their own records.

 

A6        Complaints

 

            Any complaint by an employee regarding the application of this policy to their own situation will be heard in the first instance by the committee who made the decision (for example, the hearing body at the representations meeting under the Redundancy Procedure). If the complaint does not concern the application of this policy within the context of another HR procedure with its own arrangements for hearings, the Procedures for Conducting Hearings and Appeals will apply.

 

            The Procedures for Conducting Hearings and Appeals will apply to all appeals regarding the application of this policy.

 

A7        Monitoring and review

 

The governing body will monitor its application of this policy, particularly to ensure that its practices are fair and do not discriminate unlawfully.

 

The governing body will review this policy every year with effect from 1 April. It will seek to agree any revisions with recognised trade unions after consultation with all staff. This consultation will be usually be arranged by circulating a draft policy to all school staff and seeking written comments.

 

For the avoidance of doubt, this scheme is not contractual, and the governing body may vary the discretionary terms of the scheme from time to time, subject to the requirement that the scheme cannot come into effect until one month has elapsed following the publication of the amended policy.

 

Statutory regulations and guidance will take precedence in the event of any inadvertent contradictions with this policy.

 

Section B – Payments for teachers and support staff in cases of redundancy

 

Such payments arise where the termination of employment is as a result of the governing body conducting an exercise to reduce its staffing establishment under its Redundancy Procedure on the grounds that the work the employee undertakes is ceasing or diminishing and the school (or any other body covered by the Redundancy Payments (Continuity of Employment in Local Government etc) (Modification) Order 1999) does not intend to re-employ the employee.

 

B1       Redundancy/Severance Payment

 

B1.1    Service requirement

 

Redundancy payments will be made on the basis of continuous local government service to all eligible teachers and support staff. Employees with a minimum of two years of continuous local government service at their dismissal date, including all organisations covered by the Redundancy Payments (Continuity of Employment in Local Government etc) (Modification) Order 1999, as amended plus any other service transferred in under a Statutory Transfer Order (STO) or the Transfer of Undertakings (Protection of Employment) Regulations, are eligible to receive a payment when they are dismissed for the reason of redundancy. An exception to this requirement is made for an employee who has had a break in service for maternity or reasons concerned with caring for children or other dependents. Previous service will be taken into account providing that the break in service does not exceed eight years and no permanent paid full time employment has intervened (and no redundancy/ severance payment has been made in respect of previous service).

 

B1.2    Calculation of redundancy/severance payment for teachers

 

            The governing body has set a discretionary redundancy payment scheme for permanent and fixed-term employees that includes the statutory redundancy payment payable, which is:

  • the statutory redundancy payment table provided in Appendix 1, which awards a maximum of 30 weeks’ pay;

multiplied by

  • an employee’s actual contractual weekly pay calculated according to the guidance set out in Appendix 2 at the relevant date for the purpose of calculating a redundancy payment.

                       

B1.3    Calculation of redundancy/severance payment for support staff

 

The governing body has set a discretionary redundancy payment scheme for permanent and fixed-term employees that includes the statutory redundancy payment payable, which is:

  • the statutory redundancy payment table provided in Appendix 1, which awards a maximum of 30 weeks’ pay;

multiplied by

  • an employee’s actual contractual weekly pay calculated according to the guidance set out in Appendix 2 at the relevant date for the purpose of calculating a redundancy payment.

                       

B2       Release of pension for members of Teachers’ Pension Scheme

 

B2.1                 The governing body will not use its discretion to release pension to eligible teachers under the premature retirement arrangements that apply to dismissal on the grounds of redundancy within the Teachers’ Pension Scheme.

           

B3       Release of pension for members of Local Government Pension Scheme

 

B3.1     It is mandatory that the governing body releases pension to eligible members of the Local Government Pension Scheme who are aged 55 or over at their leaving date and their contract ends for the reason of redundancy.

 

B3.2     This will incur a “strain on the fund” cost from the Northumberland Pension Fund for early release of pension if the employee’s leaving date is before they reach normal pensionable age.

 

B3.3                 The governing body will not grant augmented membership to LGPS members entitled to early retirement.

                       

B4                   Payback period for voluntary redundancy

 

B4.1     When considering applications for voluntary redundancy and having first considered whether the case is in its operational/managerial interests, the hearing body will consider that the case could be in its financial interests if the costs incurred will be recouped by savings within a one-year period. However it retains its sole discretion to:

  • agree exceptions to this payback period where approving the case is judged to be in the overall interests of the school (for example, to avoid a compulsory redundancy situation); or
  • refuse the application if the costs incurred for the volunteer could be substantially higher than if compulsory redundancies were made.

 

Section C - Payments for teachers and support staff in cases of efficiency of the service

 

Such payments arise where the termination of employment is considered to be in the financial and operational/managerial interests of the governing body andthe school does not intend to re-employ the employee in any capacity, although the work they undertake is not ceasing or diminishing.

 

C1       Discretionary lump sum compensation payment

 

       C1.1    Service requirement

 

Such payments will be made on the basis of continuous local government service to all eligible teachers and support staff. Employees with a minimum of two years of continuous local government service at their dismissal date, including all organisations covered by the Redundancy Payments (Continuity of Employment in Local Government etc) (Modification) Order 1999, as amended plus any other service transferred in under a Statutory Transfer Order (STO) or the Transfer of Undertakings (Protection of Employment) Regulations, are eligible to receive a payment when they are dismissed for “some other substantial reason” on the grounds of efficiency. An exception to this requirement is made for an employee who has had a break in service for maternity or reasons concerned with caring for children or other dependents. Previous service will be taken into account providing that the break in service does not exceed eight years and no permanent paid full time employment has intervened (and no redundancy payment has been made in respect of previous service).

 

C1.2    Calculation of severance payment for teachers

 

            The governing body has set a discretionary lump sum compensation payment scheme for permanent and fixed-term employees that applies only when pension release is not granted under C2:

  • the statutory redundancy payment table provided in Appendix 1, which awards a maximum of 30 weeks’ pay;

multiplied by

  • an employee’s actual contractual weekly pay calculated according to the guidance set out in Appendix 2 at the relevant date for the purpose of calculating a redundancy payment.

                       

C1.3    Calculation of severance payment for support staff

 

The governing body has set a discretionary lump sum compensation payment scheme for permanent and fixed-term employees that applies only when pension release is not granted under C3:

  • the statutory redundancy payment table provided in Appendix 1, which awards a maximum of 30 weeks’ pay;

multiplied by

  • an employee’s actual contractual weekly pay calculated according to the guidance set out in Appendix 2 at the relevant date for the purpose of calculating a redundancy payment.

                       

C2       Release of pension for members of Teachers’ Pension Scheme

 

C2.1                The governing body will not use its discretion to release pension to eligible teachers under the premature retirement arrangements that apply to dismissal on the grounds of organisational efficiency within the Teachers’ Pension Scheme.

                       

C3       Release of pension for members of Local Government Pension Scheme

 

C3.1    It is mandatory that the governing body releases pension to eligible members of the Local Government Pension Scheme who are aged 55 or over at their leaving date and are dismissed for the reason of efficiency of the service.

 

C3.2    This will incur a “strain on the fund” cost from the Northumberland Pension Fund for early release of pension if the employee’s leaving date is before they reach normal pensionable age.

 

C3.3                 The governing body will not grant augmented membership to LGPS members entitled to early retirement.

           

C4     Payback period

 

Having first considered whether the case is in its operational/managerial interests, the governing body will consider that the case is in its financial interests if the costs incurred will be recouped by savings within a two-year period.   However, it retains its sole discretion to agree exceptions to this payback period where approving the case is judged to be in the overall interests of the school.

 

Section D - Applications from current members of the Local Government Pension Scheme under the “rule of 85” (i.e. where age and pensionable service add up to 85)

 

D1       The relevant committee will not operate an early retirement scheme in relation to employee requests to be granted early retirement under the “rule of 85”.

 

D2       It will however still retain the right to consider such applications under the statutory provisions contained within the Local Government Pension Scheme Regulations. Where actuarial reductions would apply to the person’s pension benefits, the committee may consider waiving those reductions where it believes that there are compelling compassionate grounds for doing so. This will incur a “strain on the fund” cost from the Northumberland Pension Fund for early release of pension if the employee’s leaving date is before they reach normal pensionable age. Costs arising from such decisions will be met from the school’s budget.

 

D3       The governing body will not award augmented membership or provide a severance payment in “rule of 85” cases.

 

D4       The committee may exercise its discretion to approve an application only where the early retirement is in the financial and operational/managerial interests of the governing body. Having first considered whether the case is in its operational/managerial interests, the committee will consider that the case is in its financial interests if any costs incurred will be recouped by savings within a two-year period.   However, it retains its sole discretion to agree exceptions to this payback period where approving the case is judged to be in the overall interests of the school.

 

Section E - Applications from deferred members of the Local Government Pension Scheme members for early release of benefits

 

E1       Where a deferred beneficiary requests the early release of their benefits, the relevant committee may consider granting their request only where it believes that there are compelling compassionate grounds for so doing. The committee may further determine that any actuarial reductions should not be applied to the pension benefits where the nature of the case warrants the exercise of this further discretion e.g. where the person is suffering considerable hardship or there are other material factors. Costs arising from such decisions will be met from the school’s budget.

 

Section F - Applications from current members of the Teachers’ Pension Scheme to access Actuarially Adjusted Benefits (AAB)

 

F1        These cases arise when an eligible TPS member applies to leave employment before their normal pensionable age to access a lower lump sum and pension than would have been awarded. The reduction applies for the lifetime of the benefits, not just until normal pensionable age is reached.

 

F2        The governing body will not incur any costs in approving an application for AAB, however it is entitled to delay the employee’s leaving date for up to six months from the date on which the member requests their pension benefits.

 

F3        The governing body notes that it is not possible for an in-service member to take a “token break” in employment in order to become entitled to AAB in the Teachers’ Pension Scheme. In addition to other qualifying conditions, access to AAB requires that there is an actual break in employment of at least one day and that any future employment is no longer pensionable (known as “excluded employment”). If the individual is to be re-employed, this should be under a new contract of employment. Where a person is subsequently re-employed by the same employer, there should be a new contract with an expectation that the person would move to a different or changed role. If the person returns to substantively the same post, that should result from an openly competitive recruitment process.

 

F4        These rules do not apply to scheme members who attain normal pensionable age. They can become entitled to age benefits that are not actuarially adjusted if they opt out of the scheme on or after NPA and enter “excluded employment”. The age benefits payable are a retirement lump sum (if applicable) and pension, although the pension with stop immediately, or at any point during the tax year depending on the amount of re-employment earnings under the scheme’s abatement provisions.

 

Section G – Salary restriction for members of the Teachers’ Pension Scheme

 

G1       In certain circumstances the salary used to calculate annual pension and lump sum upon retirement will be restricted. This may apply to the award of retirement benefits under the rules for age retirement, actuarially adjusted benefits (Section F of this scheme), premature retirement (Sections B and C of this scheme) or phased retirement. It does not apply to ill health retirement.

 

G2       Where it applies, the regulation requires that the growth in salary in the last 3 years prior to retirement is reviewed to make sure that the increase, year on year, does not exceed the greater of 10% or £5,400 (this figure is reviewed annually). If it does, the average salary used in the calculation of benefits will be restricted unless the employer decides to purchase additional pension, up to the maximum allowed, within six months of leaving pensionable employment.

 

G3       It is the policy of the governing body to consider on a case-by-case basis exercising its discretion to purchase additional pension from its delegated budget share in circumstances where this regulation applies.

 

 

Revision Record of Issued Versions

Author

Creation Date

Version

Status

Northumberland HR for Schools (SH)

3 December 2012

1.0

Final version.

 

 

 

 

Changed by

Revision Date

 

 

School

28 January 2013

2.0

Draft adapted version for consultation with staff and trade unions

School

28 February 2013

3.0

Final version for publication

Review Date

March 2014

 

 

 

Copyright Notice – Please Read

This model scheme is only available to those schools in Northumberland that purchase either the HR SLA for Maintained Schools or the HR Service Contract for Academies from Northumberland County Council. The copying, reproduction, distribution (including by e-mail, facsimile or other electronic means), publication or transmission of these documents to any other party is STRICTLY PROHIBITED unless otherwise agreed by the author. If you are in any doubt about the permitted use of these documents, or believe they have come into your possession by means that contravene these instructions, please contact us.

 

Appendix 1 – Statutory redundancy payment table

 

Complete years of continuous local government service at date of leaving

 

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

Age

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

17

1

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

18

1

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

19

1

2

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

20

1

2

-

 

 

 

 

 

 

 

 

 

 

 

 

 

 

21

1

2

3

-

 

 

 

 

 

 

 

 

 

 

 

 

 

22

1

2

3

-

 

 

 

 

 

 

 

 

 

 

 

 

23

2

3

4

-

 

 

 

 

 

 

 

 

 

 

 

24

2

3

4

5

-

 

 

 

 

 

 

 

 

 

 

25

2

3

4

5

6

-

 

 

 

 

 

 

 

 

 

26

2

3

4

5

6

7

-

 

 

 

 

 

 

 

 

27

2

3

4

5

6

7

8

-

 

 

 

 

 

 

 

28

2

3

4

5

6

7

8

9

-

 

 

 

 

 

 

29

2

3

4

5

6

7

8

9

10

10½

-

 

 

 

 

 

30

2

3

4

5

6

7

8

9

10

10½

11

11½

-

 

 

 

 

31

2

3

4

5

6

7

8

9

10

10½

11

11½

12

12½

-

 

 

 

32

2

3

4

5

6

7

8

9

10

10½

11

11½

12

12½

13

13½

-

 

 

33

2

3

4

5

6

7

8

9

10

11

11½

12

12½

13

13½

14

14½

-

 

34

2

3

4

5

6

7

8

9

10

11

12

12½

13

13½

14

14½

15

15½

-

35

2

3

4

5

6

7

8

9

10

11

12

13

13½

14

14½

15

15½

16

16½

36

2

3

4

5

6

7

8

9

10

11

12

13

14

14½

15

15½

16

16½

17

37

2

3

4

5

6

7

8

9

10

11

12

13

14

15

15½

16

16½

17

17½

38

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

16½

17

17½

18

39

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

17½

18

18½

40

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

18½

19

41

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

19½

42

10½

11½

12½

13½

14½

15½

16½

17½

18½

19½

20½

43

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

44

3

10½

11½

12½

13½

14½

15½

16½

17½

18½

19½

20½

21½

45

3

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

22

46

3

6

10½

11½

12½

13½

14½

15½

16½

17½

18½

19½

20½

21½

22½

47

3

6

9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

48

3

6

9

10½

11½

12½

13½

14½

15½

16½

17½

18½

19½

20½

21½

22½

23½

49

3

6

9

10½

12

13

14

15

16

17

18

19

20

21

22

23

24

50

3

6

9

10½

12

13½

14½

15½

16½

17½

18½

19½

20½

21½

22½

23½

24½

51

3

6

9

10½

12

13½

15

16

17

18

19

20

21

22

23

24

25

52

3

6

9

10½

12

13½

15

16½

17½

18½

19½

20½

21½

22½

23½

24½

25½

53

3

6

9

10½

12

13½

15

16½

18

19

20

21

22

23

24

25

26

54

3

6

9

10½

12

13½

15

16½

18

19½

20½

21½

22½

23½

24½

25½

26½

55

3

6

9

10½

12

13½

15

16½

18

19½

21

22

23

24

25

26

27

56

3

6

9

10½

12

13½

15

16½

18

19½

21

22½

23½

24½

25½

26½

27½

57

3

6

9

10½

12

13½

15

16½

18

19½

21

22½

24

25

26

27

28

58

3

6

9

10½

12

13½

15

16½

18

19½

21

22½

24

25½

26½

27½

28½

59

3

6

9

10½

12

13½

15

16½

18

19½

21

22½

24

25½

27

28

29

60

3

6

9

10½

12

13½

15

16½

18

19½

21

22½

24

25½

27

28½

29½

61+

3

6

9

10½

12

13½

15

16½

18

19½

21

22½

24

25½

27

28½

30

 

 

 

Appendix 2 – Calculation of a week’s pay for redundancy purposes

 

The calculation of a week’s pay for redundancy purposes is set out in statute within the Employment Rights Act 1996 and specifies the required calculation date.

http://www.legislation.gov.uk/ukpga/1996/18/part/XIV/chapter/II

 

This guidance sets out this applies to employees with different contractual arrangements.

 

1          Employee with normal working hours that do not vary with the amount of work done

 

            A week’s pay will be the pay that the employee is contractually entitled to for working their normal working hours:

 

Actual annual salary divided by 52.1428

 

            Notes: Casual overtime is not included in normal working hours. Where a contract provides that an employee will be paid a premium for working more than their fixed number of hours, the normal working hours will be those fixed number of hours. However, where an employee is required to work a fixed number of hours, but some of those are paid at premium rates, the employee’s normal working hours will be those fixed number of hours and therefore, in these cases, the premium will be included. This has been interpreted to mean that hours beyond the standard working week will not be counted as normal working hours unless it is guaranteed by the employer and the employee is contractually obliged to work it.

 

2          Employee with normal working hours but pay varies with the amount of work done

 

A          Part year employee with equated salary e.g. term-time, term-time + 5 training days

 

The Employment Appeal Tribunal in Gilbert & Otrs v Barnsley MBC (unreported), as set out in LGE Advisory Bulletin 460, held that the amount of pay did vary with the amount of work done as the equated salary was for administrative convenience only. This case established that the actual annual salary should be divided by the number of weeks actually worked in the year (including paid annual leave and bank holidays), rather than 52.1428:

 

Actual annual salary divided by weeks worked including paid holidays e.g. employee working 195 days with less than 5 years’ service = 44.8 weeks paid (i.e. 195/227 x 52.1428); employee working 195 days with 5 years’ service or more = 45.8 weeks paid (i.e. 195/222 x 52.1428). Examples of weeks paid are:

 

Number of days worked

Length of service

Weeks paid

190

Less than 5 years

43.6

190

5 years or more

44.6

195

Less than 5 years

44.8

195

5 years or more

45.8

200

Less than 5 years

46.0

200

5 years or more

47.0

 

B         Employee paid according to the amount of work done

 

            Average hourly rate x normal weekly working hours

 

            where average hourly rate = total pay for hours worked

                                                                        total hours worked

 

in the last 12 complete weeks before the calculation date.

 

Any overtime calculated is counted in total hours worked. The pay received for the overtime is counted in total pay as if it had been worked during normal working hours i.e. any premium paid is excluded.

 

If in any of those individual weeks no work was done for which remuneration was payable, then those non-working weeks are disregarded and pay received in earlier weeks will be included in the calculation so that there are 12 weeks where pay has been received.

 

C         Employee whose pay varies with the time of the work e.g. the employee receives a premium rate for working outside the standard working day and therefore a week’s pay varies depending on what hours are worked

 

Average hourly rate x average number of normal weekly working hours

 

            where Average hourly rate = total pay for hours worked

                                                                        total hours worked

 

            and Average number of weekly hours = total number of normal working hours/12

 

in the last 12 complete weeks before the calculation date.

 

Any premium for working more than the standard working week is counted in total hours worked. The pay received for the additional work is counted in total pay as if it had been worked during normal working hours i.e. any premium paid is excluded. Premiums for working outside the standard working day are also included in the calculation.

 

If in any of those individual weeks no work was done for which remuneration was payable, then those non-working weeks are disregarded and pay received in earlier weeks will be included in the calculation so that there are 12 weeks where pay has been received.

 

3          Employee with no normal working hours

 

            If an employee does not have normal working hours then a week’s pay is the average weekly remuneration in the last 12 complete weeks before the calculation date.

 

            Overtime payments including premiums are included in the calculation.

 

If in any of those individual weeks no work was done for which remuneration was payable, then those non-working weeks are disregarded and pay received in earlier weeks will be included in the calculation so that there are 12 weeks where pay has been received.

 

Lowick and Holy Island National Curriculum Overview Year 1

English

Mathematics

Reading

Match graphemes for all phonemes.

Read accurately by blending sounds.

Read words with very common suffixes.

Read contractions & understand purpose.

Read phonics books aloud.

Link reading to own experiences.

Join in with predictable phrases.

Discuss significance of title & events.

Make simple predictions.

Writing

Name letters of the alphabet.

Spell very common ‘exception’ words.

Spell days of the week.

Use very common prefixes & suffixes.

Form lower case letters correctly.

Form capital letters & digits.

Compose sentences orally before writing.

Read own writing to peers or teachers.

Grammar

Leave spaces between words

Begin to use basic punctuation:

. ? !

Use capital letters for proper nouns.

Use common plural & verb suffixes.

 

Speaking & Listening

Listen & respond appropriately.

Ask relevant questions.

Maintain attention & participate.

Number/Calculations

Count to/across 100.

Count in 1’s, 2’s, 5’s, 10’s.

Identify ’one more’ and ‘one less’.

Read & write numbers to 20.

Use language e.g. ‘more than’, ‘most’.

Use +, - and = symbols.

Know number bonds to 20.

Add & subtract one-digit and two-digit numbers to 20, including zero.

Solve one – step problems, including simple arrays.

Measurement & Geometry

Use common vocabulary for comparisons e.g. heavier, taller, full, longest, quickest.

Begin to measure length, capacity, weight.

Recognise coins & notes.

Use time & ordering vocabulary.

Tell the time to hour/half hour.

Use language of days, weeks, months & years.

Recognise & name common 2D and 3D shapes.

Order & arrange objects.

Describe position & movement, including half and quarter turns.

 

Fractions

Recognise & use ½ and ¼.

Science

To work scientifically, ask questions, observe, perform simple tests, identify & classify, suggest answers, gather & record data. Study:

Plants & Animals - Identify basic plants, plant parts. Identify & compare common animals & name basic body parts.

Materials - Distinguish between objects & materials, name common materials. Describe simple properties of some materials, compare & classify.

Seasonal change - Observe weather associated with changes of season.

Computing (KS1)

Understand use of algorithms.

Write & test simple programs.

Use logical reasoning to make predictions.

Organise, store, retrieve & manipulate data.

Communicate online safely & respectfully.

Recognise uses of IT outside of school.

History (KS1)

Changes within living memory (linked to aspects of national life where appropriate).

Events beyond living memory that are significant nationally or globally.

Significant historical events, people and places in own locality.

The lives of significant historical figures   – to compare life in different time periods.

Understand chronology of different time periods.

Use historical term, ask & answer questions about the past.

Geography (KS1)

Using atlases & globes, name & locate countries & capitals of UK, World’s continents & oceans.

Compare local area to non-European country.

Weather patterns in UK& locate World hot & cold areas.

Use geographical vocabulary to describe physical and human features e.g. cliff, mountain, valley, town, village, harbour.

Use compass directions and aerial photographs to create maps & plans.

Fieldwork & observation skills in own locality.

 

Modern Languages

 

Not required at KS1

Art & Design (KS1)

Use a range of materials.

Use drawing, painting & sculpture.

Develop techniques of colour, pattern, texture, line, shape, form & space.

Learn about range of artists, craftsmen & designers.

Design & Technology (KS1)

Design purposeful, functional & appealing products.

Generate, model & communicate ideas.

Use range of tools & materials to complete practical tasks.

Evaluate existing products & own ideas.

Build & improve structure & mechanisms.

Understand where food comes from, prepare simple dishes.

 

Religious Education

 

Continue to follow locally agreed syllabus for RE.

Music (KS1)

Sing songs.

Play tuned & un-tuned instruments musically.

Listen & understand live & recorded music.

Make and combine sounds musically.

Physical Education (KS1)

Master basic movement e.g. running, jumping, throwing, catching, balance, agility & co-ordination.

Participate in team games.

Perform dances using simple movement.

Swimming proficiency at 25m (KS1 or KS2).

                 

Lowick and Holy Island National Curriculum Overview Year 2

English

Mathematics

Reading

Develop phonics until decoding secure.

Read common suffixes.

Read & re-read phonic-appropriate books.

Read common ‘exception’ words.

Discuss & express views about fiction, non-fiction & poetry.

Become familiar with & re-tell stories.

Ask & answer questions; make predictions.

Begin to make inferences.

Writing

Spell by segmenting into phonemes.

Learn to spell common ‘exception’ words.

Spell using common suffixes, etc.

Use appropriate size letters & spaces.

Develop positive attitude & stamina for writing.

Begin to plan ideas for writing.

Record ideas sentence by sentence.

Make simple additions & changes after proof reading.

Grammar

Use . ! ? , and ‘

Use simple conjunctions.

Begin to expand noun phrases.

Use some features of standard English.

 

Speaking & Listening

Articulate & justify answers.

Initiate & respond to comments.

Use spoken language to develop understanding.

Number/Calculations

Know 2, 5, 10x tables.

Begin to use place value (T/U)

Count in 2’s, 3’s, 5’s & 10’s.

Identify, represent & estimate numbers.

Compare/order numbers, inc. < > =.

Write number s to 100.

Know number facts to 20 (+ related to 100).

Use x and ÷ symbols.

Recognise commutative property of multiplication.

Measurement & Geometry

Know & use standard measures.

Read scales to nearest whole unit.

Use symbols for £ and p and add/subtract simple sums of less than £1 or in pounds.

Tell time to nearest 5 minutes.

Identify & sort 2D & 3D shapes.

Identify 2D shapes on 3D surfaces.

Order & arrange mathematical objects.

Use terminology of position & movement.

 

Fractions

Find & write simple fractions.

Understand equivalence of e.g 2/4 = ½ .

 

Statistics

Interpret simple tables & pictograms.

Ask & answer questions about totalling.

Science

To work scientifically, ask questions, observe, perform simple tests, identify & classify, suggest answers, gather & record data. Study:

Living Things & Habitat, Plants, Animals – differentiate living, dead & non-living. Conditions for growth, basic needs of animals & humans (off spring). Food chains & habitats.

Materials – identify & compare uses of materials. How solid shapes can be changed (squashing, bending, twisting & stretching).

Computing (KS1)

Understand use of algorithms.

Write & test simple programs.

Use logical reasoning to make predictions.

Organise, store, retrieve & manipulate data.

Communicate online safely & respectfully.

Recognise uses of IT outside of school.

History (KS1)

Changes within living memory (linked to aspects of national life where appropriate).

Events beyond living memory that are significant nationally or globally.

Significant historical events, people and places in own locality.

The lives of significant historical figures   – to compare life in different time periods.

Understand chronology of different time periods.

Use historical term, ask & answer questions about the past.

Geography (KS1)

Using atlases & globes, name & locate countries & capitals of UK, World’s continents & oceans.

Compare local area to non-European country.

Weather patterns in UK& locate World hot & cold areas.

Use geographical vocabulary to describe physical and human features e.g. cliff, mountain, valley, town, village, harbour.

Use compass directions and aerial photographs to create maps & plans.

Fieldwork & observation skills in own locality.

 

Modern Languages

 

Not required at KS1

Art & Design (KS1)

Use a range of materials.

Use drawing, painting & sculpture.

Develop techniques of colour, pattern, texture, line, shape, form & space.

Learn about range of artists, craftsmen & designers.

Design & Technology (KS1)

Design purposeful, functional & appealing products.

Generate, model & communicate ideas.

Use range of tools & materials to complete practical tasks.

Evaluate existing products & own ideas.

Build & improve structure, mechanisms.

Understand where food comes from, prepare simple dishes.

 

Religious Education

 

Continue to follow locally agreed syllabus for RE.

Music (KS1)

Sing songs.

Play tuned & un-tuned instruments musically.

Listen & understand live & recorded music.

Make and combine sounds musically.

Physical Education (KS1)

Master basic movement e.g. running, jumping, throwing, catching, balance, agility & co-ordination.

Participate in team games.

Perform dances using simple movement.

Swimming proficiency at 25m (KS1 or KS2).

                   

Lowick and Holy Island National Curriculum Overview Year 3

English

Mathematics

Reading

Use knowledge to read ‘exception’ words.

Read range of fiction & non-fiction.

Use dictionaries to check meaning.

Prepare poems & plays to perform.

Check own understanding of reading.

Draw inferences & make predictions.

Retrieve & record information from non-fiction books.

Discuss reading with others.

Writing

Use prefixes & suffixes in spelling.

Use dictionary to confirm spellings.

Write simple dictated sentences.

Use handwriting joins appropriately.

Plan to write based on familiar forms.

Rehearse sentences orally for writing.

Use varied rich vocabulary.

Create simple settings & plot.

Assess effectiveness of own and others’ writing.

Grammar

Use range of conjunctions.

Use perfect tense.

Use range of nouns & pronouns.

Use time connectives.

Introduce speech punctuation.

Know language of clauses.

 

Speaking & Listening

Give structured descriptions.

Participate activity in conversation.

Consider & evaluate different viewpoints.

Number/Calculations

Learn 3, 4, & 8xtables.

Secure place value to 100.

Mentally add & subtract units, tens or hundreds to numbers of up to 3 digits.

Written column addition & subtraction.

Solve number problems, including multiplication & simple division & missing number problems.

Use commutativity to help calculations.

Measurement & Geometry

Measure & calculate with metric measures.

Measure simple perimeter.

Add/subtract using money in context.

Use Roman numerals up to X11; tell time.

Calculate using simple time problems.

Draw 2D/make 3D shapes.

Identify & use right angles.

Identify horizontal, vertical, perpendicular & parallel lines.

 

Fractions & decimals

Use & count in tenths.

Recognise, find & write fractions.

Recognise some equivalent fractions.

Add/subtract fractions up to <1

Order fractions with common denominator.

 

Statistics

Interpret bar charts & pictograms.

 

Science

To work scientifically, ask relevant questions, use scientific enquiry, fair test, make systematic observations (including measurements), gather, record, classify & present data, draw conclusions, make predictions (based on findings). Study:

Plants & Animals – parts of plants, lifecycles & requirements for life. Skeletons & nutrition.

Rocks – classification, fossils, soils.

Light, Forces & Magnets – sources of light, reflection, shadows. Friction, simple magnetism.

Computing (LKS2)

Design & write programs to achieve specific goals, including solving problems.

Use logical reasoning.

Understand computer networks.

Use internet safely & appropriately.

Collect & present data appropriately.

History (LKS2)

Continue to develop a chronologically secure knowledge through the study of British, local & world history e.g. Stone Age to Iron Age, Roman Empire & impact on Britain, Anglo Saxons, Ancient Greece, a post 1066 study of a relevant period in local history.

Note connections, contrast and changes over time – using an increasing historical vocabulary.

Ask & devise historical questions – carry out an enquiry into a time period using a range of resources.

Geography (LKS2)

Locate world’s countries – Europe, Americas (physical & human), using range of atlases, maps, digital resources.

Study UK – cities, regions, physical features.

Identify main lines of latitude & longitude.

Describe & understand physical & human geography e.g. climate zones, biomes, earthquakes, water cycle, settlement, trade (another region).

Use 8 point compass, 6 fig. references, key, symbols.

Use fieldwork to observe, measure & record.

Modern Languages (LKS2)

Listen & engage.

Ask & answer questions.

Speak in sentences using familiar vocabulary.

Develop appropriate pronunciation.

Show understanding of words & phrases.

Appreciate stories, songs, poems & rhymes.

Broaden vocabulary.

Art & Design (LKS2)

Use sketchbooks to collect, record & evaluate ideas.

Improve mastery of techniques such as drawing, painting & sculpture with varied materials.

Learn about great artists, architects & designers.

Design & Technology (LKS2)

Use research to develop products & annotated sketches/prototypes to explain ideas.

Select from range of tools & materials.

Evaluate existing products & improve own work.

Use mechanical/electrical systems in own work.

Understand seasonality-know where & how ingredients are grown, reared, caught & prepare/cook dishes.

 

Religious Education

 

Continue to follow locally agreed syllabus for RE.

Music (LKS2)

Use voice (ensemble & solo) & instruments with increasing accuracy, control & expression.

Improvise & compose music.

Listen with attention to detail.

Appreciate wide range of live & recorded music (different traditions, musicians, composers).

Begin to develop understanding of history.

 

Physical Education (LKS2)

Use running, jumping, catching & throwing in isolation & in combination.

Play competitive games, modified as appropriate.

Develop flexibility & control in gym, dance (range of movement & pattern) & athletics.

Compare performances to achieve personal bests.

Swimming & proficiency at 25m (KS1 or KS2).

                   

Lowick and Holy Island National Curriculum Overview Year 4

English

Mathematics

Reading

Secure decoding of unfamiliar words.

Read for a range of purposes.

Retell some stories orally.

Discuss words & phrases that capture the imagination.

Identify themes & conventions.

Retrieve & record information.

Make inferences & justify predictions.

Recognise a variety of forms of poetry.

Identify & summarise ideas.

Writing

Correctly spell common homophones.

Increase regularity of handwriting.

Plan writing based on familiar forms.

Organise writing into paragraphs.

Use simple organisational devices.

Proof read for spelling & punctuation errors.

Evaluate own & others’ writing.

Read own writing aloud.

Grammar

Use wider range of conjunctions.

Use perfect tense appropriately.

Select pronouns & nouns for clarity.

Use & punctuate direct speech.

Use commas after front adverbials.

Speaking & Listening

Articulate & justify opinions.

Speak audibly in Standard English.

Gain, maintain & monitor interest of listeners.

Number/Calculations

Know all tables to 12 x 12.

Secure place value to 1000.

Use negative whole numbers

Round numbers to nearest 10, 100, 1000.

Use roman numerals to 100 (C).

Column addition & subtraction up to 4 digits.

Use standard short multiplication.

Measurement & Geometry

Compare 2D shapes, including quadrilaterals & triangles.

Find area by counting squares.

Calculate rectangle perimeters.

Estimate & calculate measures.

Identify acute, obtuse & right angles.

Identify symmetry.

Use first quadrant coordinates.

Introduce simple translations.

Convert between different measures.

Read, write & convert time – analogue, digital, 24 hr.

 

Fractions & decimals

Recognise tenths & hundredths.

Identify equivalent fractions.

Add & subtract fractions with common denominators.

Recognise common equivalents.

Round decimals to whole numbers.

Solve money problems.

Statistics

Interpret & present data – bar charts/time graphs.

Solve problems using bar charts, pictograms & line graphs.

Science

To work scientifically, ask relevant questions, use scientific enquiry, fair test, make systematic observations (including measurements), gather, record, classify & present data, draw conclusions, make predictions (based on findings). Study:

Living Things, Habitats, Animals – classification, environmental change. Digestive system & teeth. Food chains.

States of Matter – changes of state, water cycle.

Sound – how sound is made, ear, pitch, vibration, distance.

Electricity – circuits, conductors, insulators.

Computing (KS1)

Design & write programs to achieve specific goals, including solving problems.

Use logical reasoning.

Understand computer networks.

Use internet safely & appropriately.

Collect & present data appropriately.

History (LKS2)

Continue to develop a chronologically secure knowledge through the study of British, local & world history e.g. Stone Age to Iron Age, Roman Empire & impact on Britain, Anglo Saxons, Ancient Greece, a post 1066 study of a relevant period in local history.

Note connections, contrast and changes over time – using an increasing historical vocabulary.

Ask & devise historical questions – carry out an enquiry into a time period using a range of resources.

Geography (LKS2)

Locate world’s countries – Europe, Americas (physical & human), using range of atlases, maps, digital resources.

Study UK – cities, regions, physical features.

Identify main lines of latitude & longitude.

Describe & understand physical & human geography e.g. climate zones, biomes, earthquakes, water cycle, settlement, trade (another region).

Use 8 point compass, 6 fig. references, key, symbols.

Use fieldwork to observe, measure & record.

 

Modern Languages (LKS2)

Listen & engage.

Ask & answer questions.

Speak in sentences using familiar vocabulary.

Develop appropriate pronunciation.

Show understanding of words & phrases.

Appreciate stories, songs, poems & rhymes.

Broaden vocabulary.

Art & Design (LKS2)

Use sketchbooks to collect, record & evaluate ideas.

Improve mastery of techniques such as drawing, painting & sculpture with varied materials.

Learn about great artists, architects & designers.

Design & Technology (LKS2)

Use research to develop products & annotated sketches/prototypes to explain ideas.

Select from range of tools & materials.

Evaluate existing products & improve own work.

Use mechanical/electrical systems in own work.

Understand seasonality-know where & how ingredients are grown, reared, caught & prepare/cook dishes.

 

Religious Education

 

Continue to follow locally agreed syllabus for RE.

Music (LKS2)

Use voice (ensemble & solo) & instruments with increasing accuracy, control & expression.

Improvise & compose music.

Listen with attention to detail.

Appreciate wide range of live & recorded music (different traditions, musicians, composers).

Begin to develop understanding of history.

 

Physical Education (LKS2)

Use running, jumping, catching & throwing in isolation & in combination.

Play competitive games, modified as appropriate.

Develop flexibility & control in gym, dance (range of movement patterns) & athletics.

Compare performances to achieve personal bests.

Swimming & proficiency at 25m (KS1 or KS2).

                   

Lowick C of E First School 

Pay Protection and Salary Safeguarding Scheme for Teachers and Support Staff – 2015/16

Section A - General

A1       Purpose

            This whole school policy sets out the arrangements that the governing body will use to provide pay protection for support staff and salary safeguarding for teachers. It includes all areas where it has discretion to make these decisions for teachers and support staff.

            The purpose is to enable the employee to adjust to a reduction in earnings, or other detriment, as a result of a change to their contract of employment.   Such a change to the employee’s contract will typically arise when they have been appointed to a new post with less favourable terms and conditions, usually under the Alternative Employment Policy and Procedure for Schools as a result of, for example, redundancy, restructure or ill-health. It does not cover situations where an employee voluntarily applies for a post through a recruitment process.

This scheme covers appointments made by the governing body of staff to this school. Where an employee is appointed by a different school in Northumberland, it will be the policy of the receiving school that will apply; where an employee is appointed by the County Council, the Council’s Pay Protection and Detriment Scheme will apply.

The policy applies in all cases where pay protection or salary safeguarding is awarded during the period 1 April 2015 to 31 March 2016. Any arrangements that commenced before 1 April 2013 will continue under the relevant provisions of the scheme that applied at the time when those arrangements started.

The governing body will lodge a copy of this scheme with its HR and payroll provider(s) no later than 31 March 2015.

A2       Policy Statement

            The governing body has developed this policy with the objective of enabling staff to adjust to a reduction in earnings within a reasonable timescale in accordance with the relevant discretionary provisions whilst ensuring the scheme is affordable within the limitations imposed by the school’s financial position.

A3       Legal considerations

Employers must not discriminate, either directly or indirectly, against people on the basis of any of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation, unless this can be objectively justified. Pay protection schemes temporarily continue an inequality in pay, however, there are certain circumstances where employers can show these are objectively justified. The governing body will also ensure that their application of this scheme avoids unlawful discrimination.

A4       Roles and responsibilities

            Governing body:

  • The governing body is responsible for deciding, where it has discretion to do so, whether to award payments to an employee under this policy and the amount of that payment.
  • Decisions about payments as a consequence of a redundancy process within the school will be fully delegated by the governing body to the hearing body established for the purpose of managing the process under the school’s Redundancy Procedure.
  • Decisions about any payments due to staff appointed to the school under the Alternative Employment Policy and Procedure will be fully delegated to the governing body to the appointment panel.
  • Decisions about payments in all other cases will be fully delegated by the governing body to the school’s Staffing Committee.
  • All costs incurred through the application of this policy will be met from the school’s budget.

A5       Confidentiality and record keeping

Under the Freedom of Information Act 2000 the governing body will publish this policy through its scheme of publication.

Payments under this policy are a confidential matter between the governing body and the individual employee. The headteacher, the clerk to the governing body, and the school’s HR and payroll provider need to be aware of such payments in order to perform their duties, but appropriate details will be kept strictly confidential.

The committee will ensure that decisions about payments made under this policy are confidential. They will report their decisions to the full governing body as a confidential item without discussion. The confidential matters referred to in such minutes shall only be revealed to persons who require access as part of their official duties.

Records of decisions will be retained by the governing body for a minimum period of 6 years. All staff will be granted reasonable access to their own records.

A6       Monitoring and review

The governing body will monitor its application of this policy, particularly to ensure that its practices are fair and do not discriminate unlawfully.

The governing body will review this policy every year with effect from 1 April. It will seek to agree any revisions with recognised trade unions after consultation with all staff. This consultation will be usually be arranged by circulating a draft policy to all school staff and seeking written comments.

For the avoidance of doubt, this scheme is not contractual, and the governing body may vary the discretionary terms of the scheme from time to time.

Statutory regulations and guidance will take precedence in the event of any inadvertent contradictions with this policy.

Section B - Salary safeguarding for teachers

B1       Eligibility

Safeguarding of pay is mandatory for a period of up to three years for teachers only in the circumstances summarised below, as set out in full within the School Teachers’ Pay and Conditions Document (STPCD).

Safeguarding applies under either the general safeguarding provisions as a result of a local authority-led statutory reorganisation or the safeguarding provisions where it is the result of a salary determination made by the governing body of the teacher’s current school.

There is no provision for safeguarding where an employee is offered alternative employment in another school or the County Council, other than when this results from a local authority-led statutory reorganisation.

There is no discretion for governing bodies to offer safeguarding in circumstances other than those provided for within the STPCD nor on more favourable terms than those within the STPCD.

B2       General safeguarding as a result of a local authority reorganisation

General safeguarding applies to a teacher in a school who loses a post as a result of:

and who then takes up a new post and is employed by the same authority or at a school maintained by the same authority, and in the case of a teacher within paragraph (b) the new post is at a different school.

Teachers who take up a generally safeguarded post from 1 January 2006 will be subject to cash safeguarding for up to three years, subject to the application of the general safeguarding rules. There is no time limit on general safeguarding in place before 1 January 2006.

Any other safeguarded sums which the teacher is already receiving will continue as they would have done had the teacher not been moved to a new post.

B3       Safeguarding as a result of a salary determination made by the governing body

  • Safeguarding for Leadership Group and Advanced Skills Teachers

            A Leadership Group member or Advanced Skills Teacher whose salary is reduced as a result of changes within the school (e.g. a reduction in posts at that level or a reduction in pay range) must have the difference between their former and their new salary safeguarded on a cash basis for a maximum of three years (as this period may cease earlier under the safeguarding rules).

  • TLR Safeguarding

            When the governing body determines that the teacher’s duties no longer merit a Teaching and Learning Responsibility (TLR) payment, or merit a TLR at a lower level, then safeguarding will apply for amaximum of three years (as this period may cease earlier under the safeguarding rules).

  • SEN Allowance Safeguarding

When the governing body determines that the teacher’s duties no longer merit a SEN allowance, or merit a SEN allowance at a lower level, then safeguarding will apply for amaximum of three years (as this period may cease earlier under the safeguarding rules).

  • Unqualified Teacher Safeguarding

When the governing body determines that an unqualified teacher’s duties no longer merit an unqualified teacher allowance for additional responsibilities, or merit an allowance at a lower level, then safeguarding will apply for a maximum of three years (as this period may end earlier under the safeguarding rules).

                                               

B4       Allocation of additional duties

If a teacher is in receipt of a safeguarded sum or sums (under general safeguarding and/or other safeguarding) totalling more than £500, the governing body must review the teacher’s assigned duties and allocate such additional duties as they reasonably consider to be appropriate and commensurate with the safeguarded remuneration during the time that the safeguarded sum(s) are in payment.

The teacher must not be paid the safeguarded sum if the teacher unreasonably refuses to carry out such additional duties, provided that the teacher is notified of the governing body’s determination to cease paying the safeguarded sum at least one month before it is implemented.

B5     End of safeguarding

All current forms of general safeguarding and other safeguarding are for a time-limited period of up to three years. The STPCD gives detailed reasons why each type of safeguarded sum may cease before the end of the three-year period. This includes situations where the teacher receives an increase in pay due to movement to a higher point on their payscale which equals or exceeds their old salary plus the safeguarded sum(s).

The teacher is no longer required to undertake the additional duties assigned once their safeguarded sum has ended.

B6     Appeals

           

A teacher is entitled to submit an appeal if they are dissatisfied with the governing body’s salary determination under the arrangements set out in the school’s Pay Policy.

 

Section C - Pay protection for support staff

C1       Eligibility

This scheme will apply to existing support staff within the school (or federation) and employees from other maintained schools within the local authority, Northumberland academies with reciprocal arrangements or the County Council who are offered alternative employment in this school in circumstances that fall within this policy.

            This scheme shall not apply where an employee:

  • is employed under a contract of employment which provides for variations in hours of work and the hours of work are within those permitted under the contract;
  • is employed on a fixed-term contract (i.e. a temporary contract specifying termination on the basis of an identified date, event or task) and has less than two years of continuous service with the employer at the date of change. In the case of employees on a fixed-term contract with at least two years of service with the employer at the date of change, each case will be considered on its merits with particular regard taken to the length of continuous service involved. As a general rule, pay protection will not apply in cases where a fixed-term contract has/is due to expire. In cases where termination occurs during the period of the fixed term i.e. before it is due to expire, subject to a minimum of two years of continuous service, pay protection will apply until the end of the original contract period, subject to the maximum period in C2 below;
  • fails to undertake the duties of suitable alternative employment in any reasonable location (the circumstances of each case will be considered on its merits);
  • fails to comply with the obligations set out in this scheme or the Alternative Employment Policy and Procedure for Schools;
  • is redeployed or suffers a reduction of hours as a result of action taken under a capability or disciplinary matter;
  • receives a reduction in hours as a consequence of the implementation of a national or local agreement; or
  • suffers a reduction in pay as a result of the removal of gender based pay arrangements.

C2       Pay protection arrangements

Subject to the provisions of the Obligations of the employee section below, an eligible employee who is redeployed to a post with a lower pay band shall be appointed above the minimum of the new pay band to the extent to which pay protection becomes unnecessary or is minimised.

Where the new salary based on any new pay band and the hours/working pattern of the new post is still less than the old salary the employee will receive the rate of pay applicable to the new post plus ‘protected pay’ for a period of three years from the date of appointment to the new post.

‘Protected pay’ is up to the difference between the employee’s current salary and the salary of the new post, subject to a limit of 15% of the old salary. Where a post is otherwise suitable (e.g. job content, hours, location) but the level of pay protection is excessive, pay should normally be protected at this percentage of previous contractual pay above the substantive rate for the new job.

Where the new salary is based on a lower pay band the employee will
continue to receive incremental progression based on the higher pay band during the protected period.

Salary for employees who do not have a ‘normal’ monthly salary will be calculated as for sickness absences and holiday pay in their current substantive post over the twelve months immediately prior to the change.

Subject to the provisions of the Obligations of the Employee section below, if, whilst protected under this scheme, an employee is again redeployed and is subject to further reductions in pay then, provided that the circumstances of that change are covered by this scheme, the original level of pay protection shall continue for the remainder of the protection period referred to above. This will be followed by a further period of pay protection under the prevailing scheme if eligible, with the amount of protection during that period based on the subsequent reduction in pay. The period of protection arising from the second redeployment and reduction in pay will not exceed the protection period referred to above.

C3       Other elements of pay

Protected pay referred to above may not cover every item of earnings e.g. overtime (i.e. those items normally deemed as non-contractual earnings) and so it is possible for an employee to suffer a substantial drop in pay even when in receipt of protected pay. To cushion the impact of such a loss in earnings, the employee will receive their new basic pay plus a maximum of up to 15% of their average monthly pay (see below) for a period of 78 weeks from the date of change or until the monthly earnings from the new circumstances equal or exceed the employee's protected pay, whichever is the lesser period. Average monthly pay is calculated as for sickness absences and holiday pay under the employee's conditions of service over a twelve-month period.

C4       Obligations of the employee

 

Whilst an employee is in receipt of pay protection the following obligations will apply:

  • the full duties and responsibilities of the new post must continuously and conscientiously be undertaken without extra payment;
  • where hours have been reduced, extra work must be undertaken up to the previous contracted hours without additional payment. Additional hours must be reasonable i.e. excessive travelling will not be required, and each case will be considered on its merits;
  • serious and conscientious efforts must be made to secure appointment to any appropriate vacancy which is deemed as suitable in terms of the employee’s skills and abilities; and
  • co-operation with all reasonable measures designed to enable the school to reduce the cost of protected pay or allowances, including participating in an annual review of the position, as described below.

            In the event of an employee not meeting the above obligations, all entitlements under this scheme shall cease and the employee's pay and conditions of service shall be those pertaining to the new circumstances of the job. This will not be actioned until such time as there has been a formal discussion between the headteacher and the employee concerned (following advice from the school’s HR provider about whether it is a reasonable step to take).

           

C5       Formal review

                        Employee Services will review every pay protection payment whenever the employee’s contract of employment or pay changes or at least annually and therefore the amount of pay protection may decrease if earnings in the new job increase during the pay protection period.

                       

The school should review the employee’s position at least annually and make an effort to align employees with pay protection to a post similar to their previous post. This may involve alternative employment in a different post within the school or federation, as well as additional training, job enrichment, additional duties etc.

C6       Complaints

            Any complaint by a member of support staff regarding the application of this policy to their own situation will be heard in the first instance by the committee who made the decision and the Procedures for Conducting Hearings and Appeals will apply. The Procedures for Conducting Hearings and Appeals will apply to appeals regarding the application of this policy.

 

 

Section D - Excess travelling expenses for support staff and teachers

 

D1       Eligibility

 

This scheme will apply to existing support staff within the school (or federation) and employees from other maintained schools within the local authority, Northumberland academies with reciprocal arrangements or the County Council who are offered alternative employment in this school in circumstances that fall within this policy.

D2       Provisions

An employee whose place of work is changed but who is not forced to move house will receive an excess travel payment equal to the difference between the cost of travelling a) from their home to new place of work and b) from their home to the old place of work, subject to the conditions below, for a period of three years.

For employees who have leased or SMART benefits cars, payment will be based on the relevant HMRC company car rate for a period agreed in each case, but not exceeding the payment period identified above.

In all other cases payment of excess travel expenses will be on the basis of public transport rates based on second class train and/or bus fare. Where public transport is not available an amount based on that which would have been incurred, had it been available, will be paid. This amount will be calculated by reference to a similar journey by public transport, normally using the most direct route between the employee's home and the employee's new place of work. Alternatively employees may opt to receive the relevant HMRC company car rate for actual excess miles.

This provision only applies where the difference between the cost of travelling (both ways) from home to the new place of work and from home to the old place of work exceeds the minimum cost of £3.99 per week (subject to annual review).

Where possible, employees changing work locations are encouraged to travel together and agree a formal car sharing arrangement. Such arrangements will be voluntary.

Where an employee in receipt of excess travelling expenses does not travel directly between their home and their normal work base the following will apply:

  1. Home to site(s) to new base or new base to site(s) to home - mileage or public transport expenses to be calculated as if the employee still working at the old base i.e. actual less home to old base. All expenses are to be claimed as normal business expenses;
  2. Home to site(s) to home - as (a) except that the return journey between home and old base will be deducted.

Journeys beginning or ending at the new base will be calculated by reference to the new base with the actual mileage or public transport costs claimed as a business mileage journey.

Where access to public transport is limited and an employee has no other means of travelling, the headteacher will discuss the situation with the employee with a view to the two parties providing a solution to the situation. Each case will be considered on its merits and the solution may involve alternative transport arrangements where possible.

An employee who incurs additional travelling time will not normally be recompensed.

Revision Record of Issued Versions

Author

Creation Date

Version

Status

Northumberland   HR for Schools (SH)

3 December 2012

 

Final version.

       

Changed by

Revision Date

   

Lowick   C of E First School

24 January 2015

 

Draft   adapted version for consultation with staff and trade unions

Lowick   C of E First School

1 March 2015

 

Final   version for publication

 

Copyright Notice – Please Read

This model scheme is only available to those schools in Northumberland that purchase either the HR SLA for Maintained Schools or the HR Service Contract for Academies from Northumberland County Council. The copying, reproduction , distribution (including by e-mail, facsimile or other electronic means), publication or transmission of these documents to any other party is STRICTLY PROHIBITED unless otherwise agreed by the author. If you are in any doubt about the permitted use of these documents, or believe they have come into your possession by means that contravene these instructions, please contact us.

 

 

Holy Island C of E First School

 Pay Protection and Salary Safeguarding Scheme for Teachers and Support Staff – 2015/16

Section A - General

A1       Purpose

            This whole school policy sets out the arrangements that the governing body will use to provide pay protection for support staff and salary safeguarding for teachers. It includes all areas where it has discretion to make these decisions for teachers and support staff.

            The purpose is to enable the employee to adjust to a reduction in earnings, or other detriment, as a result of a change to their contract of employment.   Such a change to the employee’s contract will typically arise when they have been appointed to a new post with less favourable terms and conditions, usually under the Alternative Employment Policy and Procedure for Schools as a result of, for example, redundancy, restructure or ill-health. It does not cover situations where an employee voluntarily applies for a post through a recruitment process.

This scheme covers appointments made by the governing body of staff to this school. Where an employee is appointed by a different school in Northumberland, it will be the policy of the receiving school that will apply; where an employee is appointed by the County Council, the Council’s Pay Protection and Detriment Scheme will apply.

The policy applies in all cases where pay protection or salary safeguarding is awarded during the period 1 April 2015 to 31 March 2016. Any arrangements that commenced before 1 April 2013 will continue under the relevant provisions of the scheme that applied at the time when those arrangements started.

The governing body will lodge a copy of this scheme with its HR and payroll provider(s) no later than 31 March 2015.

A2       Policy Statement

            The governing body has developed this policy with the objective of enabling staff to adjust to a reduction in earnings within a reasonable timescale in accordance with the relevant discretionary provisions whilst ensuring the scheme is affordable within the limitations imposed by the school’s financial position.

A3       Legal considerations

Employers must not discriminate, either directly or indirectly, against people on the basis of any of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation, unless this can be objectively justified. Pay protection schemes temporarily continue an inequality in pay, however, there are certain circumstances where employers can show these are objectively justified. The governing body will also ensure that their application of this scheme avoids unlawful discrimination.

A4       Roles and responsibilities

            Governing body:

  • The governing body is responsible for deciding, where it has discretion to do so, whether to award payments to an employee under this policy and the amount of that payment.
  • Decisions about payments as a consequence of a redundancy process within the school will be fully delegated by the governing body to the hearing body established for the purpose of managing the process under the school’s Redundancy Procedure.
  • Decisions about any payments due to staff appointed to the school under the Alternative Employment Policy and Procedure will be fully delegated to the governing body to the appointment panel.
  • Decisions about payments in all other cases will be fully delegated by the governing body to the school’s Staffing Committee.
  • All costs incurred through the application of this policy will be met from the school’s budget.

A5       Confidentiality and record keeping

Under the Freedom of Information Act 2000 the governing body will publish this policy through its scheme of publication.

Payments under this policy are a confidential matter between the governing body and the individual employee. The headteacher, the clerk to the governing body, and the school’s HR and payroll provider need to be aware of such payments in order to perform their duties, but appropriate details will be kept strictly confidential.

The committee will ensure that decisions about payments made under this policy are confidential. They will report their decisions to the full governing body as a confidential item without discussion. The confidential matters referred to in such minutes shall only be revealed to persons who require access as part of their official duties.

Records of decisions will be retained by the governing body for a minimum period of 6 years. All staff will be granted reasonable access to their own records.

A6       Monitoring and review

The governing body will monitor its application of this policy, particularly to ensure that its practices are fair and do not discriminate unlawfully.

The governing body will review this policy every year with effect from 1 April. It will seek to agree any revisions with recognised trade unions after consultation with all staff. This consultation will be usually be arranged by circulating a draft policy to all school staff and seeking written comments.

For the avoidance of doubt, this scheme is not contractual, and the governing body may vary the discretionary terms of the scheme from time to time.

Statutory regulations and guidance will take precedence in the event of any inadvertent contradictions with this policy.

Section B - Salary safeguarding for teachers

B1       Eligibility

Safeguarding of pay is mandatory for a period of up to three years for teachers only in the circumstances summarised below, as set out in full within the School Teachers’ Pay and Conditions Document (STPCD).

Safeguarding applies under either the general safeguarding provisions as a result of a local authority-led statutory reorganisation or the safeguarding provisions where it is the result of a salary determination made by the governing body of the teacher’s current school.

There is no provision for safeguarding where an employee is offered alternative employment in another school or the County Council, other than when this results from a local authority-led statutory reorganisation.

There is no discretion for governing bodies to offer safeguarding in circumstances other than those provided for within the STPCD nor on more favourable terms than those within the STPCD.

B2       General safeguarding as a result of a local authority reorganisation

General safeguarding applies to a teacher in a school who loses a post as a result of:

and who then takes up a new post and is employed by the same authority or at a school maintained by the same authority, and in the case of a teacher within paragraph (b) the new post is at a different school.

Teachers who take up a generally safeguarded post from 1 January 2006 will be subject to cash safeguarding for up to three years, subject to the application of the general safeguarding rules. There is no time limit on general safeguarding in place before 1 January 2006.

Any other safeguarded sums which the teacher is already receiving will continue as they would have done had the teacher not been moved to a new post.

B3       Safeguarding as a result of a salary determination made by the governing body

  • Safeguarding for Leadership Group and Advanced Skills Teachers

            A Leadership Group member or Advanced Skills Teacher whose salary is reduced as a result of changes within the school (e.g. a reduction in posts at that level or a reduction in pay range) must have the difference between their former and their new salary safeguarded on a cash basis for a maximum of three years (as this period may cease earlier under the safeguarding rules).

  • TLR Safeguarding

            When the governing body determines that the teacher’s duties no longer merit a Teaching and Learning Responsibility (TLR) payment, or merit a TLR at a lower level, then safeguarding will apply for amaximum of three years (as this period may cease earlier under the safeguarding rules).

  • SEN Allowance Safeguarding

When the governing body determines that the teacher’s duties no longer merit a SEN allowance, or merit a SEN allowance at a lower level, then safeguarding will apply for amaximum of three years (as this period may cease earlier under the safeguarding rules).

  • Unqualified Teacher Safeguarding

When the governing body determines that an unqualified teacher’s duties no longer merit an unqualified teacher allowance for additional responsibilities, or merit an allowance at a lower level, then safeguarding will apply for a maximum of three years (as this period may end earlier under the safeguarding rules).

                                               

B4       Allocation of additional duties

If a teacher is in receipt of a safeguarded sum or sums (under general safeguarding and/or other safeguarding) totalling more than £500, the governing body must review the teacher’s assigned duties and allocate such additional duties as they reasonably consider to be appropriate and commensurate with the safeguarded remuneration during the time that the safeguarded sum(s) are in payment.

The teacher must not be paid the safeguarded sum if the teacher unreasonably refuses to carry out such additional duties, provided that the teacher is notified of the governing body’s determination to cease paying the safeguarded sum at least one month before it is implemented.

B5     End of safeguarding

All current forms of general safeguarding and other safeguarding are for a time-limited period of up to three years. The STPCD gives detailed reasons why each type of safeguarded sum may cease before the end of the three-year period. This includes situations where the teacher receives an increase in pay due to movement to a higher point on their payscale which equals or exceeds their old salary plus the safeguarded sum(s).

The teacher is no longer required to undertake the additional duties assigned once their safeguarded sum has ended.

B6     Appeals

           

A teacher is entitled to submit an appeal if they are dissatisfied with the governing body’s salary determination under the arrangements set out in the school’s Pay Policy.

 

Section C - Pay protection for support staff

C1       Eligibility

This scheme will apply to existing support staff within the school (or federation) and employees from other maintained schools within the local authority, Northumberland academies with reciprocal arrangements or the County Council who are offered alternative employment in this school in circumstances that fall within this policy.

            This scheme shall not apply where an employee:

  • is employed under a contract of employment which provides for variations in hours of work and the hours of work are within those permitted under the contract;
  • is employed on a fixed-term contract (i.e. a temporary contract specifying termination on the basis of an identified date, event or task) and has less than two years of continuous service with the employer at the date of change. In the case of employees on a fixed-term contract with at least two years of service with the employer at the date of change, each case will be considered on its merits with particular regard taken to the length of continuous service involved. As a general rule, pay protection will not apply in cases where a fixed-term contract has/is due to expire. In cases where termination occurs during the period of the fixed term i.e. before it is due to expire, subject to a minimum of two years of continuous service, pay protection will apply until the end of the original contract period, subject to the maximum period in C2 below;
  • fails to undertake the duties of suitable alternative employment in any reasonable location (the circumstances of each case will be considered on its merits);
  • fails to comply with the obligations set out in this scheme or the Alternative Employment Policy and Procedure for Schools;
  • is redeployed or suffers a reduction of hours as a result of action taken under a capability or disciplinary matter;
  • receives a reduction in hours as a consequence of the implementation of a national or local agreement; or
  • suffers a reduction in pay as a result of the removal of gender based pay arrangements.

C2       Pay protection arrangements

Subject to the provisions of the Obligations of the employee section below, an eligible employee who is redeployed to a post with a lower pay band shall be appointed above the minimum of the new pay band to the extent to which pay protection becomes unnecessary or is minimised.

Where the new salary based on any new pay band and the hours/working pattern of the new post is still less than the old salary the employee will receive the rate of pay applicable to the new post plus ‘protected pay’ for a period of three years from the date of appointment to the new post.

‘Protected pay’ is up to the difference between the employee’s current salary and the salary of the new post, subject to a limit of 15% of the old salary. Where a post is otherwise suitable (e.g. job content, hours, location) but the level of pay protection is excessive, pay should normally be protected at this percentage of previous contractual pay above the substantive rate for the new job.

Where the new salary is based on a lower pay band the employee will continue to receive incremental progression based on the higher pay band during the protected period.

Salary for employees who do not have a ‘normal’ monthly salary will be calculated as for sickness absences and holiday pay in their current substantive post over the twelve months immediately prior to the change.

Subject to the provisions of the Obligations of the Employee section below, if, whilst protected under this scheme, an employee is again redeployed and is subject to further reductions in pay then, provided that the circumstances of that change are covered by this scheme, the original level of pay protection shall continue for the remainder of the protection period referred to above. This will be followed by a further period of pay protection under the prevailing scheme if eligible, with the amount of protection during that period based on the subsequent reduction in pay. The period of protection arising from the second redeployment and reduction in pay will not exceed the protection period referred to above.

C3       Other elements of pay

Protected pay referred to above may not cover every item of earnings e.g. overtime (i.e. those items normally deemed as non-contractual earnings) and so it is possible for an employee to suffer a substantial drop in pay even when in receipt of protected pay. To cushion the impact of such a loss in earnings, the employee will receive their new basic pay plus a maximum of up to 15% of their average monthly pay (see below) for a period of 78 weeks from the date of change or until the monthly earnings from the new circumstances equal or exceed the employee's protected pay, whichever is the lesser period. Average monthly pay is calculated as for sickness absences and holiday pay under the employee's conditions of service over a twelve-month period.

C4       Obligations of the employee

 

Whilst an employee is in receipt of pay protection the following obligations will apply:

  • the full duties and responsibilities of the new post must continuously and conscientiously be undertaken without extra payment;
  • where hours have been reduced, extra work must be undertaken up to the previous contracted hours without additional payment. Additional hours must be reasonable i.e. excessive travelling will not be required, and each case will be considered on its merits;
  • serious and conscientious efforts must be made to secure appointment to any appropriate vacancy which is deemed as suitable in terms of the employee’s skills and abilities; and
  • co-operation with all reasonable measures designed to enable the school to reduce the cost of protected pay or allowances, including participating in an annual review of the position, as described below.

            In the event of an employee not meeting the above obligations, all entitlements under this scheme shall cease and the employee's pay and conditions of service shall be those pertaining to the new circumstances of the job. This will not be actioned until such time as there has been a formal discussion between the headteacher and the employee concerned (following advice from the school’s HR provider about whether it is a reasonable step to take).

           

C5       Formal review

                        Employee Services will review every pay protection payment whenever the employee’s contract of employment or pay changes or at least annually and therefore the amount of pay protection may decrease if earnings in the new job increase during the pay protection period.

                       

The school should review the employee’s position at least annually and make an effort to align employees with pay protection to a post similar to their previous post. This may involve alternative employment in a different post within the school or federation, as well as additional training, job enrichment, additional duties etc.

C6       Complaints

            Any complaint by a member of support staff regarding the application of this policy to their own situation will be heard in the first instance by the committee who made the decision and the Procedures for Conducting Hearings and Appeals will apply. The Procedures for Conducting Hearings and Appeals will apply to appeals regarding the application of this policy.

 

 

Section D - Excess travelling expenses for support staff and teachers

 

D1       Eligibility

 

This scheme will apply to existing support staff within the school (or federation) and employees from other maintained schools within the local authority, Northumberland academies with reciprocal arrangements or the County Council who are offered alternative employment in this school in circumstances that fall within this policy.

D2       Provisions

An employee whose place of work is changed but who is not forced to move house will receive an excess travel payment equal to the difference between the cost of travelling a) from their home to new place of work and b) from their home to the old place of work, subject to the conditions below, for a period of three years.

For employees who have leased or SMART benefits cars, payment will be based on the relevant HMRC company car rate for a period agreed in each case, but not exceeding the payment period identified above.

In all other cases payment of excess travel expenses will be on the basis of public transport rates based on second class train and/or bus fare. Where public transport is not available an amount based on that which would have been incurred, had it been available, will be paid. This amount will be calculated by reference to a similar journey by public transport, normally using the most direct route between the employee's home and the employee's new place of work. Alternatively employees may opt to receive the relevant HMRC company car rate for actual excess miles.

This provision only applies where the difference between the cost of travelling (both ways) from home to the new place of work and from home to the old place of work exceeds the minimum cost of £3.99 per week (subject to annual review).

Where possible, employees changing work locations are encouraged to travel together and agree a formal car sharing arrangement. Such arrangements will be voluntary.

Where an employee in receipt of excess travelling expenses does not travel directly between their home and their normal work base the following will apply:

  1. Home to site(s) to new base or new base to site(s) to home - mileage or public transport expenses to be calculated as if the employee still working at the old base i.e. actual less home to old base. All expenses are to be claimed as normal business expenses;
  2. Home to site(s) to home - as (a) except that the return journey between home and old base will be deducted.

Journeys beginning or ending at the new base will be calculated by reference to the new base with the actual mileage or public transport costs claimed as a business mileage journey.

Where access to public transport is limited and an employee has no other means of travelling, the headteacher will discuss the situation with the employee with a view to the two parties providing a solution to the situation. Each case will be considered on its merits and the solution may involve alternative transport arrangements where possible.

An employee who incurs additional travelling time will not normally be recompensed.

Revision Record of Issued Versions

Author

Creation Date

Version

Status

Northumberland   HR for Schools (SH)

3 December 2012

 

Final version.

       

Changed by

Revision Date

   

Holy   Island C of E First School

24 January 2015

 

Draft   adapted version for consultation with staff and trade unions

Holy   Island C of E First School

1 March 2015

 

Final   version for publication

 

Copyright Notice – Please Read

This model scheme is only available to those schools in Northumberland that purchase either the HR SLA for Maintained Schools or the HR Service Contract for Academies from Northumberland County Council. The copying, reproduction , distribution (including by e-mail, facsimile or other electronic means), publication or transmission of these documents to any other party is STRICTLY PROHIBITED unless otherwise agreed by the author. If you are in any doubt about the permitted use of these documents, or believe they have come into your possession by means that contravene these instructions, please contact us.

 

Lowick and Holy Island C. of E. First Schools

Equality Information (gathered 2013-14)

 

Age

Cohort size differs year to year fluctuating from 4 - 15 (2014). Combined data for Lowick and Holy Island.

Percentage of year group

Boys

Girls

Total

Reception

3 [75%]

1 [25%]

4

Year 1

8 [53%]

7 [47%]

15

Year 2

2 [40%]

3 [60%]

5

Year 3

6 [75%]

2 [25%]

8

Year 4

6 [75%]

2 [25%]

8

Total

25 [63%]

15 [37%]

40

 

We have 36 children on the school register at Lowick and 4 at Holy Island; a combined figure of 40. Due to the very small cohort size at Holy Island the figures have been combined to ensure anonymity.

The age of parents/carers is not routinely collected although anecdotal evidence suggests parent age profile ranges from early 20s to carers (grandparents) in 60s.

(Source: SIMS, anecdotal evidence)

Disability

None of the pupils on roll currently has a physical disability, hearing or visual impairment. An accessible disabled toilet is available and used by pupils with short term medical needs.

There are a very small number of pupils (below 10) whose long term health issues have an impact on attendance. The actual number is not published as the pupils could be identified.

There are no disabled members of staff.

The percentage of pupils on the SEND register is 15% across both schools. This is significantly higher than other small schools within the partnership.

Pupils with SEND are tracked every half term as a separate group of learners to ensure they are not disadvantaged or making poor progress.

Pupils with SEND tend to perform in line with their peers with some exceptions and yearly fluctuations due to their starting point.

(Source: Partnership Profile, SIMS, School Data Report, RAISEOnline)

 

Gender reassignment

No data is collated by the school about gender reassignment and the pupil or staff population.

Race

For both schools the population is one of 100% White British. The school has consistently recorded and reported no racist incidents to the Local Authority.

As the school is White British we do not currently record any performance trends according to ethnicity.

When we have had BME children, they have performed in line with their peers with some yearly fluctuations above and below expected attainment and progress due to the very small number in the school. BME pupils are tracked every term as a separate group of learners to ensure they are not disadvantaged or making poor progress.

The school has had no fixed term exclusions to identify a trend relating to ethnicity.

(Sources: First School Profile, RAISEOnline report, NCC data unit, School Data report, school Gifted and Talented register)

Religion or belief

The school records data about religion in SIMS.

Leadership Team make arrangements for the alternative education of non-Christian children during daily collective acts of worship. Families that have expressed a religion other than Christianity are consulted regarding Religious Education for their children.

Religious leaders do play a part in the life of the schools. They include Church of England, Church of Scotland and United Reformed Church representatives.

(Sources: SIMS, anecdotal evidence, SACRE guidance)

Sex

Gender imbalance is particularly evident in Reception, Year 3 & 4, this reflects the imbalance over the whole school of 63% boys and 37% girls.

Neither sex is under-represented in terms of total pupil population – see table above.

Boys generally enter school with lower attainment in both English (CLL) and Mathematics (PSRN).

Boys, and girls’ attainment and progress are tracked as separate groups of learners each half term to identify that neither group is disadvantaged or under performing. If trends or individuals are identified Leadership and Management allocate resources as appropriate.

By the end of Year 4 the gap has narrowed to similar attainment levels in maths, reading and writing with some yearly (cohort specific) fluctuations above and below expected progress and attainment.

Males are under-represented on the teaching staff (2 members of staff are male out of a total of 10). However school follows the Northumberland County Council recruitment procedures and policies which ensure neither sex is discriminated against in terms of recruitment.

( Sources: SIMS analysis, school data reports, Northumberland County Council Employment policies)

Sexual orientation

No data about the sexual orientation of pupils, parents or staff is collected or held by the school. Were it to be communicated to the school regarding a pupil, it would be recorded in the child’s personal file.

(Source: anecdotal)

Marriage and civil partnership

When information about changes in marital status or home circumstances is communicated to school, it is recorded in the school’s Admin file. Any changes to contact details are recorded in the pupil’s personal file.

No data is collated by the school about staff or parents marital status, apart from names given for home contact and information about whether letters home or reports are to be duplicated and sent to two addresses.

(Source: school admin procedures, SIMS)

Pregnancy and maternity

The school has developed flexible policies with regard to returning to work and flexible arrangements regarding emergencies relating to children, childcare and parenting. (Northumberland County Council Employment Policies)

(Source: School admin procedures)

FSM and IDACI:

Free School Meal uptake is very low, with 10% being eligible (20th percentile), School deprivation indicator currently show the school to be between 20th and 40th percentile. (TBC in Autumn 2014)

Children in receipt of Free School Meals are tracked every term as a separate group of learners to ensure they are not disadvantaged or making poor progress. We are unable to make a correlation between FSM and Performance Trends, due to the very low numbers on FSM (4 children)

Super Output Area information shows that Barriers to Housing and Environment are ranked 1 - 20 (93.5%). This is due to the rural location of both schools. (TBC in Autumn 2014).

(Sources: First School Profile, NCC Data Unit, RAISEOnline, Partnership Profile)

Vulnerable groups

There are currently no looked after children on roll.

There are currently no pupils with a parent/carer in the armed forces. This group would be tracked every half term as a separate group of learners to ensure they are not disadvantaged or making poor progress. This group of children would be predicted to make expected or better progress compared to their peers.

Children at risk from underachievement, and therefore in receipt of additional intervention, are tracked every half term as a separate group of learners to ensure they are not disadvantaged or making poor progress. Generally children in receipt of interventions achieve average attainment and make progress in line with peers with yearly fluctuations above and below average due to the low percentage of the group of learners.

(Source: SIMS, School Tracking System, School Data Report)

 

Bullying and discrimination

The school has an embedded behaviour policy based upon the Golden Rule. The children are encouraged to respect each other, themselves and the school environment; to ‘tell’ if they feel unsafe. If any issues arise, they are dealt with immediately and resolution sought.

No incidents of bullying have been recorded (2014) if any incidents were to occur these are reported to the Governing Body as part of the Head teacher’s report to the Governing Body each term.

With the huge increase of mobile technology usage in children school have introduced a comprehensive cyber-bullying programme that delivers e-safety training to pupils, staff, parents/carers and governors.

No data is recorded about the prevalence of, for example identity based bullying, homophobic language or gender based bullying.

(Sources: Headteacher’s analysis of bullying incidents, e-safety training file, Headteachers Report to the Governors)

Target

Pupils have limited experience of the wider cultural context of the UK and some stereotypical misconceptions about disability.

Objective: use the Olympic & Paralympic games, Winter Olympics, World Cup and Commonwealth games (Glasgow) as an opportunity to teach about Britishness and disability, and the Olympic values, using GET SET network and resources.

 

Other data:

Percentage of year group

FSM

SEND

Ethnicity

Looked After Children

Reception

1 [25%]

0

0

0

Year 1

1 [6%]

1 [6%]

0

0

Year 2

0

1 [20%]

0

0

Year 3

2 [25%]

2 [25%]

0

0

Year 4

0

2 [25%]

0

0

Total for school – 40 pupils on roll (both schools)

4 [10%]

6 [15%]

 

0

0

 

 

 

 

 

Term of birth

(Percentage of year group)

Autumn

Spring

Summer

Reception

2 [50%]

1 [25%]

1 [25%]

Year 1

6 [40%]

6 [40%]

3 [20%]

Year 2

2 [40%]

1 [20%]

2 [40%]

Year 3

1 [12.5%]

5 [62.5%]

2 [25%]

Year 4

2 [25%]

3 [37.5%]

3 [37.5%]

Total for school – 40 pupils on roll (both schools)

13 [32.5%]

16 [40%]

11 [27.5%]

 

 

Subcategories

 
We were awarded Outstanding in both schools Ofsted Inspections  ARTSMARK: We have achived a GOLD award for our arts in school. "Artsmark provides a benchmark for arts provision that encourages schools to consider the opportunities they offer in art, dance, drama and music.  ICTMark Award  HealthandWellbeingLogo s   Active 08  Financial Management in Schools  Naace Feature School  3rd-Millennium-Learning-Logo-v5Eco Schools Bronze Award s

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