NUTBucks

New Web Sites

2009-01-13T04:34:00.000-08:00

The local Associations and Division now have new sites. Future posts will be on these.Please log in regularly to find out about meetings, events and other current issues.

Buckinghamshire Division
https://local.teachers.org.uk/buckinghamshire

High Wycombe Association
https://local.teachers.org.uk/highwycombe/

Amersham and Chesham Association
https://local.teachers.org.uk/amershamcheshamnut/

Safeguarding Ends December 2008

2008-07-09T10:40:00.000-07:00

The NUT seeks to protect members against pay cuts from loss of safeguarding through recruitment and retention payments to maintain pay at the same level as previously. Such payments are legally permissible, since the governing body’s decision will be that the payment is necessary to retain the teacher and avoid the risk that they will look for employment elsewhere as a result of the loss of safeguarding. Such payments are limited to three years in the first instance but may be renewed on the same basis.

NUT advice on MA safeguarding is available at www.teachers.org.uk.

REMOVAL OF SAFEGUARDING: IMPLICATIONS FOR TEACHERS

The NUT’s position is that teachers who lose MA safeguarding should not be required to undertake any responsibility for which they previously received an MA unless an appropriate TLR payment is made.

Some teachers will have known since December 2005 that they will lose their MA safeguarding and will not receive a TLR payment. They may or may not have known that they will be expected to carry on with those responsibilities.

Some teachers will only now encounter proposals to reorganise staffing structures and withdraw TLR payments, either before or after they start to be paid. In all such situations, casework may arise.

The Union will be advising such members - “Don’t Work for Free”.

Teachers on UPS3

Some head teachers continue to argue that UPS3 teachers can be required to undertake additional work without appropriate TLR payments, simply because they are on UPS3. This is simply not the case.

The professional responsibilities for classroom teachers on the Upper Pay Scale are identical to those for teachers on the Main Scale. There is no provision which permits greater demands to be made upon classroom teachers on the basis of their position on the pay scale, be that M6, UPS1 or UPS3. The criteria for payment of TLR payments apply equally to all classroom teachers so that any responsibility should attract the same level of additional payment whoever undertakes that responsibility.

No teacher, therefore, may be required to undertake additional responsibilities without an appropriate TLR payment simply on the basis they are on UPS3 or the Upper Pay Scale.

Strike Day

2008-04-18T09:27:00.000-07:00

I am due to attend a professional development course on the day of action. Should I attend?

The Union advises that you should attend as normal any course intended for your own professional development, in particular where fees have already been incurred by the school or authority. You may, however, wish to donate a day’s pay to the Teacher Support Network or any hardship fund established by your local association. The Union asks you not to attend work at the school if your head teacher instructs you not to attend the course.

What to do on April 24th

2008-04-07T03:12:00.000-07:00

WITHDRAW YOUR LABOUR

Join your colleagues at the rally in LONDON.

Defend education - the professional response.
No pay cuts for
teachers!
Year on year pay cuts mean:
1. Teachers and their families facing a downwards spiral
in their income
2. Younger teachers particularly facing
accumulating debt
3. Encouragement to “compete” with other
teachers for performance related pay, inadequate
TLRs etc
4. Discouragement to young graduates to join the
teaching profession and resulting in teacher
shortages, increasing class sizes, lack of personal attention for pupils and
increase in workload and working hours.

To defend education, to win a good local
state school for every community, we
have to defend teachers’ pay.
It’s never an easy decision to strike
– but we are left with no alternative.
It’s the professional thing to do!

Steve Sinnott

2008-04-05T11:18:00.000-07:00

Death of Steve Sinnott
It is with very deep sadness that I must inform you that Steve Sinnott, the general secretary of the National Union of Teachers died earlier today of a heart attack. This a terrible blow to all of us and for the Union as a whole, particularly at this time.
Steve had been the union's general secretary since 2004 and his death is a tragic loss to both his family and the NUT. Our thoughts go out to all of those close to him. Steve, who was married with two children, was a trade unionist from head to foot and was rightly very proud of being elected to high office by his colleagues. He always had a friendly word for everyone. He spent his professional life working tirelessly for the rights of children, education and teachers.

24th APRIL

2008-04-03T13:56:00.000-07:00

STRIKE DAY
Demonstration and Rally
Assemble 11am Lincolns Inn FieldsLONDON W2 (Holborn Tube)
March at 11.30 to Central Hall, Westminster.
Make your voice heard on the day. Come with school colleagues and friends.
http://www.youtube.com/watch?v=VhIlMHXJ94o

Questions and Answers About the STRIKE

2008-04-03T13:52:00.000-07:00

We have a school trip organised for the day of the strike. What should we do?

It is likely that you have entered into commercial contracts to enable the trip to take place. The school trip should go ahead as planned.

What happens if there are or OFSTED or ESTYN inspections on 24 April?
If your school is to be inspected on 24 April 2008 please contact the NUT Regional Office or, in Wales, NUT Cymru.

What would happen in the case of a parents evening already being arranged for 24 April?

The School Representative should seek to change the date of the parents’ evening. Please contact the NUT Regional Office or, in Wales, NUT Cymru if you need assistance in this. Members may need to accept that such rearrangement may lead to there being more than one evening meeting in that week.

If the Union’s members vote in favour of strike action, do I have to join in?

It is your legitimate right under the Trade Union and Labour Relations Act to decline any call from your Union to take industrial action. It is illegal for you to be pressurised into taking such action.
Following a positive democratic decision to take industrial action, the Union strongly urges you to take part in the action.

What if I come under pressure from colleagues to work on 24 April?

It is your legitimate right to take industrial action, following a successful ballot. We live in a free society in which, subject to compliance with the relevant legislation, it is the right employees, including teachers, to take industrial action.
In following the detail of the Union's call you will be acting properly, legally and professionally. Further, any success in the Union's campaign will benefit all teachers including those who take no part in the campaign which achieves it.

2008-04-02T11:14:00.000-07:00

RALLY 24th APRIL

2008-04-02T10:30:00.000-07:00

STRIKE DAY
Demonstration and Rally
Assemble 11am
Lincolns Inn FieldsLONDON W2
(Holborn Tube)
March at 11.30 to Central Hall, Westminster.
Make your voice heard on the day.
Come with school colleagues and friends.

STRIKE DAY

2008-04-02T10:25:00.000-07:00

How is it decided that members at my school will go on strike or not?

This is a national ballot and the decision will be taken nationally not at local or school levels. If the ballot result leads the Union to call on members to take strike action then it is for each individual member to respond.

The Union will hope that all members can participate in the one day strike. Under the Law, for the Union to call a strike requires there to be a simple majority of those voting in the ballot.

Can the head teacher cover the affected classes with another teacher or do the children have to be sent home?

We would not expect members of other unions to undertake the work of colleagues taking strike action. The other teaching unions would normally advise their members not to do so in order that our action was not undermined. School Representatives should approach representatives of other unions and ask them to make this clear to all their members. Supply agencies are prevented by law from supplying teachers to cover the work of employees taking industrial action.

STRIKE DAY 24th APRIL

2008-04-02T03:52:00.000-07:00

Do I have to tell the head teacher that I'm going on strike?

It is reasonable for the head teacher to know if members of staff are taking strike action. The NUT school representative should advise the head accordingly, giving at least two days notice. This allows the school to take steps to undertake a risk assessment in order to safeguard the pupils and to advise parents accordingly. In the absence of a school representative, members should convey the information themselves. They may wish to do so as a group rather than singly.

The Union has written to all employers and to head teachers to explain that the ballot is taking place and setting out the reasons.

The Union has acted properly and within the requirements of the Law.

2008-03-31T09:45:00.000-07:00

RALLY APRIL 24th

2008-03-31T09:23:00.000-07:00

STRIKE DAY

Demonstration and Rally

Assemble 11am
Lincolns Inn Fields
LONDON W2
(Holborn Tube)
March at 11.30 to Central Hall, Westminster.

Make your voice heard on the day.

Come with school colleagues and friends.

BTA AGM

2008-02-29T14:54:00.000-08:00

http://www.teachers.org.ukThe Buckinghamshire Teachers' Association will be holding the AGM on Tuesday 18th March 2008 at Ash Hill School, Herbert Road, High Wycombe, HP137HT at 16.30. All members of the NUT in Bucks are invited to attend.

PAY CAMPAIGN

2008-02-10T02:09:00.000-08:00

PAY

The National Executive met on 24th Jan and unanimously decided to proceed to a ballot for strike action

to resist pay rises less than inflation.

The ballot will open on 28th Feb., close on 31st March.

Strike on 24th April as the next stage in the campaign.

12th February High Wycombe AGM

2008-02-02T10:07:00.000-08:00

All members are invited to the AGM to be held at Ash Hill Primary School on 12th February at 4pm.

AGENDA
1. Apologies
2. Minutes of last meeting
3. Secretary’s Report
4. Treasurer’s report
5. Vote of thanks to officers
6. Honoraria
7. Election of officers
8. Conference delegate
9. Pay Campaign
10. President’s address
11. Date of next meeting

The association is looking for a member to come forward to take on the role of Association Secretary at the AGM in February. If you think you could take on this role please let us know. Training is available at the NUT training centre at Stoke Rochford. Facilities time is also available for the job to be done. All expenses are paid and ICT equipment made available.

PAY CAMPAIGN

2008-01-27T01:55:00.000-08:00

VOTE YES IN THE BALLOT ON TEACHER PAY!

2008-01-18T09:57:00.000-08:00

BELOW INFLATION PAY AWARD

2008-01-18T09:56:00.001-08:00

- The Government has announced a below-inflation pay increase for teachers for September 2008 onwards. The main features are as follows:

- From September 2008 - an increase of 2.45% on the Main and Upper pay scales

- From September 2009 and September 2010 - further increases of 2.3% on these pay scales
- Pay for leadership teachers and ASTs, SEN allowances and TLR payments will increase as above - but safeguarded MAs stay frozen

- The above increases compare to the current RPI inflation rate of 4.0%. It has been argued by some, however, that the increase in pay is better than expected and is better than some others have received.

Teachers’ pay was also increased by less than inflation in 2005, 2006 and 2007. Teachers’ pay levels cannot buy the same level of goods and services as they could three years ago.

All teachers’ pay scales have been affected. For example, for teachers outside London, inflation has cut the value of starting pay for NQTs in September 2008 by £1,000 and teachers on UPS3 have seen the value of their pay reduced in real terms by £1,700. In addition, since 2005, 30,000 responsibility payments have disappeared due to the introduction of TLRs. For thousands of teachers house purchase is out of reach.

The NUT stands ready to take action to protect the living standards of teachers and their families.

PAY INCREASE

2008-01-15T02:19:00.000-08:00

IF PAY HAD ONLY
MATCHED INFLATION…
NQTs’ starting pay would be £700
a year higher. Experienced
teachers would be earning over
£1000 more and primary heads
over £1500 more. Cumulative pay
losses are far higher – UPS3
teachers have lost over £2000 and
this figure is rising.The latest proposed increase will mean a further cut in living standards.

VOTE YES IN POLITICAL FUND BALLOT

2008-01-10T11:19:00.000-08:00

You should receive your ballot paper in the next few days from the NUT asking you to support your Union in its attempt to establish a Political Fund.

Please Vote YES in the ballot and remember to return your voting paper.

If the ballot is successful, it will enable the Union to publicise its opposition to racist and fascist groups such as the BNP who attempt to divide our society and increase tension and hatred between different ethnic groups.

A political fund will NOT enable the Union to support any political party and there are no plans for us to do so. Our political independence is extremely important to the NUT and we are determined to speak up for teachers and education regardless of whichever political party is in government.

Please support your Union and Vote YES for a Political Fund.

Janet Riddington
Division Secretary

Division AGM

2008-01-02T07:38:00.000-08:00

The Buckinghamshire Teachers' Association will be holding the AGM on Tuesday 18th March 2008 at Ash Hill School, Herbert Road, High Wycombe, HP137HT at 16.30. All members of the NUT in Bucks are invited to attend.

High Wycombe Association AGM

2008-01-02T07:32:00.000-08:00

All members are invited to the AGM of the High Wycombe and District Association on Tuesday 12th February 2008 at 1600 at Ash Hill School, Herbert Road, High Wycombe, HP137HT. A member willing to take on the role of secretary is still needed. If you would be interested in this job please contact the acting secretary.

FAIR PAY FOR TEACHERS

2007-12-02T05:34:00.000-08:00

THE ISSUES
Teachers’ pay increases were well below inflation in 2006 and 2007. This has meant real terms pay cuts - teachers have lost up to £1000 and rising.
The Government has ruled out backdated pay increases for 2006 and 2007. Now it threatens teachers with a 2 per cent pay limit for 2008-2011.

PRIVATE SECTOR PAY
There is no two per cent limit in the private sector. Average earnings are rising by 4.3 per cent. Chief executives’ pay is up by 37 per cent, reaching 100 times average earnings, while bonus payments are up 30 per cent this year to £14 billion pounds.

FAIR PAY FOR TEACHERS…
The NUT thinks teachers’ pay should be sufficient to recruit and retain a quality workforce and avoid teacher shortages. It should be comparable to that of other graduate professionals. There should be no cuts in living standards.

Instead, teachers have suffered pay cuts in real terms every year since 2005 and now face threats of further below-inflation pay increases for 2008 to 2011.
Teachers’ pay is already lower than other professional workers. Starting pay is below other professions and pay progression is slower.
The Government threatens to create a return to “boom and bust” in teachers’ pay.

A BREACH OF TRUST
The Government and STRB agreed a pay review mechanism for 2006 and 2007 in case inflation averaged 3.25%+ over 12 months.
Inflation averaged 3.7 per cent. The Government refused the STRB a remit for 2006 & 2007, telling it to reflect its concerns in 2008 recommendations.
The NUT has called on the STRB to act independently. Its report is awaited.

IF PAY HAD ONLY MATCHED INFLATION…
NQTs’ starting pay would be £700 a year higher. Experienced teachers would be earning over £1000 more and primary heads over £1500 more. Cumulative pay losses are far higher - UPS3 teachers have lost over £2000 and this figure is rising.

2008 AND BEYOND
The Government’s public sector pay limit means it wants to limit teachers’ pay increases to 2 per cent for 2008 to 2011. Other public sector workers have already faced a 2 per cent limit in 2007.

THE NUT’S CAMPAIGN
The STRB’s report on teachers’ pay was due in November 2007.
The TUC has agreed to oppose the 2 per cent limit and “co-ordinate a joint campaign of opposition … including co-ordinated joint industrial action”.
The NUT plans to ballot members later this term. You should vote YES when the ballot takes place. In the meantime, visit www.teachers.org.uk - tell your story about how your living standards are being harmed and use the facility to email your MP.

2007-12-02T05:27:00.000-08:00

WHERE ARE YOU NOW?

2007-11-10T11:52:00.000-08:00

At any time, it is important that the NUT knows which school you work in. The NUT locally also works hard to protect the interest of NUT members. At County level our funding can depend on our membership numbers. An accurate data base enables a strong case to be made for facilities for NUT officers. If you are not on the data base then we will not know you exist in our area. Please make sure you let the NUT know of your change of school. Use the form which came in THE TEACHER or contact the membership department at Hamilton House. People are still on record at schools I know they left over FOUR years ago!

High Wycombe and District Association

2007-11-08T12:51:00.001-08:00

GENERAL MEETING
On Tuesday 20th November
4.00pm – 5.30pm
at
Ash Hill Primary School, Herbert Road, Micklefield,
High Wycombe, HP13 7HT

AGENDA
1. Apologies
2. Minutes
3.Pay Campaign
4. Open discussion
5. Date of next meeting: Tuesday 12th February AGM

Calling All Teachers

Has the NUT been able to support you with advice or intervention in your workplace? Has the NUT been able to answer your queries and concerns? Has your progression through the Upper Pay Spine been secured by NUT intervention? Have you been supported through a disciplinary procedure or with a personal grievance?

In an average year your secretary responds to hundreds of requests from individual members and deals with many whole school issues such as redundancy or workload. Of course that is what you pay your subscriptions for.

Many of you may not realise how the NUT Association system works. The secretary is a volunteer who is also a full time working teacher. Some time (approx half a day a week) is given to carry out the administrative work needed to run the Association, but the majority of the time for case work is done in the secretary’s own time – often late at night or at weekends.

HELP US

The officers need your support to carry out the work of the Association All we ask is that you try to attend at least one of the three general meetings held each year. Refreshments are provided and there is usually the opportunity to join the officers for a free meal following the meeting.

Performance Management

2007-10-12T13:34:00.000-07:00

What it means to teachers right now:

A: What should have happened already:

Targets/Objectives should have been set last year under the old scheme

There should have been consultation with staff on a new Performance Management Policy and a new Classroom Observation Protocol

The headteacher will have decided who is to be your reviewer (this must be a qualified teacher and a person who has some line management responsibility for you)

A calendar should have been issued to all staff setting out the deadlines for the review statement and observations to be completed.

B. What should be happening NOW:

Complete the current year's cycle
Performance Management for the last 12 months should be under the school's previous PM system.
There must be a "Review Meeting" with your line manager in July or September.
The Review Meeting should review performance and progress towards targets set 12 months earlier and complete the documentation. Under the old policy, the headteacher should use these outcomes, with other information, to decide on any pay increases if the person is eligible.
Start the new PM arrangements (if there is to be a new line manager, that new line manager must do this part of the process
The reviewee has a right to request a different reviewer, but only for professional reasons (i.e. that the proposed reviewer does not have sufficient experience, skills or knowledge to be able to assess your performance and undertake the professional duties of being your reviewer.
The PM process begins with a planning meeting (this should follow on from the PM review for the previous 12 months). Sufficient time needs to be devoted to this planning meeting, which should take part in time set aside during the school day (not PPA time, or during lunch/after school). The purpose of this part of the meeting is to agree the planning and review statement.
Process and Timings for agreeing the planning meeting statement:
Day 1 The Planning Meeting

Day 2-5
Reviewer prepares Draft planning and review statement.
Copy passed to reviewee

Day 5-10
Reviewer prepares and signs final version
Reviewee may add comments
Reviewer submits the signed statement to HT

Day 11-20
Headteacher has 10 days in which to review each statement and to decide if amendments are required. The HT must take into account any comments from the reveiwee. The headteacher "moderates" all statements to ensure that the objectives are appropriate given the experience, responsibilities and salary point of the reviewee.

From Day 21 - If the reviewee accepts the planning and review statement, and no changes have been made by the HT
No further action - the PM cycle begins

- if the reviewee does not accept the planning and review satement and no changes have been made by the HT the reviewee may appeal. It is important that reviewees do not accept "aspirational" or numerical targets which will be very difficult or impossible to achieve. Remember that if your line manager agrees that the targets have been met, you will get any increase payable. If the line manager says you have not met the targets, it is most likely that you would not get any increase for which you were eligible. So it is important only to accept achievable objectives.

Day 21 - 31 - if the headteacher instructs the reviewer to make changes
The process from days 1-10 is repeated:
Reviewer consults with reviewee.
Reviewer prepares a new planning and review statement and passes a copy to the reviewee.
Revised statement signed and re-submitted to headteacher before day 31.
If the reviewee still does not accept the statement, the reviewee may appeal.

Appeals
Appeals must be lodged within 10 days of receipt by the reviewee of the final version of the Review Statement

No appeal can be lodged until after moderation of the draft statement by the headteacher

Excellence Day

2007-10-12T13:29:00.000-07:00

When Bucks County Council was declared an Excellent Authority the Leader and Chief Executive announced an extra days leave for all employees.

A letter was sent, addressed to all employees, but was not issued to schools. Some schools were informed and Head Teachers made arrangements for their staff to have the extra day. Others did not know about it or were unable to make arrangements for this to happen. This led to a situation where staff across the Local Authority had been treated unequally. This was discussed by the Teacher Associations at school’s Joint Advisory Committee and Bucks Association of Headteachers.

The Chief Executive, Chris Williams, has written to all Head Teachers about this, extending the deadline to the end of the summer term 2008. Head Teachers have been asked to find a way to enable staff who were employed during the relevant period to take their extra day of holiday.

Your Head Teacher should be making arrangements for you to take this holiday if you have not already enjoyed it.

Newly Qualified in Buckinghamshire?

2007-08-29T05:30:00.000-07:00

Your induction year is of course very important for you personally, but there is also a responsibility on school and LEA to do everything to help you, particularly if you meet any difficulties with your first post.

The LEA helps by:
• Providing a Handbook for NQTs and induction pack
• Providing information for induction tutors
• Providing special induction courses
• Providing access to a named LEA contact:
• Providing a framework for induction monitoring, support and assessment.
Non-standard contracts
The procedures work best for permanent full-time contracts. If you are an NQT on a temporary, fixed-term or part-time contract you should contact the NUT straight away for further advice.

Your school must:
1 Appoint an induction tutor to guide you through your first year
2 Follow the procedures in the Handbook for Newly Qualified Teachers
3 Give you a timetable 10% lighter than if you were not an NQT and with 10% of your total timetabled time guaranteed free for Planning, Preparation and Assessment.
4 Negotiate with you an agreed personal induction programme: what is to happen when, and who is responsible.
5 Plan, in consultation with you, which LEA training sessions of the NQT induction programme you attend
6 Plan with you which other, school-based training you would like
7 Consult you throughout the year on any further supportive training needs, including observing experienced teachers
8 Explain the criteria against which you will be assessed, the monitoring and assessment arrangements
9 Make sure that you have all the information you need.

The School should provide:
• The Staff Handbook, including information on daily routine, organisation and administrative arrangements (e.g. what to do if you are ill, delayed)
• The School Prospectus or Brochure (information to parents and pupils)
• Timetables, schemes of work and relevant curriculum documents (e.g. all relevant national curriculum documents)
• The calendar of meetings and any other events which you are directed to attend (i.e. within the 1265 directed hours of your contract) and any voluntary activities to which you are invited
• The pastoral and tutor programme (including parents' evenings)
• The behaviour policy of the school, including how breaches of the school rules by pupils should be handled, and the "chain of referral" for poor work or behaviour
• Copies of the Disciplinary, Capability, Grievance, Whistle-Blowing, and Harassment, Procedures
• Details of when assessments and reports will be required, and how to complete them

• A copy of the school’s pay policy giving details of how your pay is determined.

LOCAL ASSOCIATION INFORMATION

2007-08-24T11:19:00.000-07:00

NUT members in Buckinghamshire belong to one of three Local Associations, each of which organises regular meetings to discuss current issues. Local Officers help members with individual queries and problems.

Amersham and Chesham
See your membership card for details.

Aylesbury Vale
Jenny Bennett, 21 Rothschild Road, LEIGHTON BUZZARD, Beds LU7 2SY (01525 375410)

High Wycombe
Janet Riddington, 3 Edmunds Close High Wycombe Bucks HP12 4ES.
(01494 442374) janetriddington@hotmail.com

Division Secretary
Janet Riddington, 3 Edmunds Close High Wycombe Bucks HP12 4ES.
(01494 442374) janetriddington@hotmail.com

Most contacts have answering machines for use when they are not available – please be ready to leave a message if appropriate.

NUT CONTACTS
For: Immediate information and help on any matter – go to your school NUT Representative first.

For: Information about local meetings and general queries on professional matters – contact your local Association secretary

IT COULD BE YOU

2007-04-16T13:06:00.000-07:00

False Allegations against teachers
Conference supported the right of students to be heard and taken seriously when they make allegations against teachers. Conference believed however that after thorough investigation, when allegations subsequently prove unfounded the reaction can be disproportionate and leaves a stain on a teacher’s career.
Conference further noted that in January 2007 the Government brought in new guidelines (Safeguarding Children and Safer Recruitment in Education) on the processing of allegations against teachers which were intended to ensure that allegations of abuse are dealt with ‘effectively, fairly and promptly. The reality is still rather different. Conference supported the view expressed by the General Secretary that “without the opportunity to ensure that records of malicious false allegations are removed entirely from their records, teachers will be vulnerable to such allegations blighting their careers”.
Conference recognised the damage that is often done to the career and well-being of those who face investigation of an allegation which is found to be false and believed that the effects will be aggravated by the retention and disclose of records relating to such allegations.
Conference reasserted the belief that a person is ‘innocent until proven guilty’. However was concerned that cases falling under Child Protection are often referred to and placed on a teacher’s CRB check by the Police, even when the case has been dismissed, disproved, or dropped by CPS. In many cases colleagues have been forced to give up teaching because of the way that the police have reported such investigations on CRB forms

The NUT is now committed, as policy to launch a campaign to protect teachers blighted in this way. I was initially uncertain about spending Easter at NUT conference this year, but when I noted that the motion on false allegations had reached prime place on the agenda was very keen to be there to ensure its adoption. I thought about speaking but in the event didn’t need to as there was such a groundswell of agreement from all sides of the NUT on the issue.

Supply Teachers and CRB

2006-09-18T13:26:00.000-07:00

As you will be aware the difficulties about supply teachers and CRB checks continues. There are three main reasons for this:

1. The Local Authority budget settlement for 2006-2007 has created financial difficulties for them;
2. The Government requirement that supply teachers have at least an annual CRB check and that if there is a break in service of three months or more that a further check should take place;
3. The joint union view that supply teachers should not have to fund the cost of their own CRB check.

As a result of the above the LA has currently stopped recruiting to the supply list. Teachers wishing to do supply work are unable to get a CRB check as the LA will not process the check. The LA will not pay any supply teacher who has no evidence of a current CRB check for Buckinghamshire. This means that teachers new to Bucks, or having left a permanent job and intending to take up supply work, are unable to get work in Bucks. This would affect all current supply teachers at the time their next annual check becomes due.

There are no clear long term proposals from the LA at present. We are hoping to be consulted on an interim measure which will allow people to get work. It is clear that if a supply teacher does not work for three months a new CRB check will be needed. In those circumstances the joint union group would be minded to agree that supply teachers should pay for their own checks.

It is important to realise that if a supply teacher does not work during the last month of the summer term and then fails to get work early in the Autumn Term the three months is soon reached. Supply teachers are advised to try to work at least one day during these critical times and throughout each school term.

The NUT in union with the other teachers’ associations see this as a matter of urgency for resolution. The NUT is not happy to agree to supply teachers in Bucks having to fund their own checks. We are aware that this does happen in some other LAs. However, if our stance results in members being prevented from working at all then we may have to compromise. It would be a retrograde step if the only route for supply teachers in Bucks were through supply agencies. This would be more costly for the schools and the supply teachers. I would be happy to have your views. Please email me at janetriddington@hotmail.com

PLANNING PREPARATION ASSESSMENT

2006-06-12T12:40:00.000-07:00

PPA,

All teachers employed under School Teachers Pay and Conditions are legally entitled to a minimum of 10% PPA time. This must be provided in units of not less than half an hour and should take place during the taught pupil day - not during play time, assembly etc. Part time teachers are included in this entitlement.

A teacher teaching for 10 hours a week is entitled to 1 hour for PPA. Teaching for 22 hours entitles a teacher to a minimum of 2.2 hours. (2 hours 12 minutes) PPA should be a regular weekly entitlement and should be clearly indicated on the timetable. Teachers cannot be required to do cover during PPA time. It is down to the individual teacher to decide how to use the time and they cannot be directed to carry out set tasks, or attend meetings during PPA time. Where PPA is carried out is down to discretion of the Head Teacher. In many Primary Schools there are no suitable work spaces or access tothe internet so many Head teachers allow teachers to work off site.

Teachers employed to teach covering PPA time are similarly entitled to a minimum of 10% for their own PPA.

Part time teachers should not be treated less favourably than full time teachers.

PPA is a guaranteed entitlement of teachers to a minimum of 10 percent of the timetable as time to plan, prepare and assess (PPA). The NUT will support members where:
* PPA is not provided for teachers or is provided at less than the guaranteed proportion of timetable;
or
* the arrangements to provide PPA use, in ways that are not acceptable, persons who are not qualified to teach.

Contact your local NUT secretary if there are difficukties in your school over PPA.

Message to Supply Teachers and Part Time Teachers

2006-05-19T11:55:00.000-07:00

SUPPLY
Are you on supply? Do you opt to pay into the Teachers' Pension Scheme?
If not this could be the time to rejoin.
If you re join the TPS before December 31st 2006 your right to normal pension age at 60 will be protected.

PART TIME
Are you Part Time? this could be the time to consider rejoining the TPS if you have not opted to do so up to now. If you re join the TPS before December 31st 2006 your right to normal pension age at 60 will be protected.

GAINED TIME

2006-04-25T12:59:00.000-07:00

"Gained Time” is when teachers are released from timetabled teaching commitments when their pupils are on study leave or are actually taking an examination and being invigilated by non-teaching staff. The School Teachers’ Pay and Conditions Document gives a list of “agreed” directed tasks which could be done in “gained time” but this does not include “invigilation” or covering for other staff (e.g. an HLTA or cover supervisor) who is invigilating.

• Developing/revising departmental/subject curriculum materials, schemes of work, lesson plans and policies in preparation for the new academic year. This may include identifying appropriate materials for use by supply staff and/or cover supervisors;
• Assisting colleagues in appropriate, planned team teaching activities;
• Taking groups of pupils to provide additional learning support;
• Supporting selected pupils with coursework;
• Undertaking planned activities with pupils transferring between year groups or from primary schools;
• Where the school has a policy for all staff to release them for CPD during school sessions, gained time may be used for such activities.

If teachers are directed to cover during gained time, it must count towards the 38 hour limit.

EXAM INVIGILATION

2006-04-20T12:16:00.000-07:00

Any contractual expectation on teachers to invigilate examinations was removed in September 2005. So this year, no teacher can be directed or asked to invigilate any external exams or full “mocks”. KS2 and 3 SATs are examinations.

The National Remodelling Group’s website points out: “The transfer of invigilation duties to a cadre of trained and paid invigilators recognises that effective invigilation is an essential part of an efficient and effective examinations system. It also provides important opportunities for support staff to take on extended roles in support of teaching and learning.”

The changes which came into effect in 2005 were published at least 2 years in advance and so each school should have made appropriate arrangements for invigilation of the coming SATs, GCSEs, etc., including budgetary provision. It is the headteacher’s responsibility to ensure that invigilation is provided by employing sufficient and appropriate support staff, who have been trained and are paid accordingly, to undertake the invigilation duties that teachers may have been required or asked to do in the past. In most schools, invigilators will be new or enhanced posts for support staff.

The (statutory) School Teachers’ Pay and Conditions Documents states: “Those invigilating the examination should be made aware of the procedure for dealing with emergencies and for contacting a teacher in the subject area under examination should any candidate raise a concern or problem with the paper which requires their professional judgement. It may also be appropriate for a teacher to be present at the end of an external examination to ensure its efficient conclusion.”

….. When carrying out such tasks, teachers should not be expected to stay in the examination hall/room for any longer than is necessary to perform the task. “

The exceptions, where teachers may be required to be present throughout an examination, are only:

(1) that teachers may be required to conduct practical and oral examinations in their own subject, including overseeing coursework (i.e., aspects of the examination system which do require the training and skills of the qualified teacher), and

(2) internal examinations and tests “where these take place during normal timetabled teaching time” (i.e. class tests). However, “If a school reorganises the timetable for “mock” examinations to replicate the examination process, then teachers should not be required to invigilate them.”

We are getting reports that some staff are volunteering to stay in the examination room to “assist with invigilation” or to keep an eye on particular pupils, etc. This should never be necessary. The school should be employing adequate numbers of appropriate non-teaching staff for all the particular pupils who are taking the exam at that time. There should be an “on call” system in place to deal with (a) any disciplinary matters requiring the intervention of a teacher and (b) any questions about the paper which require the knowledge and judgement of the relevant teacher.

In some SATs and for pupils with Special Needs a teacher’s skills may be required, but this will be for reasons other than “invigilation”. Invigilators must still be employed. Members in any doubt about their role should contact the Union with individual details.

“Gained Time” is when teachers are released from timetabled teaching commitments when their pupils are on study leave or are actually taking an examination and being invigilated by non-teaching staff. The School Teachers’ Pay and Conditions Document gives a list of “agreed” directed tasks which could be done in “gained time” but this does not include “invigilation” or covering for other staff (e.g. an HLTA or cover supervisor) who is invigilating.

• Developing/revising departmental/subject curriculum materials, schemes of work, lesson plans and policies in preparation for the new academic year. This may include identifying appropriate materials for use by supply staff and/or cover supervisors;
• Assisting colleagues in appropriate, planned team teaching activities;
• Taking groups of pupils to provide additional learning support;
• Supporting selected pupils with coursework;
• Undertaking planned activities with pupils transferring between year groups or from primary schools;
• Where the school has a policy for all staff to release them for CPD during school sessions, gained time may be used for such activities.

The NUT has not supported the employment of non-teaching staff to take over class teaching or supply work. The NUT does support the employment of trained invigilators because this is not a teaching job and does not require the training and qualifications of a teacher. Members are therefore urged to insist that non-teaching staff should invigilate, and to let your local NUT Association Secretary know of any breach.

As no member can be directed to invigilate, apart from in the two exceptional situations above, any NUT member can refuse to comply with an instruction to do the work of an invigilator, because such an instruction would not be one which the head or line manager was entitled to give.

SUPPLY TEACHER CRB CHECKS

2006-03-20T13:14:00.000-08:00

CRB Checks For Supply Teachers

The LA has notified supply teachers of the need to have an annual CRB check if they wish to continue to do supply work. They have also been asked to pay for this check themselves and to pay an additional administration fee. The NUT is totally against individual teachers being required to pay for their own CRB check and is taking part in negotiations with the LA on this issue. Whilst negotiations are ongoing there should be no change to the conditions of service of supply teachers in Bucks. The NUT cannot guarantee the outcome of discussions but will strive to protect the interests of supply members.

CHILD PROTECTION

2006-01-15T22:47:00.000-08:00

The Union has always taken a robust view on the subject of child protection. The NUT maintains that that no-one on the sex offenders register should be allowed to work in schools, stressing that children should never be put at risk. On Sky TV on 15th January, Steve Sinnott, the General Secretary, called for a fresh look at the inconsistencies regarding this matter across the country's private supply agencies.

REDUNDANCY

2006-01-15T22:34:00.000-08:00

Deciding Staffing Levels
Under LMS, the Governing Body decides how many teachers should be employed in the school.

When a school declares a redundancy.

When a school thinks that it could be in difficulty meeting its salary bill, the Governors may decide to consider employing fewer teachers. This decision has to be taken before the actual budget is known, but the LEA will have indicated the likely situation, given the number of pupils on roll each January and budget strategy plans.

Section 188 Notices
The school should then issue a "Section 188" or precautionary redundancy notice, stating its proposals. Schools should do this whenever they intend to reduce the establishment of a school, even if they hope to solve it by somebody leaving or there are Fixed-Term Contracts.

The fact that a contract is temporary or fixed-term is not in itself sufficient reason to select for redundancy. No further action should be taken until the Section 188 consultation starts.

The Union's role
Any reduction in establishment is a job loss. The NUT will want to examine all proposals to reduce staffing. We may contest those proposals if there are feasible alternatives, checking the need to make savings, the curriculum, class size, etc. There should be a meeting of staff, to which the Unions are invited, to start this formal consultation process. From this point on, keep in constant contact with the NUT, especially if any members are thinking of volunteering.

Any Volunteers?
In the meantime, the Headteacher will seek volunteers for:
 reduced hours
 redundancy without retirement
 early retirement with redundancy

Selection
If all voluntary means fail, the governors will need to select for redundancy. They will consult with the Union about the criteria for selection, and issue a matrix for staff to complete, giving details of qualifications, experience and flexibility. If a member is selected, (s)he is entitled to Union representation at a first hearing and appeal. If these are not successful, the selected person is dismissed on the grounds of redundancy.

SAFEGUARDING

2006-01-09T22:48:00.000-08:00

THE ENDING OF MANAGEMENT ALLOWANCES

From 1 January 2006 all MAs – whether or not a school has implemented a new staffing structure - become a safeguarded sum, which either lasts until the end of the existing fixed period or, in the case of MAs awarded prior to 1 April 2004 which had no end date, until 31 December 2008.

NOTIFICATION TO TEACHERS OF THE SAFEGUARDED SUM

Within a month of the publication of the revised staffing structure (i.e. no later than 31 January 2006) the relevant body must notify all teachers in receipt of management allowances in writing of –

• The value of their management allowance as at 31 December 2005.
• If the allowance was awarded for a fixed period, the latest date on which payment will cease. (For example if an MA was awarded from 1 September 2005 for one year, the teacher must be advised that payment will cease on 31 August 2006 at the latest.)
• The value of the point at which the teacher is placed on the main scale or upper pay scale, taking into account any pay increase or progression.
• The value of the safeguarded sum (i.e. the value of the MA minus any TLR awarded between 1 January 2006 and 31 January 2006 in this instance)
• Information about where a copy of the school’s staffing structure may be viewed.

REASONS FOR SAFEGUARDING TO CEASE

There are a number of basic ways in which safeguarding may cease. This will be the earliest of the following:

• at the end of the three-year period;
• at the end of the period for which the payment was originally made (for example, at the end of a one-year fixed-period management allowance);
• if the teacher receives a higher point on the pay scale/spine or a new or higher level allowance where the combined value of the new point and/or the new allowance value equals or exceeds the combined value of the old point and any safeguarded sum or sums;
• if the teacher’s employment at the school ends (other than in cases where general safeguarding applies);
• if the teacher is placed on a different pay scale or spine (except when a main scale teacher is first placed on the upper pay scale or in cases where general safeguarding or internal school reorganisation apply).

PAY APPEALS

2005-12-10T10:21:00.000-08:00

Members should expect to receive a notice of pay and any safeguarded sum following the completion of the process of reviewing staffing structures and awarding TLRs. This should be in January. Members who are adversly affected by the decisions made can appeal. The process has to be started WITHIN 10 WORKING DAYS FROM NOTIFICATION The following is a brief guide to the process. If you need to make an appeal contact the union for further advice.

Right of appeal

The School teachers Pay and Conditions document 2004 states that a teacher may appeal against any determination in relation to his/her pay or any other decision that affects their pay. Decisions on pay determination and the basis on which the decision has been made should always be confirmed in writing.

Reason for appeal

This must be based on the criteria set out in the School Teachers Pay and Conditions document 2004:
• “….. that the person or committee making the decision……..
• Incorrectly applied the provisions of the pay and conditions document
• failed to have proper regard for statutory guidance
• failed to take proper account of relevant evidence
• took account of irrelevant or inaccurate evidence
• was biased
• otherwise unlawfully discriminated against the teacher”

Appeal process

In all cases of appeals against pay decisions the teacher should attempt to resolve the situation informally before starting the formal process. However timing is crucial.

Informal
On receipt of written confirmation of the pay determination if the teacher is not satisfied they may approach the decision maker informally to seek to resolve the matter within 10 working days of receipt of the decision.
The decision maker will
• Deal with any issue raised promptly
• Ensure that the teacher is given the opportunity to explain their dissatisfaction fully and the basis under which they feel the decision should be reviewed.
• Ensure that the teacher is kept informed of what may be done to resolve the situation
• Explain the decision and any reasons why the decision may not be changed.

Where the teacher is not satisfied (or the informal route has not been applied in the 10 day period) a formal process may be followed.

A full copy of the appeal process should be available in your school. Your Head Teacher should give you a copy on request.

WHERE ARE YOU NOW?

2005-11-01T08:08:00.000-08:00

During the current term, when Governors are carrying out school staffing reviews, it is important that the NUT knows which school you work in. When consulted on school reviews the NUT locally is working hard to protect the interest of NUT members. If you are not on the data base at the school and do not contact us, if you are adversly affected by the review,then we will not know you exist there. We will therefore be unable to try to protect your salary and status. Please make sure you let the NUT know of your change of school. Use the form which came in this month's edition of THE TEACHER. People are still on record at schools I know they left over FOUR years ago!

SAFEGUARD YOUR FUTURE SALARY. UPDATE YOUR DETAILS NOW.

REGIONAL OFFICE

2005-09-06T21:10:00.000-07:00

RELOCATION UPDATE

NUT Regional Office
Elm House
Kennett Park
Moulton Road
Kentford
Suffolk
CB8 8GF

Tel: 01638 555 300
Fax: 01638 555 330
Email: eastern@nut.org.uk

PAY, PROMOTION and PPA,

2005-08-02T17:40:00.000-07:00

In respect of problems of pay, promotion or PPA, the NUT stands ready to give you full support.

Pay: The Government's evidence to the School Teachers' Review Body is for a pay increase of only 2 per cent. This will mean a worsening of the pay position of teachers in real terms. It's a pay cut. The NUT is calling for increases of 10 per cent, or £2,500, whichever is the greater.

Promotion: The Government's freezing of management allowances (MAs), was a pay cut. Now the introduction of Teaching and Learning Representatives (TLRs) could bring further pay cuts to thousands of teachers. The NUT is monitoring the progress of the staffing reviews under way in England. It will support its members, balloting for action in individual schools if necessary, where:
* timetables for consultation and negotiation have not been agreed
* the NUT at any level has been refused consultation on staffing reviews;
* unacceptable decisions have been made without consultation;
* proposals for new staffing structures have been adopted that vary widely from the existing structures, to the detriment of teachers;
* teachers with MAs are not offered TLRs that are at least equivalent; and
* teachers face reductions in pay.
NUT school representatives should advise their local Associations or Divisions if any of the above situations arise in their schools.

PPA: This term sees the introduction of a guaranteed entitlement of teachers to 10 percent of the timetable as time to plan, prepare and assess (PPA). The NUT will support members where:
* PPA is not provided for teachers or is provided at less than the guaranteed proportion of timetable; or
* the arrangements to provide PPA use, in ways that are not acceptable, persons who are not qualified to teach.

UPPER PAY SPINE PROGRESSION

2005-07-28T06:10:00.000-07:00

All post-threshold teachers paid on the Upper Pay Scale are entitled to have their pay reviewed by the governing body with effect from 1 September 2005 and to receive a written statement outlining the governing body’s determination of their pay.
Teachers should expect to have received notification of progression by December 31st at the latest. Schools in Bucks have been advised to carry out the reviews durng the Autumn Term.
No Application required

Schools have a statutory duty to undertake annual pay reviews for all teachers, including post-threshold teachers. Progression on the Upper Pay Scale is not an application process.

Teachers cannot therefore be asked to make an application or fill in any form before the review is undertaken.

The statutory criteria for progression on the Upper Pay Scale, requiring that “the achievements of the post-threshold teacher and his/her contribution to the school” should have been “substantial and sustained”, are unchanged.

Teachers eligible for UPS progression from September 2005 have been working towards such progression since September 2003 on the basis of these criteria.

It would be improper and unacceptable to seek to alter teachers’ expectations of the basis of their progress from 1 September 2005 at this late stage.

The NUT expects decisions on teachers’ progression on the Upper Pay Scale from September 2005 to be made in a manner consistent with the expectations and procedures in place during the previous two years.

The NUT therefore advises that all teachers who have previously been assessed as meeting the threshold standards and who have continued in the last two years to meet those standards should be regarded as having met the criteria of “substantial and sustained”.

Where members have been informed they will not progress to UPS Point 2 or 3

Where members have been so informed, they should contact their NUT division secretary or the NUT regional office.

SCHOOL REPRESENTATIVES

2005-07-14T20:10:00.000-07:00

NUT Union Organisation

Elect an NUT School Representative.

Members should seek to elect an NUT school representative in the early part of the Autumn Term. The names of school representatives should be notified to Local Association secretaries. Usually the NUT representative is only expected to disseminate information to members, via the notice board, organise school based meetings as and when necessary and make representations from those meetings to the Head Teacher. There is no expectation for school representatives to handle individual casework although they may do so if they wish. This year is particularly important as the transfer from Management Allowances to teaching and Learning Responsibilties payments takes place. The NUT needs the help of School Representatives to protect teachers pay and conditions of service. School representatives are entitled to attend a three-day UNION residential training course.

Look out for notices regarding Local Association meetings. In the High Wycombe District these notices are often sent into school via email for the attention of the school representative.
School representatives sending an email to the Division Secretary can be notified direct to their own email address.

UPPER PAY SPINE PROGRESSION

2005-06-05T11:04:00.000-07:00

Teachers eligible for progression should have been notified by December 2004 at the latest whether they were to be placed on the next spine point. Recently I have become aware that some members have still not been notified of this. Teachers do not need to apply or provide evidence for progression, nor should they be subject to additional classroom observations. Head teachers and Governors have a statutory duty to review pay and notify teachers on or soon after September 1st each year. If you have not been notified of your 2004-5 salary or UPS progression please contact your Association or Division Secretary. Contact details can be found in the archive of this site.

PLANNING PREPARATION AND ASSESSMENT

2005-05-24T11:14:00.000-07:00

Planning Preparation and Assessment.
From September all teachers have a legal right to 10% PPA time. This should take place during the taught pupil day. During the Spring and Summer term 2005, Head Teachers should be consulting with staff on how this entitlement is to be organised in the school. The time should be in blocks of not less than 30 minutes and should not include assembly times, break or lunch time. Many schools are organising the time in more usable blocks of 2 hours or more. If there are difficulties about provision of PPA time in your school please contact the Division Secretary.

Many schools are using qualified teachers to provide cover for classes whose teacher is released for PPA time and is the aspiration for most Head Teachers and Governors. This is in line with NUT policy. In a minority of schools plans are in place to use other staff to cover the time. If your school has plans to cover whole classes with support staff or unqualified coaches please notify the Division Secretary.

KEEP IN CONTACT

2005-04-16T12:46:00.000-07:00

BTA
The NUT in Buckinghamshire
To keep in touch with us by email simply send an email to the address below, this will only used to collect email addresses of NUT members and we promise your email address will not be passed on to anyone else.
janetriddington@hotmail.com
Send us your
NAME
SCHOOL
NUT NUMBER (if you know it - it is on your card)
NUT POST IF ANY (i.e. if you are a school rep, correspondent or Exec member - not your post in the school)

It will only be used to send out useful information to our members.

WHERE ARE YOU?

2005-03-13T10:22:00.000-08:00

UPDATE YOUR DETAILS WITH THE NUT

During a recent mailing to all members, at school addresses, it became clear that many members had forgotten to notify the NUT nationally of their changed details. In the forthcoming campaign against the changes to the TEACHERS’ PENSION SCHEME it is important that the NUT has your up to date details. These can be changed on-line on the NUT main web site or by post.

PLANNING AND EXCESSIVE WORKLOAD

2005-02-05T13:43:00.000-08:00

Increasing numbers of teachers are seeking support from the NUT in Bucks because of excessive demands for planning. This is particularly, but not exclusively,from Primary School teachers.The following is the letter, and appendix to it, from Charles Clarke, Ken Boston and David Bell, contained in Exellence and Enjoyment and also in the Time for Standards documents issued to all schools and Head Teachers. Teachers facing unreasonable demands for copies of planning should use this letter, in conjunction with the NUT planning advice document, in responding to Head teachers. The advice to Head Teachers makes it clear that they DO NOT need to see planning each week. Excessive workload is a serious concern of the NUT. Head Teachers are required to address the issue of work life balance and yet teachers are stilll facing these unreasonable demands. The NUT in Bucks has raised the problem repeatedly at LEA level and will continue to do so.

"Dear Colleagues
This guidance has been produced with teachers and headteachers to help reduce the time teachers spend on lesson planning. It is designed for your own reference and to promote discussion, leading, where necessary, to changes in practice.
The PricewaterhouseCoopers study of Teacher Workload (2001) found that most teachers would like to spend less time on planning. It also suggests that teachers produce more documentation than is necessary in the belief that it is required by Ofsted or LEA inspectors. This leaflet sets the record straight about what is expected by national authorities.
Planning is an essential aspect of teachers’ work. All teachers need to plan what they will teach and how they will teach it, but spending excessive amounts of time on long, detailed plans does not necessarily lead to better learning and teaching. There is no prescribed format or length. For example, all that is specified in the Ofsted framework is that “teachers plan effectively, using clear objectives that children understand”.
Teachers’ time should be used for aspects of planning that are going to be useful for their own purposes, and which have a direct impact upon the quality of learning and teaching. Teachers should not spend time producing documentation that does not meet these two purposes. Nor should any teacher feel they have to start with a blank sheet when planning for the week ahead. As in other professions, experience can and should be shared. Collaborative planning can be liberating, supportive and effective. There are also many resources available that provide useful starting points and greatly reduce planning time.
It is hoped that where practice is already in line with this advice, schools will be reassured. Where it is not, schools should be encouraged to review their practice and this will hopefully lead to a consequent reduction in workload.
In summary, the effectiveness of teachers’ planning should be judged by the quality of learning and teaching in lessons and the progress pupils make over time.

Charles Clarke David Bell Ken Boston

TEACHERS – EFFECTIVE PLANNING – LESS PAPERWORK!
How to cut unnecessary work in planning…
■ Your plans are for you and other professionals working with you. Occasionally, others will need to see your planning. When Ofsted inspectors arrive they will look for clear objectives that show your intentions for what children will learn and how these objectives will be achieved. Inspectors will not expect to find a particular model or format for planning; they will be much more interested in the impact of planning on your teaching and the children’s learning.
■ You do not need to work alone when you are doing your planning. Work with other colleagues, draw on their specialist knowledge and involve teaching assistants where possible. Share out the planning between you if this is practicable. It will save time and stimulate discussions.
■ You do not need to start from scratch with a blank sheet of paper. Good quality plans are already available, such as National Numeracy Strategy Unit Plans and National Literacy Strategy medium term plans and planning exemplification, plans written by colleagues and plans on the web. For medium-term planning, the QCA schemes of work contain the detail you need for each subject. It is not necessary to write things out again; QCA schemes, for example, can easily be converted into lesson plans if accompanied by post-its, notes and annotations to add detail of your own. Planning in this way will meet with Ofsted’s approval providing it has a positive impact on learning and teaching.
■ As you write your plans, think about what you are going to assess. Be selective, focus on the key aspects of learning that you wish to assess, and highlight these on your plan. Then use a simple system for recording children’s progress. Link curricular targets to your plans for groups of pupils and some individuals.

HEADTEACHERS – HOW TO HELP MAKE PLANNING MORE EFFICIENT…
■ It is important to monitor the quality and impact of teachers’ planning. This does not mean that you need to see everyone’s plans each week. Looking at plans is one part of a strategy for improving learning and teaching. You might sample plans with a focus on particular year groups or subjects, linking this sampling with lesson observations and discussion with teachers. This will also help you to identify particular teachers who need extra support.
■ Build ICT capacity in the school. Although some teachers may be reluctant initially to use a computer for planning, the long-term benefits for workload and classroom practice are beyond doubt.
■ A standard form of presentation is not a necessity and can cause unnecessary work for teachers! It is more important to ensure that key elements of planning are consistent across all classes. As teachers become familiar with these, they can concentrate on the content of the plans rather than their presentation. Common key elements make it easier to share and monitor plans.
■ Encourage teachers to use and adapt existing plans. Plans that have been used effectively in the past or high-quality materials available from different sources, such as the National Numeracy Strategy Unit Plans and National Literacy Strategy medium term plans and planning exemplification, can be adapted to meet the needs of the class. Less time is then spent on duplicating plans."

Cover

2004-09-21T10:31:00.000-07:00

Cover

The introduction of a 38 hour limit on cover comes into force from September 2004. In the event of a teacher absence, the head teacher should exhaust all reasonable means in trying to secure a cover or supply teacher. This approach should continue to apply when the limit for teachers comes into force. The amount of cover undertaken by teachers varies from school to school. The STPCD contains a no detriment clause in sections 64 and 65. Schools should not seek to increase the amount of cover to the limit when this would result in a worsening of current working conditions. Members experiencing an increased requirement to do cover should contact their Association Secretary.

Health and Safety

2004-08-03T00:59:00.000-07:00

Health and Safety.

Health and Safety Representatives should also be appointed and their names forwarded to the Division Secretary. NUT Health and Safety Representatives can attend residential training at the Union training centre at Stoke Rochford. All expenses are paid by the Union. Representatives have the right to attend such training under the facilities agreement.

Helpful information for representatives can be found on the NUT web site www.teachers.org.uk