Remodelling in Bury
- In January 2003 the Government, Employers and the majority of the school workforce unions signed a national agreement that will underpin reforms to raise standards and tackle teacher workloads.
- A Workforce Agreement Monitoring Group has been set up to promote the agreement and help finalise changes to the teachers' contract.
- Employers have realised that spending more hours working does not equal greater productivity.
- Next phase of development guaranteed.
The remodelling the workforce agenda has led to changes in the roles of many of the school support staff. Click the link for more information relating to the review of
Teaching Assistants and Higher Level Teaching Assistants.
Tools and techniques to help school leaders and school change teams manage the process of change to help raise standards and tackle workload: the five whys, process mapping (brown paper), brainstorming, day in the life of (DILO), problem solving team building (PSTB), strengths, weaknesses opportunities threats (SWOT), fishbone analysis, force field analysis
Training and Development Agency for Schools - Remodelling Tools
Useful Websites and Documents
Work/Life Balance for the Whole School Workforce
The School Teachers Pay and Conditions Document 2005 states that:
Purpose of the provisions
Section 4.23
All teachers and headteachers should enjoy a reasonable work/life balance… In relation to headteachers, specific provisions have been put in place through regulations made under section 21 of the Education Act 2002 which put a responsibility on the relevant body (normally a school governing body or LEA) to have regard to the work/life balance of the Headteacher.
It is recommended that school governing body’s identity a Governor to be responsible for supporting Headteacher in monitoring the work life balance of the whole school workforce.
Guidance Notes for Work/Life Balance for the Whole School Workforce
The School Teachers Pay and Conditions Document 2005 states that:
Implementing work/life balance
4.24 Work/life balance is about helping teachers combine work with their personal interests outside work. It can help to recruit and retain better motivated staff through giving them greater control of their working lives and a stronger sense of ownership.
4.25 Employers have a duty to employees at common law and legal duty under health and safety legislation, including the Health and Safety at Work Act 1974 and related legislation and the Working Time Regulations 1998.
- Headteachers must have regard to the desirability of all teachers at the school (including themselves and other members of the leadership group) being able to achieve a satisfactory balance between the time required to discharge their professional duties and the time required to pursue their personal interests outside work.
- To the extent that headteachers direct their own work, they are covered by the provision above. However, specific provisions have been put in place through regulations made under section 21 of the Education Act 2002 which put a responsibility on the relevant body (be it a school governing body or LEA) to have regard to the work/life balance of their Headteacher and ensure that they are not required to work unreasonable hours and can achieve a reasonable work/life balance.
Dedicated Headship Time
Purpose of provisions
4.97 Headteachers must have dedicated time to lead their schools, as well as manage them. Therefore, from September 2005, governing bodies need to ensure that headteachers have dedicated headship time, having regard to resources in the school and to further national guidance that is being developed.
Context
97. There is a distinct problem where headteachers with significant teaching loads (for example those who teach for more than 50% of the school timetable) have inadequate time during school sessions for their leadership and managerial role.
98. From September 2005 headteachers are also entitled to guarantee PPA time, commensurate with their teaching load.
Two workshops, one for Head Teachers and one for Governors, on “Work Life Balance and the Well-being of all Staff, including Head Teachers” were held in the Spring and Autumn Terms 2006
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Model Work Life Balance Initiatives (379kb 62 page pdf) document developed by Bury Children's Services Personnel for schools to consider adopting to provider healthier work life practices for their employees.
