News & Views
News and Views 2022
IHE cost of living slide set
Attached is a new report combining winter pressures and cost-of-living, including new survey data:
The impact of winter pressures on adults in Great Britain December 2022 (pdf, 1.9mb)
Visit https://www.gov.uk/government/statistics/announcements/the-impact-of-winter-pressures-on-adults-in-great-britain-23-november-to-4-december-2022 for full details.
SOUTHWARK COUNCIL RESIDENTS – COST OF LIVING SUPPORT
Outlined below are a number of updates related to the support available for Southwark residents in regards to the cost of living crisis. Please make this information available to your school community.
1. Warm Spaces now open across Southwark
The council is working with partners to provide ‘Warm Spaces’ across the borough to support people through winter. ‘Warm Spaces’ are places where people can keep warm, have a cup of tea or take part in an activity. In some spaces residents can also get food and advice about the cost of living. There are over 30 ‘Warm Spaces’ operating across Southwark. Please use the attached information to promote Warm Spaces to people who may benefit. Visit www.southwark.gov.uk/warm-spaces for full details including opening days and times. Also see the Warm spaces map (pdf, 368kb)
2. Southwark Energy Savers Service
The council is funding a new Southwark Energy Savers Service. Delivered by Citizens Advice Southwark, this will provide energy advice to those in Southwark affected by rising energy bills and the cost of living crisis. The service is available face-to-face, by phone and online to anyone who lives or works in Southwark from 1st December. More information available at www.southwark.gov.uk/energy-savers
3. Southwark Cost of Living Fund (Round 2)
There will be three routes to support from the Cost of Living Fund this winter:
- Some people will be identified by the Council and receive support from the fund automatically – for example, those receiving Council funded home care packages. This will include disabled people and some of our most vulnerable residents.
- Others will be referred to the fund by partners via what we call the ‘Community Referral Pathway’. There are already more than one hundred referral partners and we expect that number to rise this winter. Partners include schools, faith organisations, advice services, emergency food providers, social landlords, after school clubs and a wide range of other community groups. If your organisation is interested in becoming a Community Referral Partner please contact communityreferrals@southwark.gov.uk
- From January, residents will be able to apply to the fund directly. Residents may apply online or by phone We expect the new application route to go live in January and to remain open until March.
4. Cost of Living Webpages on Southwark Council Website
The council now has dedicated webpages which outline the support available to households and businesses struggling with the rising cost of living. Visit www.southwark.gov.uk/here-to-help for the most up-to-date information about entitlements, emergency funding, food and fuel schemes, mental health support and more.
5. Updated Cost of Living Guide
A new edition of the Cost of Living Guide was produced in the Autumn with updated information on local support, services and grants. This supersedes the version you would have received after attending one of our webinars. Please visit our website to download the latest version.
Schools HR Recruitment – The Guardian – free offer during December
Schools advertising their jobs with us automatically have their jobs advertised with the Guardian.
We know that Christmas can be a strange time to recruit, especially given how many people go on leave over the week of Christmas. To ensure that you can reach as many candidates as possible, all job listings posted within the month of December will now run for six weeks instead of four. This will be automatically extended, free of charge.
NJC Terms and Conditions – Support Staff Pay – ASCL
As previously circulated, the NJC pay award for 2022 was agreed on 1 November 2022. A reminder the headline figure of which is £1925 (pro-rata for part-time employees) applicable to all staff covered by NJC T&C’s from 1 April 2022.
We are aware that some councils and schools are receiving requests (possible partly driven by a model letter written by ASCL about Business Leaders pay) from school support staff, covered by the NJC, whose 2022 pay rise does not equate to a 5% uplift e.g. School Business Leaders (SBL’s) to ‘top-up’ to the NJC pay award. In effect asking for a 5% increase in line with STPCD 2022 for experienced teachers and leaders.
The NJC advice is very strongly against it.
Reasons being:
- NJC pay for 2022 is settled in accordance with NJC Constitution
- SBL pay award is £1,925 in accordance with Green Book Part 2 Para 5.4*
- ASCL has no recognition / involvement in NJC pay negs
- Engaging with ASCL on its claim carries very real risk of NJC unions lodging local claims
- Engaging with ASCL on pay undermines the collective bargaining process and threatens the future viability of it
- The NJC TUs are now consulting on their 2023 claim
* 5.4 Posts paid above the maximum of the pay spine but graded below deputy chief officer are within scope of the NJC. The pay levels for such posts are determined locally, but once fixed are increased in line with agreements reached by the NJC.
NJC terms and conditions – Leave Arrangements
- Additional Bank Holiday on 8th May 2022
- Additional day of annual leave awarded to all NJC employees (with effect from 1st April 2023)
Please find attached NJC circular (dated 3 December) setting out guidance relating to the additional bank holiday on 8 May 2023. Attached to the same circular is the updated Green Book Part 4.12 guidance that reflects the additional day of annual leave awarded to all NJC employees (with effect from 1 April 2023) as part of the 2022 NJC pay agreement.Circ NJC HM The King's Coronation & Updated Part 4.12 03Dec22 (pdf, 286kb)
Southwark Council Pay Scales - Support Staff - NJC Terms & Conditions
1. Support Staff Pay Scales
Southwark Council has finalised its Support Staff payscales. Some schools have advised us that some payroll providers have issued model payscales. To confirm, these model payscales may not be in line with Southwark and therefore, schools should ensure that they use Southwark Council's payscales.
PLEASE NOTE: ANY PAY AWARD WILL NEED TO BE BACKDATED TO 1ST APRIL 2022.
Support Staff Payscales (pdf, 244kb)
2. NJC Terms and Conditions – Support Staff Pay Implementation & Impact on Universal Credit
We have become aware of a potential issue that employees who may be in receipt of Universal Credit (UC) could suffer financial penalties as a result of the payment of the backpay element of the NJC (Green Book) pay award.
As an employer, you would not necessarily be aware which of your staff could be impacted detrimentally by this. This may not affect all staff and may not necessarily affect all schools, so no action may be needed.
School action:
a)Schools to consider and make a decision about whether to implement the NJC 2022 Pay Award and stagger payments over a period of months.
On the basis that some schools are not able to implement this in December 2022 (due to payroll restrictions) but will be able to do so in January 2023, then payment can be staggered as follows:
January / February / March
This means that the backdated payment will still be paid and accounted for in this year’s financial year. It also means that for those staff (who are likely to be the lower earners) who may be claiming universal credit will suffer less of a financial penalty. This is because the payment of the benefit is based on an individual’s earnings.
b) Schools to advise their staff of what they are planning to do and if any of them are likely to be affected by this issue, then they should speak to their Universal Credit Work Coach via their online account or call the Universal Credit Helpline on 0800 328 5644.
Website: https://www.gov.uk/universal-credit
c) For additional support and advice, schools may also wish to signpost their staff to the Education Support Partnership, an education charity offering free advice and support. Their contact details are:
Website: www.educationsupport.org.uk
Telephone: 0800 0562 561
NOTE: some schools may choose to pay their employees as one backdated amount. Where this is the case, please action points (b) and (c).
3. Support Staff Payscales – Temporary Grades – Points 6a, 7a, 8a
In 2019, when Southwark’s grade structure was introduced, the number of points per grade was carefully considered, and 8 was set as a firm maximum.
Due to the insertion of new spinal points in the range of grades 6, 7 and 8, these grades initially became longer than 8 spinal points. To solve this, new temporary grades will be introduced. Grades 6, 7 and 8 will start at their current equivalent spinal point, and then go up 8 points. Then a shorter temporary grade, called grade 6a, 7a and 8a respectively, was introduced to put the remaining points on. There is a small crossover of two points between the “A grade” and its “parent grade”.
These “A grades” were originally intended to be temporary. Southwark Council has not made any changes yet.
School action
a) During this time, all schools should be mindful that when recruiting to new roles, staff should be appointed on the substantive Grades 7, 8 or 9, not on the A grades.
b) For employees already on the A grade, they should progress every year incrementally, subject to performance, until they reach the top of the grade.
We will keep you updated on any developments.
Policy Update - Model Teacher Appraisal Policy
We have updated the Model Teacher Appraisal Policy, following consultation with the teaching unions as follows:
- Reviewed in terms of layout re the sections, for ease of information, with no substantial changes to the essence of the document.
- In Appendix E, we have removed the reference to unannounced observations and clarified that the observation protocol should be normally defined in the Teaching and Learning Policy.
The policy can be accessed by schools trading with Southwark Schools HR as follows:
Model Teacher Appraisal Policy 2022
NJC Terms and Conditions - The Green Book - Updated 1st November 2022
On 1st November 2022, agreement was reached on pay awards for local government services (‘Green Book’) employees for 2022.
Southwark Council is intending to update the payscales and we hope to have this sent to you to implement the pay award in December’s payroll. We will issue these to you as soon as they are available.
LGS Pay - wef 1st April 2022 (pdf, 193kb)
PLEASE NOTE: ANY PAY AWARD WILL NEED TO BE BACKDATED TO 1ST APRIL 2022.
Teachers' Pay and Conditions - Updated 1st November 2022
School Teachers Pay and Conditions Document (STPCD) 2022 has been updated.
We have reviewed the following within the context of the STPCD 2022 and consulted with the constituent teaching unions.
Please see attached the updated model 2022 teaching pay scales and model pay policy in the following section:
https://schools.southwark.gov.uk/schoolshr/pay-and-conditions
They are also attached for your information.
Schools HR Model Pay Policy 2022 (docx, 76kb)
Schools HR Model Teacher Payscales 2022 (xlsx, 19kb)
NJC Terms and Conditions - Update on trade union ballots - 31st October 2022
GMB update: The consultative ballot on the NJC Pay Offer for 2022/2 has now closed and members have voted to accept the national employers’ pay offer.
Unite update: Their members have rejected the pay offer, but Unite has ruled out a national ballot for strike action in England, Wales and Northern Ireland.
Trade Union Position: GMB and UNISON are in favour of accepting the national employers’ pay offer.
Next steps: GMB, UNISON and Unite will meet on Tuesday 1st November 2022 and will notify the national employers of their position. It is expected that the national pay offer will be implemented following this.
We will keep you updated regarding Southwark Council’s pay scales.
School Teachers' Pay and Conditions Document (STPCD) 2022 - published 14th October 2022
The School Teachers’ Pay and Conditions Document 2022 is now live. Please refer to the link below:
School teachers' pay and conditions - GOV.UK (www.gov.uk)
We have updated Southwark Schools HR school pay policy and will be consulting with teaching trade union colleagues for their feedback and comments prior to sharing this with schools.
Free Wellbeing Support for School Leaders
School leaders can access free wellbeing support through Education Support. The DfE funded scheme provides free one-to-one supervision, peer support and counselling to assistant headteachers, deputy headteachers and above.
School leaders can apply here, even if they have access to an employee assistance programme in their school.
Final NEOST Reponse to Draft STPCD and STRB Report - 30th September 2022
National Employers Organisation for School Teachers (NEOST) has now submitted its response to the Government’s consultation on the 32nd STRB report and draft STPCD 2022. Please click here to download the document.
For ease - Headlines on teachers pay 2022
The Government has accepted the School Teachers’ Review Body's (STRB’s) recommendations in full for 2022.
Headlines include a five per cent increase on all pay and allowance ranges and advisory points, with higher increases for Early Career Teachers on the Main Pay Range, as a step towards achieving a minimum starting salary of £30,000 by September 2023. Full details are set out in the STRB’s 32nd report and the draft STPCD 2022 detailed below.
As a result of our stakeholder’s evidence, NEOST asks that the Government provide additional financial support so that all schools including smaller rural schools can implement the pay award with particular regards to avoiding reductions that risk impacting on teaching standards.
Timeline
- 14 October 2022 - Draft STPCD scheduled to be laid in parliament 14 October (and becomes law)
- 14 October to 4 November 2022 - 21 day praying period. Highly unlikely to change during this time but allows MP to raise any objections on the draft Teachers Pay Order.
- 4 November 2022 - Praying period ends – which is the formal end of the process
- Backdated to 1 September 2022.
School Teachers' Pay & Conditions Document and Pay Policy Update - September 2022
As previously advised, the School Teachers’ Review Body (STRB) recommended for 2022/23:
- A 5% increase to all pay and allowance ranges and advisory points, with higher increases for Early Career Teachers on the Main Pay Range, as a step towards achieving a minimum starting salary of £30,000 by September 2023.
The Department for Education (DfE) consultation closed on 5 September 2022.
The proposed timeline for implementing the 2022 pay award is as follows:
- 14 October 2022 - Draft STPCD scheduled to be laid in parliament 14 October (and becomes law)
- 14 October to 4 November 2022 - 21 day praying period. Highly unlikely to change during this time but allows MP to raise any objections on the draft Teachers Pay Order.
- 4 November 2022 - Praying period ends – which is the formal end of the process
- Pay award processed in November 2022, backdated to 1 September 2022.
We will provide further updates in due course and update our pay policy once the final agreement is reached.
Cost of Living - Guide to Support in Southwark
If you, or someone you are supporting is struggling financially, there are lots of organisations in Southwark that can help.
The information in the link below can help you find the best advice and support service for the issues you are experiencing.
Cost of Living Crisis - A Guide to Some of the Support Available in Southwark
Christmas Working Arrangements - NJC Guidance
The National Joint Council (NJC) for local government services has issued guidance on working arrangements for staff required to work over the festive period.
The NJC issues this advice only in years when Christmas and New Year fall over a weekend, which will next occur in 2026.
UNISON Members Vote to Accept NJC Pay Offer - September 2022
On a turnout reported to be 34%, UNISON’s members have voted by 63.5% to 36.5% to accept the National Employers’ final pay offer for local government services (‘Green Book’) employees.
Of course, in order for the pay deal to be finalised so that it can be implemented and paid to employees, GMB and / or Unite must also vote to accept the employers’ offer. We must now wait for Unite’s membership consultation to close on 14th October and GMB’s to close on 21st October.
The key features of the pay offer are:
- With effect from 1 April 2022, an increase of £1,925 on all NJC pay points
- With effect from 1 April 2022, an increase of 4.04% on relevant allowances
- With effect from 1 April 2023, an increase of one day to all employees’ annual leave entitlement
- With effect from 1 April 2023, the deletion of pay point 1 from the NJC pay spine
The full pay offer can be found here.
Updates to Safer Recruitment - September 2022
Verifying the identity of applicants
The Safer Recruitment Consortium has recently been involved in a series of meetings with the DfE, Better Hiring Institute (BHI) and relevant sector representatives to identify robust methods of verifying applicants' identities. This work links with the need to see original birth certificates wherever possible, which was built into the education version of Safer Recruitment materials in 2021. The BHI has now published two employer checklists (one for new recruits and one for existing staff who change their name during employment) and a guidance note. To access this guidance, please click here.
Recruiting trainee teachers
Members of the Safer Recruitment Consortium recently had a meeting with DfE colleagues regarding the challenges of recruiting enough trainee teachers. One of the difficulties the DfE team has identified is that applicants must seek references (including from their current employer) before applying - some 10 months in advance of starting the course. This is not practical for many, particularly those thinking of becoming a teacher but are currently employed in the commercial sector; employers are not always happy to know that their employee is planning to leave in about a year's time.
In an attempt to resolve the problem, the DfE teacher training team has decided that from this October, applicants will not need to secure references at application stage - it will be done much later in the process when a school is considering making a conditional offer to the trainee teacher. The KCSIE team have been involved in this decision and are supportive; we all felt that recruitment of trainee teachers should be in line with other academic recruitment processes rather than aligned with general recruitment into schools.
Please see the below briefing note from the DfE teacher training team:
Background
References Process from October 2022
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Information and Guidance for Governing Boards - 22nd September 2022
Additional Bank Holiday – Monday 19th September 2022
The Government announced an additional bank holiday on Monday 19th September 2022 to mark the occasion of the State Funeral of Her late Majesty Queen Elizabeth II.
Schools HR have issued guidance to schools regarding the arrangements for school-based staff;
Support Staff:
Please refer to the arrangements for managing the additional bank holiday for support staff, including Term Time Only staff.
NJC Terms & Conditions - Support Staff
Teaching:
The School Teachers’ Pay and Conditions Document has been updated to take into account that the statutory teaching days allocated for this year has changed from 195 to 194 days, in recognition of the additional bank holiday.
School Teachers' Pay and Conditions Document - UPDATED
In addition, the Council has agreed with its recruitment agencies that any agency worker who would ordinarily have been expected to work on Monday 19th September 2022, but were prevented from doing so, would be paid for the number of hours they would have ordinarily been expected to work on that day.
This is a consideration for Governing Boards, as to whether they wish to consider this and adopt this approach for the agency workers who would ordinarily have worked at the school on Monday 19th September 2022. This would be a one-off arrangement, which reflects the unexpected and significant nature of the additional bank holiday on this day.
Bank Holiday – Monday 19th September 2022
We have received a number of queries from schools about allocating bank holidays for part time workers, who do not work on a Monday. Part-time workers must be treated no less favourably than full-time employees. This includes entitlement to bank holidays.
All part-time workers will be entitled to the pro-rata equivalent of full-time workers. This means that irrespective of whether the employee usually works on a Monday or not, they should still receive the same pro-rata allocation of paid holiday days. Please refer to the NJC guidance issued here.
The link to the amended draft School Teachers’ Pay & Conditions Document 2022 to take account of the bank holiday can be found here.
NJC Guidance - HM Queen's State Funeral 19/09/2022
The NJC has issued guidance on working arrangements on the day of the State Funeral of Her late Majesty Queen Elizabeth II. Please see HM Queen's State Funeral 12th Sept 22 (pdf, 184kb) and the Gov.uk website for more details.
Keeping Children Safe in Education (KCSIE) 2022 – Online Search
Keeping children safe in education - GOV.UK (www.gov.uk) is statutory guidance issued by the Department for Education (DfE) for schools and colleges on safeguarding children and safer recruitment. KCSIE has been updated to incorporate:
200. In addition, as part of the shortlisting process schools and colleges should consider carrying out an online search as part of their due diligence on the shortlisted candidates. This may help identify any incidents or issues that have happened, and are publicly available online, which the school or college might want to explore with the applicant at interview.”
As KCSIE is statutory guidance, unless there is a good reason not to do so, then schools must consider carrying this out and either record their reasons for not doing internet checks or do them and make a record of them.
The starting point for all schools should be to record their decision about whether or not to do the online checks and if, they decide to do so, what they are going to do. The options would range from entering a name into google through to looking at specific social media sites. It is about accessing publicly available information.
The suggestion is that online checks are done as part of the short listing process. It would be appropriate to record the outcome on whatever forms they use to monitor their recruitment and then to record it as part of the statutory checks undertaken on the personnel file of the successful candidate.
If a school decides to do the online checks, then they have to do them for all of their staff and cannot pick and choose.
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Schools action:
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Teachers' Pension Indexation
Following on from previous communication in relation to this, this matter is still being considered by the Teachers’ Pension Scheme Advisory Board.
As some members with final salary service have been affected by the recent pay freeze, the DfE is considering changing the policy to increase the average salary rate each April in line with the Treasury Order that is used for the TPS career average scheme re-valuation.
Any proposed change to the TP regulations will be subject to public consultation and unlikely to be completed before 2023. The DfE also confirmed that there would not be a retrospect change to the regulations; this change will not affect those teachers who retire from the final salary section of the TPS before the regulations come into force.
As a reminder, under the TPS administration processes, it is possible to report a change of salary retrospectively to trigger the indexation for 2021/2022, as long as the teacher has not applied for their retirement benefits before the change is made. Any retrospective change of this nature would need to be consistent with the teacher’s contract of employment and the employer’s pay policy.
DfE Letter to NASUWT (pdf)
Government Consultation on Public Sector Exit Payments (affecting Multi-Academy Trusts)
HM Treasury (HMT) has issued a consultation on proposals to limit exit payments, which seeks views on a new administrative control process for payments in excess of £95,000, and amendments to the process for special severance payments.
If implemented, the consultation provides that the proposals will apply to “all bodies that are classified as ‘Central Government’ and/or bodies that do not have a specific right to make exit payments as set out in their Framework Document, Articles of Association, Board Terms of Reference or elsewhere.” Having asked the Department for Education (DfE), they have just confirmed that these proposals would apply to academy trusts.
Employer Link is currently considering how best to co-ordinate a sector wide response to this, and we will be in contact again after the DfE have issued more information to academies (probably via the normal ESFA weekly bulletin).
A brief summary of the proposals:
The HMT proposals are intended to allow for additional scrutiny and assurance of exit decisions, and to provide further insight on the use of exit payments.
The proposals and consultation are around:
- Two separate control processes for exit payments
- a new proposal for high value severance payments of £95,000 or more to be approved by the relevant Secretary of State
- a requirement for special severance payments of any amount to be approved by HMT (in summary, special severance payments are those in excess of existing contractual and statutory entitlements)
- The criteria required when putting a business case together for making such payments
- A proposal to add repayment clauses for special severance payments should an individual be re-employed in the public sector.
In total, there are 14 questions in the consultation, and it closes on 17 October 2022.
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HM Treasury have confirmed that local government organisations are not covered by the proposals. That therefore means maintained schools are not covered and this does not apply to them. The proposals apply to academy trusts. |
HR Audits - Resuming from September 2022
Following the pandemic, we have taken the opportunity to review our HR Audit and we will now be relaunching a programme of audits from September 2022. We have already written to some schools to arrange a visit.
Southwark Schools’ HR Audit is designed to evaluate the performance of the school’s HR processes. It examines various aspects, including through the school implementation of policies and procedures, documentation and systems. Please note that unlike in the past the scores will not mirror OFSTED ratings and we have moved to assessing the level
The purpose of the audit is to ensure that the school is meeting the minimum legal requirements across all areas of HR practice. Southwark Council has an interest in ensuring that all schools, within its remit, are operating to the very best standards. Through our audit programme, we are in a position to identify areas of strength and areas for improvement to help you achieve this.
NJC Terms and Conditions – Pay Update 2022/2023
In March 2022, we were able to finally issue the updated payscales for 2021/2022 and schools should have backdated support staff pay changes from 1 April 2021.
The Local Government Pay 2022/2023 negotiations are still in progress:
Emp circular 25 July – local government pay 2022 | Local Government Association
The three support staff trade unions, GMB, UNISON and Unite, are consulting with their members about the proposed pay offer.
This is the trade unions’ pay offer consultation timetable:
UNISON’s consultation will run from 15 August to 19 September and it will be neutral on whether the offer should be accepted or rejected.
GMB will remain neutral on whether the offer should be accepted or rejected and its consultation will start on 22 August and run to 21 October.
Unite will be consulting its members with a recommendation that the offer should be rejected and its consultation will run from the end of August to 14 October.
| School action: Schools need to ensure that they budget appropriately for when 2022/2023 pay offer is finalised and agreed and that this would apply retrospectively from 1 April 2022. They should also ensure their pay policy has been updated appropriately. |
School Teachers’ Pay and Conditions (STPCD) – Update
The recommendations on teachers’ pay for 2022 are set out in the STRB’s 32nd Report.
It is recommend that there is a 5% increase for most teachers and all leaders, with bigger increases for early career teachers (max 8.9% outside of London).
It is estimated that the 2022 pay proposals are estimated to have on average a 5.4% increase to a schools pay bill for teachers.
The consultation on the draft STPCD and draft Teachers’ Pay Order has just ended. It is expected that the Pay Order will be laid before Parliament for 21 days (14 October 2022, with backdating to 1 September 2022).
| School Action: Schools need to ensure that any changes in teacher pay is backdated to 1 September 2022 and their pay policy has been updated appropriately. |
LGA: Mental Health in Secondary Schools - September 2022
A survey commissioned by the Early Intervention Foundation (EIF) has found that 82 per cent of secondary school teachers have seen increasing levels of anxiety/depressive symptoms among pupils over the past year. The survey also found that 66 per cent of teachers have seen a worsening of existing mental health problems. In a response, the LGA said that councils have increasingly had to divert early intervention spending towards more acute services due to overstretched budgets and demand. The LGA called on the Government to use its 10-year mental health strategy to ensure that local mental health services have sufficient funding to meet current, unmet and new demand for mental health support.
Schools’ mental health training
The Department for Education (DfE) is providing quality assured training to equip senior leads with the knowledge and practical skills to embed an effective whole school or college approach to mental health and wellbeing. Research shows that a school culture promoting positive mental health supports improved learning, attendance and behaviour. Schools and colleges can claim a £1,200 grant, and then choose a course to best meet their needs. There are over 100 courses available.
Queen Elizabeth II - Wellbeing & Support
It is with great sadness that we acknowledge the passing of Her Majesty Queen Elizabeth II. We know that her loss will be felt deeply by many of us and that yourself or colleagues may need support during this time. If you or a member of your staff is struggling, please do access the resources we have on our website here: https://schools.southwark.gov.uk/schoolshr/wellbeing-support.
Please also contact your HR Advisor/Business Partner if you feel you need any further support.
Working Arrangements: Christmas Day & Boxing Day 2022 and New Year’s Day 2023
Christmas Day and Boxing Day 2022 fall on Sunday and Monday respectively and New Year’s Day 2023 falls on a Sunday.
The Government has designated Tuesday 27 December and Monday 2 January as public holidays with pay in substitution for Christmas Day and New Year’s Day respectively.
In accordance with joint advice issued in previous years to deal with these circumstances, authorities are advised that payments, unless a local agreement is in place, should be made in accordance with Green Book Part 3 Para 2.6 as follows:
- Employees required to work only one day out of Sunday 25 December or Monday 26 December or Tuesday 27 December should receive public holiday pay, plus time off with pay at a later date, for the one day on which they work.
- Employees required to work all three consecutive days of Sunday 25 December and Monday 26 December and Tuesday 27 December should receive Sunday rates of pay for Sunday 25 December, and public holiday pay, plus time off with pay at a later date, for both Monday 26 December and Tuesday 27 December.
- Employees required to work on both Sunday 25 December and Monday 26 December (but not Tuesday 27 December) should receive public holiday pay plus time off with pay at a later date for both days.
- Employees required to work on both Sunday 25 December and Tuesday 27 December should receive Sunday rates of pay for Sunday 25 December and public holiday pay plus time off with pay at a later date for Tuesday 27 December.
- Employees required to work either or both Monday 26 December and / or Tuesday 27 December should receive public holiday pay plus time off with pay at a later date for theday[s] on which they work.
- Employees required to work either Sunday 1 January or Monday 2 January (but not both) should receive public holiday pay plus time off with pay at a later date for the day on which they work.
- Employees required to work on both Sunday 1 January and Monday 2 January should receive Sunday rates of pay for Sunday 1 January and public holiday pay plus time off with pay at a later date for Monday 2 January.
Southwark Schools Website Changes - September 2022
As you may have already noticed, the Southwark Schools website has gone through some changes and the URL has been updated. The new web address is https://education.southwark.gov.uk/.
Please note you may need to clear your cookies if there are any issues logging into and accessing the website at the new URL.
We have also been working to improve the layout of the Schools’ HR website and have updated some of the sections. We will continue to make improvements and keep schools updated.
Public Health: Hot Weather Alert - July 2022
A level 3 heat-health alert has now been issued for London between 09:00 on Saturday 16th July and 21:00 on Tuesday 19th July, indicating a 90% chance of heatwave thresholds being reached during this period.
This represents a prolonged period of high temperatures, which may increase the impact of heat-related ill health. Please ensure that you take actions in line with level 3 of the Southwark hot weather framework (pdf) and the heatwave plan for England to protect the most vulnerable.
Mindapples for Schools - Working Together for Healthier Minds
Mindapples has been promoting public mental health and wellbeing across the UK since 2008. Their vision is of a world where taking care of our minds is natural and normal for everyone – and this starts with children and young people. Please access the below link for more information.
Mindapples for Schools - Flyer (pdf, 654kb)
Cost of Living Crisis: A guide to some of the support available in Southwark - June 2022
Cost of Living Crisis: Support Guide (pdf, 468kb)
This guide is designed to support staff (and volunteers) that are working with people severely impacted by the current cost of living crisis. It includes direct links to a range of resources and sources of financial support as well as advice and information services.
Autumn 2022 Dates for Senior Mental Health Lead Training - Anna Freud Centre
You can book a DfE-funded place on Anna Freud Centre's CPD-accredited Senior Mental Health Lead training. If you’d like to secure your place on the course, please follow these steps to ensure you access funding:
- Check the eligibility of your school or FE college on the Department for Education’s terms and conditions
- Complete the DfE grant funding form
- Receive confirmation email from DfE
- Book and pay for your place on the DfE-assured SMHL training
- Upload evidence of your booking to DfE
- Receive funding from DfE
This CPD accredited online course for Senior Mental Health Leads is a major training initiative that combines the expertise of Anna Freud Centre trainers with a community of practice, to support senior mental health leads in building a sustainable, whole school approach.
The course is intermediate level and suitable for those in leadership positions who are able to implement strategic, whole school changes following attendance.
For more information and to book, please click here.
Education Support - Sign up for Peer Support
Do you want to feel reinvigorated, energised and develop in your role?
Is now the time to pause, reflect and reconnect with your sense of purpose?
If this resonates, read about Education Support's fully funded wellbeing support for school leaders.
Peer support
Education Support's peer groups give you the space to process high-pressure situations with other school leaders.
You’ll make new connections and develop new insights and perspectives.
It is just 90 minutes, once a week, for six weeks. It is an investment in you that will benefit your whole school.
Your sessions will be run by a professional facilitator, who is a trained coach with experience of working within the education sector.
For more information, please click here.
National Rail and Tube Strikes – 21st, 23rd and 25th June 2022
Staff who need to be in school to do their jobs should plan ahead and seek alternative ways to travel, where possible. Line managers should have spoken to staff to understand what impact, if any, the national rail and tube strikes will have on their ability to come into work.
Managers should work with their staff to plan accordingly.
Desk-based staff who would struggle to get into the office and are able to work from home, are advised to do so.
Tube strike - Transport for London (tfl.gov.uk)
Update on NJC Trade Union Pay Claim 2022 - June 2022
The National Joint Council for Local Government Services have submitted their pay claim to the local government employers for 2022-23.
GMB, Unite and UNISON have asked for a substantial increase with a minimum of £2,000 or RPI - whichever is greater - on all spinal column points. Please access the letter below for more information about the claim.
NJC Trade Union Letter to Local Government Employers - 6th June 2022 (pdf)
NJC Pay Claim 2022-2023 (pdf)
Public Health Webinar - Living with COVID - Tuesday 24th May 11:00-11:45am
Please see the letter below from our Public Health Division.
Dear all,
We would like to invite you to our webinar on Living with COVID in Children and Young People’s Settings, which will take place on Tuesday May 24th between 11:00 and 11:45.
The webinar will give us an opportunity to bring you all together, discuss current arrangements and an opportunity to ask questions. This session would include colleagues at Southwark Council including Public Health, Early years and Education team and the UK Health Security Agency (UKHSA)
The webinar link, along with a list of frequently asked questions and some other resources around ‘Living with COVID’ will be shared with you separately in advance of the event.
If you are unable to attend, a recording of the webinar will be shared on our website, which is also being updated to become a resource hub on COVID-19 guidance for CYP settings.
We look forward to seeing you next Tuesday.
Best wishes,
Sanjana Jio | Head of COVID – Children and Young People | Public Health Division | Southwark Council
Please feel free to email PublicHealth@southwark.gov.uk in advance with any questions you might have, or you can ask them live during the webinar.
Click here to join the meeting
Education Support: Free Wellbeing Event - 'The Power of Conversations' (23rd May 2022)
Education Support is hosting a free virtual event on Monday 23rd May at 4pm.
'The Power of Conversations' will explore the importance of talking to each other, and how these conversations can work better for teachers and education staff at school and in life.
The event will be joined by a panel of experienced teachers and mental health experts, who will share the ideas on how we can make conversations work better for education staff. Chaired by Education Support’s Chief Executive, Sinéad Mc Brearty, our panel also includes:
• Mike Armiger, Mental Health Champion in schools
• Ella Hughes, Headteacher and participant in our Peer Support Programme
• Dr Emma Kell, Wellbeing expert, speaker, writer and coach
The speakers collectively bring an enriched set of various perspectives and experiences, which will benefit and support others working in the education sector.
So whether you are a teacher wanting to know how to have these conversations, or you are a school leader seeking advice on when to have these conversations with your staff, join Monday 23rd May at 4pm on Zoom for an hour of engaging discussion - and take away practical strategies and advice to use at school and in your everyday.
For more information and to book, please click here.
Education Support - Free Wellbeing Service
As the Easter term begins, take some time for you. You’ve gone to extraordinary lengths for your students and staff during the pandemic. To be an effective leader, it’s vital that you are mentally and emotionally well. Take some time for yourself by signing up to a free wellbeing service today.
Education Support's peer support groups provide a safe, confidential, and non-judgmental forum for school leaders like you to share ideas and discuss the impact of your job.
An accredited counsellor will help you to reflect on, and process any difficult feelings that arise for you in relation to life or work events.
Spaces are limited and filling fast, so apply today.
Click the link below to hear Headteacher Ella Hughes sharing how positive she felt after taking part in the online facilitated peer support service.
Ella's story: how our peer support groups supported her own wellbeing
National Agreement 'Green Book': Updated Edition - April 2022
The National Joint Council for local government services National Agreement on Pay and Conditions of Service (‘Green Book’) has been updated from the previous 2019 version.
The updated ‘Green Book’ now includes the payscales and allowances for 2020 and 2021, the refreshed JE Scheme Guidance Notes at Part 4.1 (issued previously on 3 August 2020) and the updates to Part 4.12 (issued previously on 28 June 2021).
For ease of reference, updates can be seen in the ‘tracked version’ at pages 14, 27, 28, 29, 30, 42, 48, 51, 54, 55, 58, 71, 74, 75, 77, 89, 121, 182, 185, 186, 191 and 240-245.
As with the previous updates, the NJC has issued two versions; one showing all track changes, the other not. Please access the links below:
'Green Book' - April 2022 edition (pdf)
'Green Book' - April 2022 edition (with track changes) (pdf)
More information can be found on the Pay and Conditions section of our website.
DfE Teacher Recruitment Bulletin - April 2022
Welcome
Welcome to the April edition of the teacher recruitment bulletin from the Department for Education (DfE).
Contents
ITT market reforms:
1) Initial teacher training (ITT) reform – accreditation round 2
Supporting teachers and schools:
2) Sustainability and climate change strategy published
3) National professional qualifications (NPQs): Empowering teachers and leaders
4) Teachers’ pension scheme
5) Free peer-to-peer support for schools and colleges on using technology
Supporting recruitment:
6) Get support for overseas teachers
7) Get help applying to become a visa sponsor
DfE digital services
8) April census update for HEI ITT providers
9) Register trainee teachers: updated information packs
ITT market reforms
1) Initial teacher training (ITT) reform – accreditation round 2
Following the announcement of ITT reforms in December 2021, the DfE launched a new accreditation process for all ITT that leads to qualified teacher status (QTS). With Ofsted’s support, the DfE is assessing applications received in the first round of accreditation. Round 2 will open in May 2022, after the outcomes of round 1 applications have been communicated.
This will provide an opportunity for any new or existing providers that have not previously applied to do so. It will also allow any unsuccessful providers to reflect on their feedback and consider whether to reapply. The criteria for round 1 will remain the same as for round 2, which will close on 27 June 2022.
For further information, visit: https://www.gov.uk/guidance/initial-teacher-training-itt-accreditation
Supporting teachers and schools
2) Sustainability and climate change strategy published
DfE has launched its sustainability and climate change strategy, which aims to empower pupils and those working in education to fight climate change both inside and outside the classroom. Key action areas include increasing opportunities for children and young people to learn from and connect with nature, improving the quality of climate education, decarbonising school buildings and making them more climate resilient, and providing more support for young people to pursue green careers.
The strategy sets out various measures to support those teaching about climate change, including plans to further enhance best practice in incorporating sustainability and climate change into teacher training and to include these areas in science teachers’ continuous professional development (CPD). We will also develop a Primary Science Model Curriculum, to include an emphasis on nature.
Read the sustainability and climate change strategy: https://www.gov.uk/government/publications/sustainability-and-climate-change-strategy
3) National professional qualifications (NPQs): empowering teachers and leaders
NPQs are a fully funded, national, voluntary suite of qualifications. They have been designed in cooperation with the sector to provide training and support for teachers and school leaders at all levels, and deliver improved outcomes for young people.
NPQ participants have been sharing their stories and describing how NPQs support their career aspirations, classroom practice and improve whole-school environments.
Laura Fordham oversees staff wellbeing, teaching and learning in Bedford. She is currently undertaking the NPQ in Headship to support her ambition to become a headteacher. Read Laura’s story: https://teaching.blog.gov.uk/2022/04/06/national-professional-qualification-for-headship-empowering-leaders-to-make-positive-change-in-schools/
Find more information about NPQs, funding and eligibility: https://www.gov.uk/government/publications/national-professional-qualifications-npqs-reforms/national-professional-qualifications-npqs-reforms
Teachers’ pension scheme
4) Teaching as a career comes with a secure pension, which:
- is a guaranteed pension that provides a regular source of income when you retire. It is one of only 8 schemes backed by the government
- has an employer contribution that currently pays the equivalent of 23.6% of your pay to the cost of the benefits
- gives your family protection if something should happen to you
- is based on your salary and service rather than investments
- allows you to retire from age 55 and boost your income through flexibilities
To find out more about the benefits of your teacher’s pension visit: www.teacherspensions.co.uk/members/new-starter/what-is-a-teachers-pension
5) Free peer-to-peer support for schools and colleges on using technology
The DfE’s EdTech demonstrator programme freely supports any publicly funded school or college in England to access help and advice on educational technology until the end of July 2022.
Tailored support is delivered by EdTech demonstrator schools and colleges to help reduce workload, use resources more effectively and improve student outcomes.
For more information and to register for support, schools and colleges can visit the EdTech Demonstrator Website: https://edtechdemo.ucst.uk/
Supporting recruitment
6) Get support for overseas teachers
From our research with teachers and school leaders, we know that newly recruited overseas teachers have specific challenges when adapting to life in English schools. The ‘Get support for overseas teachers’ service is for state-funded schools, designed to support teachers and their schools to prepare for their new role and give bespoke support in their first term.
If you have recruited or are considering recruiting an overseas teacher of maths, science, MFL, computing, geography or design and technology, email international.teacherrecruitment@education.gov.uk or visit https://www.gov.uk/guidance/recruit-teachers-from-overseas#get-help-with-the-acclimatisation-support-service-pilot for more information.
Please note: places are limited.
7) Get help applying to become a visa sponsor
Applicants for teaching posts from overseas will usually need a Skilled Worker visa, which their employer must sponsor. DfE is piloting a support service to help schools apply to become a licensed sponsor of overseas workers.
Sign up to the pilot by emailing us at visa.helpservice@education.gov.uk and get support guiding you through the application process.
DfE Digital services
8) April census update for HEI ITT providers
If you’re a higher education institution (HEI) provider of initial teacher training (ITT), you will need to make sure your 2021 to 2022 ITT census data is updated. The deadline for completing this April census update has been extended by one week, so you can complete this between 9am on Tuesday 19 April and 4pm on Friday 6 May 2022.
You should have received an email on 12 April 2022, with a step-by-step guide on how to update and check data, and guidance on which data may need to be updated. If you did not receive this email or if you have any questions, contact us at becomingateacher@digital.education.gov.uk.
9) Register trainee teachers: updated information packs
Register trainee teachers (Register) has fully replaced the database of trainee teachers and providers (DTTP). Please see below links to Register information packs which explain how to use the service:
- for school centred initial teacher training (SCITT) providers: https://docs.google.com/presentation/d/1pRexg98ZaDi30wkY_yENS3Dhe8BnYVWe/edit?usp=sharing&ouid=117946746855117097075&rtpof=true&sd=true
- for higher education institutions (HEIs): https://docs.google.com/presentation/d/1JQggeT82BHkEcKMFbfUYEC_YQ7hs2czu/edit?usp=sharing&ouid=117946746855117097075&rtpof=true&sd=true
If you would like to subscribe to or unsubscribe from future editions of the Teacher Recruitment Bulletin, contact
Teacher.recruitmentbulletin@education.gov.uk including the email address you want to include or remove.
Guidance on Living with Covid from 1st April 2022
The Government published further new guidance on living with COVID on 1st April 2022. The guidance for people with symptoms of a respiratory infection including COVID-19 provides advice on some of the actions that can be taken to help reduce the risk of catching COVID-19 (and other respiratory illnesses) and passing it on to others. Further guidance applicable to the workplace has also been published.
The LGA has set out answers to the more frequently asked questions that have arisen from the removal of COVID restrictions.
For updates, please refer to the Living with Covid section of our website here.
LGPS Pay Scales Update - wef 17th March 2022
Southwark Council has now published the support staff payscales. Schools have already been written to regarding this and the payscales are now available on our website:
They are also available on the Southwark SBM website:
https://southwarksbm.org/updated-support-staff-pay-scales-2021/
Please remember that the award will need to be backdated to 1st April 2021.
LGPS Pay Scale Update - 3rd March 2022
Please read the below letter sent to schools on 3rd March 2022:
Dear all
I am writing to update you that agreement has been reached on the National Joint Council (NJC) payscales.
Southwark Council is in the process of updating its payscales to reflect the agreed increase. As soon as these are finalised, we will issue these to you.
Please note: these changes will need to be effective from 1st April 2021.
Please also be aware that the NJC payscales are reviewed and updated every April and so as part of your budget planning, please ensure you liaise with Schools Finance regarding your budget planning from April 2022. This will also need to take into account any teacher pay increases likely from September 2022.
Any queries, please let me know. We apologise for the delay however we are working with Corporate HR to get the updated payscales to you as soon as they are available.
Thank you
Shereen
COVID Restrictions - Update to Schools and Public Health - 24th February 2022
This week the government announced that Covid restrictions in England are coming to an end. There will be no more duty to self-isolate (as of 24th February) and no more free testing (as of 1 April) as we "learn to live with Covid".
We will issue updated guidance to schools. In the meantime, please refer to the Public Health information sent this week.
Message sent on behalf of Public Health (pdf)
Coronavirus (COVID-19): guidance and support - GOV.UK (www.gov.uk)
Government Update on GP Fit Notes - January 2022
This is to confirm that at the time of writing, the government updated its last fit notes guidance on 27th January 2022.
To clarify, fit notes require a signature, so even if they are being sent electronically, the doctor still needs to sign them, as per the guidance below:
Fit notes are usually computer-generated and printed but can be handwritten, they must always be signed by a doctor.
https://www.gov.uk/government/publications/fit-note-guidance-for-employers-and-line-managers
Now and Beyond - Mental Health and Wellbeing Festival for Schools - 9th February 2022
In partnership with Tes, Now and Beyond is the UK's only mental health and wellbeing festival for schools.
On 9th February 2022, join thousands of other educational settings taking part in this national event. You will have access to free bespoke workshops from approved experts for your school, lesson materials and live programming on Festival day.
Please access the link below for more information.
NJC Terms & Conditions - UPDATE on Trade Union Action - January 2022
On 14th January 2022, UNISON announced the outcome of its recent national ballot for industrial action. The Trade Union Act 2016 requires that for any strike action to be lawful, at least 50 per cent of the members entitled to cast a vote must do so.
The result of the ballot (England and Wales only. Northern Ireland ballot closes on 10 Feb) is as follows:
Voted ‘yes’ to strike action = 70.2 per cent
Voted ‘no’ to strike action = 29.8 per cent
Turnout = 14.5%
As the turnout has clearly failed to reach the 50 per cent threshold, UNISON cannot now proceed with industrial action related to the 2021 NJC pay offer. UNISON will be writing to individual employers to inform them of the result in their own organisation. UNISON’s national local government committee met on 18th January 2022 to discuss next steps.
Their position is as follows:
NEC vows to continue campaigning on pay | Article, News | News | UNISON National
In the meantime, GMB’s national local government committee will be meeting in the next couple of weeks to discuss its next steps in light of the result of its consultative ballot (which is unknown to us) that closed on 13th December 2021.
Unite is currently in the process of issuing strike ballot notices to employers and will begin balloting its members in the next week or so.
Unlike UNISON, which conducted an aggregated ballot (meaning it required at least 50 per cent of its national membership to cast a vote), Unite’s results will be collated on a disaggregated basis, which means that strike action could be taken at each individual council / school etc where a turn-out of at least 50 per cent is secured (if members vote in favour of strike action). Its ballot also covers employees covered by the JNC for local authority Craftworkers and the JNC for Youth & Community Workers. The ballot will close towards the end of February.
Chief Executives and Chief Officers have been offered a full and final offer of 1.5 per cent (covering the period 1st April 2021 – 31st March 2022), which the Staff Sides of both groups have rejected.
The National Employers will be meeting on 31st January 2022.
We await further announcements from them about next steps.
DfE: Teacher Recruitment Bulletin - January 2022
DfE: Teacher Recruitment Bulletin - January 2022 (pdf)
Please access the link above for the January 2022 edition of the teacher recruitment bulletin from the Department for Education (DfE). Its contents include:
1) Initial teacher training accreditation process
2) Call for ex-teachers to return to classrooms
3) Flexible working training for school leaders
4) IFF Research: Working Lives of Teachers and Leaders project
5) National professional qualifications (NPQs) – February application window
6) Find out more about the National Tutoring Programme (NTP)
7) Get School Experience
8) Subject Knowledge Enhancement (SKE)
9) Initial teacher training scholarships – Prior Information Notice (PIN)
10) Get support to become a visa sponsor
11) Acclimatisation support service