Transcript redundancy procedure - WELB Curriculum and Advisory Support

BUDGET WORKSHOPS
16-19 January 2012
Purpose of Workshop
• Update on Delegated Funding for 20122013.
• Preparation of Curriculum and Staffing
Audits.
• Guidance on Staff Redundancies.
• Support for Financial Planning.
• Input from Finance, CASS & Human
Resources.
DE Letter- 24 November 2011
• Key points:
– Challenging financial environment,
– Robust financial leadership,
– High level budget information,
– Estimated AWPU based on existing CFF,
– Essential Board liaises with schools,
– Revisit SDP and associated financial plan,
– Balanced budget, reduced costs,
– Board responsibility to minimise deficit risk.
LMS
PROPOSED AGGREGATED SCHOOLS BUDGET FOR NEXT THREE YEARS
Current Year
Final
2011-12
2012-13
2013-14
2014-15
1,125.7
1,093.3
1,098.0
1,063.8
Year-On-Year Change:
£m
0
(32.4)
4.7
(34.3)
Cumulative Change:
- £122m
0
(32.4)
(27.7)
(61.9)
Year-On-Year Change:
%
0
(2.9%)
0.4%
(3.1%)
ASB Amount £m
Planned
LMS
PROPOSED AGE WEIGHTED PUPIL UNIT FOR NEXT THREE YEARS
Actual
Estimated
2011-12
2012-13
2013-14
2014-15
Year-On-Year Change:
0
-£100
-£20
-£100
Year-On-Year Change:
%
0
-5%
-1%
-5%
£2,041
£1,941
£1,921
£1,821
AWPU Cash Value
LMS
REVISED AGGREGATED SCHOOLS BUDGET FOR NEXT THREE YEARS
Current Year
Final
2011-12
2012-13
2013-14
2014-15
1,125.7
1,093.3
1,098.0
1,063.8
0
+30.0
+15.0
+75.0
Revised ASB Amount
£m
1,125.7
1,123.3
1,113.0
1,138.8
Cumulative Change:
- £2m
0
(2.4)
(12.7)
13.1
Year-On-Year Change:
0
(2.4)
(10.3)
25.8
Original ASB Amount
£m
Increased Year-On-Year
Change: £120m
Planned
LMS
Sector
Status
AWPU
Reduction
AWPU
Weighting
2012-13
2012-13
1.00
-£100

-£21
Nursery School
Full-Time
1.452
-£145

-£31
Nursery Unit
Full-Time
1.350
-£135

-£28
Primary
Yr. 1 - 7
1.060
-£106

-£22
Post-Primary
Yr. 8 - 12
1.680
-£168

-£35
Yr. 13 - 14
2.180
-£218

-£46
CFF Funding 2011-12
Sector
October
2010
(WTE)
AWPUs
2011-12
Potential
Reduction in
AWPU
Funding
Nursery
624
978
-£20,538
Primary
27,446
29,630
-£622,230
Secondary
13,609
23,823
-£500,283
Grammar
2,441
4,428
-£92,988
TOTAL
44,120
58,859
-£1,236,039
Non-AWPU Factors
Pupil Nos
Floor Area
Average
Teachers'
Salaries
Sector Averages
WELB
Validation
WELB
Validation
DE
Determination
DE
Determination
AWPU
√
Premises
√
Small Schools
Primary Min =100; Max = 300
Post-Primary Min =200; Max =
550
√
√
√
√
√
√
Primary Principals Release
√
√
Foundation
√
Teachers Salary Protection
Factor
√
Targetting Social Need
√
Irish Medium
√
√
√
Census 2011
Sector
October
2011
(WTE)
October
2010
(WTE)
Variance
Nursery
628
624
4
Primary
27,442
27,446
-4
Secondary
13,093
13,609
-516
Grammar
2,715
2,441
274
TOTAL
43,878
44,120
-242
Enrolment Trend
Year
Northern Ireland
Western Board
%
1989
25,831
4,786
18.5%
2004
22,318
3,734
16.7%
2010
25,315
4,184
16.5%
LMS
• Chief Executive letter – 1 December 2011.
– CFF estimate – data not validated.
• CFO letter – 8 December 2011.
– Revised Three-Year plan illustration.
• Review all costs;
– Staffing levels
– Non-staff Costs
• Reduction in Entitlement Framework.
• Viability Audit – 16 January 2011.
Ministerial Announcement
• Letter to Chairs 16 January 2012
• £120m over three years.
• AWPU reduced:
– 2010-11 = £2,056
– 2011-12 = £2,041
– 2012-13 = £2,021
– 2013-14 = £1,981
– 2014-15 = £2,011
Teacher Reductions
• Historically, review of teaching complement
based on census projections.
• Pupil / Teacher Ratios will increase.
• Affordability.
• Financial Viability.
• Approved carry-overs;
– Surplus/Deficit < 5% or £75k
Preparation of Curriculum
and Staffing Audits
GOOD PRACTICE
ANNUAL CURRICULUM AUDIT
• School Development Plan – 3
year overview
• Communication
• Curriculum Plan/ Model
CURRICULUM PLAN/ MODEL
• Statutory requirements – ref 12.1 a & b of Statutory Order
http://www.deni.gov.uk/22-ppafinal_draft_education_bill_23_november_2005.pdf
• Pupil teacher ratio across all key stages and areas of the curriculum
• Class sizes
• Class sizes in practical subjects (Post Primary – DE Circular 2004/05,
issued 12 March 2004 –
http://www.deni.gov.uk/class_sizes_in_practical_subjects_circular_2004
_5.pdf
• Teacher contact hours http://www.deni.gov.uk/dc1987-30.pdf
BOG to agree and ratify Curriculum Plan/ Model
ANNUAL STAFFING AUDIT
• Update information held on each teacher to
include eg
- qualifications (including accompanying certificates)
- length of service – in current school and in total
- posts of responsibility held
- subjects taught including level – currently and previously
- subjects qualified to teach including level
- subjects which you could offer including level
Each teacher to sign and date updated profile,
Principal to countersign and keep on file.
REDUNDANCY PROCEDURE
TEACHING & NON TEACHING
JANUARY 2012
REDUNDANCY PROCEDURE
Before beginning ensure:
• Curriculum Audit has been completed
• Staffing Audit has been completed
• Cognisance is taken of any recent ETI
reports and School Development Plan
REDUNDANCY PROCEDURE
FIRST BOG MINUTES SHOULD INCLUDE:
•
•
•
•
•
•
•
Record of all present
Decision to reduce staff
Reason for proposed reductions
Clarification on position of temporary staff
Number and descriptions of employees
The current staffing
Agree composition of Staffing and Appeals
Committees
REDUNDANCY PROCEDURE
FIRST BOG MINUTES SHOULD INCLUDE:
• Criteria
• Method of Selection including the Curricular
areas/Units of Redundancy
• Agree dates for letters to staff and Trade Unions and
consultation meeting
• Staffing Committee will meet to consult with Trade
Unions and to select staff for redundancy
• Nominated staff will be afforded facility of meeting to
make representations (oral and/or written)
REDUNDANCY PROCEDURE
Notification to Unions
– Date for Consultation Meeting
– Details of current staffing, proposed reduction unit
of redundancy and method of selection
Notification to Employees
– Informing of the proposal to reduce staff
– Inviting expressions :
(a) in measures to avoid redundancy
(b) of interest in voluntary redundancy
– Details of current staffing, proposed reduction unit
of redundancy and method of selection
TEACHING
CRITERIA – SELECTION OF
VOLUNTEERS
• Requirement to maintain the
effectiveness and efficiency of the
service through the retention of suitably
qualified and skilled staff
• Most cost effective for the school in
consultation with the Compensating
Authority
• All else equal, random selection
TEACHING
COMPULSORY SELECTION
Criteria can be set within the following areas:
•Statutory requirement for curriculum delivery
and teachers contribution to it
•Special roles undertaken in school which
cannot be easily replaced
TEACHING
COMPULSORY SELECTION
• Total Teaching Experience in the school
Where the application of criterion TTEITS
(staff with least service) identifies a teacher
whose skills and experience are required to
meet the curricular and/or management
needs, the teacher will be excluded from
redundancy selection and the criterion will
be applied to the remaining teachers within
the curricular area identified
CONSULTATION WITH UNIONS
• Meet with TU Reps
• Listen to representations and provide
clarification where necessary
• Respond in writing to any representations
made
REDUNDANCY PROCEDURE
Voluntary Redundancy
•
•
•
•
Consider application(s)
Apply the criteria for voluntary selection
Inform applicants in writing of decision
Inform WELB if redundancy is being granted
REDUNDANCY PROCEDURE
Compulsory Redundancy
• Apply criteria to unit(s)of
redundancy/curricular areas
• Inform nominated employee(s) of their
contemplated redundancy
• Invite to meeting with Staffing Committee to
discuss the matter
• Advise of the right to be accompanied by
union representative or colleague
REDUNDANCY PROCEDURE
MEETING WITH STAFFING COMMITTEE
• Hear representations relating to contemplated
redundancy
• Following meeting - reach final decision
• Notify employee of outcome in writing
– giving right of appeal to the Appeals Committee of
BOG
– advising of arrangements for appeal and their right to
be accompanied
REDUNDANCY PROCEDURE
EMPLOYEE APPEAL
• Appeals Committee hear representations
• Following meeting - reach final decision
• Notify employee of outcome in writing
– giving right of appeal to a Labour Relations
Agency Panel
– advising that appeal must be lodged within 5
working days
REDUNDANCY PROCEDURE
EMPLOYEE APPEAL
• LRA Panel
• Prepare a submission supporting the BOG decision for
the redundancy
• Following LRA Panel’s decision, where BOG decision is
upheld, BOG notifies WELB to dismiss employee
• WELB HR – issues termination letter
NON TEACHING
CRITERIA – VOLUNTARY
SELECTION
• Requirement to maintain the effectiveness
and efficiency of the service through the
retention of suitably skilled staff
• Least cost to public purse
• In the unlikely event of all else being equal,
random selection will be applied
NON TEACHING
CRITERIA –
COMPULSORY SELECTION
• In the event that there are insufficient or unsuitable
volunteers, the following criteria will be applied and
scored in accordance with the Procedure
- Relevant qualifications/skills
- Relevant experience
- Specific expertise
• The member of staff with the lowest score will be
selected for redundancy
• In the event of equal scores, least cost will be applied
• Where this does not identify a candidate random
selection/selection interview should be arranged
NON TEACHING PROCEDURE
Voluntary Redundancy
•
•
•
•
Consider applications
Select volunteer based on agreed criteria
Inform applicants in writing of decision
Inform WELB if redundancy is being granted
NON TEACHING PROCEDURE
Compulsory Redundancy
• Apply criteria to units of redundancy
• Notify nominated employees of their contemplated
termination
• Invite to meet with Staffing Committee
• Advise of right to be accompanied by Union
representative or colleague
NON TEACHING PROCEDURE
EMPLOYEE CONSULTATION
• Staffing Committee will hear representations from employee
• Following meeting reach final decision
• Notify employee of outcome in writing including their right to
make representations to an Appeals Committee
• Where appeal is lodged, the Appeals Committee will meet
with employee and hear representations – reach final decision
• Where decision to proceed employee is advised of right of
appeal to LRA – to be lodged within 5 working days
NON TEACHING PROCEDURE
EMPLOYEE APPEAL
• LRA Panel
• Prepare submission supporting BOG decision for the
redundancy
• Following LRA Panel’s decision, where BOG decision is
upheld, notify WELB to dismiss employee
CFF Budget 2012-2013
•
•
•
•
•
•
CFF Budget - w/c 30 January 2012
Financial Plans – 30 March 2012
Review teaching complement.
Cost all staff.
Arrange Governors’ meetings.
Approved carry-overs;
– Surplus/Deficit < 5% or £75k
• Affordability.
Open Forum
.