Stanford Infant School. Job Share & Flexible Working Policy

Transcription

1 Stanford Infant School Job Share & Flexible Working Policy

2 Introduction: Stanford Infant School works under the guidance of Brighton & Hove HR procedures with regards to any applications for job share, part time or flexible working. The Governing Body recognises the potential benefits of job shares and wishes in this document to outline both the statutory procedures relating to applications for job shares, part-time or flexible working and the obligations of staff working under any such agreed contracts. This policy should be read in conjunction with guidance on the statutory right to request Flexible Working for parents and adults who have caring responsibilities (see Appendix A). What does Job Sharing Involve? Job-sharing arrangements are a special form of part-time working where a full-time job is divided between two part-time employees. Each sharer undertakes the full range of duties and responsibilities associated with the job; Job-share partners are inextricably linked in terms of their working hours and pattern of working. This means that if one partner wishes to increase or decrease their hours or change their pattern of working, he/she can only do so if the other partner is willing to adjust their hours to compensate; Continuity between two post holders and in some cases (although this is not a statutory right), a degree of overlap to ensure that sharers can exchange information or carry out some work together; The salary and other terms and conditions of service for each job-share partner are pro rata according to the number of hours worked per week. See the Council s job-sharing policy; Each job share employee having equal rights and obligations as full-time employees; Entitlements for which employees qualify by length of service will be calculated individually and received on pro rata basis; Appointment to the post being made on condition that both halves of the post are suitably filled and that in the event of any difficulty in filling one part of the post the governing body is able to change the post back to a full time post (this safeguard is essential particularly where the post requires specialist experience or qualifications and may be difficult to fill).

3 Who does this apply to? Some people have responsibilities, such as caring for young children or other dependant relatives, which would make it difficult or impossible to work full-time, but are still looking to work part-time. Others may have personal/domestic reasons for needing to work part-time. However, the Governing Body s support for job sharing is on the basis that it will not lead to any loss of efficiency or decrease in the level of service provided. There may, therefore, be operational reasons for excluding certain posts from job share. Applications to work Part-Time or as part of a Job Share: Any full time and permanent staff who wish to apply to work part-time or job share must follow the application procedure outlined in Appendix A. All staff undertaking such an application must note that while they have the right to have such an application considered they do not have an automatic right to have it approved. While the Governors would seek to support staff as far as is possible in these matters, applications could be declined on the basis of one or a combination of the following issues: - burden of additional costs; - detrimental effect on ability to meet customer demand; - inability to reorganise work among existing staff; - inability to recruit additional staff; - detrimental impact on quality; - detrimental impact on performance; - insufficiency of work during the periods the employee proposes to work; - planned structural changes. Staff applying for Job Shares/Flexible Working need to be aware that while the Governing Body would wish to accommodate staff s requests, the school s main business is to work for the benefit of our pupils and parents/carers. In deciding whether or not a post may be filled on a job-share basis, the Governing Body will have regard in particular, but not exclusively to the following factors: a) The Nature of the Duties and Responsibilities of the Post. This may include consideration of: - The complexity of the job e.g. if it is class based, non class based, teaching, support or senior management role; - The level of responsibility, including supervisory and coordinating duties;

4 - The degree of involvement with pupils, parents or other staff; - Any particular requirement for continuity in terms of knowledge, availability of support for individual pupils; - The ability to overcome any requirements for an overlap or handover period between job-sharers. b) Availability of Suitable Employees For a job sharing arrangement to work, there needs to be two suitable employees in terms of performance, experience, qualifications, etc. A job sharing arrangement can therefore only finally be agreed when it is known that two such people are available to fill the post. A successful job sharing arrangement depends on both the job sharers commitment, preparedness and flexibility to ensure any operational problems are overcome. Bearing in mind the variables listed above, staff should be aware that all applications will be dealt with on a case by case basis. Due to the varied nature of people s roles and the changing picture of employment structures across the school over time, no precedents are set by approving one job share/part time/flexible working application. Each application will be considered on its particular circumstances and the current situation in the school at that time. What happens if a Job Share partner leaves? 1) The remaining job share partner should first be invited to fill the post on a full-time basis, or to indicate whether he or she wishes to vary the existing arrangement. It will not always be feasible, however, for every desired variation to be accommodated because this could make the remaining element of the job impossible to fill; 2) Where the remaining job share partner does not wish to fill the post on a full-time basis, the job share should be advertised on the existing basis; 3) Where a job share appointment is not successfully made on first advertisement, the job share should be readvertised on the same basis; 4) Where a job share appointment cannot be made on readvertisement, consideration should be given to other means of dealing with the situation such as maintaining the post as a permanent part-time post to be filled by the remaining job share partner.

5 It is important to understand that where a job share appointment cannot be made, a decision might be taken to reinstate the post as full-time. The remaining job share partner would then be faced with the choice of taking up the post on a full-time basis or seeking other employment. If in these circumstances, he or she is still unable or unwilling to resume full-time teaching, the local authority should seek to nominate the teacher for any vacant similar position elsewhere in schools in the local authority or otherwise assist the teacher to secure alternative employment. There is no guarantee, however, that such alternative employment would, in all cases, be found for the teacher. As noted earlier, a similar procedure should be used in cases where a job share applicant is appointed to a job share position and no prospective job share partner is appointed at the same time. Additional Working Arrangement Considerations for Job Shares/Flexible Working: a) Pay & Conditions: Job Sharers/Flexible Workers will be subject to directed time provisions within the School Teachers Pay and Conditions Document on a pro-rata basis, where applicable. b) Flexibility on where you work: Bearing in mind all staff are required to work as directed by the Head Teacher and Governing Body and changes in Year groups and Key Stages are often necessary, applicants need to be aware that requests for Job Shares/Flexible Working cannot be automatically approved for a preferred Year Group or Key Stage. Applications need to be considered in light of the age group and particular needs of different cohorts and on the existing make up of that team. d) Models of Job Share & Overall Staffing Situation in the school: The Governors have agreed that having more than one Job Share in a Year Group, a class teacher job share involving more than 2 teachers and a 4 day/1 day split on class teaching responsibilities would not be preferred models. Only in exceptional circumstances would the Governing Body consider a 3 way split on a Job Share and even then this would only apply to a non-teaching post. f) Communication between Job Share Partners: Job Share job descriptions will specify that communication between the job share partners is their responsibility and that job share

6 partners should agree systems which will support good communication. While supportive management is vital it is up to the partners to ensure that the job share works. Governors expect if one job share partner is informed of any school issue or information then that information will be passed on in a timely and efficient manner, e.g. if one partner has been told that means both have been told. Parents/carers, pupils, other staff and outside agencies should perceive job shares as providing a seamless service. This consistency of communication should directly lead to consistency of practice between job shares on all school policies/procedures and behaviour management. g) Planning, Assessment, Report Writing and the Learning Environment: Job Share partners should make every possible effort to ensure that planning, assessment and management of the learning environment is undertaken in the most productive and supportive manner possible, both to their job share partner and the wider school team. Report writing for annual reports, case conferences and annual reviews etc are a joint responsibility between job share partners. In addition to this job share partners are expected to inform the Head Teacher of the nature of any such arrangements undertaken to ensure this happens. h) Working Patterns and allocated days: In a Job Share arrangement, each individual is contractually employed on a part-time basis; job sharing is simply a description of how that individual will work in co-operation with another or others. Since the pattern of work may change over time, it is not working days will not be specified within the contract. Working patterns will be agreed to meet the reasonable convenience of both the school and the employee. i) Handover Time/INSET & Staff Meetings: In line with Union guidance the Governing Body will not allocate specific additional time for handover since communication is part of the basic responsibilities of job sharers, as indeed it should be for all staff. With regards to INSET and Training, part-time teachers will not be required to attend on days they do not normally work. The Governing Body does however recognise that on some occasions a member of staff may wish to attend or may need to attend. If the training is essential e.g. child protection training (which must be updated at a minimum of every three years) part-time staff will agree with the Head Teacher if they will attend and whether time off in lieu or payment for attendance is appropriate. If however the Head

7 Teacher does not feel the training is essential but the staff member wishes to attend of their own free will, they will be welcome to do so on the clear understanding that neither payment or time off in lieu will be offered. j) Parents Evenings: Where such meetings take place on a part-time/job share teacher s normal working days and it is agreed that the teacher should attend all such meetings, the time should form part of directed time up to the pro rata level related to the pay percentage. Where such meetings take place on days when the teacher does not normally work, while the teacher cannot be required to attend the Governing Body would see attendance as part of the provision of a seamless service (particularly at the first parents evening of the year). If it is not possible then the Governing Body would expect detailed communication to take place to ensure both job share partners know the full extent of discussions with parents/carers. k) Playground Duties and Assemblies: All staff members (job-share/part-time/full-time) work as part of the collective staff team to take playground duties and support with assemblies. l) Sickness Cover: Job sharing may reduce teacher stress, tension and illness, enabling teachers to be fresher and more energetic. On some occasions, it may be possible for the sickness absence on the part of one job sharer to be covered by the job share partner. This minimises disruption and generates savings on the administrative costs of finding and employing supply teachers. Such cover, however, will always be at the discretion of the job sharer, be paid and will not form part of the job share contract. m) Management & Performance Management in Job Shares: Job share partners filling posts will be assessed individually on their performance. Job Shares should be managed in exactly the same way as full-time posts. Capability and disciplinary procedures apply to parttimers precisely as they do to other employees. Written: April 2012 Agreed by Staff: May 2012 Agreed by Governors: 10 th May 2012

8 Appendix A

9 Appendix B Application To Job Share To be completed by current employees only and forwarded to the Head Teacher. Name:.. Post:. School: Stanford Infant School Contracted hours worked: Proposed contracted hours:. (please indicate preferred pattern of work) If the request is for a temporary period only, please state the expected date of return to existing contractual position:.. Are you currently on maternity/adoption leave? YES/NO (please delete, as appropriate) If yes to above, please state date of return:. Proposed Commencement Date:.. Signed:. Date:... Decision:.. Date: Date Employee Notified:

10 Appendix C Checklist for Parties when considering Job-Sharing. What are the key tasks of the existing post? How can the employee concerned continue to fulfil an appropriate proportion of the key tasks of the job within the reduced hours proposal? Are there sufficient remaining hours to facilitate an additional related appointment? Can there be an equitable distribution of management responsibilities allowances held by the applicant? Can: The non-key tasks be redistributed? The non-key tasks be ceased altogether? The identified funding be used to recruit an employee in a different post? The identified funding be utilised elsewhere? The motivational and developmental implications for the applicant and other staff should be considered by the head teacher/manager. The work pattern shall be reasonable and should not require the applicant to attend for duty which involves attendance/presence on site in excess of the paid hours of duty, unless agreed by both relevant parties. The structure of the job share (midweek changeover, morning/afternoon split, one week on one week off and uneven split 3 days/2days) needs to be considered. In secondary schools it is likely that the working time arrangements will need to fit the timetable rather than the examples given above which could operate in primary schools. Attendance at staff meetings, parents meetings, INSET days etc can only be required if such meetings fall within the hours or duty or directed time (although alternative arrangements can be made on a mutually agreeable basis). The patterns of such meetings should take account of job share working arrangements in school/college.

11 The essential need for continuity and consistency in any decision making involved in the post. Method of communication (phone contact, contact book, electronic)? The need for continuity and consistency in supervisory responsibilities for other staff. Any difficulties regarding accountability and responsibility involved in the post. Strategies to consider/agree if one of the job-share partners is away, i.e. sickness. Whether the job share partner could undertake updating on planning etc. Any legal, financial or political restrictions applying to the post. Organisational considerations should be balanced with a consideration of why an employee has requested a certain pattern of work and retention issues. Are You Suited to Job Sharing? Job Sharing should not considered in the same light as part-time work. Are you prepared to give up part of your job and share the decision making, responsibility and problems? This can be difficult, especially if you have been working full-time. Are you prepared to accept that realistic working time arrangements will need to be acceptable to the school, whether for example, there is a shared week, shared day or fit the timetable arrangement? Are you prepared to spend time with your job-share partner on preparing how best to share the job, and to foster good working relationships? Can you work as part of a team(which is dependant on co-operation and trust)? Are you prepared to accept some loss of job satisfaction as tasks you start may be finished by your partner?

12 Are there established Job Sharers already within the organisation? (is it worth discussing the pros and cons and ensuring that you have the resilience to defend anything which is not perceived to be the norm ) Can you afford to work less than full-time?