School HR Policy Last reviewed July 2012 Review date July 2013 Lead person School Business Manager 1

Transcription

1 School HR Policy Last reviewed July 2012 Review date July 2013 Lead person School Business Manager 1

2 This document summarises the main HR policies and procedures in place at Queens Park Community School. It also provides guidelines that Queens Park Community School will use to administer these policies, with the correct procedure to follow and links to the full length policies. Queens Park Community School will keep HR policies current and relevant. Therefore, from time to time it will be necessary to modify and amend some sections of the policies and procedures. These policies and procedures apply to all employees. Personal Conduct: Queens Park Community School expects its employees to maintain a high standard of conduct and work performance to maintain a good reputation with parents, students and the wider community. policy: facilities are provided for formal correspondence. Personal usage should be kept to a minimum and non-essential s should be deleted regularly from Inbox, Sent items and Deleted items folders to prevent congestion. The Policy in full can be found here: S:\Policies - current\e mail policy.pdf Recruitment and Selection: At every stage of the Recruitment and Selection Process, the Governing Body is committed to upholding all the principles of its Equal Opportunities Policy and to the highest possible standards of child protection. These principles apply to all categories of employees at Queens Park Community School. The Governing Body firmly supports the assertion that without a committed quality staff it is not possible to provide the required quality of education for the students of Queens Park Community School. Therefore, within its powers, the Governing Body will make every attempt to recruit the best possible candidate for any post in this school, irrespective of the nature of that post. All appointments to the school, whether teaching or support staff, will be subject to satisfactory Criminal Records Bureau checks, satisfactory health reports and supportive confidential references, which will be taken up immediately after shortlisting. The Governing Body is committed to the highest standards with regard to child protection and will take all necessary steps to check identity, qualification, employment history and suitability to work with children. Procedure: With the exception of the appointment of a new Headteacher, there will be fourteen stages in the appointment process: Identification of need Determination of the type of contract Determination of the salary or salary range to be offered Preparation of person specification and concise job description and other necessary documentation

3 Determination of advertising strategies Determination of closing date Long and/or short listing of applicants for interview Decision on the obtaining references and detail to be requested for each candidate Planning the structure of the interview day or days Determination of reclaimable expenses (particularly relevant in the case of candidates travelling from places outside of the United Kingdom. Normal practice is to pay expenses from the point of entry to the UK) The final selection process and the formal offer of appointment Completion of the necessary pre-employment checks including: A Criminal Records Bureau check (at enhanced level), health checks and any other check appropriate to ensure child protection and suitability for the post (this will not be fully replaced by the ISA arrangements). Checking of qualifications and recognition by the General Teaching Council or other relevant body Identity and current address checks Checking of last 5 years of employment history Ensure the candidate has a valid work permit where necessary Induction: The induction process for new members of staff at Queens Park Community School includes a Health and Safety briefing by the site team with a tour of the school identifying facilities and fire exits. The briefing will be supplemented with an Induction pack which includes written instructions and diagrams for emergency procedures and identifies Fire Marshals, First Aiders and the locations of First Aid facilities. The Induction pack also includes a map of the School, Security Procedures, Term Dates, a Staff List, Telephone List and a Staff Guide. All documents within the Induction pack can also be found electronically on the sidebar. Personnel Records: There is a Single Central Record relating to all data required by safeguarding legislation and guidance and in addition an individual personnel file is held for each employee including personal information and bank details. Checks Made: A CRB check is carried out on all new appointments, unless the appointee has continuous employment with children and has a CRB certificate. CRB checks are also to be carried out on volunteers. The associated record should take the form of a note of the CRB number, when applied for, when returned and the responsible person carrying out the checks. Qualifications It is not always sufficient to view originals and the school may check with the awarding body.

4 Identity Usually this will be photographic evidence such as a driving licence or passport, in the absence of these the safeguarding guidance states that the birth certificate should be checked. Present address check the usual check would be a current household bill/bank statement (dated within the last three months) Licence to work in the UK, if an overseas employee. European Union citizens are permitted to work in other EU countries, as are teachers of Swiss nationality. Medical declaration/clearance For new appointments there can be no medical questionnaire pre appointment, but there can be a post appointment check to help determine any necessary reasonable adjustments and to verify that the new employee is not barred on health grounds from working with children. GTC registration At present this only applies to qualified teachers and without registration it is not possible to employ as a qualified teacher. The GTC is expected to be abolished, but at this stage the alternative registration arrangements (if any) are not known. Membership of other professional bodies where claimed. 5 year employment history (when appointed) This requirement is set out in the safeguarding guidance. Records of all checks will also be on a single central record, this being subject to sighting by OfSTED at the time of inspection. This includes verification checks on Supply/Cover staff also. Where such supply staff come through an agency, the school will ask the agency for the evidence. If in doubt the person may not enter into the school Equal Opportunities: This policy sets out Queens Park Community School s expectations with regard to equal opportunities. The policy is intended to be a practical working document that instructs and advises all members of the school community of their rights and responsibilities within the area of equal opportunities. The recruitment of all staff to the school will be carried out in a manner which accords with equal opportunities legislation. As part of the recruitment and selection process, candidates will be expected to address these equal opportunities issues. Where part-time staff perform similar duties to full-time employees, they receive the same pro-rata terms and conditions. The Equal Opportunities Policy in full can be found here: S:\Policies - current\equal Opportunities Policy.pdf Disability At QPCS, we are committed to ensuring equality of education and opportunity for disabled pupils, staff and all those who come into contact with the school. We aim to develop a culture of inclusion and diversity in which people feel free to disclose their disability and to participate fully in school life. We aim to promote an ethos of enabling and empowering disabled staff and students. We endorse the Social Model of Disability in contrast to the Medical Model. The Social Model of Disability recognises that disadvantage and social exclusion stem from the barriers disabled people face rather than from an individual s disability. It is based on the understanding that the poverty, disadvantage and social exclusion experienced by many disabled people is not the inevitable result of their impairments or medical conditions, but rather stems from attitudinal and environmental barriers. Understanding and fully

5 addressing these barriers is a pre-requisite to achieving the transformational potential offered to disabled people through the successful implementation of the duty to promote disability equality. The Disability Policy in full can be found here: S:\Policies - current\disability Equality Scheme QPCS Final.pdf Staff Absence The Governing Body of Queens Park Community School recognises that the success of the school depends upon the contribution of all staff and fully acknowledges that a fair and effective policy on Leave of Absence contributes to the maintenance of staff morale. This Leave of Absence policy assists the Headteacher and the Governing Bodies of the school in making decisions about requests for leave in accordance with legal, contractual and moral obligations. This policy covers annual leave, family leave and miscellaneous leave and applies to: All employees of the school, including the Headteacher Staff employed in The City Learning Centre which is located on the school site. Requests for leave of absence from Teaching Staff should be submitted to the Deputy Headteacher with an overview of leave of absence, 10 working days before the expected leave. Requests for leave of absence for Support Staff should be submitted to the agreed Line Manager within 10 working days before the expected leave. All requests must be made using the appropriate pro-forma, available from the Headteacher s P.A. and on the sidebar. The Governing Body expects the Headteacher to use discretion in exceptional circumstances. The Leave of Absence Policy in full can be found here: S:\Policies - current\leave of Absence Policy - April 2011.pdf Absence through Ill-Health The governing body is aware of the nationally high level of sickness absence in schools and supports the government s drive to reduce the rate of sickness absence. The governors are committed to being good employers, and to doing all they can to ensure the health, safety and welfare of all staff. They consider that this is good for individual staff, good for the community of staff, good for the pupils. It contributes to the governors pursuit of a high squality service, and the development and maintenance of high standards. The principles on which this policy is based are: Fairness to all Harmonious employment relations Good working standards and practises Avoidance of disruption to pupils education as far as is reasonably practicable Clear and understood health and safety management procedures A recognition that relevant training is necessary

6 Prompt action by managers The governors expect the Headteacher and senior staff with management responsibilities to strive to ensure the welfare of the staff, but also expect them to be firm with any abuse of the system. The Absence through Ill-Health Policy in full can be found here: S:\Policies - current\absence through Ill-Health Policy.pdf Disciplinary This policy sets out the Disciplinary Procedures for use in respect of employees (teaching and non-teaching) of the governing body of Queens Park Community School GM and explains when it should be used. It is to be used both in cases of alleged misconduct and alleged lack of capability for the post described n the employee s job description. It applies to all staff working at the school, except those directly employed by other bodies who will have their own disciplinary procedures. The Disciplinary Policy in full can be found here: S:\Policies - current\disciplinary Code.pdf Pay The Governing Body of Queens Park Community School aims to ensure that all teaching and support staff are valued and receive proper recognition for their work and their contribution to school life. All teachers employed at the school are paid in accordance with the statutory provision of the School Teachers Pay and Conditions Document. A copy of the latest version may be found in the Headteacher s office and also online at Support staff employed at the school are paid in accordance with the terms of the national agreement on pay and conditions of service issued by the National Joint Council for Local Government Services (the Green Book) and relevant local collective agreements. The Pay Policy in full can be found here: S:\Policies - current\pay Policy - September 2010.pdf Maternity Any employee is entitled to 52 weeks maternity leave providing they inform their employer by the end of the 15th week before the baby is due that they are pregnant, the expected date of birth and the date they expect to commence their maternity leave. The two categories of maternity leave are retained each for 26 weeks and to run consecutively. Statutory maternity pay covers the first 39 weeks of maternity leave. Full contractual rights and benefits other than pay are retained by employees throughout their ordinary and additional maternity leave. The governing body requires that notification of the intention to take maternity leave be given by the end of 15th week before the EWC. Such notification shall be in writing to the Headteacher and shall state: That the employee is pregnant: The Expected Week of Childbirth: When the employee wishes to start her maternity leave.

7 The Headteacher shall respond to the employee s notification of her maternity leave plans within 28 days setting out the date on which the employee is expected to return to work if she takes her full maternity entitlement. An employee shall have the right to return to their contractual job if they return at the end of their ordinary maternity leave (or before with appropriate notification). All employees are entitled to a period of 52 weeks maternity leave. This right to maternity leave applies regardless of the employee s length of service. Length of service affects pay entitlements. The employee can start maternity leave at any time from 11 weeks before the baby is due and can work up until the week of childbirth if fit. The Maternity Policy in full can be found here: S:\POLICIES UNDER REVIEW - FOR CONSULTATION (MH)\Maternity Leave April 2011.docx Paternity Since 6 April 2003 there has been a statutory right for eligible employees to take paternity leave, which is defined as absence from work for the purpose of caring for a newborn child or for supporting the child s mother. The governing body of Queens Park Community School shall apply the statutory provisions for Paternity Leave as defined in Employment Legislation. The employee shall be required to satisfy the governing body as to their entitlement to paternity leave and must provide in writing details of: The expected week of childbirth The length of leave the employee has decided to take (one or two weeks) The date the employee has chosen to begin their leave entitlement. Notes: The employee: Must either be the father of the child: or be married to the mother of the child; or be the partner of the child s mother, living with her in an enduring family relationship; this could include payment to a lesbian partner of the mother. The Department of Trade and Industry recommend that the employer should accept any declaration at face value. Must have or expect to have responsibility for the upbringing of the child if he is the child s father; or have the main responsibility for upbringing the child, apart from that of the mother, if he / she is the mother s husband or partner, but not the child s father. Must have been employed continuously by the employer for at least 26 weeks by the start of the 15th week before the expected week of childbirth. Must give at least the required statutory notice of taking paternity leave. Notice as defined above must be in writing and must normally be given by the end of the 15th week before the expected week of childbirth. Notes: Eligible employees can choose to take either one week or two consecutive weeks paternity leave not odd days. The Paternity Policy in full can be found here: S:\Policies - current\paternity Leave Pay Guidance.pdf Retirement

8 Queens Park Community School values the loyalty and commitment given by its employees and is therefore committed to continued employment beyond normal retirement age. Every consideration will be given to requests to work beyond normal retirement age. In taking account of individual needs and pupil/wider school demands, QPCS will grant extensions to work beyond retirement age where reasonably practicable. QPCS will also support all employees retiring from service. The Retirement Policy in full can be found here: S:\Policies - current\retirement POLICY.pdf