Management Information Sheet
One to One Tuition - Important Changes
In the letter from David Orsborne dated 5th May 2011 celebrating the achievements and impact of the scheme, reference was made to revised arrangements that would support schools making their own decisions and to include tuition as an integral part of their own intervention provisions.
Existing Ring Fenced One-to-One Project
Alongside the new provisions being introduced, the current arrangements for staff contracts and payment of claims will continue to apply until the end of the Autumn Term 2011. Those who have been employed on the current ring fenced programmed and may continue to work into the Autumn Term will continue to be engaged under the existing arrangements.
This means that schools that are taking up places and engaging One to One Tutors through the ring fenced project will be able to:
Utilise the database search facility provided by the Shared Services Centre (SSC) to match potential tutors with the needs of the school
Continue to issue the template contracts available on Schools PeopleNet themselves
Continue to apply the existing rates of pay
Use the existing salary claim form to authorise the payment of salaries.
The recruitment of tutors to the One to One Pool operated under the ring fenced project will cease to tie in with the closure of the project. Therefore, new applications to the pool will not be accepted after 31st May 2011. The Shared Service Centre will continue to operate the pool database until 31st March 2012 to assist schools recruiting their own tutors under the new programme.
School Financed Tuition Programme
Those employed under the new programme from April 2011 onwards will be directly employed by schools and will therefore need to be recruited, appointed and paid under the usual arrangements for new members of staff. Schools should use the New Appointment Notification Form (Form F108c) to notify the HR Shared Service Centre of the details of the appointment. This form is available on Schools PeopleNet using the link
www.schoolspeoplenet.norfolk.gov.uk/view/NCC086741
We have identified a number of situations that could apply in the future to meet your needs, each of which has contractual and contract implications:
i) A teacher whose role includes an element of one to one assignment delivered within the school day. Such a member of staff would receive a standard contract under Teachers' Pay and Conditions. The split between classroom teaching and one to one tuition should be identified together with reference to whether the one to one tuition or classroom teaching or both, is temporary or permanent. Such a member of staff would be paid on their normal rate of pay eg UPS3 and include any TLR. If the appointment is temporary the school must provide a valid reason for the temporary nature of the appointment.
ii) A teacher solely employed to undertake one to one tuition in the school day. This would be paid in accordance with Teachers' Pay and Conditions at their assessed rate of pay e.g. UPS3 but no TLR.
iii) A teacher undertakes a one to one assignment outside of the normal school day, regardless of whether they are employed as a teacher during the normal school day or not. This would require a separate contract under the new arrangements and schools have the ability to set an individual rate of pay. Given that the previous arrangements set the rate of pay at around UPS1 level, we suggest that the rate of pay matches the tutor's normal rate of pay but without any TLR. If a Deputy/Head undertakes the work, a minimum of UPS1 is suggested.
Can a Higher Level Teaching Assistant (HLTA) undertake this role?
Under the project, it was required that a qualified teacher or instructor delivered one to one tuition. Although a HLTA could deliver a programme of work, this could only take place if the work had been set by a teacher and jointly planned with the HLTA. This would be likely to present difficulties in managing the provision and given the principles set under the 'old' scheme, our advice is that the tuition remains teacher resourced.
Under the new arrangements, will staff be entitled to sick pay/maternity pay/adoption leave etc?
For those tutors working during the normal school working day and thus working under the School Teachers' Pay and Conditions, entitlement to occupational sick pay, maternity/paternity and adoption pay and leave will be in accordance with the Schools Teachers' Pay and Conditions Document
This also applies to tutors contractually employed to work outside of normal school working hours but entitlement can depend on individual circumstances.
Under the new arrangements, what impact is there on the pay of a tutor if the pupil is sick or does not turn up for another reason?
Unlike the previous ring fenced arrangements, staff that are employed under contracts of employment will be paid for the period of tuition they would have undertaken. As a result it would be appropriate to re-assign the tutor on to other temporary duties, in accordance with TPCD provisions, for the period concerned.
Under the new arrangements, what is the contractual position with the tutor if the pupil leaves the School?
The contract for one to one tuition or the additional hours element to an existing contract should be ceased, with full notice, in accordance with the contractual obligations.
Currently schools issue their own contracts from a template provided by HR. Will this arrangement continue in the future?
The 'old' arrangements were put in place as a temporary measure to support the Project. Given that under the new arrangements tutors will be part of the School's staffing resources we are now proposing that HR undertake this role by issuing contracts to tutors, as they would any other member of staff.
For tutor appointments, schools will therefore need to instruct the HR Shared Service Centre on the Appointment Notification Form of the number of hours the person is going to be working each week and where the employment is linked to supporting a particular child (and would cease if that child left the school) then the name and UPN of the pupil should be provided.
Tutors will be paid on the 19th of the month for that month's work, the same as other contracted staff, and there will be no need to complete salary claim forms.
Schools will not be charged for HR services relating to these staff as part of their core staffing compliment until April 2012.
Any enquiries on the content of this MI sheet should be made to HR Direct on 01603 222212.
Existing Ring Fenced One-to-One Project
Alongside the new provisions being introduced, the current arrangements for staff contracts and payment of claims will continue to apply until the end of the Autumn Term 2011. Those who have been employed on the current ring fenced programmed and may continue to work into the Autumn Term will continue to be engaged under the existing arrangements.
This means that schools that are taking up places and engaging One to One Tutors through the ring fenced project will be able to:
The recruitment of tutors to the One to One Pool operated under the ring fenced project will cease to tie in with the closure of the project. Therefore, new applications to the pool will not be accepted after 31st May 2011. The Shared Service Centre will continue to operate the pool database until 31st March 2012 to assist schools recruiting their own tutors under the new programme.
School Financed Tuition Programme
Those employed under the new programme from April 2011 onwards will be directly employed by schools and will therefore need to be recruited, appointed and paid under the usual arrangements for new members of staff. Schools should use the New Appointment Notification Form (Form F108c) to notify the HR Shared Service Centre of the details of the appointment. This form is available on Schools PeopleNet using the link
www.schoolspeoplenet.norfolk.gov.uk/view/NCC086741
We have identified a number of situations that could apply in the future to meet your needs, each of which has contractual and contract implications:
i) A teacher whose role includes an element of one to one assignment delivered within the school day. Such a member of staff would receive a standard contract under Teachers' Pay and Conditions. The split between classroom teaching and one to one tuition should be identified together with reference to whether the one to one tuition or classroom teaching or both, is temporary or permanent. Such a member of staff would be paid on their normal rate of pay eg UPS3 and include any TLR. If the appointment is temporary the school must provide a valid reason for the temporary nature of the appointment.
ii) A teacher solely employed to undertake one to one tuition in the school day. This would be paid in accordance with Teachers' Pay and Conditions at their assessed rate of pay e.g. UPS3 but no TLR.
iii) A teacher undertakes a one to one assignment outside of the normal school day, regardless of whether they are employed as a teacher during the normal school day or not. This would require a separate contract under the new arrangements and schools have the ability to set an individual rate of pay. Given that the previous arrangements set the rate of pay at around UPS1 level, we suggest that the rate of pay matches the tutor's normal rate of pay but without any TLR. If a Deputy/Head undertakes the work, a minimum of UPS1 is suggested.
Can a Higher Level Teaching Assistant (HLTA) undertake this role?
Under the project, it was required that a qualified teacher or instructor delivered one to one tuition. Although a HLTA could deliver a programme of work, this could only take place if the work had been set by a teacher and jointly planned with the HLTA. This would be likely to present difficulties in managing the provision and given the principles set under the 'old' scheme, our advice is that the tuition remains teacher resourced.
Under the new arrangements, will staff be entitled to sick pay/maternity pay/adoption leave etc?
For those tutors working during the normal school working day and thus working under the School Teachers' Pay and Conditions, entitlement to occupational sick pay, maternity/paternity and adoption pay and leave will be in accordance with the Schools Teachers' Pay and Conditions Document
This also applies to tutors contractually employed to work outside of normal school working hours but entitlement can depend on individual circumstances.
Under the new arrangements, what impact is there on the pay of a tutor if the pupil is sick or does not turn up for another reason?
Unlike the previous ring fenced arrangements, staff that are employed under contracts of employment will be paid for the period of tuition they would have undertaken. As a result it would be appropriate to re-assign the tutor on to other temporary duties, in accordance with TPCD provisions, for the period concerned.
Under the new arrangements, what is the contractual position with the tutor if the pupil leaves the School?
The contract for one to one tuition or the additional hours element to an existing contract should be ceased, with full notice, in accordance with the contractual obligations.
Currently schools issue their own contracts from a template provided by HR. Will this arrangement continue in the future?
The 'old' arrangements were put in place as a temporary measure to support the Project. Given that under the new arrangements tutors will be part of the School's staffing resources we are now proposing that HR undertake this role by issuing contracts to tutors, as they would any other member of staff.
For tutor appointments, schools will therefore need to instruct the HR Shared Service Centre on the Appointment Notification Form of the number of hours the person is going to be working each week and where the employment is linked to supporting a particular child (and would cease if that child left the school) then the name and UPN of the pupil should be provided.
Tutors will be paid on the 19th of the month for that month's work, the same as other contracted staff, and there will be no need to complete salary claim forms.
Schools will not be charged for HR services relating to these staff as part of their core staffing compliment until April 2012.
Any enquiries on the content of this MI sheet should be made to HR Direct on 01603 222212.