Modern Reward Strategy (MRS)

For the attention of the Chair of Governors

You are regularly updated about the Modern Reward Strategy (MRS) project via 'latest news' on the governors' pages of the Norfolk Schools' web site and MI sheets. However, the Schools Steering Group, which includes Judy Leggett and Lucinda Poliakoff, thought it would be useful to summarise the next steps so that Chairs of Governors feel fully informed about the project.

The MRS project, covering school support staff, is moving into an important period. Negotiations with trade unions will be concluding during this term and we hope to share the new package of conditions of employment with support staff sometime around Easter, if we can.

The final proposal, including a new pay and grading structure, will be sent to national trade unions for sign off. We are working hard to ensure that the proposal is robust in order that national unions feel they are able to fully support it. However, since we have no control over the speed of any response we are unable to set precise dates at this stage. As soon as is possible staff will be informed of how the outcomes might affect them, trade unions will ballot their members and we will know if the proposed package of pay and conditions has been accepted.

The next steps for the project are as follows:

Step 1. The job evaluation and job matching process has been under way for some time. A quality assurance process is taking place to ensure that the staff information we hold remains up to date and that we have incorporated any changes in jobs that have taken place to date.

Step 2. Letters and information packs detailing how proposed changes will affect individual support staff will be sent to their home address.

The letters will detail the current position of each individual and the proposed position such as grade, scale point, annual salary and the job evaluation score.

The information packs will detail the proposed changes to the pay structure and conditions of employment. Staff will be able to see how these apply to them.

Step 3. Coinciding with staff receiving their personal letters, trade unions will ballot their members on the proposed changes. However, all staff will be able to feed back their views via a range of methods.

Step 4. All staff affected will be given the opportunity to appeal against the outcome of the MRS process. In order to assist schools with appeals and following consultation with the Norfolk Governors' Network, we have written to Clerks of Governors asking that Governors formally consider a proposal to delegate the process to the County Council. This will allow Hay trained panels to complete the appeals process. If your school is yet to reply we urge you to do so as soon as possible.

Step 5. Depending on trade union agreement to the proposal, the implementation process will begin later in the year. There will be a huge amount of work needed to make the necessary changes to the payroll system, therefore there will be a delay between any agreement and the full implementation of the changes. A programme for implementation will be agreed with trade unions.

Attached is an overview of the MRS project for your information. A copy of the most recent communication for schools can be found on MI sheet 193/07.

Further information about the project including Frequently Asked Questions (FAQs) on a range of subjects can be found by clicking here or you can email the MRS Team.

Anne Gibson
Head of HR

Modern Reward Strategy
208, North Wing
County Hall
Martineau Lane
Norwich
NR1 2DH

Action for you to take:

If your school is yet to reply with your decision on whether to delegate the appeals process to the CC, you should do so as soon as possible.

Check the governors' pages of the Norfolk Schools website for the latest newsletter on MI sheet 193/07.

Read the MRS overview to familiarise yourself with the scope and aims of the project and the processes involved.