BUDGET WORKSHOPS

1. BUDGET WORKSHOPS 16-19 January 2012

2. Purpose of Workshop • Update on Delegated Funding for 2012-2013. • Preparation of Curriculum and Staffing Audits. • Guidance on Staff Redundancies. • Support for Financial Planning. • Input from Finance, CASS & Human Resources.

3. 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.

4. LMS PROPOSED AGGREGATED SCHOOLS BUDGET FOR NEXT THREE YEARS

5. LMS PROPOSED AGE WEIGHTED PUPIL UNIT FOR NEXT THREE YEARS

6. LMS REVISED AGGREGATED SCHOOLS BUDGET FOR NEXT THREE YEARS

7. LMS

8. CFF Funding 2011-12

9. Non-AWPU Factors

10. Census 2011

11. Enrolment Trend

12. 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.

13. 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

14. 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

15. Preparation of Curriculum and Staffing Audits GOOD PRACTICE

16. ANNUAL CURRICULUM AUDIT • School Development Plan – 3 year overview • Communication • Curriculum Plan/ Model

17. CURRICULUM PLAN/ MODEL • Statutory requirements – ref 12.1 a & b of Statutory Order http://www.deni.gov.uk/22-ppa-final_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

18. 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.

19. REDUNDANCY PROCEDURE TEACHING & NON TEACHING JANUARY 2012

20. 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

21. 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

22. 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)

23. 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

24. 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

25. 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

26. TEACHINGCOMPULSORY 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

27. CONSULTATION WITH UNIONS • Meet with TU Reps • Listen to representations and provide clarification where necessary • Respond in writing to any representations made

28. 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

29. 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

30. 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

31. 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

32. 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

33. NON TEACHINGCRITERIA – 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

34. NON TEACHINGCRITERIA –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

35. 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

36. 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

37. 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

38. 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

39. 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.

40. Open Forum .