Primary School Rep in Gloucester
Primary School Rep
10th November 2012
“After years of onerous weekly lunchtime meetings, I managed to get the head teacher to agree that any key stage meetings had to be held during directed time.
key stage meetings are now to be held during Friday assembly. Happily they don’t seem to happen so much anymore!”
Secondary School Rep
9th November 2012
“We have 31 NUT members out of a total teaching force of 50 at our school. Most of the conditions outlined in the action short of strike action instructions are already in place at the school. Since the action, which has been fully supported by all members, we have secured agreement on further improvements to workload, including:
- It is no longer compulsory to complete a mentor slip whenever a pupil shows red on progress analysis
- Faculty SEF is being significantly reduced
- Deep learning walks are no longer carried out as internal inspections
- Observations are kept within the three per annum limit and notice is given
- Members no longer chase up absence notes
In general, we are finding that members are more confident about saying no to excessive workload. Management are supportive (and have been supportive of the action generally) and are more inclined to look for smart solutions that do not impact on our workload.”
Secondary School Rep
22nd October 2012
“At the beginning of the academic year, it was proposed that we move to a system of four observations; one by a senior leader, one by a middle leader and two more by other colleagues. We made joint representations with the NASUWT and it was agreed that we would have up to three observations as described in the NUT/NASUWT instructions.
Similarly, it was proposed we would have a ‘Learning Walk’ led by the head teacher and a local authority adviser. As soon as we approached the head teacher and reminded them that it would have to be included in the three observations, the Learning Walk was cancelled.
On another issue, one of our members was expected to attend a departmental meeting and an informal year seven parents evening in the same week. The member emailed the head quoting the joint union instructions, and they confirmed the member should only attend one meeting. This re-establishes the firm precedent that staff need only attend one directed time meeting a week.
Our head teacher meets with union reps each half term. At the last meeting, the head teacher was reminded of the need to indicate PPA time on our timetables (it wasn’t done for this academic year) and this was agreed.
We are also very pleased with our discussion with the head teacher about performance management. Our members are very anxious about what we feel is unrealistic target setting, driven by the government. This involves recommendations that in outstanding schools, students should make four levels of progress from key stage 1 to key stage 4. It was proposed that all staff would have a target for pupil progress based on this formula (recording pupils’ progress in exams as part of staff’s performance management). We have argued strongly against any individual teacher being judged against such criteria in a climate where exam results have proved unreliable, where pupils have often been given inflated levels at key stage 2 (where they have possibly been taught to exams) and where pupils have not made sufficient progress at key stage 3. We made it clear in our discussion with the head teacher that, in the light of government assertions that teacher performance should be linked with pay, we would continue to resist such a target on our performance management forms. Our head teacher has agreed to look at a way of continuing to set exam-driven targets for staff and pupils, but to record outcomes outside the performance management process. This is an area where we will continue to have much debate. Our head teacher listened when we spoke about the atmosphere of fear and anger that the spectre of performance related pay raises, and they were receptive to our complaint that performance management seems to be a process whereby professional development is no longer paramount. The upshot of this is that the next training day will be given to discussion about the way performance management can be improved in our school. We are hopeful that our comments will impact on this discussion.
We have also established the principle that the performance management and observation protocol should be looked at and agreed by the unions at our school annually; we don’t believe this has always been the case. As school reps, we are already looking at the school’s performance management policy and are suggesting alterations to policies that allude to the practice of drop-ins to lessons by the head teacher and other senior leaders in line with NUT/NASUWT instructions.
There has been a great deal of interest generated by the instructions and we have recruited two new members to our union group too.”
Secondary School Rep
19th October 2012
“Despite joint unions' instructions, management at our school was insisting on countless observations by line managers. Any teacher who refused to be observed would be given two days' notice of an observation that would be carried out by a member of the SLT. Furthermore, governors would be informed and they would consider how much pay may be docked!
As a school rep, I was reassured by the NUT local association that the Union would back members who were willing to stand firm and support a strike if management didn’t climb down. I held a meeting with NUT members who were unanimous in asking for NUT support for a sustained strike. I went to see the head teacher immediately afterwards to let him know our views, however, in spite of the likelihood of a sustained strike, the head teacher was completely intransigent – they would be sticking to their original position.
However, out of the blue, I was called to the head teacher’s office to be told that management have capitulated! There will be just three observations in total this year.
This is a great victory and I am so pleased for our members. For too long teachers have been bullied and oppressed by a draconian management style
and have felt powerless to do anything about it until now. The NUT/NASUWT instructions have empowered teachers and given them the confidence to stand up to fight for decent working conditions. Never has the adage ' Unity is
Strength' been so true. Sixty NUT members united and won a great victory and
now have the confidence to take on the management.”
Primary School Rep
19th October 2012
“A new appraisal policy had been drafted for our school, but we decided not to implement it, as it did not specifically define the three hour limit on observations. We are now reverting back to the previous performance management policy.
Those teachers in our school who have been given responsibilities for some areas of the curriculum without a TLR are now getting time off to develop that area. Also, the teacher will not be the named person for that area, should Ofsted come in.
Thanks for the action short of strike action. It worked in our school!”
Primary School Rep
19th October 2012
“I held a meeting with members to discuss which instructions we were going to take action on. There was a high turnout and even those who could not attend, e.g. part time workers, sent votes by proxy. At our school our principal and assistant head teacher are also NUT members. Members were keen to take action, and there was definite support for an escalation of action if necessary.
We voted to take action on the appraisal/performance management instruction because the policy TUPE'd across did not comply with the NUT/NASUWT joint guidelines. This issue was resolved by the principal within the week - an achievement which buoyed members.
Our second action was in relation to the preparing, putting up and taking down of displays. Members felt that, even though admin time was allocated, there was clearly an increased expectation on the horizon. Members were concerned that additional support would lag behind this expectation.
We did find it hard to come up with a third action point because our principal generally has reasonable expectations and runs the school well. But we also decided to refuse to invigilate KS2 SATs. We felt that this would send a clear message to parents and government about the value placed on these tests by teachers.”
Primary School Rep
18th October 2012
“I wanted to let you know that our very small NUT group (four of us!) met today to discuss the action short of strike action document. Most of the instructions are already being followed with the exception of the instruction about meetings. I will be drafting a letter from our members to the school’s leadership team to request that we do not attend additional meetings to those already set in the calendar.”
Secondary School Rep
16th October 2012
“There have been ongoing concerns over excessive observations at our school. Even worse, the observation outcomes are then linked to a system where teachers are placed in groups according to Ofsted categories. These groups can and have been linked to capability procedures.
Following the announcement of our action short of strike action, the NUT rep at the school sought discussions with the head teacher, seeking changes to procedures to comply with the NUT/NASUWT checklists. Unfortunately, the head teacher was fairly dismissive and has refused to meet our concerns.
They said that the profiling system will continue with staff being allocated into the Ofsted categories of Satisfactory; Satisfactory to Good; Good; and Good to Outstanding (now downgraded from 'outstanding', which is no longer listed as a category!).
Staff would continue to be observed too often, without adequate notice, nor with agreement over the lesson to be seen – only being given a ‘window’ of six periods:
• each observation period will include two lesson observations (min. 25 minutes)
over a six period window
• each teacher receives 48 hours notice of their six period window
• a teacher deemed “Satisfactory to Good” would receive four observation
periods over the next four half-terms – i.e eight observations. ‘Satisfactory’
and ‘inadequate’ teachers may receive even more.
At a union meeting this evening, it was agreed that these arrangements were unacceptable as they:
• were in clear breach of the NUT/NASUWT Joint Classroom Observation
Protocol
• focus on Ofsted categories rather than performance management objectives
• fail to provide genuine professional development and support to teachers
After discussing these issues at the meeting, members voted in support of proceeding to escalate to strike action. A secret paper ballot was issued to NUT members asking if they would support strike action if called upon by the national union. The result was an almost unanimous Yes to take action, a stance supported by NASUWT colleagues.
A number of staff sought reassurance because of fear of being ‘picked-off’ and Teach First colleagues also wanted to be sure that they could take part in action. The vote hopefully shows they felt reassured by the points raised in the meeting about acting together as a union group!
The meeting agreed that we would urgently seek a meeting with the head teacher and Chair of Governors to seek urgent negotiations over acceptable appraisal and observation procedures, but that if there was a refusal to meet before the half-term break, we will ask that the NUT and NASUWT issue a notice for strike action.”
Secondary School Rep
12th October 2012
“The head teacher asked if we would mind bringing forward the lesson observations planned for November to the week before half-term. Everyone agreed that since she asked nicely this would be fine!
Isn't that the place we want to get heads to, where they ask our permission to do things?”
Secondary School Rep
9th October 2012
“On the first day of term, as a result of negotiations with the head teacher and working with NASUWT members, it was announced that there would be no more than three objectives in the performance management procedures.
We then held a union meeting run by the NUT Divisional Secretary. There was a high turnout. As a direct result of this meeting, all proposed pupil pursuits were removed and the nature of three observations clarified – there was going to be one for PM, one for school baseline, and one supportive for CPD.
Whilst we didn’t get everything we asked for, it was a huge improvement from last year. Staff are feeling more empowered, and feel freer to express their opinion and feel that they have some weight in what happens at the school.”
Primary School Rep
4th October 2012
“We’ve just held a fantastic meeting, the members were incredible! Nearly all members attended.
Workload is seriously out of control- and new planning format and observations were the key issues we discussed (someone said it takes them more time to write the plan for a day than it does to teach the actual lesson). They agreed unanimously that nobody would be handing in planning from the following Monday.
Members agreed unanimously to put all the ASOS demands to the head teacher tomorrow, telling them that NUT members will be following union instructions to the letter. There were four volunteers willing to go along to the meeting too to show solidarity.
There was definitely momentum at the meeting for taking action if it was felt necessary.”
Primary School Rep
3rd October 2012
“Our school has a majority of NUT members. After receiving the ASOS instructions for action I circulated them to all union members and asked them to consider which actions would make a difference to their ability to do their jobs well and retain a work/life balance. I called a meeting to discuss the instructions and our response to them.
At the meeting members were clear that the good working practices at our school meant that the majority of the instructions were already being complied within day-to-day work, but there were a small number that members felt they wanted to make a stand on.
Firstly, and most strongly, members wanted to action instruction one - they would have nothing to do with any appraisal system that did not protect their rights in accordance with the NUT guidelines. Secondly, they wanted to be sure that they would not be asked to attend meetings or be otherwise instructed on how they should use their PPA time. After this, the remaining resolutions took a little more discussion. Ultimately we agreed that we would not participate in, or cooperate with, any mock inspection (one is being scheduled for October), and that we should make clear that we would not accept timetable changes made for reasons other than for educational benefit. These resolutions were made in response to the specific circumstances at our school, which we thought to be beyond our control but which the industrial action put firmly within our control.
Immediately following our meeting I communicated our resolutions to the head teacher and the chair of governors. Our decisions were accepted as legitimate industrial action and the process of creating appraisal, observation and capability policy in line with union guidelines began. As a union rep I was asked to participate in the creation of these documents. I am not sure that I would have been consulted on these matters without the action short of strike action, and I am clear that within our school the action has reassured members that they do have a voice in the development of school practice and safeguarding their conditions of service.”
Primary School Rep
28th September 2012
“There was a meeting at lunch time today that I led and members voted unanimously to implement the actions wholesale (although one member - the head teacher’s best friend - pulled a face with her hand in the air).
We work really well with NASUWT members at our school. So we took the document to the head teacher immediately and informed her of members’ intentions. The head teacher had many questions that I won't go into now, but I did my best to answer them and referred her to the instructions document. However, one question she asked was if it would be ok to approach members on an individual basis to ask them if they would be prepared to break away from the instructions. I pointed out that members could feel intimidated and that it would be a matter for the union if this situation arose. I told her that in regards to this you will unfortunately hear from me again in the near future.
The staff though are buoyed and reinvigorated by the action and union support and are just looking forward to the 3rd for the official start of the action. That said, I think many members already feel the confidence to start refusing to plan, attend meetings and complete unnecessary paperwork, whether backed by the Union yet or not.