Temple Learning Academy
Human Resources Information
Recruitment Policy and Procedure
- Refer to Recruitment and Selection policy
- Disclosure and Barring
The academy is committed to safeguarding and promoting the welfare of children and young people and expects its staff and volunteers to share this commitment. All successful appointments are subject to satisfactory
Disclosure and Barring (DBS) enhanced check.
- Prohibition Order
Checks of candidates to be employed as teachers in the academy, are undertaken using the Employee Access online service to ensure teachers are not subject to a prohibition order issued by the Secretary of State,
- Asylum & Immigration
Checks undertaken at recruitment and selection stage, verification of birth certificate and passport.
- Single Central Register (SCR)
A single central register is held detailing all required employment checks that have been undertaken on appointment of staff. This document is kept up to date, no gaps in data and signed off termly by the Executive Principal.
- Occupational Health clearance
Commencement of all posts is also subject to receipt of an occupational health clearance undertaken by a pre-employment Health Declaration
- Certified Safer Recruitment Trained:
Martin Fleetwood (Executive Principal)
Matthew Browne (Principal of Primary Phase)
Diane Potter (HR and Marketing Director, TNLP Trust)
Helen Stout (Trustee)
Tim Kitching (Chair of TLA)
- Equality Policy
As an employer, the academy will strive to ensure that we eliminate discrimination and harassment in our employment practice and actively promote equality across all groups within our workforce. We are an equal opportunities organisation which welcomes applications from all sections of the community.
Equality policy and scheme in place.
Recruitment data held annually (Equal Opportunities)
Temple Learning Academy
Human Resources Information
Contracts and Pay and Conditions
Teachers
Introduction
The conditions of service for teachers in England and Wales (Burgundy book) is a national agreement between the six teacher trade unions and NEOST (The National Employers’ Organisation for School Teachers – a local government association). It sets out national conditions of service for teachers in England and Wales as a reference for maintained schools and also non-maintained schools who can choose to incorporate this agreement into their teacher contracts of employment. Annually, a school teachers’ pay and conditions document (STPCD) and guidance is produced by the DfE with any amendments from the previous year.
What is the difference between the Burgundy Book and the STPCD?
Statutory pay and conditions are set out in the School Teachers’ Pay and Conditions Document. The conditions of service in the Burgundy Book also apply where the LA is the employer.
The academy has adopted the STPCD and Burgundy Book.
Temple Learning Academy:
TLA has a commitment to employing qualified teachers and the adoption of the school teacher pay and conditions document and burgundy book. Following these documents, aligns the academy with our schools within TNLP Trust.
To ensure the vision of the academy, all teaching staff will be employed under the following conditions of service:
Leadership posts - leadership contract (refer STPCD, expectation of professional teacher responsibilities plus additional
duties relevant to their role. TLA expectation additional 2 weeks, 10 days)
Teacher posts - standard teacher contract plus additional 2 weeks (10 days) , 41 week contract
(includes 5 training/development days)
Additional 10 days
The additional 10 days are learner contact days and will be confirmed at the end of each academic year for the forthcoming year.
Pension Arrangements:
The Teachers’ Pension Scheme regulations contractually require that all employees whose main role is teaching and are aged over 16 and under 75 are entered into the Scheme, employees can opt out once they have been enrolled.
All the teachers, including part-time teachers within the academy are automatically members of the Teachers’ Pension Scheme, the Local authority will to confirm they have left their control (if applicable).
Registration of the academy via the Employer Portal via Teacher Pensions will be managed by the HR team. This enables the HR team to communicate sensitive data between the academy and the TPA. Email contact of Teacher Pension is:
The HR team at the academy will provide a starter notification for each teacher, full or part-time
The responsibility for deducting teachers’ contributions and paying employer contributions is now that of the academy or service level provider/HR contract.
Support and Associate Staff
Introduction
The Green book is a national agreement on pay and conditions of service for local government services. The conditions of service for support and associate staff in schools are subject to the agreement of the National Joint Council (NJC) for local government services. This is known as the Single Status Agreement, the Green Book covers the pay and conditions for 1.4 million local authority employees, ranging from architects to cleaners and lawyers to school meals staff. These agreements are also used to determine the pay and conditions of non-local authority staff.
The academy has adopted the Green book, NJC terms and conditions.
Temple Learning Academy:
TLA has a commitment to employing staff who have the skills and attributes to support the vision of the academy and by following this document, aligns the academy with our schools within TNLP Trust.
To ensure the vision of the academy, all support and associate staff will be employed under the following conditions of service:NJC terms and conditions. Contracts will be 40/41 weeks per year, full time all year round, dependent on the role (all contracts include 5 training/development days).
Pension Arrangements:
Support and associate staff of the academy have an automatic right to membership of the LGPS with West Yorkshire Pension Fund. Free Schools are treated in the same way as academies and under the LGPS Regulations, Employees will be brought in to the scheme when they take up employment even if they had previously opted out. Employees then have the subsequent right to opt out again.
Temple Learning Academy
Human Resources Information
Draft HR Policies:
Disciplinary
Capability
Pay Policy
Appraisal Policy
Allegations against staff abuse
Whistleblowing
Safer Working Practice
Recruitment and Selection
Leave of Absence
Equal Opportunities (see equality policy)
Absence Management
Staff Development
HR / May 2015/DSPotter