Governor Partnership Meetings – May 2013

1. Governor Partnership Meetings – May 2013 1 Introductions2 Burning issues for governors (governor association business)3 Professional development offer for schools and governors4 Government proposals for performance related pay for teachers5 The importance of 'narrowing the gap'6 The Middle Tier: collective responsibility and the role of the local authority with all schools7 Important news for schools: from the county council from OfSTED and the DfE8 Round-up

2. 1. Introductions

3. 2. Burning Issues for Governors

4. 3. Professional development offer for schools and governors

5. Professional Development Agreement • New materials include both PDA & Managed Services • There are 2 start points to allow alignment with educational settings’ financial year • Materials available in school by end of April • Can download from 26th April at cfbt.com/educationservices/services • Earlybird offers are available

6. 4. Government proposals for performance related pay for teachers

7. Summary of Changes • The main changes to the existing system are: • Removing pay progression based on length of service and linking all pay progression to performance • Giving schools the option of increasing individual teachers’ pay at different rates based on their performance • Replacing the current threshold test for progression from the main to the upper pay range with new simpler criteria • Discontinuing the current Advanced Skills Teacher (AST) and Excellent Teacher (ET) designations and creating a new pay range for leading practitioners whose primary purpose is to model and lead the improvement of teaching skills • Giving schools more freedom to determine starting salaries of teachers new to the school • Removing any obligation on schools when recruiting to match a teacher’s existing salary.

8. Linking pay progression to performance • Performance-related pay progression enables schools to recognise and reward a teacher’s performance through an increase in pay. • It can act as an incentive for continuous improvement. • Schools will already have some experience of making decisions about pay that are linked to assessments of performance – what is new is that all decisions about pay progression for teachers will need to be linked to performance in future. • The quality of the performance appraisal system in your school will be the key to this working well. • Appraisal should be a supportive, developmental process designed to ensure that all teachers have the skills and support they need to carry out their role effectively. It should help to ensure that teachers continue to improve their professional practice throughout their careers.

9. The pay policy should set out how all pay decisions will be made, with sufficient detail for an individual to understand the basis upon which pay decisions will be made in their particular school. Head teachers will need to set out what it is they will take into account in making judgements about whether teachers have met their objectives and the relevant standards. This might include:  impact on pupil progress  impact on wider outcomes for pupils  improvements in specific elements of practice, such as behaviour management or lesson planning  impact on effectiveness of teachers or other staff  wider contribution to the work of the school.

10. Summary of Advice • The revised arrangements provide increased flexibility for schools to develop pay policies that are tailored to their particular needs; • Schools will need to revise their pay policies to reflect these changes and to clarify their approach to making pay decisions; • It is up to each school to decide for itself how best to implement the changes and develop policies accordingly; • No single approach will suit all schools; • School appraisal policies may also need to change to reflect closer links between performance and pay; • Schools are free to withhold progression pay without any requirement to initiate or consider capability proceedings.

11. 5. The importance of 'narrowing the gap'

13. Percentage of young people studying in each local authority at age 16 who attain Level 2 by age 19

14. Percentage of young people studying in each local authority at age 16 who attain Level 3, by age 19

15. Percentage of 19 year olds qualified to Level 2, by FSM eligibility and Local AuthorityFSM Attainment Gap for percentage of 19 year olds qualified to Level 2

16. Percentage of 19 year olds qualified to Level 2 with English and Maths, by FSM eligibility and Local AuthorityFSM Attainment Gap for percentage of 19 year olds qualified to Level 2 inc English and Maths

17. Percentage of 19 year olds qualified to Level 3, by FSM eligibility and Local AuthorityFSM Attainment Gap for percentage of 19 year olds qualified to Level 3

18. Raising the Participation Age

19. The Raising of the participation Age Education and Skills Act 2008 places a duty on young people: • …to continue in education or training until the end of the academic year in which they turn 17 from 2013 (this year’s year 11 leavers) • …to continue in education or training until their 18th birthday from 2015 (next years year 11)

20. Participation in Learning is: • Work based learning including Apprenticeships and Traineeships • Full time education at a college of further education, school sixth form, sixth form college or independent provider (full time = 540glh) • Independent specialist provision for learners with the most profound and complex needs

21. Part-time education or training for young people in employment or volunteering for more than 20 hours per week (280glh) • Home education (no hourly requirement applies) • Self employment and public office treated as employment • Full time carers (other than parents caring for children) considered as in full time employment

22. Duties on schools colleges and providers From September 2012 schools have been required to: • secure independent and impartial careers guidance for pupils in year 9 – 11 From September 2013 schools and colleges will be required to: • secure independent and impartial careers guidance for pupils in years 8 to 13

23. Duties on schools colleges and providers Two new duties relating to RPA • Promote good attendance of 16 and 17 year olds • Inform local authorities if a young person (aged 16 or 17) has dropped out of learning

30. Opportunity for discussion with colleagues • Implications. • Cunning plans. • Feedback from tables.

31. 6. The Middle Tier: collective responsibility and the role of the local authority with all schools

32. Middle Tier Keith Batty

33. A Good Education for All: Inspection of Local Authority ServicesKeith Batty(Assistant Director: CfBT Education Services) MORE ON THE ‘MIDDLE TIER’

34. Ofsted’s Consultation • Public consultation (Feb-Mar) backed up by Focus group involvement • 24 Local Authority School Improvement leads invited • First inspections expected mid-May • 5 days notice with onsite inspection Mon-Thu • 2 HMI’s involving central meetings with senior officers and school/academy headteachers

35. Ofsted’s Consultation cont… • LA dashboard of indicators that can trigger inspection • Key principle of inspection is to what extent do LAs monitor, challenge, and intervene in ALL schools • Need for an ‘audit trail of challenge’ • Expecting about 15 LAs to be inspected per year

36. What indicators determine an inspection? OfSTED proposes to use the following indicators to determine whether an inspection is required where one or more of the following apply: • the proportion of children who attend a good or better school, pupil referral unit and/or alternative provision is lower than that found nationally • there is a higher than average number of schools in an Ofsted category of concern and/or there are indicators that progress of such schools is not securing rapid enough improvement • there is a higher than average proportion of schools that have not been judged to be good by Ofsted

37. What indicators determine an inspection? • attainment levels across the local authority are lower than that found nationally and/or where the trend of improvement is weak • rates of progress, relative to starting points, are lower than that found nationally and/or where the trend of improvement is weak • the volume of qualifying complaints to Ofsted about schools in a local authority area is a matter of concern • the Secretary of State has concerns about the effectiveness of local authority school improvement arrangements.

38. Moving forward… • Revised strategy for SI will need to be supplemented with an agreed protocol for challenge and offers of support • Propose a small working group to define and bring back to next term’s meeting

39. Principles could be along the lines of… • Operational questions or concerns will be raised with the academy first inviting a response • A dashboard of information will be shared • A log of all questions and responses will be maintained and fed into existing schools’ causing concern processes • Emerging severe or sustained concerns will be discussed with HT and governors

40. Principles could be along the lines of… • Where resolution/agreed outcomes cannot be achieved then referral to the DfE/Secretary of State

41. Moving forward… • Agreeing what data are used/shared and for what purpose e.g. attendance data • The attendance strategy relied on data in the shared domain Public domain vs Shared domain

42. 7a. County Council News

43. Lincolnshire County CouncilFuture Delivery of Support Services

44. About the Future Delivery of Support Services Programme • Background: • Partnership with Mouchel in place since April 2000 • Legally unable to extend the current contract beyond 2015 • Future Delivery of Support Services Programme (FDSSP) set up May 2012 to explore options • Services included within the current contract include: • IMT • Finance • People Management • Property • Catering • Management Consultancy (outside the core contract)

45. About the Procurement Strategy Shift from one strategic partnership to a ‘mixed economy’ of contracts OUR CURRENT CONTRACT WITH MOUCHEL OUR PROCUREMENT STRATEGY FROM 2015 ONWARDS Option to in-source • Mixed economy • Multiple providers • Range of procurement routes • Range of contract types • Strategic Partnership • Single provider Contract Single Contract Contract Contract Contract Contract

46. What does a mixed economy mean? Corporate Support Services Project Competitive dialogue HR Professional advice People Management Systems Finance & Resources Exchequer Learning & Development IMT Payroll Recruitment Social Care -Exchequer Services HR admin Business Support - supporting elements to activities Information The Customer Service Centre Technology Separate restricted or open procurements Frameworks Pensions Estates & Valuations Estates & Valuations Health & Safety Capital Programme –professional support Travellers sites Energy Mgt Catering Learning & development Mgt Consultancy Total Facilities Management Employee s Support & Counselling Catering Finance Mgt Consultancy Business Support CSC People Mgt IMT Property

47. FDSSP Key Dates (Dates are provisional and subject to change) Procurement Phase Transition Phase Go Live Contract Notice Contract Award Procurement Phase Transition Phase Contract Notice Contract Award Transition Phase Procurement Phase Contract Notice Contract Award Procurement Phase (Frameworks) Transition Phase Contract Award

48. Procurement Process – Corporate Support Services Project. Competitive dialogue key dates mapped out. PQQ and ISOS evaluation Dialogue Phase (1) ISDS docs Dialogue Phase (2) ISDS docs Final tenders 8 bidders 3 or 4 bidders 2 bidders

49. Contract award and transition • Following evaluation of final tenders • Value for Money Scrutiny Committee – planned February 2014 • The Executive – planned March 2014 • Contract award – planned March 2014 • Transition • Transition start – planned April 2014 • Prepare to move from current ERPto new solution by April 2015 • Prepare for TUPE transfers • Prepare for new businesses processes • Delivery of new services – April 2015

50. Schools • Context • Schools choose own service provider • Current use of SAP by many schools through current partnership • Requirement & Scope • A proposal is required from Bidders to offer schools the choice to buy services: • HR Admin • HR Professional Advice • Finance Services (payments, debt collection, payroll) • and the IT systems to support the functions listed above • Key objective • Ensure good services for schools available in the market