Agenda Document Pack - Renfrewshire Council Joint Negotiating Committee for Teaching Staff - 25/03/2025
Renfrewshire Council · 25 March 2025
Back to Renfrewshire Council Joint Negotiating Committee for Teaching Staff — 25 March 2025 and its agenda
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19/03/2025 Notice of Meeting and Agenda Renfrewshire Council Joint Negotiating Committee for Teaching Staff Date Time Venue Tuesday, 25 March 2025 14:00 Corporate Meeting Room 2, Renfrewshire House, Membership Representing Renfrewshire Council Management Councillor E Rodden; Councillor J Paterson; G McLaughlin, Head of Education; E Henry, Head of Education; S Bell, Education Manager (Whole Family Wellbeing); K Henry, Head Teacher, St Andrews Academy; D Rigmand, Head Teacher, Wallace Primary School; A Hall, Education Manager (Development); Y Ward, Education Manager, (all Education and Childrens' Services); and K Clark, Strategic Lead Partner (People), S Fanning, Strategic Lead Partner (Health & Safety) (both Finance and Resources). Representing Renfrewshire Council Teaching Staff K Fella/M Russell (Joint Secretary), JP Tonner, T Millar, Y Murray, D Tollan, B Kelly and C Niven (all EIS); R Kane(SSTA); L Gibson (NASUWT) and D Campbell (EIS - Adviser to Teachers' Side). Further Information A copy of the agenda and reports for this meeting will be available for inspection prior to the meeting at the Customer Service Centre, Renfrewshire House, Cotton Street, Paisley and online at http://renfrewshire.cmis.uk.com/renfrewshire/CouncilandBoards.aspx For further information, please email democratic-services@renfrewshire.gov.uk. MARK CONAGHAN Head of Corporate Governance Page 1 of 42
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19/03/2025 Items of business Chairperson Consider the appointment of a Chairperson for this meeting. Apologies Apologies from members. Declarations of Interest and Transparency Statements Members are asked to declare an interest or make a transparency statement in any item(s) on the agenda and to provide a brief explanation of the nature of the interest or the transparency statement. 1 Minute of Previous Meeting Minute of previous meeting held on 11 February 2025. 4 - 8 2 Matters Arising Matters arising from the minute of the previous meeting held on 11 February 2025. 3 Action Log 9 - 14 4 Teacher Booker Supply Booking System Report by Joint Secretary (Management Side). 15 - 17 5 Review of Job Sizing Processes Report by Joint Secretary (Management Side). 18 - 32 6 Seesaw Guidance for Establishments Report by Joint Secretary (Management Side). 33 - 38 7 Violence and Aggression Policy Report by Joint Secretary (Teachers' Side). 39 - 39 8 Artificial Intelligence Report by Joint Secretary (Teachers' Side). 40 - 40 9 EAL and Sensory Support Service Staffing Report by Joint Secretary (Teachers' Side). 41 - 41 10 Early Years Welcome Pack Report by Joint Secretary (Teachers' Side). 42 - 42 Page 2 of 42
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19/03/2025 11 Date of Next Meeting Members are asked to note that the next meeting of the Renfrewshire Council Joint Negotiating Committee for Teaching Staff is scheduled to be held at 2.00pm on 29 April 2025. Page 3 of 42
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Minute of Meeting Renfrewshire Council Joint Negotiating Committee for Teaching Staff Date Time Venue Tuesday, 11 February 2025 14:00 Corporate Meeting Room 2, Renfrewshire House, Present Representing Renfrewshire Council Management Councillor Rodden; E Henry, Head of Education (Attainment, Inclusion and Wellbeing), G McLaughlin, Head of Education (Strategy and Improvement), K Henry, Head Teacher, D Rigmand, Head Teacher and Y Ward, Education Manager (all Education & Children’s Services); and S Fanning, Strategic Lead Partner (Health & Safety) and L Stewart, Operational People Partner (both Finance and Resources). Representing Renfrewshire Council Teaching Staff K Fella, (Joint Secretary), Y Murray, C Niven, M Russell and D Tollan, (all EIS); and R Kane (SSTA). In Attendance D Cunningham, Committee Services and Licensing Officer and J Barron, Committee Services Officer (both Finance & Resources). Apologies Councillor Paterson; A Hall; S Bell; K Clark; J P Tonner (EIS); B Kelly (EIS) and D Thompson, Adviser to Teachers’ Side. Declarations of Interest and Transparency Statements There were no declarations of interest or transparency statements intimated prior to the commencement of the meeting. Item 1 Page 4 of 42
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Chairperson In accordance with the terms of the local recognition and procedure agreement, which stated that the Chair of the Committee should alternate between the two sides comprising the Renfrewshire Council Joint Negotiating Committee for Teaching Staff, it was agreed that Councillor Rodden would chair this meeting of the Renfrewshire Council Joint Negotiating Committee for Teaching Staff. DECIDED: That Councillor Rodden chair this meeting of the Renfrewshire Council Joint Negotiating Committee for Teaching Staff. Appointments to JNC The Joint Secretary (Teachers’ Side) advised that Dan Thompson had replaced David Baxter as Advisor to the Teachers’ Side. 1 Minute of Previous Meeting There was submitted the Minute of the meeting of this Committee held on 12 November 2024. DECIDED: That the Minute be approved. 2 Matters Arising There were no matters raised in connection with the previous Minute. DECIDED: That it be noted that there were no matters raised. 3 Action Log The action log for the JNC was submitted. The Joint Secretaries proposed that the log be streamlined for the next meeting. Actioned/noted items would be removed, decisions relative to policy matters would be uploaded to the SNCT website by the Management Side and removed from the log and business items discussed during the preceding year would continue to be reported at the AGM. DECIDED: (a) That the Violence and Aggression Policy be uploaded to the SNCT website; (b) That the proposed amendments to the action log be implemented for the next meeting of this Committee; and (c) That the action log be noted. Page 5 of 42
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4 Mobile Phone Guidance for Schools There was submitted a report by the Head of Education (Attainment, Inclusion and Wellbeing) relative to Mobile Phone Guidance for Schools. The report advised that a short-term working group had been established to review the Scottish Government’s Guidance on Mobile Phones in Scotland’s Schools which had been published August 2024. The short-term working group, which consisted of 10 members, met three times and developed a draft guidance document on the use of mobile phones for schools (Version 4), which was appended to the report for approval. Concerns were expressed by the Teacher’s Side that the draft guidance was more relevant to secondary schools and it was requested that the policy be amended to ensure its applicability to both secondary and primary schools. The Head of Education (Attainment, Inclusion and Wellbeing) confirmed that amendments would continue to be discussed, that this document would be regularly revised, including version controls, to include lessons learned and to ensure it remained viable for application by schools. DECIDED: That the Guidance on the use of mobile phones for schools (Version 4) be agreed, subject to the discussed amendments, and that this be soft-launched in Term 4 of this session and fully implemented across all schools from August 2025. 5 Seesaw There was submitted a report by the Head of Education (Attainment, Inclusion and Wellbeing) relative to an update regarding the use of Seesaw and Just2Easy information sharing applications used in schools. The Head of Education (Attainment, Inclusion and Wellbeing) advised that he and the Joint Secretary (Teachers’ Side) had discussed this matter and would discuss again further outwith this meeting and report back, if required, to a future meeting of the JNC. DECIDED: (a) That the Joint Secretaries would discuss this matter further and report back, if required, to a future meeting of the JNC; and (b) That otherwise, the content of the report be noted. 6 Printing Procedures/Facilities There was submitted a report by the Head of Education (Attainment, Inclusion and Wellbeing) relative to an update regarding printer procedures and facilities. Concerns were raised regarding various issues around printing, printer facilities and the potential impact of these on pupils and the examination process. The Education Manager advised that testing of printing procedures for exams was being carried out at various schools, and that St Andrew’s Academy would be the next high school to be tested to check that the printing procedure to be applied during exams would work for pupils, staff and invigilators. DECIDED: Page 6 of 42
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(a) That it be noted that testing of printing procedures for exams was being carried out at various schools; and (b) That otherwise the content of the report be noted. 7 Flexible Working There was submitted a report by the Joint Secretary (Teachers’ Side) relative to the Council’s Flexible Working Policy. The report outlined that the updated Policy had been passed without consultation with the JNC and highlighted issues teaching staff faced around the practical application of this Policy. The Strategic Lead Partner (Health & Safety) suggested that he and HR colleagues discuss this matter further outwith this meeting with the Joint Secretaries and Children’s Services Management and that an update be provided to a future meeting of the JNC. This was agreed. DECIDED: (a) That it be noted that HR would discuss the flexible working policy with the Joint Secretaries and Children’s Services Management; and (b) That an update be provided to a future meeting of the JNC. 8 Education for Peace There was submitted a report by the Joint Secretary (Teachers’ Side) relative to the policy document “Education for Peace” recently launched by the EIS. The Head of Education (Attainment, Inclusion and Wellbeing) advised that the Council already carried out many of the areas outlined in the Education for Peace document. DECIDED: That the document be noted. 9 ASN Class Sizes There was submitted a report by the Joint Secretary (Teachers’ Side) relative to class size legal requirements. The Head of Education (Attainment, Inclusion and Wellbeing) advised that the SNCT Handbook was being reviewed nationally and that the Council was currently reviewing and supporting a particular case. It was agreed that this matter be discussed further outwith the meeting and that the Teachers’ Side would raise any specific concerns with the appropriate Education Managers. DECIDED: (a) That it be agreed that the matter be discussed further outwith the meeting; and (b) That it be noted that the Teachers’ Side would raise any specific concerns with the appropriate Education Managers. Page 7 of 42
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10 Date of Next Meeting It was noted that the date of the next meeting of the Renfrewshire Joint Negotiating Committee was scheduled to be held at 2.00pm on 25 March 2025. Page 8 of 42
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Joint Negotiating Committee For Teachers – Action Log Date of JNC Meeting Report Action to be taken Officer responsible Due date (default date is the date of the next meeting unless either the report or the Joint Secretaries suggests an alternative date) Status (this section requires to be completed by the two Joint Secretaries to be included as an update at the next meeting) 6 February 2024 Item 3 Matters Arising (a) Set up working group to discuss JNC/15 Grievance Procedures (c) Standard Circular access work (a) E Henry - Interim Head of Education (c) J Colquhoun -Education Manager (Development) 26 March 2024 26 March 2024 Groups to be allocated November 2024 Emma to find out how Kenny can access Standard Circulars as changes to admin on website – remove when this happens Item 3 Page 9 of 42
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6 February 2024 Item 6 Mobile Phone Use (a) Staff advised that policy would be reviewed (b) Working group to be set up to facilitate review of policy (c) Mobile phone policy reissued to schools with caveat that phones can only be used as directed by staff G Lyons - Interim Head of Education Ongoing GM HoE to overtake this – actioned and to be uploaded to SNCT website – can be removed when on SNCT 26 March 2024 Item 3 Matters Arising (c) Review of Mobile Phone Use in Schools Policy GL – Interim Manager of Education and Teachers’ Side 14 May 2024 Ongoing – can be removed when on SNCT 14 May 2024 Item 11 In Service Days/Public Hoildays and P/T Contracts Meeting to be held between both sides to discuss Both Sides 11 June 2024 Ongoing 14 May 2024 Item 12 Payroll and Salary Overpayments (b) that payroll directional videos be provided to teachers; (C) Ipads provided to schools to enable access to BW to be located and put back into use within the Council estate. Management Side Both Sides 11 June 2024 11 June 2024 GM to provide update GM to provide update Page 10 of 42
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11 June 2024 Item 4 Annual Report (a) Investigate how Standard Circulars could be made available to staff EH 3 September 2024 GM to provide update Lauren Johnstone 11 June 2024 Item 9 NQT Induction Days The provision of a separate TU information session outwith the NQT induction day would be discussed J Colquhoun and Joint Secretary (Teachers’ Side) As soon as possible. Ongoing – GM Date to be provided for additional session 11 June 2024 Item 11 Seesaw and Digital Platforms Review digital platform use across the school estate, particularly Seesaw GL with Teachers Side Ongoing GM HoE to overtake this Pam McDowall 3 September 2024 Item 4 Action Log That the Action Log be updated by the Head of Education and Joint Secretary (Teacher’s side) at their pre-meeting and passed timeously to the Clerk for inclusion on the agenda EH/KF Ongoing GM/KF Ongoing 3 September 2024 Item 6 Absence Management / Supporting Attendance (Teachers) Policy That it be agreed that the Joint Secretary (Teacher’s Side) would consult with the Head of Education regarding the updating of the policy on Absence Management/ Supporting Attendance EH/KF Ongoing GM/KF Ongoing Page 11 of 42
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3 September 2024 Item 9 Changes to Digital Infrastructure That the Interim Head of Education investigate the process for logging calls with the ICT Helpdesk. GL 12 November 2024 GM HoE to overtake this 12 November 2024 Item 3 Matters Arising (b) That updates of progress with regard to Seesaw and implications of digital platforms be submitted to the next meeting of the JNC scheduled to be held on 11 February 2025 GM 11 February 2025 Ongoing 12 November 2024 Item 7 Budget Underspends In Primary And Children & Families And Early Learning & Childcare Service (a) That efforts would be made to recruit any current shortfall in school and Early Learning and Childcare staff. GM 11 February 2025 Ongoing 12 November 2024 Item 8 Managing And Reporting Violence And Aggression Launch (a) That it be noted that the Violence and Aggression Policy be part of the programme for the in-service day in August 2025. EH August 2025 Ongoing Page 12 of 42
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11 February 2025 Item 3 Action Log (a) That the Violence and Aggression Policy be uploaded to the SNCT website; (b) That the proposed amendments to streamline the action log be implemented for the next meeting of the Committee. Management Side Clerk with Joint Secretaries 25 March 2025 25 March 2025 Actioned 11 February 2025 Item 4 Mobile Phone Guidance for Schools That the guidance on the use of mobile phones for schools be agreed, subject to discussed amendments, for soft-launch in Term 4 of this session and fully implemented across all schools from August 2025. Both sides Ongoing 11 February 2025 Item 5 Seesaw That the Joint Secretaries would discuss further and report back, if required, to a future meeting of the JNC. Both sides Ongoing 11 February 2025 Item 6 Printing Procedures/Facilities That testing of printing procedures for the exam process was being carried out at various schools. Both sides Ongoing Page 13 of 42
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11 February 2025 Item 7 Flexible Working (a) That the flexible working policy be discussed by HR with the Joint Secretaries and Children’s Services Management; and (b) That an update be provided to a future meeting of the JNC. Both sides Ongoing 11 February 2025 Item 9 ASN Class Sizes (a) That the matter be discussed further outwith the meeting; and (b) That the Teachers’ Side would raise any specific concerns with the appropriate Education Managers. Both Sides Ongoing Page 14 of 42
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 25 March 2025 Report by Joint Secretary (Management Side) Teacher Booker Supply Booking System 1. Background 1.1. On 22nd April 2025, we will be introducing a new electronic supply booking system within Renfrewshire Schools, called Teacher Booker (TB). We will manage all supply cover bookings for Teachers, Early Learning & Childcare Officers, and Early Learning Support Workers via the new system. What’s Changing? 1.2. We are modernising and improving our current ways of working, by moving away from manual driven processing (examples - email requests from schools to HQ, maintaining contact details and availability via excel files, time consuming texts/phone calls to and from supply staff, time delays for schools filling cover requests, and delays to paying supply staff) to using a digital solution, that is quick and easy to use, provides greater flexibility to manage cover requests at school level, and, provides instant communication to supply staff. The Key Changes 1) Supply staff will have the responsibility to update their own availability within their electronic calendar in Teacher Booker. 2) Once a cover request has been processed and submitted to ‘live’, the system will instantaneously identify any supply matches based on the criteria used e.g. dates, cover reason, subjects etc. The school can then ‘auto’ invite matched supply Teachers to express an interest in covering the position. 3) Once the supply Teacher has been selected, they will receive electronic confirmation of the offer which includes school details, dates of cover, rate of pay, who to report to etc. Please note, that should the absence duration extend past the initial requirement, the school will update the cover request by changing the end date to a later date. The supply Teacher will receive instant electronic notification of any changes. 4) The supply Teacher will be able to see the details of every job they have been assigned to and covered. The system will provide them will their supply teacher record of employment history. Item 4 Page 15 of 42
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5) Supply staff will no longer need to complete a timesheet via Business World, as a timesheet will automatically be created within TB to reflect the cover request. 6) This will still require approval from Budget Manager i.e. Head Teacher (or delegated officer *). At this stage, the timesheet can be amended for example if cover reason has changed, or wrong cost code has been selected. 7) Based on agreed national rules, the system will be set up to pay supply teachers 5.5 hrs for up to 2 days, related to non-class contact time, and 7 hrs thereafter. The Head Teacher (or delegated officer) will have the ability to override the hours paid, should operational circumstances merit the uplift to 7 hrs, e.g. related to planning tasks. * Note: The Senior Service Delivery Officers (SSDOs) supporting ASN/ELCC/PS will be able to approve on behalf of their Heads, which is currently not an option due to hierarchy set up within BW. There will be greater flexibility to respond to budget manager’s absences around payroll deadlines, thus ensuring supply staff get paid on time without delay or the need for manual payment requests being sent to payroll. Once approved, these will be uploaded to Business World for payment. 1.3. There are 4 main role types that we will be used within Renfrewshire, and users may be assigned more than one dependant on their job:- 1) Administrator – initial recruitment of and manages supply pool employee data in line with the starter, leaver, and change processes (Employee Services staff) 2) Poster – can create and manage cover requests (School staff) 3) Approver – can approve and amend supply worker’s timesheets (Heads or approved Delegated Officers) 4) Viewers – run reports only (HR, Finance Partners etc.) 1.4. Any user of the system (operators and supply staff) will require to have a licence. Due to licence costs, schools have been assigned 3 licences each (2 for Standalone ELCCs). During the school holiday periods, in the absence of the HT in the 52 nursery classes, the office staff and business support school’s management team will support with processing cover requests and approving timesheets. We have compared with other councils using the system and Glasgow CC assign 3 licences to each school. They are over 3 times larger than RC and have provided positive feedback. The Planned Timeline Oct 2024 – Feb 2025 – ‘As Is’, ‘To Be’ and Information Gathering & System Build w/c 3rd & 10th Mar – Access to Test System, User Acceptance Testing, and Preparing RC specific Training Guide Page 16 of 42
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w/c 17th Mar – Supply and School staff will receive a warm-up letter providing details of what’s changing and what happens next. Load data files will be transferred for ‘live’ system set up w/c 24th Mar – Validate ‘live’ system and carry out Webinar Training for Supply and School staff w/c 31st Mar– Supply and School staff will receive invitation to create their TB account w/c 7th Apr - Chaser emails for staff who have not activated their account. Noting: it is spring break / easter holiday period w/c 14th Apr – School staff will begin to post jobs to start from Tuesday 22nd April 2025 w/c 21st Apr (Tues 22nd Apr)– ‘Go Live’ for all schools 2. Recommendation 2.1 The JNC is asked to note this report. Page 17 of 42
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 25 March 2025 Report by Joint Secretary (Management Side) Review of Job Sizing Processes 1. Background 1.1 Custom and practice in Renfrewshire Council has been to job size teaching promoted posts at points of vacancy, where a new school is being built, or in response to a personal job sizing review request in line with SNCT terms and conditions. 1.2 Given the predicted changes to school roll figures going forward, to ensure fairness and equity as well as effective stewardship of financial resource, it is vital that we have in place a mechanism to allow for a whole scale review of pay grades for promoted teaching staff in all sectors. 1.3 Accordingly, in collaboration with HR colleagues a draft has been produced encompassing and outlining proposed changes that would allow such a review to take place on a biennial basis. 1.4 The intention to review the job sizing process has been shared with DMT and with the Joint Secretary (Teachers’ side) with whom we will collaborate to seek agreement on the proposed proportionate approach with a view to bringing the finalised revised document to the next JNC meeting. 2. Recommendation 2.1 Note the intention to revise practice within Renfrewshire in respect of job sizing of promoted teaching posts. Item 5 Page 18 of 42
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Issue Number: Issue Date: Review Date: Job Sizing Process For all posts on SNCT terms and conditions This document is available in alternative formats on request. Page 19 of 42
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Job-Sizing: Policy & Procedure – January 2025 CONTENTS Page 1.0 INTRODUCTION Pg 2 2.0 PRINCIPLES Pg 2 3.0 FRAMEWORK Pg 3 4.0 EQUALITY STATEMENT Pg 4 5.0 BACKGROUND INFORMATION Pg 3-4 6.0 JOB-SIZING CO-ORDINATORS Pg 4-5 7.0 JOB-SIZING A VACANT POST Pg 5-6 8.0 POSTHOLDER REQUEST FOR REVIEW Pg 6-7 9.0 COUNCIL INITIATED REVIEW Pg 7 10.0 PROCEDURE FOR RE-SIZING Pg 7-9 11.0 JOB-SIZING A NEW POST Pg 9 12.0 TEMPORARY FUNDING AND JOB-SIZING Pg 9-10 13.0 JOB-SIZING FOR A NEW SCHOOL Pg 10-11 14.0 EDUCATIONAL PSYCHOLOGIST Pg 11 15.0 JOB-SIZING TIMESCALES Pg 11 16.0 JOB-SIZING APPEAL Pg 12 SNCT DOCUMENTS REFERENCED Pg 13 Page 20 of 42
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2 1.0 INTRODUCTION 1.1 Job-sizing is the agreed means by which promoted posts are evaluated for salary purposes in accordance with Teachers’ conditions of service. Renfrewshire Council is committed to ensuring that the application of this policy is consistent, transparent, fair and equitable with respect to pay. Job- sizing is not intended to address issues related to workload or individual performance, but rather assess the role to which an individual is appointed. 1.2 This policy and procedure document defines the principles and process to follow where the size of a post is to be evaluated for the first time, or, in the case of re- sizing, the size is deemed to be no longer appropriate due to permanent measurable qualitative or quantitative changes to the duties and responsibilities to a post or group of posts in a school. Such changes relate to the duties and responsibilities of a post and not to individual work demand or performance. 1.3 This policy and procedure document details the process to be followed when posts are to be evaluated and sets out the circumstances when a re-sizing will be initiated. Re-sizing will be undertaken when the requirements detailed in the SNCT handbook have been met (Part 2: Appendix 2.3, Annex A, Review Criteria). 2.0 PRINCIPLES 2.1 In addition to the process of ‘sizing’ a post being fair and transparent, there are five main principles which are applied when job-sizing: Definition: Duties and responsibilities must be clearly defined such that they are identifiable and easily distinguishable. These jobs must then be part of the job description. Sizing: Job-sizing must be completed for all promoted posts with consistent application across each sector. Job Understanding: Job-sizers must understand the job design process. They must understand the various tasks involved. Concern: Job-sizing must be concerned with the job and not with the person. i.e. it is the job that must be job-sized and not the postholder. Evaluate: Job-sizing must be carried out in accordance with (SNCT) / (JNC) procedures. All persons who are involved in job-sizing are required to act with integrity in the process particularly in those parts of the process which require judgement. Page 21 of 42
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3 3.0 FRAMEWORK 3.1 Job-sizing forms part of the teachers’ conditions of service as agreed by the Scottish Negotiating Committee for Teachers (SNCT). Full account has been taken of SNCT guidance in developing the policy and procedure document. 3.2 The SNCT Handbook of Conditions of Service, Part 2, Appendix 2.2 outlines the process of job-sizing. Annex A contains the job-sizing questionnaire and notes for guidance. Annex B contains the job-size score allocation to grades and spinal point. This information is available from the SNCT website www.snct.org.uk 3.3 The provisions set out in this policy and procedure document are not intended to replace those of the SNCT handbook. 4.0 EQUALITY STATEMENT 4.1 Renfrewshire Council aims to have in place policy documents that meet the diverse needs of our service, population and workforce, ensuring that none are placed at a disadvantage over others. It considers the provisions of the Equality Act 2010 and has been impact assessed in line with the Council’s obligation to comply with the Equality Act 2010 and the Public Sector Equality Duty. 5.0 BACKGROUND INFORMATION 5.1 The job-sizing process starts with the completion of a questionnaire designed to record the main responsibilities of a post under four headings (sections): 2. Leadership, Good Management and Strategic Direction of Colleagues; 3. Responsibility For Curriculum Development and Quality Assurance; 4. Responsibility For Whole School Policy And Implementation; 5. Responsibility For Working with Partners In addition, whole school information, provided by the Council (section 1, of the questionnaire) is used to provide a base score for each post and when taken together through the evaluation process and an output grade is the result. 5.2 Whole school data consists of the school roll, numbers of staff, percentage of pupils registered for free school meals, size of the school budget and the Page 22 of 42
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4 number of pupils for whom dedicated school transport is provided. This information is updated annually following the September census and in June when the School Meals survey is published by the Scottish Government. 5.3 All responsibilities must be permanent and contained within the relevant job description, as agreed through JNC. Any responsibility which is part of a remit for less than 2 years will be excluded for job-sizing purposes. 5.4 Over time there may be significant changes to whole school data and/or responsibilities which may necessitate a job-sizing review to ensure that a post is still sized appropriately with the commensurate salary. The SNCT have agreed the review criteria (Part 2: Appendix 2.3, Annex A, Review Criteria). 5.5 Changes to either whole school information, responsibilities or both will trigger a review of a post being assessed against the SNCT review criteria. If the criteria are met, the post will be subject to re-job-sizing. 5.6 The job-size of a promoted post will be reviewed in the following circumstances. 1. When an existing post becomes vacant and prior to the post being advertised; 2. When a postholder requests a review of their post in the belief that aspects of the whole school information and/or the responsibilities of a post have changed; 3. When the Head of Education believes that aspects of the whole school data and/or the responsibilities of a post/posts merit a review If the criteria are not met then the review is complete and there will be no change to the recorded job-sizing outcome for a post. A review of a post may lead to a full re-sizing of the post. With the exception of when a post is being reviewed due to a vacancy the SNCT have agreed set times when re-sizing should be undertaken. 6.0 JOB-SIZING CO-ORDINATORS 6.1 Job-sizing co-ordinators must have received training directly by the SNCT trainers identified for that purpose. 6.2 Children’s Services will maintain a register of trained job-sizing co-ordinators on both the management and teachers' side. This register will be shared with the SNCT 6.3 Two job-sizing co-ordinators (one management and one teachers' side) will be Page 23 of 42
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5 involved in any one job-sizing/review exercise. 6.4 The role of the job-sizing co-ordinators is to work together to ensure that the job-sizing process is efficient, fair and transparent. They are tasked to: (a) Consider applications for review and using the SNCT review criteria decide whether a re-sizing is necessary; (b) Provide advice and guidance on the completion of the relevant documents; (c) Validate and sign off the questionnaire when satisfied that the details provided are an accurate reflection of the role; (d) Process all data through the Toolkit; (e) Provide written confirmation of the outcome to the postholder/head teacher, copied to Employee Services to be recorded in the employee’s file. 6.5 In the event that the assigned job-sizing co-ordinators are unable to reach agreement on the content of any claim advice will be sought informally from the SNCT Joint Secretaries If there is no agreement the matter will be referred to the SNCT formally for determination. 7.0 JOB-SIZING A VACANT POST 7.1 When it is known that an existing promoted post is to become vacant, the Head Teacher must inform the EM with responsibility for staffing to enable the job-sizing of the post to take place. Job-sizing will be undertaken prior to a post being advertised. A post cannot be advertised until job-sizing has been concluded. 7.2 Only after a post has been job-sized should an online advert request via completion of a Vacant Position Form on Business World be submitted. Page 24 of 42
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6 the exigencies of the service. 8.0 POSTHOLDER REQUEST FOR REVIEW 8.1 Under normal circumstances a post will be reviewed only once in a twelve- month period. 8.2 The SNCT has determined that applications may be submitted for review in June and December of each year. Applications for post reviews must be submitted no later than 31st May for June review or 30th November for December review. If an application is received out with these times, it will be held until the next scheduled diet of reviews. Any request must be based on significant and permanent qualitative change(s) to the level of duties and responsibilities of an individual post or group of posts when assessed against the review criteria. 8.3 Where a substantive postholder believes that there have been significant changes to the whole school data and/or the responsibilities of the post (as permitted by the JNC agreed job description for the post) since the last job- sizing of the post, he/she should in the first instance refer to the SNCT review criteria. 8.4 All changes in whole school data and/or post responsibilities must be accounted for when considering the review criteria. 8.5 Changes are graded - Type A, Type B and Type C - depending on the likely effect they will have on the overall score for a post; One type A change automatically initiates a re-sizing of the post; Two type B or one type B and two type C changes are required to initiate a re-sizing. Four type C changes are required to initiate a re-sizing. 8.6 Some changes only apply to certain posts. This is based on whether or not the particular section of the questionnaire impacts on the size of that type of post. 8.7 If, when assessing the changes against the review criteria, it is thought that the criteria have been met the postholder should discuss this with their Head Teacher. Advice and guidance will be available from the job-sizing co- ordinators. 8.8 The Head Teacher along with the postholder, should sign and submit a completed post review application form (Appendix 2) to enable a review of the post to take place. All information must be provided with supporting documents as required before a review can be initiated. A job-sizing questionnaire should not be submitted until the request to review the post has been accepted by the assigned job-sizing co-ordinators. Page 25 of 42
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7 8.9 The job-sizing co-ordinators will consider the post review application and if they agree that the review criteria have been met, they will inform the postholder and Head Teacher that a re-sizing of the post will be undertaken. It is at this time that a completed job-sizing questionnaire must be completed. 8.10 Consideration will be given, by the job-sizing co-ordinators, to whether changes to the whole school data and/or responsibilities of the post could have a possible impact on the job-size of any other promoted post(s) in the school, which may thus require to be reviewed at the same time. 8.11 If the job-sizing co-ordinators agree that the review criteria have not been met, the postholder will be informed, and they will record their decision on the review paperwork stating clearly their rationale before signing the document. 8.12 All paperwork associated with the review will be held in a digital format and linked to the post and the postholder’s employment record. This should be done via Employee Services. 9.0 COUNCIL INITIATED REVIEW 9.1 The Council may initiate a review of one or more promoted post if there is an indication of a change to the whole school data and/or the responsibilities of a post where there is a likelihood of the review resulting in a change to the job- size score. A Head Teacher can request the Council initiate a review if there is a reallocation of areas of responsibility. 9.2 An biennial desktop exercise will be undertaken by Children’s Service staff and HR to determine whether there has been a category “A” change in the whole school data of any school. School roll data will be taken from the previous year’s September census and free meals entitlement from the Scottish Government’s survey published in June. In circumstances where a category “A” change has occurred a review will be undertaken. 9.3 Any review will be undertaken in partnership with the trade unions and a re- sizing exercise will follow the process detailed in section 10 of this document. Each promoted postholder is required to complete a questionnaire. 9.4 Any resulting change to salary will be implemented on the 1st February the following year. Cash conservation of salary will be applied in accordance with the prevailing SNCT conditions of service. 10.0 PROCEDURE FOR RE-SIZING 10.1 Where it has been agreed by the job-sizing co-ordinators that the review criteria have been met the postholder will be asked to complete and Page 26 of 42
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8 sign a job-sizing questionnaire supplied by the co-ordinators. 10.2 Section 1 of the questionnaire will be populated with the whole school information which will be taken from the review supporting documentation. The whole school information will include: school roll, staffing numbers, free meal registrations, budget and school transport numbers. 10.3 Sections 2-5 of the questionnaire will be completed by the postholder in agreement with their Head Teacher, or in the case of a Head Teacher, the Head of Education or nominee. These sections capture information specific to the remit of the post within the context of the JNC agreed job descriptions relating to: Management and Strategic Direction of Staff; Curriculum Development and Quality Assurance; Implementation of Whole School Policy; Working with Partners. 10.4 The completed questionnaire, should be scanned and emailed to XXX A receipt will be provided for each application received. Only questionnaires received in this way will be validated. 10.5 The co-ordinators will validate entries in the questionnaire and ensure that there has been no double counting of responsibilities. 10.6 Consideration will be given to whether changes to the whole school data and/or responsibilities of the post could have a possible impact on the job-size of any other post in the school, which may thus require to be reviewed at the same time. 10.7 If a questionnaire cannot be validated, the co-ordinators will provide a rationale to the postholder in writing. The co-ordinators may ask for the questionnaire to be resubmitted with additional supporting documents. 10.8 Once validated, the co-ordinators will sign the questionnaire. Only at this point will the entries in the questionnaire be processed using Job-Sizing Toolkit. There are five possible outcomes of a re-sizing exercise: (a) There may be no change to the job-size score, and no change to the salary; (b) There may be an increase in the job-size score, but no change to the salary; (c) There may be an increase in the job-size score, and an increase in salary; (d) There may be a decrease in the job-size score, but no change to the salary; (e) There may be a decrease in the job-size score, and a decrease in salary. 10.9 All paperwork associated with a review will be held in a digital format and Page 27 of 42
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9 linked to the post holder’s employment record by Employee Services 10.10 Any change to salary resulting from a December review and subsequent re- sizing will be effective from 1st February of the following year. Any change to salary resulting from a June review and subsequent re-sizing will be effective from 1st August of the same year. Retrospective payments will not be made. Cash conservation of salary will be applied in accordance with the prevailing SNCT conditions of service. 11.0 JOB-SIZING A NEW POST 11.1 When, following consultation with staff, a new promoted post is to be established the Head Teacher should have an initial discussion with one of the co-ordinators to discuss the role and potential impact on other posts. It will be the responsibility of the Head Teacher, in consultation with their People Adviser to draft a job description if there is no approved description for the post. 11.2 The Head Teacher should complete a questionnaire along with supporting documents. Reference should be made to Appendix 3 and emailed to XXXX and will be acknowledged. Only a questionnaire received in this way will be validated. 12.0 TEMPORARY FUNDING AND JOB-SIZING 12.1 There may be occasions when authority might be given for the creation of additional promoted posts using external funding streams. For example, Pupil Equity Funds. 12.2 When additional promoted posts are being considered there are a number of factors that have to be taken into account: (a) The remits assigned to substantive post holders; (b) No management responsibility can be claimed for staff not funded from core budget; (c) Due to the temporary nature of the funding no responsibility for management of a budget can be delegated to a post; (d) There can be no double counting of remit/responsibilities; (e) Unlikely to be a job-sizing claim in sections 2.1-2.4; 3.2-3.4; 4.1-4.3 of the job-sizing questionnaire. Page 28 of 42
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10 12.3 Due to the temporary nature of such posts, no substantive post holder should be disadvantaged. 12.4 A remit must be provided by the Head Teacher at the time of submission of the job-sizing questionnaire. 12.5 Promoted posts funding using a temporary funding stream will be for a maximum duration of twenty months. It is the responsibility of the Head Teacher to put in place an appropriate plan to manage the transition leading to the discontinuation of the role. This may include the review of the role undertaken by substantive postholders should it be planned to distribute in part or in whole remit of the temporary post to others. Reference should be made section 10. 12.6 Any change to the school’s core management structure brought about by an increase in promoted posts will require an initial review to be undertaken to establish whether there is an impact on other posts. This might arise in a situation where a decision is taken to subsume the remit of a temporary role and create another permanent position. Reference should be made section 11. 13.0 JOB-SIZING FOR A NEW SCHOOL 13.1 When appointments are to be made for a new school the whole school information, for an initial desktop exercise, will be determined using known data for existing schools. Care must be taken to ensure that the data used can be evidenced. 13.2 All promoted posts will be sized initially using the estimated whole school data to determine an indicative salary level for each role. Such an approach will be referred to as a desktop exercise with the final salary level for each post being determined when the new school has been established and the first recorded census information is known. 13.3 The biennial desktop exercise to size each post will be undertaken in partnership with trade union job-sizers and led by the Head of Education or representative, and follow a similar process to that set out in section 10. 13.4 The exercise will be carried out based on comprehensive and up-to-date job descriptions for each role, in consultation with the Head Teacher with guidance from the HR (People Adviser) in which the school will be located, and trade union co-ordinator. The job description will be used to inform the completion of a job-sizing questionnaire for the desktop exercise. 13.5 When the questionnaire has been finalised and the co-ordinators have agreed the content, the information will be entered into the Toolkit to determine the Page 29 of 42
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11 anticipated salary level for the post – desktop exercise outcome. It is this salary that will be used when recruiting for each role. Postholders will be advised that the posts will be formally job-sized after the first recorded Census data – job- size exercise outcome. 13.6 Each role will be job-sized when nationally published data is available for the new school. If job-sizing leads to a change in salary level, from that anticipated because of the desktop exercise, the following action will be taken: 1. If the role has been found to be job-sized with a higher salary than had been anticipated following the desktop exercise, the postholder will receive the higher salary from the date of their appointment; or, 2. If the role has been found to be job-sized with a lower salary than had been anticipated following the desktop exercise, the postholder will be informed that their salary is to be cash conserved from the date of notification of the job-size outcome. Conservation will be in accordance with the prevailing SNCT conditions applicable at the time. 14.0 EDUCATIONAL PSYCHOLOGIST 14.1 The SNCT have made provision for job-sizing Principal and Depute Principal Educational Psychology positions. 14.2 (SNCT Part 2: Appendix 2.4, Annex A). 14.3 Posts will be subject to re-sizing if any change in responsibilities results in a change in the banding in any section of the questionnaire. 15.0 JOB-SIZING TIMESCALES 15.1 When a vacancy is to be job-sized it is anticipated that the outcome will be made known no later than four working weeks after the decision has been taken to size the post. Similarly, this time period will apply when a new post is being sized. 15.2 Requests for a post to be re-sized in accordance with section 8. The postholder will be notified in writing of the outcome of their application with a copy to their Head Teacher no later than eight working weeks following receipt of their request. Where there is a change to the grade level of the post, any change of salary will be effective in accordance with paragraph 10.10 Page 30 of 42
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12 16.0 JOB-SIZING APPEAL 16.1 There is no mechanism to appeal the outcome of the job-sizing of a post unless the postholder is of the view that the process set out in this policy and procedures document has not been followed correctly. 16.2 A postholder wishing to appeal must do so within ten working days of receipt of their outcome letter. The appeal must be in writing to the Head of Education setting out clearly where the perceived omission in the process has been. 16.3 A postholder can choose to be accompanied by a member of a trade union or professional association. The Head of Human Resources or nominee, along with a nominated trade union official, will hear the appeal. The trade union official will not be from the same union/professional association accompanying the postholder. The postholder will be invited to present the appeal. The job-sizing co-ordinators will not attend the appeal hearing. 16.4 The Head of Human Resources or nominee, and a trade union official from the teachers’ side will hear the appeal no later than two months from the date of the submission of the appeal. There are two possible outcomes from an appeal: 1. The appeal is upheld and remitted back to the co-ordinators to re-size; 2. The appeal is not upheld The decision of the appeal hearing will be final and communicated in writing within ten working days. 16.5 A teacher who remains dissatisfied with the outcome can request, via the JNC Joint Secretaries, to have their case submitted to the SNCT Joint Secretaries for their consideration. 16.6 No provision in this policy will prejudice an employee’s rights under the approved Grievance Procedure. Page 31 of 42
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13 SNCT DOCUMENTS REFERENCED IN THIS POLICY & PROCEDURE Handbook of Conditions of Service Part 2: Appendix 2.2 Annex A & Annex B Part 2: Appendix 2.3, Annex A, (Review Criteria) Part 2: Appendix 2.4, Annex A Page 32 of 42
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 25 March 2025 Report by Joint Secretary (Management Side) Seesaw Guidance for Establishments 1. Background 1.1. A request report was submitted by the Joint Secretary (Teachers’ Side) regarding the use of Seesaw and other digital platforms. 1.2. The focus was on the implications for teacher accessibility outside of working hours due to the instant messaging function. Some points raised were: 1.2.1. There is an expectation that learning continues to be shared with parents/carers, impacting teaching and lesson preparation time. 1.2.2. This has led to additional workload and stress for teachers, which is deemed unsustainable. 1.2.3. Despite reminders, parents/carers regularly use Seesaw as a communication method. 1.2.4. There is now an expectation that learning continues to be shared with parents/carers which is impacting teaching and preparation time. 1.2.5. This has led to additional workload and stress for teachers, which is deemed unsuitable. 1.3. A draft guidance for establishments was created by Pam McDowall, Digital Learning Manager. This guidance provides: 1.3.1. A consistent approach across establishments, including the need to agree the procedures for sharing information 1.3.2. Clear guidance on use during working hours 1.3.3. Protocols for parents 1.4. The final draft (attached) was produced for DMT approval prior to being shared with JNCT. Item 6 Page 33 of 42
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2. Recommendation 2.1 The JNCT approve this guidance with a view to it being shared with schools from Term 4 to allow this to be incorporated into their Working Time Agreement for the new session. Page 34 of 42
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Seesaw Guidance for Establishments Overview Seesaw is a learning journal that shares pupil learning and achievements through a safe digital learning platform. Learners can document their learning creatively by periodically adding entries such as photos, videos, drawings and notes to profile the learning they have engaged with in class. Seesaw creates a triangle of communication between families and the establishment, whilst encouraging digital citizenship and showing how to use technology in a safe and creative way. The aim of this guidance is to ensure that all staff, parents and members of our community understand how Seesaw should be used in establishments. Aim and Purpose Seesaw may be used by establishment in Renfrewshire for the following purposes: • To give parents, carers and families’ regular updates about what their child is learning and doing in their establishment, therefore bringing them further into the life of the establishment. • To support and encourage parents, carers and families to discuss their child’s learning with them at home, therefore extending learning opportunities for children. • To compile a record of progress in learning that Early Years practitioners, teachers and learners can use to reflect on what has been achieved and what next steps might be appropriate. Privacy and Access To use Seesaw the following must be in place: • Parental consent must be obtained (see Appendix 1) and a copy of this letter stored appropriately. • If a parent/carer does not consent to the use of Seesaw, this must be recorded and managed by the establishment, ensuring all staff are made aware. • Appropriate photograph consent must be in place and staff should be mindful of this when sharing information on Seesaw and ensure no group photographs are used for these learners. • Personal information or medical information must not be shared through Seesaw. • Staff, parents and carers have a secure log in for Seesaw using the app. Children’s information is not accessible by anyone without a log-in code. • Seesaw’s privacy policy can be found here: https://seesaw.com/privacy-security/ Ways of Working • All staff must ensure that they keep their Seesaw log in codes secure. • Staff must log out of Seesaw when finished. This should be done each time. Page 35 of 42
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• If using a desktop or laptop to access Seesaw, the screen should be locked as soon as they move away from the device. • Staff should only approve posts or comments from parents or pupils in their own class. • All staff should post under their own name to ensure parents can see which member of staff is making the comment. • Only the minimum necessary personal information should be uploaded to Seesaw. Our Expectations Establishments should agree the procedures for sharing information with parents. This should include the number of posts required each week. Staff • Post regularly (as per agreement) a selection of photographs that showcase learning • Approve all comments and posts before they are visible on the learning journal • Ensure your working hours are set up on Seesaw so families are aware of these • Only respond to private messages during agreed working hours Families • Check Seesaw regularly for updates and announcements • Comment positively on any learning experiences which have been shared • Celebrate your child’s successes and encourage the skills that we are building • All pick-up and drop-off, medical information and absences must be reported via the office • Any urgent messages during the day must by made by calling the office • Parents and carers are not permitted to share images shared on Seesaw via any form of social media • Complaints should not be made via Seesaw; please contact the establishment directly by: o Telephoning for a meeting o Writing a letter to request a meeting o Speaking to staff to request a meeting • Please be mindful about when you message and avoid weekends, holidays and late in the evening. The establishment website is the main platform for sharing information and this will always be posted there in the first instance. Page 36 of 42
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Appendix One Seesaw – Our Communication App Parent Consent Seesaw is a learning journal that shares pupil learning and achievements through a safe digital learning platform. Learners can document their learning creatively by periodically adding entries such as photos, videos, drawings and notes to profile the learning they have engaged with in class. Seesaw creates a triangle of communication between families and the establishment, whilst encouraging digital citizenship and showing how to use technology in a safe and creative way. The establishment will also send important messages and reminders using Seesaw. When there are new posts or messages, you'll be notified and can see what's new. You can read more about their privacy promises here: https://web.seesaw.me/privacy. Under an EU law called the General Data Protection Regulation (GDPR), in order for your child to use Seesaw, the school must get your consent. For more information on GDPR, please visit https://ec.europa.eu/info/law/law-topic/dataprotection/reform/rights-citizens. ———————————————————————————————————— When signing up to Seesaw we ask Parents/ Carers to agree to the following guidelines: • Agreed guidelines for accessing and using Seesaw ‘Online Learning Journeys’ • As a parent/carer I agree to: o Check Seesaw regularly for updates and announcements o Comment positively on any learning experiences which have been shared o Celebrate my child’s successes and encourage the skills that we are building o Report all pick-up and drop-off, medical information and absences via the office o Call the office for any urgent messages during the day o Not publish any of my child’s observations, photographs or videos on any social media site. o Understand that my child’s image may be used in another child’s profile if they are engaged in the same activity. o This image will not be shared by the other parent (please see above point) o Keep the login details within my trusted family Speak to a member of staff if I experience any difficulties accessing my child’s learning journey o Complaints should not be made via Seesaw; please contact the establishment directly by: ▪ Telephoning for a meeting ▪ Writing a letter to request a meeting ▪ Speaking to staff to request a meeting o Please be mindful about when you message and avoid weekends, holidays and late in the evening. Page 37 of 42
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I give consent for my child, listed below, to use Seesaw. Student Name: ____________________________ Class:________________________________ Parent Printed Name: _______________________ Parent Signature:_______________________ Establishment Name: Tel: E-mail: Page 38 of 42
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 25 March 2025 Report by Joint Secretary (Teachers’ Side) Violence and Aggression Policy 1. Background The role of Headteachers in facilitating the recording process relating to violence against teachers is central to the successful implementation of the policy. It has come to the attention of the Teachers’ Side that there is an issue with the recording process when a Headteacher is absent, leading to a delay in the application of the protocols designed to protect teachers from further violence and aggression. 2. Recommendation Headteachers to be advised of the protocols to be adopted with regard to the recording of incidents of violence and aggression against teachers whenever a Headteacher is absent. Teachers to be given some form of written acknowledgement that the violent incident form has been submitted to Renfrewshire Council HQ. Item 7 Page 39 of 42
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 25 March 2025 Report by Joint Secretary (Teachers’ Side) Artificial Intelligence 1. Background As the use of Artificial Intelligence (AI) grows in commerce and society, its emerging benefits and costs are regularly being reported. The Scottish Government published “Scotland’s Artificial Intelligence Strategy – Trustworthy, Ethical and Inclusive” in March 2021, which set out the vision for positive use of AI in Scotland. Some secondary schools in Renfrewshire have provided CLPL sessions for teachers with the aim of upskilling staff to harness the power of AI in creating learning & teaching resources. This has been well-received, and many teachers are putting this new learning to good use. However, as learners become more familiar with using AI and uncover its potential, this may lead them to use the technology in potentially questionable ways. One major concern is the use of AI to complete tasks such as homework and, more significantly, certificated assignments. Indeed, the Scottish Qualifications Authority published guidance for teachers in identifying malpractice (see “Authenticating learners’ work – good practice advice for centre staff”). This is helpful, but there is some concern that failure to identify plagiarism, whereby AI has been used in whole or part by a learner, will result in unnecessary blame being placed on the teacher. AI is so advanced that it may be very difficult to detect nuanced plagiarism. 2. Recommendation • Management to acknowledge the above concerns. • Management to promote SQA guidance “Authenticating learners’ work – good practice advice for centre staff” to Renfrewshire secondary schools, and consider investing in further training for teachers to help in the identification and prevention of inappropriate AI use. • The teachers’ side seeks assurances that incidents of plagiarism and/or other inappropriate pupil use of AI in relation to schoolwork will be viewed as the fault of the perpetrator and not the teacher. Item 8 Page 40 of 42
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 25 March 2025 Report by Joint Secretary (Teachers’ Side) EAL and Sensory Support Service Staffing 1. Background Concerns have been expressed to the EIS Secretaries around the staffing quotas in the EAL Service and the Sensory Support Service with a reduction in staffing being intimated in both service areas. There are concerns that the teams will be unable to provide adequate support to children, staff and parents. 2. Recommendation Discussion to take place between the Management and Teachers’ Side around the staffing complements for the EAL and Sensory Support Service and how these adequately meet the needs of the children requiring to use these services. Item 9 Page 41 of 42
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 25 March 2025 Report by Joint Secretary (Teachers’ Side) Early Years Welcome Pack 1. Background The EIS has launched a new book, ‘Mochara Goes to Nursery’ to help welcome young children who are new to Scotland. The story follows Mochara as she arrives in Scotland and gets ready for her first day in nursery. The story focuses on the warm welcome and support she receives from nursery staff and her new friends as she navigates the different surroundings. 2. Recommendation The Teachers’ Side seeks to engage with Management to promote the book as a resource for Renfrewshire nursery and early years staff. Item 10 Page 42 of 42