Agenda Document Pack - Renfrewshire Council Joint Negotiating Committee for Teaching Staff - 10/06/2025
Renfrewshire Council · 10 June 2025
Back to Renfrewshire Council Joint Negotiating Committee for Teaching Staff — 10 June 2025 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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04/06/2025 Notice of Meeting and Agenda Renfrewshire Council Joint Negotiating Committee for Teaching Staff Date Time Venue Tuesday, 10 June 2025 14:10 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; K Henry, Head Teacher, St Andrews Academy; J Houston, Head Teacher, Mossvale 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 M Russell, D Tollan, T Millar, Y Murray, C Niven, J Aitken, M McGlynn (all EIS); R Kane(SSTA); L Gibson (NASUWT) and D Campbell (EIS - Adviser to Teachers' Side). Meeting Details This meeting will commence at 2.10pm or at the conclusion of the AGM whichever is the earlier. Agenda Publication Date - 04/06/2025 MARK CONAGHAN Head of Corporate Governance Page 1 of 50
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04/06/2025 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 Page 2 of 50
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04/06/2025 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 25 March 2025. 5 - 9 2 Matters Arising Matters arising from the minute of the previous meeting held on 25 March 2025. 3 Action Log 10 - 17 4 School Holidays Session 2026/27 Report by Joint Secretary (Management Side). 18 - 19 5 Staffing Exercise Update Report by Joint Secretary (Management Side). 20 - 20 6 Council Mandatory Training Update Report by Joint Secretary (Management Side). 21 - 22 7 Review of Job Sizing Processes: Update Report by Joint Secretary (Management Side). 23 - 37 8 Removal of Teacher Exchange Scheme Report by Joint Secretary (Management Side). 38 - 38 9 Flexible Working - Amended Guidance Report by Joint Secretary (Management Side). 39 - 39 10 Gaelic Medium Education Provision in Renfrewshire Report by Joint Secretary (Management Side). 40 - 47 Page 3 of 50
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04/06/2025 11 Learning Estate Presentation by Joint Secretary (Management Side). 12 Teachers in Early Years Settings Report by Joint Secretary (Teachers' Side). 48 - 48 13 Preliminary/Practice Exam Diet Report by Joint Secretary (Teachers' Side). 49 - 49 14 Abuse of Staff Report by Joint Secretary (Teachers' Side). 50 - 50 15 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 2 September 2025. Page 4 of 50
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Minute of Meeting Renfrewshire Council Joint Negotiating Committee for Teaching Staff Date Time Venue Tuesday, 25 March 2025 14:00 Corporate Meeting Room 2, Renfrewshire House, Present Representing Renfrewshire Council Management Councillor E Rodden; Councillor J Paterson; G McLaughlin, Head of Education (Strategy and Improvement), E Henry, Head of Education (Attainment, Inclusion and Wellbeing), K Henry and D Rigmand, both Head Teachers, A Hall and Y Ward, both Education Managers (all Education & Children’s Services); and R Cree, Head of People & Organisational Development, S Fanning, Strategic Lead Partner (Health & Safety) and L Stewart, Operational People Partner (all Finance and Resources). Representing Renfrewshire Council Teaching Staff K Fella, (Joint Secretary), M Russell, J P Tonner, C Niven, B Kelly (all EIS); R Kane (SSTA); L McDermott (NASUWT) and D Thompson, Adviser to Teachers’ Side. In attendance D Cunningham, Committee Services & Licensing Officer and J Barron, Committee Services Officer (both Finance & Resources). Apologies S Bell, Education Manager (Education & Children’s Services); Y Murray and D Tollan (both EIS). 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 5 of 50
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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 Mr J P Tonner would chair this meeting of the Renfrewshire Council Joint Negotiating Committee for Teaching Staff. DECIDED: That Mr J P Tonner chair this meeting of the Renfrewshire Council Joint Negotiating Committee for Teaching Staff. Order of Business It was advised that Item 6 of the Agenda had been withdrawn and would be considered at a future meeting of the Renfrewshire Joint Negotiating Committee for Teaching Staff. 1 Minute of Previous Meeting There was submitted the Minute of the meeting of this Committee held on 11 February 2025. 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 Head of Education (Attainment, Inclusion and Wellbeing) updated the Committee that work remained ongoing to address the issue of access to Standard Circulars. The Joint Secretary (Teachers’ Side) requested that the Management Side prioritise the long-standing items which remained on the action log to enable them to be actioned and removed. This was agreed. DECIDED: (a) That it be agreed that the Management Side would prioritise the long-standing items on the action log to enable these to be actioned and removed; and (b) That otherwise the action log and verbal updates be noted. Page 6 of 50
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4 Teacher Booker Supply Booking System There was submitted a report by the Joint Secretary (Management Side) relative to a new supply cover electronic booking system (Teacher Booker) being introduced within Renfrewshire schools. The report outlined the key changes from the current system and provided the planned timeline to the ‘Go Live” launch date of 22 April 2025 for all schools. DECIDED: That the report be noted. 5 Review of Job Sizing Processes There was submitted a report by the Joint Secretary (Management Side) relative to the revision of job sizing processes for teaching promoted posts. The report outlined the requirement to have a mechanism in place for a whole scale review of pay grades for promoted teaching staff in all sectors and included a draft which encompassed the proposed changes to be reviewed biennially. A Hall, Education Manager, advised that a revised draft version would be brought to a future meeting of the JNC following further collaboration with HR and Teaching colleagues. DECIDED: (a) That it be noted that it was intended to revise the practice of job sizing of promoted teaching posts within Renfrewshire; and (b) That it be agreed that a revised draft version would be brought to a future meeting of the JNC following further collaboration with HR and Teaching colleagues. 6 Violence and Aggression Policy There was submitted a report by the Joint Secretary (Teachers' Side) relative to the procedure for the recording of violence and aggression incidents on Business World (BW) to be implemented in the absence of Head Teachers to mitigate any delay in the application of the required protocols. The Head of Education (Attainment, Inclusion and Wellbeing) and the Strategic Lead Partner (Health & Safety) advised that overall the BW system was working well, that Education Managers regularly discussed incidents and that the progress of incidents could be viewed in the workflow stream. They advised that BW discussions would remain ongoing with the Teachers’ Side outwith the meeting to progress any issues. The Head of Education (Attainment, Inclusion and Wellbeing) advised that the ILearn module was finished and ready to be launched imminently and that she would discuss/preview this with the Joint Secretary (Teachers’ Side) prior to it’s launch. The Teachers’ Side requested that data in respect of violent and aggressive incidents be shared with Members of the JNC. The Strategic Lead Partner (Health & Safety) agreed that this data would be provided to the JNC at every second meeting. DECIDED: (a) That both sides would continue to discuss and progress BW issues outwith the meeting; Page 7 of 50
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(b) That the Head of Education (Attainment, Inclusion and Wellbeing) would preview the launch of the Violence and Aggression ILearn module with the Joint Secretary (Teachers’ Side); and (c) That violence and aggression incident data be provided to the JNC at every second meeting. 7 Artificial Intelligence There was submitted a report by the Joint Secretary (Teachers' Side) relative to the risk of the inappropriate use of Artificial Intelligence(AI) particularly in respect of the completion of homework and more significantly certificated assignments. The Teachers’ Side expressed concern that Teachers may be considered at fault for any such instances and that AI has become so advanced that it may be very difficult to detect plagiarism. The Head of Education (Strategy and Improvement) acknowledged the concerns expressed by the Teachers’ Side and advised that blame would not be attributed to teachers for instances of plagiarism. Y Ward, Education Manager, explained that software such as ‘Turn it in’ had previously been used to assist with the detection of plagiarism but that this was no longer free to use and advised that the SQA would continue to provide guidance on this matter. Councillor Paterson suggested that pupils may not understand why AI could not be utilised in these ways and may view AI as an acceptable tool to assist them. K Henry, Head Teacher, advised that pupils are reminded of the SQA’s stance regarding plagiarism at the start of new school years. DECIDED: (a) That the concerns expressed by the Teachers’ Side be acknowledged; and (b) That the SQA guidance “Authenticating learners’ work – good practice advice for centre staff” be promoted to Renfrewshire Secondary schools. 8 EAL and Sensory Support Service Staffing There was submitted a report by the Joint Secretary (Teachers' Side) relative to reduced staffing quotas in the English as an Additional Language (EAL) and Sensory Support Services. Concern was expressed that these Services would be unable to provide adequate support to children, staff and parents. The Teachers’ Side expressed concern that the resources available were insufficient to accommodate the increasing number of refugee and asylum seeker pupils being admitted into Renfrewshire’s education establishments. The Head of Education (Attainment, Inclusion and Wellbeing) updated the JNC that Scottish Government funding for EAL provision had ceased and that these Services continued to be looked at in terms of efficiencies across the whole Service. Page 8 of 50
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DECIDED: That it be agreed that discussion would take place between the Management and Teachers’ Sides relative to the staffing compliments for the EAL and Sensory Support Services. 9 Early Years Welcome Pack There was submitted a report by the Joint Secretary (Teachers' Side) relative to the launch of a new publication ‘Mochara Goes to Nursery’ to help welcome children new to Scotland. DECIDED: That it be agreed that the publication ‘Mochara Goes to Nursery’ be promoted as a resource for Renfrewshire nursery and early years staff and the literacy team. 10 Date of Next Meeting It was noted that the proposed date of 29 April 2025 for the next meeting of the Renfrewshire Joint Negotiating Committee was not suitable and that the Clerk would discuss this matter further with the Joint Secretaries to agree an alternative date. DECIDED: That the Clerk would discuss this matter further with the Joint Secretaries to agree an alternative meeting date. Page 9 of 50
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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 10 of 50
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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 11 of 50
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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 12 of 50
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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 13 of 50
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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 14 of 50
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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 25 March 2025 Item 3 Action Log (a) That it be agreed that the Management Side would prioritise the long- standing items on the action log to enable these to be actioned and removed. Management Side Ongoing 25 March 2025 Item 5 Review of Job Sizing Processes (b) That it be agreed that a revised draft version would be brought to a future meeting of the JNC following further Management Side Ongoing Page 15 of 50
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collaboration with HR and Teaching colleagues. 25 March 2025 Item 6 Violence and Aggression Policy (a) That both sides would continue to discuss and progress BW issues outwith the meeting; (b) That the Head of Education (Attainment, Inclusion and Wellbeing) would preview the launch of the Violence and Aggression ILearn module with the Joint Secretary (Teachers’ Side); and (c) That violence and aggression incident data be provided to the JNC at every second meeting. Both sides Both Sides Management Side Ongoing 10 June 2025 10 June 2025 25 March 2025 Item 7 Artificial Intelligence (b) That the SQA guidance “Authenticating learners’ work – good practice advice for centre staff” be promoted to Renfrewshire Secondary schools. Management Side Ongoing Page 16 of 50
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25 March 2025 Item 8 EAL and Sensory Support Service Staffing That it be agreed that discussion would take place between the Management and Teachers’ Sides relative to the staffing compliments for the EAL and Sensory Support Services. Both Sides Ongoing 25 March 2025 Item 9 Early Years Welcome Pack That it be agreed that the publication ‘Mochara Goes to Nursery’ be promoted as a resource for Renfrewshire nursery and early years staff and the literacy team. Management Side 10 June 2025 Page 17 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Management Side) School Holidays Session 2026/2027 1. Background 1.1 As you will be aware, the Education and Children’s Services Policy board is asked each year to determine a framework for school holiday arrangements. Attached at Appendix 1 is a holiday pattern that we propose to submit to the August policy board following JNC approval. 1.2 This proposal has been circulated to Head Teachers, Heads of Centre and Parent Council Chairs for their comments / feedback. 1.3 The consultation received 37 responses, 28 were in favour of the proposal and 9 were against the proposal. 1.4 The proposed patterns meet, where possible, the majority of the desirable features which are: • aligning the dates of major holidays with those of neighbouring councils; • providing a two week break at Christmas, including Christmas eve; • providing a mid-term break in February; and • providing a two week school holiday in spring. 2. Recommendation 2.1. Members of the JNC are asked to: • note the contents of this report and the appendix attached; and • agree that the calendar of holidays detailed on appendix 1, be presented to the Education and Children’s Services Policy Board at its meeting in August 2025. Item 4 Page 18 of 50
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Appendix 1 Page 19 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Management Side) Staffing Exercise Update 1. Background The annual staffing exercise, which commences in December each year and is undertaken in order to ensure that sufficient staffing resource is in place within educational establishments across Renfrewshire for the start of session each August, is well underway. Part of the process involves consideration and allocation of various categories of staff prior to recruitment of additional permanent or temporary teaching staff. This includes distribution of the local authority allocation of both primary and secondary newly qualified teachers (NQTs), teachers declared surplus, primary permanent supply, and those who acquire entitlement to permanency under the terms of the JNC20 Policy: Scheme for the Appointment of Temporary Teachers to Permanent Posts. 2. Proposed Primary Fixed Term Recruitment Process – Target Schools To support effective delivery and raising attainment and achievement in a several primary target schools we intend allocating a number of primary teachers on a fixed term temporary basis. These teachers will be secured following an internal to Renfrewshire recruitment process commencing in August, allowing application to be made from our current NQTs who acquire full GTCS registration in June 2025, as well as those presently on our Primary supply list. Secondary schools - corresponding additional resource to secondary schools may take the form of the allocation of a temporary primary teacher to each of the eleven schools. 3. Recommendation Note the current position in relation to the staffing exercise for the commencement of session in August 2025 and proposed fixed term recruitment process and allocation. Item 5 Page 20 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Management Side) Council Mandatory Training Update 1. Background 1.1. This briefing note provides detail on the Council’s mandatory training modules which must be completed by all educational staff. 1.2. The modules cover a range of topics including equalities, data protection and freedom of information and keep everyone safe and compliant in areas which can often be contentious. 1.3. The modules should be completed as part of working time agreements and scheduled as part of in-service days, where possible. This should be managed by the Head of Establishment. 1.4. It is recommended that the following modules are prioritised: • Cyber Security • Introduction to Data Protection • Display Screen Equipment 2. Key Points 2.1. All colleagues must complete the following: • Equality, Diversity and Inclusion Awareness - every three years (25 mins) • Information Governance Annual Refresher – annually (10 mins) • Display Screen Equipment (DSE) - every two years • Living Our Values (60 mins) • Introduction to Data Protection (20 mins) • Information Security Awareness (25 mins) • Cyber Security – annually • Risk Management (30 mins) Item 6 Page 21 of 50
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2.2. Managers (Head Teacher, Depute Head Teachers and Principal Teachers) should also complete the following module: • Introduction to Freedom of Information (FOI) (15 mins) 2.3. For teachers and support staff, the following courses should be covered as part of the annual in-service at the start of the school session: Health and Safety key messages and an overview of Freedom of Information. This information will be provided by the central team. It has been agreed that annual Child Protection training covers key messages in Prevent Duty: Awareness 3. Recommendation 3.1. The Committee is asked to note the contents of the paper. Page 22 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Management Side) Review of Job Sizing Processes: Update 1. Background: A Paper was presented by the Management Side at the last JNC meeting (25 Mar 2025) outlining the intention to collaborate with union colleagues to review and hopefully revise the job sizing process related to promoted teaching posts in Renfrewshire. A draft document was produced and presented as a basis for proposed collaboration and engagement with the Joint Secretaries (Teachers’ side) to agree a finalised draft that we anticipated bringing to the present meeting for ratification. While initial engagement has taken place, it has not yet concluded and thus will continue. A copy of the draft document with revisions agreed thus far is attached. 2. Recommendation Note the intention to further engage to agree a revised process and job sizing document. Item 7 Page 23 of 50
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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. Item 7 Page 24 of 50
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Job-Sizing: Policy & Procedure – January 2025 Contents 1.0 INTRODUCTION .............................................................................................................................................. 2 2.0 PRINCIPLES .................................................................................................................................................... 2 3.0 FRAMEWORK .................................................................................................................................................. 3 4.0 EQUALITY STATEMENT ................................................................................................................................. 3 5.0 BACKGROUND INFORMATION ....................................................................................................................... 3 6.0 JOB-SIZING CO-ORDINATORS ....................................................................................................................... 4 7.0 JOB-SIZING A VACANT POST ......................................................................................................................... 5 8.0 POSTHOLDER REQUEST FOR REVIEW ........................................................................................................ 6 9.0 COUNCIL INITIATED REVIEW ......................................................................................................................... 7 10.0 PROCEDURE FOR RE-SIZING ....................................................................................................................... 7 11.0 JOB-SIZING A NEW POST IN AN EXISTING SCHOOL ................................................................................... 9 12.0 TEMPORARY FUNDING AND JOB-SIZING ..................................................................................................... 9 13.0 JOB-SIZING FOR A NEW SCHOOL ............................................................................................................... 10 14.0 EDUCATIONAL PSYCHOLOGIST .................................................................................................................. 11 15.0 JOB-SIZING TIMESCALES ............................................................................................................................ 11 16.0 JOB-SIZING APPEAL ..................................................................................................................................... 12 SNCT DOCUMENTS REFERENCED IN THIS POLICY & PROCEDURE .............................................................. 13 Page 25 of 50
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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 26 of 50
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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 27 of 50
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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 Temporary changes to role and remit resulting from, for example, acting positions are not subject to a job sizing process. Only permanent changes within the job description of a promoted post will be taken account of for job sizing purposes. 5.4 Over time there may be significant changes to responsibilities and/or whole school data 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 responsibilities, whole school information, 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 responsibilities of a post have changed and/or the whole school information; 3. When the Head of Education believes that aspects of the responsibilities of a post merit a review and/or whole school data 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 28 of 50
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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 relevant senior officer, 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 29 of 50
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6 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 responsibilities or the post and/or whole school data (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 post responsibilities and/or whole school data 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. Page 30 of 50
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7 8.9 Consideration should be given, by the head teacher, as to whether changes to the responsibilities of the post and/or whole school data 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. 8.10 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 A 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. 9.3 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. 9.4 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. 9.5 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 head teacher that the review criteria have been met the postholder will be asked to complete and sign a job-sizing questionnaire. 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 Page 31 of 50
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8 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 responsibilities of the post and/or whole school data 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 32 of 50
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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 IN AN EXISTING SCHOOL 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 and submit to the relevant senior officer. 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 33 of 50
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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 34 of 50
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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 35 of 50
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12 16.0 JOB-SIZING APPEAL 16.1 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. 16.2 A postholder can choose to be accompanied by a member of a trade union or professional association. A Senior Officer 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. 16.3 A Senior Officer 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. 16.4 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. 16.5 No provision in this policy will prejudice an employee’s rights under the approved Grievance Procedure. Page 36 of 50
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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 37 of 50
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2 Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Joint Negotiating Committee On: 10 June 2025 Report by Joint Secretary (Management Side) Removal of Teacher Exchange Scheme 1. Summary 1.1. Renfrewshire’s Teacher Exchange Scheme provides a year-long experience in a different school and is designed to offer non-promoted, permanent teachers the opportunity for professional development, and also to support the Council to build capacity within its teaching workforce. 2. Background 2.1. Renfrewshire Council introduced the Teacher Exchange Scheme beginning school session 2016 – 2017. The scheme is offered annually (with the exception of session 2021-22) with applications due by the end of March each year. 2.2 Since the outset, only 3 successful exchanges have taken place between those who meet the eligibility criteria. 2.2 At JNC on 10 May 2024, it was agreed that we would run the opportunity to participate in the programme one final time. By 30 March 2025, only 4 applications had been received with no viable exchanges possible (due to sector/pointage). 3. Recommendation 3.1 Members are asked to approve the withdrawal of the scheme due to lack of interest amongst eligible teaching staff. Item 8 Page 38 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Management Side)/People & OD Flexible Working – Amended Guidance 1. Background 1.1. The Council’s Flexible Working Policy applies to all employees including teachers, and was revised in 2024. 1.2. In this revision it was agreed that all applications for flexible working should be permanent in the first instance. Any applications on a temporary basis can only be considered in exceptional circumstances. 1.3. The definition of exceptional circumstances has caused some difficulties and inconsistencies of application of the policy. It has been discussed already with EIS and agreed that the absence of guidance for the policy has also caused issues for the Head Teachers and Heads of Centre to manage requests. 2. Recommendation 2.1 It is proposed that separate guidance will be drafted to assist Head Teachers and Heads of Centre to manage requests. 2.2 Requests from 14/8/2025 can be made on a temporary basis for a maximum of 12 months with no requirement for exceptional circumstances, and will be considered in line with the needs of the service and operational viability. The temporary arrangement will not be extended beyond 12 months and a decision should be made as to whether the employee will revert to their substantive hours/work pattern or request to make the amended hours/work pattern a permanent arrangement, subject to the needs of the service and operational viability. 2.3 Any requests already submitted for commencement in August 2025 can be reconsidered as temporary should employees wish to amend a permanent request, and will be considered in line with the needs of the service and operational viability. 2.4 Committee notes this additional separate guidance will be prepared over the summer period. Item 9 Page 39 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Management Side) Gaelic Medium Education Provision in Renfrewshire 1. Background 1.1. The Education (Scotland) Act 2016 places a duty on education authorities to promote and support Gaelic Medium Education (GME) and Gaelic Learner Education (GLE) and establishes a process by which parents can request Gaelic Medium Primary Education (GMPE) from their education authority. 1.2. A strategic planning group has been established to consider plans to further develop GME in Renfrewshire and has identified a short, medium and long- term plan: Short-term Plan - Consider establishing a GME early years provision to support the growth of GMPE in Renfrewshire. - Consider options in relation to establishment location. - Explore staffing and recruitment options. - Engage with the Care Inspectorate to register the GME early years provision. Medium-term Plan - Consider a merged provision for early years and primary on the basis that the demand for Gaelic is likely to increase and will outgrow the existing service at West Primary School. - Consult and engage with partners as appropriate including Education Scotland, Bòrd na Gàidhlig, Comann nam Pàrant, parents/carer and the Scottish Government. - Continue to explore options for secondary GME provision and liaise with parents to support effective transitions for pupils. 2 pupils from our GMPE provision are due to start S1 in August 2027 - a low number when considering establishing provision within Renfrewshire. - Placing requests will be considered by Inverclyde and Glasgow and secondary provision is also currently available in North Lanarkshire and Falkirk. Item 10 Page 40 of 50
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Long-term Plan - Undertake public consultations in relation to GME as appropriate. - Focus on a strategic 10 year plan for GME in Renfrewshire and assess 3- 18 provision. 1.3. Children’s Services is currently exploring opportunities for providing GME training for early years, Primary and secondary colleagues. 1.4. Renfrewshire is aware of the recruitment challenges that will be faced in the implementation of the short- medium- and long-term plan. 2. Recommendation 2.1 JNC to note the contents of this report. Page 41 of 50
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1 To: Education and Children’s Services Policy Board On: 13 March 2025 __________________________________________________________________ Report by: Director of Children’s Services __________________________________________________________________ Heading: Gaelic Medium Education Provision in Renfrewshire __________________________________________________________________ 1. Summary 1.1. The Education (Scotland) Act 2016 places a duty on education authorities to promote and support Gaelic Medium Education (GME) and Gaelic Learner Education (GLE) and establishes a process by which parents can request Gaelic Medium Primary Education (GMPE) from their education authority. 1.2. GMPE is delivered via full immersion. Children experience all learning through the medium of Gaelic in P1-3. Thereafter, immersion continues but from P4, English is introduced. Gaelic remains the predominant language of the classroom. 1.3. Under the legislation and statutory guidance, parents of pre-school children have the right to request an assessment of the need for GMPE from the education authority in which they reside. Any request must be accompanied by evidence of demand for GMPE from parents of other children resident in the same education authority area who will commence primary school in the same year as the specified child. An initial assessment must be completed within 6 weeks. A full assessment allows 10 weeks for the local authority to undertake and report on the exercise. 1.4. On 27 January 2022 the Council received a request from a parent resident in Renfrewshire seeking an assessment of the demand for GMPE and for a composite P1/2 class to be established in August 2022. Due to the timescales involved, a decision was taken not to carry out a full assessment of need but to establish provision for GMPE. 1.5. The first GMPE provision in Renfrewshire opened in August 2022 within West Primary School and welcomed pupils in primaries 1-3. In session 24/25, the provision has extended to primaries 1-5 with 13 pupils. Growing year on year, 9 P1 pupils are registered for session 25/26. Page 42 of 50
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2 1.6. Our GMPE provision is led by the Head Teacher at West Primary School, a Principal Teacher of GME and one class teacher. 1.7. Each year, an application is made to the Scottish Government’s Gaelic Specific Grant Fund and Capital Grant Fund with bids written with a view to embedding, extending and enhancing our existing offer for GME within Renfrewshire. 1.8. Our provision for GMPE was inspected by Education Scotland in April 2023 as part of a wider inspection of West Primary School. Inspectors highlighted a number of strengths including the positive impact of Gaelic on the wider school: ‘Gaelic Medium Education within West Primary School is becoming well established. Children are making good progress in talking Gaelic. For children learning through English, their curriculum is widening through their learning about Gaelic language and culture.’ 1.9. An annual event to promote the availability of GMPE in Renfrewshire has been established and is delivered in partnership with representatives from Bòrd na Gàidhlig and Comann nam Pàrant. 1.10. The Scottish Languages Bill is currently at Stage 3 of the process to determine if it should become an Act. The Bill gives the Gaelic language official status in Scotland and makes changes to the support for the Gaelic language in Scotland. This includes changes in relation to Gaelic education: - providing Scottish Ministers with powers to set standards and produce guidance for local authorities in relation to Gaelic education; - amending the statutory definition of school education; - requiring local authorities to promote Gaelic education; - making various other changes linked to GME including a process for parents to request Gaelic Medium Early Learning & Childcare. __________________________________________________________________ 2. Recommendations 2.1. The Education and Children’s Services Policy Board is requested to: - Note progress to date in relation to Gaelic Medium Primary Education (GMPE) - Approve Children Services officers to explore options in relation to the growth of GMPE within Renfrewshire. This is proposed to be conducted in a phased assessment looking at short, medium and long term, with the objective of developing an expansion of GME provision to early years and secondary in order to provide a 3-18 pathway for Gaelic education. __________________________________________________________________ 3. Background 3.1. The Council’s Gaelic Language Plan (2024 - 2029) includes a commitment to explore opportunities for GME early years and secondary provision during the life of the Plan. Page 43 of 50
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3 3.2. In our consultation 2023 as part of the Children and Young People (Scotland) Act 2014, 23% of respondents expressed an interest in GME as part of their child’s early learning experience. The majority of those who expressed an interest reside in the Erskine area. 3.3. Renfrewshire Council continues to provide transport to children attending GMPE provision outwith Renfrewshire for children in P6 & P7 and young people attending GME secondary provisions in other local authorities. Transport is currently provided to 8 primary pupils attending provisions in Glasgow and Inverclyde. 17 secondary pupils are provided with transport to Glasgow Gaelic School. 71% of these young people live centrally within Renfrewshire, specifically within the Paisley and Renfrew areas. 3.4. The Council’s webpages are currently being updated in relation to GME with a continued focus on highlighting the availability of GMPE within Renfrewshire. 3.5. A working group of Council officers (Children’s Services) and parents of children accessing our GMPE provision has been established with a view to consulting on aspects of the Council’s Gaelic Language Plan (2024 - 2029). 3.6. A strategic planning group has been established to consider plans to further develop GME in Renfrewshire and has identified a short, medium and long- term plan: Short-term Plan - Consider establishing a GME early years provision to support the growth of GMPE in Renfrewshire. - Consider options in relation to establishment location. - Explore staffing and recruitment options. - Engage with the Care Inspectorate to register the GME early years provision. Medium-term Plan - Consider a merged provision for early years and primary on the basis that the demand for Gaelic is likely to increase and will outgrow the existing service at West Primary School. - Consult and engage with partners as appropriate including Education Scotland, Bòrd na Gàidhlig, Comann nam Pàrant, parents/carer and the Scottish Government. - Continue to explore options for secondary GME provision and liaise with parents to support effective transitions for pupils. 2 pupils from our GMPE provision are due to start S1 in August 2027 - a low number when considering establishing provision within Renfrewshire. - Placing requests will be considered by Inverclyde and Glasgow and secondary provision is also currently available in North Lanarkshire and Falkirk. Long-term Plan - Undertake public consultations in relation to GME as appropriate. - Focus on a strategic 10 year plan for GME in Renfrewshire and assess 3- 18 provision. Page 44 of 50
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4 3.7. The Scottish Government provides opportunities for local authorities to apply for Capital Grant funding each year. In December 2023 for financial year 24/25, Scottish Government awarded Renfrewshire £43,000 to undertake works and purchase resources for a new P4-7 GME classroom at West Primary School to support our provision. 3.8. Renfrewshire Council can also apply for Gaelic Specific Grant funding on an annual basis. This also comes from the Scottish Government and is specifically for projects that support the growth and use of Gaelic. Renfrewshire has applied for this for several years but over the past 3 years the council has received: 24/25 £55,000 23/24 £50,000 22/23 £26,449 ______________________________________________________ Implications of this report 1. Financial The forecast total spend on transport to GME provisions in 24/25 is £170,93. £38,126 to West PS £132,808 to Glasgow Gaelic and Whinhill This figure will rise for session 25/26 due to potential increase in transport costs plus the transport for up to 9 additional new P1 pupils into West Primary as the provision grows. 2. HR and Organisational Development There will be a requirement to recruit 2 GME Early Learning practitioners for the new provision. 3. Community/Council Planning Our Renfrewshire is thriving - Children have the best start in life. Working together to improve outcomes - Consultation with the parents involved has been ongoing throughout the process and Scottish Government and Bòrd na Gàidhlig have been fully engaged in supporting the Council through the development of GMPE in Renfrewshire. 4. Legal Page 45 of 50
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5 Renfrewshire Council is complying with the key legislative provision of the Education (Scotland) Act 2016, Gaelic Language (Scotland) Act 2005, the Standard in Scotland’s Schools Act 2000 and the Children and Young People (Scotland) Act 2014. These Acts together provide a framework for children to be educated in accordance with their parents’ wishes. 5. Property/Assets Consider options for GME Early Years Provision, 6. Information Technology N/A 7. Equality and Human Rights The Recommendations contained within this report have been assessed in relation to their impact on equalities and human rights. No negative impacts on equality groups or potential for infringement of individuals’ human rights have been identified arising from the recommendations contained in the report. If required following implementation, the actual impact of the recommendations and the mitigating actions will be reviewed and monitored, and the results of the assessment will be published on the Council’s website. 8. Health and Safety Council Officers will liaise with central teams to ensure policies are adhered to. 9. Procurement None. 10. Risk None. 11. Privacy Impact None. 12. Climate Risk None. 13. Children’s Rights When considering any future GME school provision, the impact this will have on children is a key consideration, and any work will be based around the direct needs of children to allow their education experience to thrive. Whilst children have a right to choose where they wish to attend school in collaboration with their parents, the council will adhere to legal requirements. Article 28 (right to education) Every child has the right to an education. Primary education must be free and different forms of secondary education must be available to every child. Article 29 (goals of education) Education must develop every child’s personality, talents and abilities to the full. It must encourage the child’s respect for human rights, as well as respect for their parents, their own and other cultures, and the environment. Page 46 of 50
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6 14. Cosla Policy Position None. List of Background Papers ‘Gaelic Medium Primary Education Provision in Renfrewshire’ - Report to Education and Children’s Services Policy Board on 9 June 2022. The foregoing background papers will be retained within children’s services for inspection by the public for the prescribed period of four years from the date of the meeting. The contact officer within the service is: Laura McAllister, Education Manager (Curriculum, Learning & Teaching), 07483 361 153, laura.mcallister@renfrewshire.gov.uk. __________________________________________________________________ _ Children’s Services LM Author: Laura McAllister Education Manager - Curriculum, Learning & Teaching laura.mcallister@renfrewshire.gov.uk / 07483 361 153 Page 47 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Teachers’ Side) Teachers in Early Years Settings. 1. Background 1.1 Renfrewshire Council’s decision to remodel the staffing provision within their Early Years settings has led to the removal of GTCS-registered teachers from Renfrewshire nurseries, a decision that will deny children access to a GTCS qualified teacher. 1.2 EIS funded, independent research confirms the importance of maintaining a GTCS registered teacher workforce in all pre-school settings for all children. The findings support the conclusions of previous research that employing the skills and leadership of qualified teachers remains the best way to ensure a quality educational experience in all nursery settings. 1.3 Curriculum for Excellence supports a seamless curricular model spanning the 3 to 18 age range. It is crucial, therefore, that there is an appropriate level of teacher involvement in every nursery setting thereby providing continuity into primary school. 1.4 GTCS registered teachers make a distinctive contribution to the education of all children and to delivering the early interventions that are essential in minimising the impact of poverty on all children’s educational outcomes both within the Early Years and beyond. 2. Recommendation The objections of the Teachers’ Side to the removal of GTCS-registered teachers from Renfrewshire nurseries to be formally noted. Item 12 Page 48 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Teachers’ Side) Preliminary/Practice Exam Diet 1. Background 1.1 Dates for preliminary/practice exams (prelims) form part of secondary school Working Time Agreement discussions and, once agreed, are published in the school calendar. The work that goes into preparing learners for prelims is considerable. Subsequent marking is also a significant task for teachers but is an accepted part of the job. 1.2 However, it is a concern that there is an emerging practice of “second prelims” being delivered across schools which do not appear in the agreed school calendar. These are often very close to the actual SQA exams which causes unnecessary additional stress for learners and teachers. 1.3 The main reason provided for delivering a second round of prelims is to allow for more accurate estimates of learner grades. This is a burdensome and unnecessary task as learners participate in assessments across S3 and S4 which can aid the estimate process. 2. Recommendation Management to note the above report. The teachers’ side calls for an end to unnecessary second rounds of prelims which are not agreed in advance as part of the Working Time Agreement and do not feature in the agreed school calendar. Item 13 Page 49 of 50
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Agenda Item .......... Renfrewshire Joint Negotiating Committee for Teachers To: Renfrewshire Joint Negotiating Committee for Teachers On: 10 June 2025 Report by Joint Secretary (Teachers’ Side) Abuse of Staff 1. Background 1.1 Many teachers give up their own time, outside of school and working hours, to provide extra-curricular activity for learners. These activities are valuable and help to build skills which are often difficult to develop during delivery of the formal curriculum. 1.2 It should be expected that teachers leading such activities will be free from abuse, be it verbal or physical, from parents/carers and/or members of the public. 1.3 It should be acknowledged that teachers delivering extra-curricular activity can often find themselves in positions of risk and should feel reassured that the employer will support them fully should they be on the receiving end of abuse which impacts their mental and/or physical health. 2. Recommendation Management to note the above report. Ensure that abuse of hard-working teaching staff will not be tolerated. Item 14 Page 50 of 50