Questions from Support Staff
Can a teaching assistant, who has a job description which includes cover supervision duties, be redirected from their timetabled duties to provide cover supervision for a whole class group?
The principal purpose of amending the job descriptions of existing support staff to include the provision of cover supervision (following suitable training) is that it provides schools with an appropriate and flexible resource which can respond to unplanned teacher absence. Where there are conflicting demands on the time of a member of support staff the headteacher should decide how the deployment of that person will maximise the benefit to all pupils. However, if a support staff post is partly funded to provide support for a particular pupil they should not be redirected from such individual support duties unless this course of action is judged to provide the most benefit for that pupil.
What will happen to pay differentials if we all change our jobs?
Changes to job descriptions and roles must be the subject of consultation. The issue is not one of pay differentials, but about ensuring that staff are appropriately remunerated and trained for the job they are asked to do. Support staff should seek advice from their union and each LEA will have local agreements on the issues of pay and grading. The NJC for Local Government Services is working on advice to assist local discussions. That advice will incorporate the developments outlined in the National Agreement. The NJC booklet "School Support Staff: The Way Forward" provides useful guidance.
If administrative staff are to be asked to take on new duties, will we be trained to do them?
Anyone asked to take on new jobs is entitled to appropriate training. Most local authorities offer a good range of training programmes for administrative staff, particularly on aspects of ICT.
Where will we all work if the school takes on even more TAs and other administrative staff?
Space is another key resource in schools. Review of its use, to support effective learning, could be a crucial part of the remodelling process. Issues to be considered include provision of both workspace and social space.
My headteacher is changing my job description to reduce the time I spend with children. Do I have to go along with this? Is there anyone I could talk to?
As detailed in WAMG Note 1, "In transferring administrative and clerical tasks to support staff, heads must have regard to the suitability of the task to the member of staff’s current role, the impact on their workload and whether sufficient time is available, or could be freed up; whether additional training is needed and any implications for pay and grading." If you have concerns, a discussion with your line manager would be the best place to start. You may also wish to seek support from your union representative, if you are a union member.
Can I automatically expect a pay rise if I undertake new training?
Salaries are paid for work done and responsibilities undertaken so the short answer to this question is 'No'. There are very few work areas where automatic pay rises are associated with a new qualification or training. However, if you agree to undertake additional duties your job may require a regrading review. If you gain the HLTA status, you would be able to apply for a post at that level in either your own or another school. However, you would not automatically receive a pay rise as a result of gaining the status. If you are thinking of undertaking the HLTA assessment, you should seek advice and support from your headteacher and LEA.
Can I be required to attend meetings of the change team after school?
There is usually plenty of scope for a flexible approach to this situation, to ensure that you are able to contribute to the vital work of the change team. There can be no expectation that members of support staff should work in excess of contracted hours without due compensation. Many schools have managed to arrange for change teams to meet, at least on occasions, in school time or for members to contribute to the work of the team in other ways. Schools may wish to consider giving members of support staff time of in lieu in order to allow them to attend change team meetings.
Who is responsible for looking after my work/life balance?
Your headteacher has a 'duty of care', under Health and Safety legislation, to ensure that you have an appropriate workload. The working time regulations also apply to support staff, so you should not be working more than an average of 48 hours per week. The allocation of new duties to a member of support staff may result in an increase in paid working hours for a part-time member of staff. Alterations to job descriptions and/or working hours should only take place after negotiation. If you have any concerns it would be appropriate to discuss these with either your line manager or headteacher. You may also wish to seek support from your union representative, if you are a union member.