Leeds National Education Union

Below is the complete dataset for Leeds District schools presented in spreadsheet style format.

It is important to note one or two things when viewing the questions and responses where present.

Your National Terms and Conditions are found in the School Teachers’ Pay and Conditions Document (the STPCD or Blue Book), the Conditions of Service for Teachers in England and Wales (the Burgundy Book), and the NJC National Agreement on Pay and Conditions of Service (the Green Book, for Support Staff).

The Teachers Pension Scheme (TPS) is normally contractually incorporated in state school employment contracts. It is a ‘Defined Benefits’ scheme which means not only do you know what you pay in, you also know what you will receive on retirement. Some Independent (private) schools have withdrawn from TPS often putting in place an alternative ‘Defined Contributions’ scheme where you know what you pay in.

Previous Continuous Service is recognised by some new employers when you move from one school to another without a break in employment. When this is so, your previous continuous service is counted should you be involved in a redundancy situation, or you make a claim for occupational Maternity Pay.

Trade Union Recognition Agreements (TURA) are important for a number of reasons. If no agreement is in place, workplace Union Reps may not be allowed paid time off for training or carrying out Union Duties. Most TURAs incorporate setting up a Joint Consultation and Negotiating Committee (JCC or JCNC). Most also include paying in to the Local Authority Facilities Fund.

Where a TURA includes this, regular meetings take place with Employer and Union Representatives via JCC/JCNC where issues can be discussed and hopefully mutually agreed solutions found. Policies are also consulted on here with an aim of seeing the policies being collectively agreed.

Paying into Facilities Agreement (fund) for Local Officers is what allows Leeds Officers to carry out their Union duties on behalf of Members during working hours. Local Officers are Teachers or Support Staff who are seconded to the Union via the Facilities Fund. If an employer does not pay in, Leeds Officers are not allowed to go into schools and carry out duties with employers during the working day.

The presence of NEU Union Reps and NEU H&S Union Reps in the workplace is desirable but a lack of presence is not necessarily a reflection on the employer or workplace. If there are recognised Trade Union Reps on-site, they should be given time to perform their duties.

A key condition of employment when the STPCD does apply is the limit to Directed Time Budget (1265hrs across 195 school days). This should be shared with staff at beginning of year automatically, along with the School calendar of events.

If the question ‘Is there a 'No Probationary Period' for new Teacher staff?’ is ‘Yes’, this means Teachers do NOT undergo a probationary period – if answered ‘No’, then probation applies. This is the same for Support Staff who often do have a probationary period of employment whereas Teachers usually do not.

Support Staff are often employed on Term time only (TTO) contracts. This is an issue the NEU constantly argue against. Some employers though, do pay support staff for more than TTO.

When ECT/NQT induction Programmes are in place, it should mean that posts can be available for newly qualified teachers who need to start and/or complete their induction as Early Careers Teachers (ECTs).

All employers MUST have H&S Policies which are fit for purpose. Some of these will incorporate a Wellbeing Service for staff. Ideally there will be Adult Mental Health First Aider(s) on-site, and should have a Health and safety committee in place at School or Legal Entity level. These should be part of school/academy Improvement Plan.

Many employers are or have developed and applied a Green or ZeroCarbon Action Plan.

Automatic Teacher pay progression is now taking place with many employers, but not all. Where this is so, there is no link with appraisal processes. Some employers have not opted for this approach.

Where teachers do experience difficulties carrying out their duties effectively for whatever reason, good employers will often have Support Plan Protocol with TU representation before entering any formal capability process. This reduces pressure and stress and helps retain staff.

Viewing the table of information

You can view the entire database in a format comparable to a spreadsheet. You can arrange the data A-Z, Z-A on ‘workplace name’ or on ‘score’. You will be able to scroll though the data too.