budget workshops 16-19 january 2012. purpose of workshop update on delegated funding for 2012- 2013....

BUDGET WORKSHOPS

16-19 January 2012

Purpose of Workshop

• Update on Delegated Funding for 2012-2013.

• Preparation of Curriculum and Staffing Audits.

• Guidance on Staff Redundancies.• Support for Financial Planning.• Input from Finance, CASS & Human

Resources.

DE Letter- 24 November 2011

• Key points:– Challenging financial environment,

– Robust financial leadership,

– High level budget information,

– Estimated AWPU based on existing CFF,

– Essential Board liaises with schools,

– Revisit SDP and associated financial plan,

– Balanced budget, reduced costs,

– Board responsibility to minimise deficit risk.

LMSPROPOSED AGGREGATED SCHOOLS BUDGET FOR NEXT THREE YEARS

Current Year Final Planned

2011-12

2012-13 2013-14 2014-15

ASB Amount £m

1,125.7 1,093.3 1,098.0 1,063.8

Year-On-Year Change: £m

0 (32.4) 4.7 (34.3)

Cumulative Change: - £122m

0 (32.4) (27.7) (61.9)

Year-On-Year Change: %

0 (2.9%) 0.4% (3.1%)

LMSPROPOSED AGE WEIGHTED PUPIL UNIT FOR NEXT THREE YEARS

Actual Estimated

2011-12

2012-13 2013-14 2014-15

Year-On-Year Change: 0 -£100 -£20 -£100

Year-On-Year Change: %

0 -5% -1% -5%

AWPU Cash Value

£2,041 £1,941 £1,921 £1,821

LMSREVISED AGGREGATED SCHOOLS BUDGET FOR NEXT THREE YEARS

Current Year Final Planned

2011-12

2012-13 2013-14 2014-15

Original ASB Amount £m

1,125.7 1,093.3 1,098.0 1,063.8

Increased Year-On-Year Change: £120m

0 +30.0 +15.0 +75.0

Revised ASB Amount £m

1,125.7 1,123.3 1,113.0 1,138.8

Cumulative Change: - £2m

0 (2.4) (12.7) 13.1

Year-On-Year Change: 0 (2.4) (10.3) 25.8

LMSSector Status AWPU

Weighting2012-13 2012-13

AWPU Reduction 1.00 -£100 -£21

Nursery School Full-Time 1.452 -£145 -£31

Nursery Unit Full-Time 1.350 -£135 -£28

Primary Yr. 1 - 7 1.060 -£106 -£22

Post-Primary Yr. 8 - 12 1.680 -£168 -£35

Yr. 13 - 14 2.180 -£218 -£46

CFF Funding 2011-12Sector October

2010 (WTE)

AWPUs2011-12

Potential Reduction in

AWPU Funding

Nursery 624 978 -£20,538

Primary 27,446 29,630 -£622,230

Secondary 13,609 23,823 -£500,283

Grammar 2,441 4,428 -£92,988

TOTAL 44,120 58,859 -£1,236,039

Non-AWPU FactorsPupil Nos Floor Area

Average Teachers' Salaries

Sector Averages

WELB Validation

WELB Validation

DE Determination

DE Determination

AWPU √ Premises √ √ √ Small Schools Primary Min =100; Max = 300 √ √ Post-Primary Min =200; Max = 550 √ √ Primary Principals Release √ √ Foundation √ Teachers Salary Protection Factor √ Targetting Social Need √ √ Irish Medium √ √

Census 2011Sector October

2011 (WTE)

October 2010

(WTE)

Variance

Nursery 628 624 4

Primary 27,442 27,446 -4

Secondary 13,093 13,609 -516

Grammar 2,715 2,441 274

TOTAL 43,878 44,120 -242

Enrolment TrendYear Northern Ireland Western Board %

1989 25,831 4,786 18.5%

2004 22,318 3,734 16.7%

2010 25,315 4,184 16.5%

LMS• Chief Executive letter – 1 December 2011.

– CFF estimate – data not validated.

• CFO letter – 8 December 2011.– Revised Three-Year plan illustration.

• Review all costs;– Staffing levels– Non-staff Costs

• Reduction in Entitlement Framework.• Viability Audit – 16 January 2011.

Ministerial Announcement• Letter to Chairs 16 January 2012• £120m over three years.• AWPU reduced:

– 2010-11 = £2,056

– 2011-12 = £2,041

– 2012-13 = £2,021

– 2013-14 = £1,981

– 2014-15 = £2,011

Teacher Reductions

• Historically, review of teaching complement based on census projections.

• Pupil / Teacher Ratios will increase.• Affordability.• Financial Viability.• Approved carry-overs;

– Surplus/Deficit < 5% or £75k

Preparation of Curriculum and Staffing Audits

GOOD PRACTICE

ANNUAL CURRICULUM AUDIT

• School Development Plan – 3 year overview

• Communication

• Curriculum Plan/ Model

CURRICULUM PLAN/ MODEL• Statutory requirements – ref 12.1 a & b of Statutory Order

http://www.deni.gov.uk/22-ppa-final_draft_education_bill_23_november_2005.pdf

• Pupil teacher ratio across all key stages and areas of the curriculum• Class sizes• Class sizes in practical subjects (Post Primary – DE Circular 2004/05,

issued 12 March 2004 – http://www.deni.gov.uk/class_sizes_in_practical_subjects_circular_2004_5.pdf

• Teacher contact hours http://www.deni.gov.uk/dc1987-30.pdf

BOG to agree and ratify Curriculum Plan/ Model

ANNUAL STAFFING AUDIT• Update information held on each teacher to

include eg - qualifications (including accompanying certificates)

- length of service – in current school and in total- posts of responsibility held - subjects taught including level – currently and previously- subjects qualified to teach including level- subjects which you could offer including level

Each teacher to sign and date updated profile, Principal to countersign and keep on file.

REDUNDANCY PROCEDURE

TEACHING & NON TEACHING

JANUARY 2012


Before beginning ensure:•Curriculum Audit has been completed •Staffing Audit has been completed•Cognisance is taken of any recent ETI reports and School Development Plan


FIRST BOG MINUTES SHOULD INCLUDE:• Record of all present• Decision to reduce staff • Reason for proposed reductions• Clarification on position of temporary staff• Number and descriptions of employees• The current staffing• Agree composition of Staffing and Appeals

Committees


FIRST BOG MINUTES SHOULD INCLUDE:•Criteria•Method of Selection including the Curricular areas/Units of Redundancy•Agree dates for letters to staff and Trade Unions and consultation meeting•Staffing Committee will meet to consult with Trade Unions and to select staff for redundancy•Nominated staff will be afforded facility of meeting to make representations (oral and/or written)

REDUNDANCY PROCEDURENotification to Unions

– Date for Consultation Meeting– Details of current staffing, proposed reduction unit

of redundancy and method of selection

Notification to Employees– Informing of the proposal to reduce staff– Inviting expressions :

(a) in measures to avoid redundancy

(b) of interest in voluntary redundancy– Details of current staffing, proposed reduction unit

of redundancy and method of selection

TEACHING CRITERIA – SELECTION OF

VOLUNTEERS• Requirement to maintain the

effectiveness and efficiency of the service through the retention of suitably qualified and skilled staff

• Most cost effective for the school in consultation with the Compensating Authority

• All else equal, random selection

TEACHING COMPULSORY SELECTION

Criteria can be set within the following areas:•Statutory requirement for curriculum delivery and teachers contribution to it

•Special roles undertaken in school which cannot be easily replaced

TEACHINGCOMPULSORY SELECTION

• Total Teaching Experience in the school Where the application of criterion TTEITS

(staff with least service) identifies a teacher

whose skills and experience are required to

meet the curricular and/or management

needs, the teacher will be excluded from

redundancy selection and the criterion will

be applied to the remaining teachers within

the curricular area identified

CONSULTATION WITH UNIONS

• Meet with TU Reps • Listen to representations and provide

clarification where necessary• Respond in writing to any representations

made


Voluntary Redundancy• Consider application(s)• Apply the criteria for voluntary selection• Inform applicants in writing of decision• Inform WELB if redundancy is being granted


Compulsory Redundancy• Apply criteria to unit(s)of redundancy/curricular

areas• Inform nominated employee(s) of their

contemplated redundancy• Invite to meeting with Staffing Committee to

discuss the matter• Advise of the right to be accompanied by union

representative or colleague


MEETING WITH STAFFING COMMITTEE• Hear representations relating to contemplated

redundancy• Following meeting - reach final decision• Notify employee of outcome in writing

– giving right of appeal to the Appeals Committee of BOG

– advising of arrangements for appeal and their right to be accompanied


EMPLOYEE APPEAL• Appeals Committee hear representations• Following meeting - reach final decision• Notify employee of outcome in writing

– giving right of appeal to a Labour Relations Agency Panel

– advising that appeal must be lodged within 5 working days


EMPLOYEE APPEAL• LRA Panel• Prepare a submission supporting the BOG decision for

the redundancy• Following LRA Panel’s decision, where BOG decision is

upheld, BOG notifies WELB to dismiss employee• WELB HR – issues termination letter

NON TEACHINGCRITERIA – VOLUNTARY

SELECTION

• Requirement to maintain the effectiveness and efficiency of the service through the retention of suitably skilled staff

• Least cost to public purse• In the unlikely event of all else being equal,

random selection will be applied

NON TEACHINGCRITERIA –

COMPULSORY SELECTION• In the event that there are insufficient or unsuitable

volunteers, the following criteria will be applied and scored in accordance with the Procedure

- Relevant qualifications/skills

- Relevant experience

- Specific expertise

• The member of staff with the lowest score will be selected for redundancy

• In the event of equal scores, least cost will be applied

• Where this does not identify a candidate random selection/selection interview should be arranged

NON TEACHING PROCEDURE

Voluntary Redundancy•Consider applications•Select volunteer based on agreed criteria•Inform applicants in writing of decision•Inform WELB if redundancy is being granted


Compulsory Redundancy•Apply criteria to units of redundancy•Notify nominated employees of their contemplated termination•Invite to meet with Staffing Committee•Advise of right to be accompanied by Union representative or colleague


EMPLOYEE CONSULTATION•Staffing Committee will hear representations from employee

•Following meeting reach final decision

•Notify employee of outcome in writing including their right to make representations to an Appeals Committee

•Where appeal is lodged, the Appeals Committee will meet with employee and hear representations – reach final decision

•Where decision to proceed employee is advised of right of appeal to LRA – to be lodged within 5 working days


EMPLOYEE APPEAL•LRA Panel•Prepare submission supporting BOG decision for the redundancy•Following LRA Panel’s decision, where BOG decision is upheld, notify WELB to dismiss employee

CFF Budget 2012-2013

• CFF Budget - w/c 30 January 2012• Financial Plans – 30 March 2012• Review teaching complement.• Cost all staff.• Arrange Governors’ meetings.• Approved carry-overs;

– Surplus/Deficit < 5% or £75k

• Affordability.

Open Forum

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budget workshops 16-19 january 2012. purpose of workshop update on delegated funding for 2012- 2013....

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