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AWR - Can someone explain how this new directive will work?

Discussion in 'Supply teaching' started by ninasimone, Nov 29, 2011.

  1. AWR - read about it, heard about it but not totally sure how it affects supply teachers when it comes into force.
    Can anyone shed some light on folks?
  2. AWR - read about it, heard about it but not totally sure how it affects supply teachers when it comes into force.
    Can anyone shed some light on folks?
  3. magic surf bus

    magic surf bus Star commenter

    It may apply to me by February. As far as I understand it, if you work for any part (ie the odd day or days) of twelve continuous term-time weeks in the same teaching (not CS) post in the same school on flat rate, then from week 13 onwards you should be paid to scale.

    It has occurred to me that if your flat rate is actually better than your scale rate then you could lose out, but I'm not sure about that.

    The 12 week counter pauses for school holidays, and 'to scale' may not mean being paid through the LEA and making Teacher Pension contributions. You may simply be paid scale rate by your agency.

    I'm told that AWR compliance by employers will be monitored, and any skulduggery will be followed up, but frankly I'll believe that when/if I see it.

    Interesting times.
  4. Agencies will do all they can to get out of paying it. My agency has already implied that if we aren't doing all the planning then we won't get it. The simplest way to avoid paying it is simply to not give you work for a week so you don't have 12 weeks continuous service.
    Does anyone get a flat rate greater than their scale rate? I am working for approximately £65 a day less than my scale pay.
  5. ...flat rate and there is no chance it'll be any higher thats for sure!!!
    I am working far and away below my scale rate but this is due as we all know to the climate supply teachers currently face....it will interesting to see what will happen after 12 weeks of continuous work....you could be right many agencies/schools will no doubt bend the rules!
  6. My agency was trawling the recruitment fairs last summer. They are looking for ex, PGCE as their pay to scale rate will be far cheaper than paying an M5 teacher like me.
    So I think the new regs will make it worse for higher scale teachers and better for lower scale teachers.
    I would be OK with the rate I am on now which is far less than my M5 rate, However apparently I can't do this either.
    Not good at all, not good at all.
  7. This ill thought out EU directive, supposed to benefit agency workers to give parity with permanent contracted staff i.e. holiday pay, sick leave etc etc is BEING PERVERSELY INTERPRETED BY AGENCIES! Unacceptable and exploitative of employers particularly in a recession...
    One reads that TESCO will be sacking all its Christmas casuals well before they give 12 weeks service! So much for VALUING EMPLOYEE DEDICATION, COMMITMENT AND STICKABILITY?!
    Hays will deregister you after twelve weeks and not even bother to ask you to re-register!

  8. I understand that you are able to opt-out as my agency (which has been great) explained.
    I decided to opt out as it meant that i stood a greater chance of getting longer term supply jobs and am desperate.
  9. ....well, we can see this coming cant we?
    when are hard working, honest and dedicated people going to get a break from all this balls-ox...if its not the agencies, its the schools, if its not one hoop to jumo through, its another....my oh my...what a wonderful world we live in!!!!!!!
  10. magic surf bus

    magic surf bus Star commenter

    M1 on the National pay scale is equivalent to a flat rate of £110. If you're fortunate enough to work for an agency offering above £110 a day you might be disadvantaged but I'm not sure there.

    Regarding breaking into the 12 week 'clock', I'm keeping a wary eye out for the last two days of the Autumn Term, where it's not inconceivable that I could be dropped from working because the kids will just be b*ggering around. Frankly I'm expecting dirty tricks.
  11. Is this really an effective way for them to keep your pay down?? I have worked continuously for my agency at 2-3 days a week since June, except for a suspiciously empty week in October that matched the end of a 12 week section. I have also been asked to be paid by an umbrella company, and having read another thread on this forum, about what a con that all is I am feeling a little less positive towards my agency, I love my agency, and my agent is particularly good. They have got me far more work than I expected, 16 days since the beginning of the term, but it is really quite depressing to think they are really less than professional, and bending the rules to make themselves more money.
  12. Oh I've just read AgencyX's post, just 1 week isn't enough, it has to be at least 6 weeks. Phew, confidence restored. My agent did also mention if I didn't want to be paid by an umbrella company I could stay on PAYE, so maybe I am with the right agency after all.
  13. AgencyX -That is not correct. Nothing is cast in stone until it is tested in court. If you're going to take the trouble to post on here, then at least do these good people the justice of the full story.
    For the sake of completeness:

    1) A Swedish Derogation contract provides a worker with an option to not qualify for equal pay, in exchange for pay between assignments.
    This was specifically mentioned in the latest DfE guidance.
    2) A teacher qualifying for exemption under the premise that teaching is a Profession, is also mentioned in the DfE guidance. Whilst DfE state they their interpretation is that a teacher cannot opt out under this approach, they correctly point out that this it is for the Courts to make an authoritative decision in this.
    3) There is a school of thought that a day to day teacher is not carrying out the same role as a permanent teacher, so their comparator is not the main teaching scale. Does everyone on day-to-day carry out lesson plans, marking, reporting on the attainment ond progress of pupils?

    There is a concern amongst recruiters that more experienced teachers will be priced out of the market when they qualify for AWR pay. The options above could provide a lifeline for someone sat at home willing to work for £130-140 per day, but having qualified for £180 per day with the "school down the road" that they work regularly at under AWR, would no longer be a viable option.

    Many supply teachers on here are complaining of not enough work. What affect will raising pay rates have on that problem, I wonder?

    Link to DfE guidance, released a week or so ago (Nov 2011): http://media.education.gov.uk/assets/files/doc/g/agency%20workers%20regulations%202010%20%20supplementary%20guidance%20relating%20to%20agency%20supply%20teachers.doc
    It's not too lengthy. As many as possible of you should take a look, and share your thoughts and knowledge with each other.
  14. AgencyY - I'm not going to argue with that... we've been given all of this information over the last few weeks but it came with a warning from our superiors that it's all to be ignored (rightly or wrongly)

    1) You can't offer a contract of guaranteed pay to all of your best day to day teachers as there isn't enough confidence in the market on how available the work will continue to be Jan-March next year, a select few possibly but that isn't going to solve the problem for the majority that have struggled throughout this year.
    2) Testing the regulations in court - are you going to be the agency that tests this theory out? It will be months before a genuine test case comes through, and I wouldn't like to assume the courts will rule in favour of paying teachers less than their salaried equivalents having had regs in place since Oct.
    3) You're 100% right in what you are saying as there are differences between the two but giving schools the option of choosing a "proper teacher" or a "partial duty" teacher is just another twist on the existing rise in requests for teachers to do Cover Supervision, again - it's not going to help those struggling on supply because your understanding of what's going on is a rarity amongst agency personnel and the sentiments won't be echoed around the UK.

    You've explained the situation far better than I have (and light years ahead of the majority of comments on here) but I don't think it actually changes my original statement, if you've got a crystal ball that suggests otherwise then you're a very lucky man!

  15. magic surf bus

    magic surf bus Star commenter

    If by 'day to day' you mean someone who just happens to notch up 12 continuous weeks in one school working the odd day in different departments, probably not. If you mean someone working a maternity cover in the same department it's difficult to imagine them not doing those tasks. If lesson materials are prepared for all in advance by the HoD then that's departmental policy, not the supply teacher's deficiency. Even then it's highly likely the supply will have to peruse exam specs, textbooks, and other resources to polish up their subject knowledge in advance of lessons - that's planning in my book.
  16. Well I am doing 5 afternoons at the same school right through til summer and all my lessons are planned for me. I do PPA cover and there is an HLTA who plans for her, me and another teacher on a contract to do the PPA 3days. The 4th is a SENCO release time and the parallel teacher plans that for me and the final afternoon is my subject which I teach on a carousel to KS1 and I have said I will plan as I hate following music plans left by others as a specialist. I do have marking. PPA is PE and PSHE so very little really but Y5/6 topic and french take ages on a thursday to mark and music has very little. I am told by my agency come february I will be paid to scale but I am waiting for the school to realise the increase and suddenly have no work for me. We'll see though.

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