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Redundancy question

Discussion in 'Workplace dilemmas' started by greta444, Jan 12, 2019.

  1. greta444

    greta444 New commenter

    just a quick one, we are facing redundancies in our primary school. Are the governors allowed to specify whether the redundancies should be from ks1 or ks2?
    I suspect they should just identify ‘a teacher’
    Can you advise?
    Thank you
     
  2. Rott Weiler

    Rott Weiler Star commenter Forum guide

    You need to get advice from union on this. There is no 'yes or no' answer to this. It depends how your school is structured. If it is run as 'Infant' and 'Junior' departments and teachers are recruited into one department and stay there then probably you could just look at the teachers in that part of the school.

    More usually teachers are recruited to the school as a whole and are moved around all age groups. in which case I'd think all teachers must be considered. But you need advice from a union official who knows your school.

    In any case in looking at the redundancy criteria school could give less or more importance to one KS or the other in their selection criteria if that was objectively justified.
     
  3. kash645

    kash645 New commenter

    Hi,
    We are going through a similar situation at our Primary school. Unsure as to which part of the process you are at? In our school there was a 6 week ‘consultation ‘ following a business plan which was sent to all staff. Staff could seek advice from unions and HR about redundancy payouts, pensions etc. Governors did identify an SMT, PPA teachers and some scale 3 TA posts to be removed and we were then informed that we also needed to lose 1 teaching member of staff( ideally through voluntary and not compulsory redundancy) . We were all offered meetings with the head, HR and a union rep.
    Good luck. I hope that it is being managed better than it has been at my school.
     
    Lara mfl 05 likes this.
  4. ViolaClef

    ViolaClef Lead commenter

    I am sure @Rott Weiler will be able to advise whether this is relevant, but when I experienced this process at a school some time ago, we were under the impression that it was the most recently employed staff who were the first to be made redundant.
     
  5. Fleecyblanket

    Fleecyblanket New commenter

    You need to look at your redundancy policy.
     
    grumpydogwoman likes this.
  6. mbee1

    mbee1 Occasional commenter

    Surely there should be a skills audit? The days of last in first out should be long gone.
     
  7. Lalad

    Lalad Star commenter

    I'm pretty sure LIFO no longer applies.

    We went through a similar procedure to @kash645 at my school a couple of years ago and all had to complete a skills-based questionnaire, following which we were allocated a certain number of points depending on our answers and other things like appraisals, and disciplinary and attendance records. I believe those selected for the redundancy pool were those with the lowest scores.
     
    Last edited: Jan 12, 2019
  8. Rott Weiler

    Rott Weiler Star commenter Forum guide


    My LA HR recommend against it and I've not personally seen a school use it. It's not automatically illegal but it could be discriminatory. Asking for volunteers then a skills audit is what happens in my LA.

    This is what GOV.UK says, note last sentence:

    Being selected for redundancy

    Your employer should use a fair and objective way of selecting you for redundancy.

    Commonly used methods are:

    • last in, first out (employees with the shortest length of service are selected first)
    • asking for volunteers (self-selection)
    • disciplinary records
    • staff appraisal markings, skills, qualifications and experience
    Your employer can make you redundant without having to follow a selection process if your job no longer exists, for example if:

    • your employer is closing down a whole operation in a company and making all the employees working in it redundant
    • you’re the only employee in your part of the organisation
    Your employer may offer you a different role if one is available.

    If your employer uses ‘last in, first out’, make sure it’s not discrimination, for example if it means only young people are made redundant.
     
  9. grumpydogwoman

    grumpydogwoman Star commenter

    1 Look at the school policy.
    2 It shouldn't be personal.
    3 It is a post that becomes redundant. Not an individual.
    4 So you might have a specialist musician and a specialist PE teacher and decide that the school does not require both. Then the school has to manage how to implement a new timetable with sufficient provision but staff-reduction. And, in that case, there'd be several ways of achieving the objective.
    5 No school wants to do this - unless they have a particularly difficult colleague with whose services they find they can readily dispense with little impact on students.
     
  10. ViolaClef

    ViolaClef Lead commenter

  11. thejudgesscoresarein

    thejudgesscoresarein Established commenter

    Redundancies should be made on the basis if/when a particular job still exists. The governors will usually consult with the HT to decide if a particular role can be made redundant, for example, when there are more teachers employed then there are classes.
    The teachers who are concerned should go through a consultation process.
     

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