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"To offer personalised consultancy, training and development across the education sector. Our ethos is that collaboration gets the best results, between our partners, our services and our customers."
"Providing innovation, excellence and expertise to schools and academies across London and the South East."
Templates for Meetings and Lesson Observations
This link takes you to the new NJC Pay scales for 2018/19 and the new 2019/20 (as amended by GLPC on 20th February 2019) which come into effect from 1st April 2019 and incorporate the new assimilation, grading and pay spine arrangements.
This Section contains customised application forms for Support Staff and Teachers, in Community & VC Schools, VA & Foundation Schools, or Academies.
There is also a document detailing a correction to advice provided by The Key regarding Safer Recruitment
In accordance with Safer Recruitment guidance the forms do not ask about criminal convictions etc and refer the applicant to a Self-Disclosure Form.
If you buy into the Octavo HR Employee Relations Package then the template Self-Disclosure Form can be obtained by contacting your HR Consultant or the HR Advice Line. If you purchase your HR support from someone else then you should contact your provider.
This section contains chapters on: Creating a Safer Organisation (Chapter 2a), Recruitment and Selection Procedure and Guidance (Chapter 2b), Preventing Illegal Working (Chapter 2c) and a correction to advice regarding Safer Recruitment that was issued by The Key .
Performance Management is a key process for aligning the work of individuals with the development plans for the whole school.It focuses on both the individual and their performance at work as well as the key issues faced by the school.
A good practice guide for conducting appraisals can be found here.
Separate processes exist for teaching staff and for support staff.
The new Teachers Appraisal Policy can be found here. This policy is based the DfE model and has been developed for use by Croydon schools in discussion with the Teachers Proferssional Associations.
For schools that purchase Octavo Partnebrship’s Employee Relations package amodel teacher appraisal form to compliment the new Teachers Appraisal Policy can be obtained by contacting your HR Consultant.
Guidance on pay progression for NQTs can be found here.
The guidance produced by the Rewards and Incentives Group for The Education (School Teacher Performance Management) (England) Regulations 2006 can be found here.
The new Teachers’ standards from the DfE can be found here.
Further infomation from the DfE regarding the new Teachers’ standards can be found here.
Information from the DfE on how the new Teachers’ standards will be used can be found here.
Myths and facts from the DfE regarding the new Teachers’ standards can be found here.
Following the Employment Based Cost Review, all support staff in Croydon community schools should receive an annual appraisal under the Performance, Development and Competency Scheme (PDCS) or a similar scheme which has objectives, competencies and ratings of performance.Other schools may also choose to use the PDCS scheme.
This area contains the policies in relation to Maternity/Paternity/Adoption leave for Teachers and Support Staff including historical policies and the most recently agreed (July 2019) Maternity/Paternity leave policies as agreed by the Teachers Professional Associations on 10th June 2019.
Welcome to the Payroll Section.This section contains information relating to payroll deadlines and pay scales
All forms relating to Liberata Payroll are available here.
Liberata Payroll Enquiries
For queries relating to changes of hours, changes to terms and conditions and overpayments, you should send an email giving the details of your query, and if possible a contact number on which you can be reached if necessary, to email@example.com . Queries relating to payslips, additional hours claims forms, overtime claims forms, tax and N.I, schools and absence sheets should continue to be directed to Liberata, using the following contact numbers (Liberata Offices):
For payroll queries
Paul Baylis – 020 8603 3335
Mary Rides – 020 8603 3343
Richard Heywood – 020 8603 3340
Ann Smith – 020 8603 3352
If you have any questions regarding these changes, or the new service, please send an e-mail to firstname.lastname@example.org
The Local Government Pensions Scheme is one of the largest public sector pension schemes in the UK. It is a nationwide pension scheme for people working in local government or working for other types of employer participating in the scheme.
Please visit the website where you will find Guides on the Scheme along with forms for administration purposes.
Or contact us at:
London Borough of Croydon Pension Fund
4th Floor, Bernard Weatherill House
8 Mint Walk
Croydon, CR0 1EA
Tele: 020 8760 5768 x 62892
Does your school have a specific training need? Would it be helpful for the whole school staff to learn together about how sickness absence or discretionary leave is managed, or for your leadership group to have an agreed approach to appraisal? These are just some of the training interventions we could offer. Our approach can be tailored to your need – so you may want some consistent input on a topic, or you may prefer to have a facilitated discussion. We would work with you to understand your learning objectives and develop a package to suit you.
Contact your HR Consultant for more details, or alternatively speak to Cathy Brearley.
SAFER RECRUITMENT TRAINING
Dates: 2nd February 2018, 17th April 2018 or 17th September 2018
Time: 9.30am to 4.30pm (lunch provided)
Venue: Octavo Training Suite
Price: £230 per delegate *
For the appointment of school staff there is a statutory requirement for one person on every recruitment panel to have completed safer recruitment training. Our day-long Safer Recruitment Course is the nationally recognised Safer Recruitment Consortium training and is delivered by accredited trainers.
Octavo’s accredited trainers will help you to:
*a discounted rate for schools buying Octavo’s Employee Relations contract is available .
DISCIPLINARY PROCEDURES AND INVESTIGATION SKILLS
Managing a disciplinary or carrying out an investigation can be one of the most stressful things a manager will have to do. This is training for all levels of manager and will help to ensure you are equipped to handle it.
This is a half-day interactive training session, lead by an experienced HR Consultant, that is designed to provide managers with the tools and soft skills needed in order to carry out an investigation or to manage a disciplinary case effectively. The session will include Group discussions and Case studies.
Dates: 15th January 2018, 22nd February 2018, 15th March 2018, 22nd June 2018, 5th October 2018 or *26th November 2018
Time: 9.30am to 12.30pm for all dates, except *26th November 2018 (which is 1.00pm to 4.00pm)
Price: £130 per delegate *
*a discounted rate for schools buying Octavo’s Employee Relations contract is available.
DIFFICULT CONVERSATIONS AND HOW TO MANAGE THEM
A half-day interactive training session, lead by an experienced HR Consultant, that is designed to provide managers with the tools to manage difficult conversations more effectively.
This training is aimed at all levels of manager, from line managers to Senior Leadership Team, within a school setting
Dates: 28th June 2018 (9.30am to 12.30pm) or 1st November 2018 (1.00pm to 4.00pm)
ESSENTIAL PEOPLE MANAGEMENT SKILLS FOR LINE MANAGERS
Managing People well is an integral part of effective leadership. At times, it can be challenging. This course is designed to build up the confidence and knowledge of Employee Relations matters that new or aspiring line managers in schools will find helpful. The training consists of two separate modules, each of which is different and, whilst it is not a requirement, it is strongly recommended that you attend one of each session and that you attend the Module One session before attending the Module Two session.
Module One: Dates and Times
18th January 2018 (9.30am to 12.30pm) or
19th March 2018 (9.30am to 12.30pm) or
4th June 2018 (9.30am to 12.30pm) or
18th June 2018 (1.00pm to 4.00pm) or
14th September 2018 (9.30am to 12.30pm) or
2nd November 2018 (9.30am to 12.30pm)
Module Two: Dates and Times
5th February 2018 (9.30am to 12.30pm) or
23rd March 2018 (9.30am to 12.30pm) or
8th June 2018 (1.00pm to 4.00pm) or
21st June 2018 (1.00pm to 4.00pm) or
14th September 2018 (1.00pm to 4.00pm) or
2nd November 2018 (1.00pm to 4.00pm)
Price: £130 per Module, per delegate *
Welcome to the Safeguarding Section.This section contains guidance on on the Safeguarding Vulnerable Groups Act 2006.
Working Together to Safeguard Children, DfES, 2006 outlined the responsibilities of Local Safeguarding Children Boards (LSCB) and states that one of the “core functions” of LSCBs is to ensure appropriate policies and procedures are in place with regard to the recruitment and supervision of people who work with children.
Chapter 3, 3.25 “by establishing effective policies and procedures, based on national guidance, for checking the suitability of people applying for work with children, and ensuring that the children’s work force is properly supervised, with any concerns acted on appropriately”.
Safe recruitment is central to the safeguarding of children and young people. All organisations which employ staff or volunteers to work with children and young people have a duty to safeguard and promote their welfare. This includes ensuring that the organisation adopts safe recruitment and selection procedures which prevent unsuitable persons from gaining access to children.
The following guidance for LSCB partner agencies is based on current legislation, guidance and best practice and aims to promote consistent practice across the county. It is the responsibility of each agency or organisation, including within the voluntary and community sector, to consider how these principles can be embedded in and applied to their organisation. Where appropriate, this will be in consultation with their personnel or Human Resources advisor or other advisory bodies.
This guidance applies to all adults who have contact with children, young people and vulnerable adults through their work whether in a paid or voluntary capacity. It applies to permanent, temporary and agency staff and to those recruited from overseas. It also applies to staff who do not have direct responsibility for children, but who will have contact with children within the organisation and will be seen as safe and trustworthy and/or have access to confidential and sensitive information e.g. administrative staff, receptionists, caretakers, maintenance workers.
The principles of safe recruitment should also be included in the terms of any contract or service level agreements drawn up between the organisation and contractors or agencies that provide services for, or staff to work with, children and young people. Any service level agreement or contract should contain a safeguarding statement, which makes explicit the standards expected. The agreement should be regularly reviewed.
Safeguarding is Everyone’s Responsibility
Section 11, Children Act 2004, sets out the arrangements for safeguarding and promoting the welfare of children and applies to all key local bodies named under section 11(1) of the Act. One of the key features of these arrangements is ensuring safe recruitment procedures are in place.
Organisations should have a policy statement outlining their commitment to safeguarding and promoting the welfare of children, young people and vulnerable adults, which it is expected ALL staff and volunteers will share. It should convey that robust recruitment and selection procedures are in place to identify and deter people who might abuse children or are otherwise unsuitable for employment. They are to minimise the possibility of children and young people suffering harm from those in a position of trust.
You can download the guidance by using the links in the right-side on this page and then selecting the desired document.
Employers’ Duties to Refer
Employer’s duty to refer to the DBS
Referrals should be made to DBS when an employer or organisation believes a person has caused harm or poses a future risk of harm to vulnerable groups, including children .
An employer or volunteer manager is breaking the law if they knowingly employ someone in a regulated activity with a group from which they are barred from working.
A barred person is breaking the law if they seek, offer or engage in regulated activity with a group from which they are barred from working.
Referrals should be made using the DBS Referral Form, having read the DBS Referral guidance.
The Safeguarding Vulnerable Groups Act 2006 provides the legislative framework to introduce a new scheme based on two barred lists:
These lists will be separate but aligned within the scheme. They will form the means by which the Independent Safeguarding Authority will keep a record of those who will not be permitted to work in regulated activity with children and/or vulnerable adults, or can only work in controlled activity with safeguards.
Therefore the list of automatic barring offences falls into two categories:
i. Automatic barring with no right to make representations – covers specified offences against children and vulnerable adults which indicate an individual poses a risk of harm to children or vulnerable adults in every conceivable case. There is no opportunity for the individual to make representation to the Independent Safeguarding Authority as to why they should not be barred; and
ii. Automatic barring with the right to make representations – covers offences which indicate a very probable risk of harm to children or vulnerable adults but potentially not in absolutely every conceivable case. Therefore it is necessary to provide for an opportunity to make representations.However, the Independent Safeguarding Authority will not remove a bar unless it is satisfied that the individual does not pose a risk of harm to children or vulnerable adults.
As part of the discretionary barring process the Independent Safeguarding Authority will be able to consider a range of information from the police, and referrals from employers and other agencies: offences; evidence of inappropriate behaviour or behaviour which is likely to harm a child or vulnerable adult; or evidence that the individual may harm a child or vulnerable adult.
It will be important for employers and providers to realise that checking an individual’s status in the new scheme alone will not be enough to implement safe recruitment practices. Checking status can inform an employer that an individual is not on a barred list and has not been judged to pose a risk of harm to children or vulnerable adults. However, obtaining appropriate references and speaking to previous employers are just two steps that can also help determine whether an applicant is suitable to work with children or vulnerable adults.
Induction of Newly Qualified Teachers
Octavo Partnership, on behalf of Croydon local authority, uses a ‘paperless’ online system for managing the administration of the induction process for NQTs in England.
The Octavo portal offers an online database that allows Newly Qualified Teachers’ induction process to be managed in one place.The system has been developed to conform to the latest National College of Teaching and Leadership (NCTL) standards, ensuring that your NQTs spend their time learning to teach, rather than filling in paperwork.
The Guidance and Standards that can be downloaded from the links in the left-side menu of this page describes arrangements for every newly qualified teacher to complete a period of induction.
Further advice and guidance can be obtained from Christine Lonsdale on 07920 657797 or email@example.com
This section contains links to generic Job Descriptions for non – office based other support staff roles in schools .
Generic Role Profiles
Generic Role Profiles for Children’s Centres:
IMPORTANT UPDATE – Please note that Liberata Payroll now use their own forms . They can be found in the “Payroll” area of the Resources Section.
The Exit Questionnaire is only available for use by schools that buy into Octavo Partnership’s Exit Process. For details of this process and how to buy into it, please contact the Recruitment and Development Consultant, Christine Lonsdale, viaemail at firstname.lastname@example.org
For those schools that buy into Octavo Partnership’s Employee Relations package, the following forms for use with the Performance, Development and Competency Scheme (PDCS) may be obtained by contacting your HR Consultant. All other schools should contact their HR service provider for assistance.
For those schools that buy into Octavo Partnership’s Employee Relations package, a Teacher Appraisal form canbe obtained by contacting your HR Consultant. All other schools should contact their HR service provider for assistance.
The School Teachers’ Pay & Conditions Document states that determination of the remuneration of a teacher must be made:
When determining the remuneration of a teacher, the relevant body must have regard to its pay policy and to the teacher’s particular post within its staffing structure.
When the relevant body has determined the remuneration of a teacher, it must, at the earliest opportunity – and in any event not later than one month after the determination – ensure that the teacher is notified in writing of that determination of any payments or other financial benefits awarded andof any safeguarded sums to which the teacher is entitled.
This is normally achieved by the School issuing an “Annual Pay Statement” to every teacher.
For schools that buy in to Octavo Partnership’s Employee Relations package, templates of these statements can be obtained by contacting your assigned HR Consultant.