Octavo Resources

• Young Person Leaflet
• Parent Leaflet
• Teacher Leaflet

• Bereavement Leaflet for Schools
• Bereavement Leaflet : Primary Schools
• Bereavement Leaflet

• School SLT Staff presentation
• Staff Leaflet

• Going back to school Leaflet : Parent Carer
• Reintegration Leaflet : Teachers
• Social Story : Returning to School (A4)
• Social Story : Returning to School (Screen version)
• Recovery Curriculum : Whole School Presentation

• New Reception Children : Parent Booklet
• Support Starting School

• Child Anxiety Leaflet
• How schools help children cope with the frightening experience of COVID19

These Consultation Request Forms (CRF) are for use by Educational Establishments only

• Appendix A : Service guidelines for consultation September 2021
• Appendix B : Initial Consultation Record Sept 21
• Appendix C : EP referral checklist
• Appendix D : EPS Consultation Request Form Sept 2021
• Appendix E : Record of Strategy Meeting Sept. 2021
• Appendix F : Guidance on what constitutes traded and statutory work 2021
• Appendix G : Record of school visit template Sept 2021
• Appendix H : Full Consultation Record Sept 21
• Appendix I : EP view for Statutory Assessment
• Appendix J : Educational Psychology Service Activities

Induction of Early Career Teachers

• Key Stage Book Recommendations, Spring 2019 (Key stage 1, Lower Keystage 2, Upper Keystage 2)

• Updating Contact Preferences

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 document contains guidance on the retention of documents.

This section provides a model Code of Conduct for School Staff.

Octavo HR Consultancy is available to advice and/or additional support on this for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This section has the link to the agreed Outer London pay scale for 2022/23, which came into effect from 1 April 2022.

• Introduction
• Equalities Statement

Chapter 1 contains the current Model Pay Policy for Schools agreed with TPA in September 2022, which schools may choose to adopt.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

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 .

This chapter contains a new policy and an updated procedure for Induction and Probation for new staff in Schools.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

Performance Management.

This Chapter contains information on rewarding additional duties for school support staff.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This chapter contains guidance on Clerks to Governing Boards

These chapters contain information of Employee Relations and contact details for representatives of the recognised Trade Unions and Professional Associations which were updated in October 2022

These chapters contain guidance on the Capability Procedures.

Chapter 8 relates to Support Staff

Chapter 8a relates to Teachers

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

These Chapters contain information on the School’s Sickness Policy and Procedure for 7 or 9 day triggers.

New – Link to the new Chapter 9a – Ill Health Retirement – Guidance Note for Schools

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This Chapter contains information on the Disciplinary Procedure for all School Staff.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This Chapter provides guidance on the procedure for managing an employee complaint/grievance, including complaints in relation to Dignity At Work or Bullying/Harassment  .

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This Chapter contains guidance on the processes for managing a Reorganisation, Re-structuring or Redundancy situation in a school.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This Chapter contains the Code of Practice on Redeployment for Community and Voluntary Controlled Schools.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

These Chapters contain guidance on retirement.

Chapter 15 relates to Support Staff .

Chapter 15 a relates to Teachers.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This area contains the most recently agreed policies in relation to Maternity/Paternity/Adoption leave for Teachers and Support Staff effective from July 2022.

Chapter 17 relates to Leave Provisions and Chapter 17a provides a Model Discretionary Leave Policy.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This Chapter provides guidance on Fixed Term Employees.

• Chapter 19 - Formal Hearings
• Chapter 19a - Further advice on Formal Hearings

These Chapters contain updated advice on Parental Leave and Shared Parental Leave effective July 2022.

Chapter 21 provides a Parental Leave Policy.

Chapter 21a provides a Shared Parental Leave Policy.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

Chapter 23 is not currently in use.

This Chapter provides guidance on the Performance, Development and Competency Scheme (PDCS).

This Chapter provides guidance on the employment an use of Casual Staff in Schools.

This Chapter provides a Model Flexible Working Policy.

Octavo HR Consultancy is available to provide template letters and/or additional support on these matters for schools that buy into the Employee Relations contract, and also on an ad hoc basis for schools that do not.

This Chapter contains the most up to date Statutory Benefit Rates, with effect from April 2022, in relation to:

Lower Earnings Limit

Statutory Maternity Pay (SMP)

Statutory Paternity Pay (SPP)

Statutory Adoption Pay (SAP)

Statutory Shared Parental Leave Pay (SSPLP)

Maternity Allowance

Redundancy Pay Statutory Gross Weekly Cap

This Chapter provides a Model Social Media Policy for Schools.

Please click on the appropriate icon to open the HR termly newsletter you wish to view.  If you have any questions please contact your HR Provider.

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.

Website: www.croydonpensionscheme.org

Or contact us at:

London Borough of Croydon Pension Fund

Pensions Section

Zone G,

4th Floor, Bernard Weatherill House

8 Mint Walk

Croydon, CR0 1EA

Tele: 020 8760 5768 x 62892

Email: pensions@croydon.gov.uk

Bespoke training for your school

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.

We also run a programme of HR courses that are delivered in our training suites. Details of courses that we are currently offering can be found by clicking on “Courses” on the top  ribbon and then entering HR – Employee Relations in the box marked Search.

• Croydon Model Safeguarding for Schools and Colleges : September 2021
• Croydon's Policy on DBS Checks
• Disclosure form for school volunteers (including Governors)
• DBS Update Service - Employer Guide
• DBS Positive Disclosure School Decision Record Form

• Greater London Provincial Council (GLPC) job evaluation scheme
• GLPC Post Holder Questionnaire (non-teaching staff in schools)
• GLPC Managers Questionnaire (Updated Dec 2017)
• Job Evaluation Results - Head Teachers Briefing Note
• GLPC Appeals Application Form

• How to write a Job Description - April 2007
• How to write a Person Specification - April 2007
• Job Description and Person Specification Schools Template - April 2007
• GLPC Post Holder Questionnaire
• GLPC Manager's Questionnaire

Teaching Assistants Job Descriptions

Throughout August 2019 we have updated the template generic role profiles that were originally reviewed and evaluated under Single Status.  The changes take into account the new pay spinal points for the various grades, and also legislative changes (for example, new data protection legislation and the Public Sector English language requirement).

 The duties described in the templates have not been altered, but if schools wish to amend the generic role profiles, or use different ones, they should contact their HR provider, who will be able to advise on content and the job evaluation process.

Non – office based other support staff roles in schools

Throughout August 2019 we have updated the template generic role profiles that were originally reviewed and evaluated under Single Status.  The changes take into account the new pay spinal points for the various grades, and also legislative changes (for example, new data protection legislation and the Public Sector English language requirement).

 The duties described in the templates have not been altered, but if schools wish to amend the generic role profiles, or use different ones, they should contact their HR provider, who will be able to advise on content and the job evaluation process.

Office-based Support Staff roles in Schools

Throughout August 2019 we have updated the template generic role profiles that were originally reviewed and evaluated under Single Status.  The changes take into account the new pay spinal points for the various grades, and also legislative changes (for example, new data protection legislation and the Public Sector English language requirement).

 The duties described in the templates have not been altered, but if schools wish to amend the generic role profiles, or use different ones, they should contact their HR provider, who will be able to advise on content and the job evaluation process.

Throughout August 2019 we have updated the template generic role profiles that were originally reviewed and evaluated under Single Status. The changes take into account the new pay spinal points for the various grades, and also legislative changes (for example, new data protection legislation and the Public Sector English language requirement).

The duties described in the templates have not been altered, but if schools wish to amend the generic role profiles, or use different ones, they should contact their HR provider, who will be able to advise on content and the job evaluation process.

Caretaking & Cleaning roles in Schools

Throughout August 2019 we have updated the template generic role profiles that were originally reviewed and evaluated under Single Status.  The changes take into account the new pay spinal points for the various grades, and also legislative changes (for example, new data protection legislation and the Public Sector English language requirement).

 The duties described in the templates have not been altered, but if schools wish to amend the generic role profiles, or use different ones, they should contact their HR provider, who will be able to advise on content and the job evaluation process.

• Return To Work Form
• Request for Discretionary Leave Form

Children’s Centre Role Profiles

Throughout August 2019 we have updated the template generic role profiles that were originally reviewed and evaluated under Single Status.  The changes take into account the new pay spinal points for the various grades, and also legislative changes (for example, new data protection legislation and the Public Sector English language requirement).

 The duties described in the templates have not been altered, but if schools wish to amend the generic role profiles, or use different ones, they should contact their HR provider, who will be able to advise on content and the job evaluation process.

• MLP/2022- Maternity Leave & Pay Claim Form
• Request for Adoption Leave Form
• PLP/2022- Request for Paternity Leave/Pay (Birth)
• Request for Paternity Leave/Pay (Adoption)

• Full Time Employees Overtime (PAY SST 01)
• Part Time Employees Additional Hours (PAY SST 02)
• School Caretakers and Site Managers Reporting Sheet (PAY SST 03)- Full timers
• School Caretakers and Site Managers Reporting Sheet (PAY SST 03) - Part timers
• Enhancements (PAY SST 07)
• Teachers Extra Sessions - Monthly (Pay 09)
• Supply Teachers Claim Form - Monthly (Pay 10)
• Home Tutors Claim Form (PAY 03)
• One to One Tutor Claim Form
• Monthly Payroll Claim for Additional Hours - non-teaching staff
• Monthly Payroll - Cover Supervision Claims
• 022 Payroll - Claim for Basic Hours
• Out of school activity payments - support staff
• Out of school activity payments - teachers

• School Staff Induction - Checklist
• Support Staff Probation - First Report
• Support Staff Probation - Final Report

The School Teachers’ Pay & Conditions Document states that determination of the remuneration of a teacher must be made:

1. annually with effect from 1 September ;
2. whenever a teacher takes up a new post (including taking up a post in the leadership group, or the duties assigned to a teacher paid on the pay range for leading practitioners) on a date other than that stated in the school’s pay policy for the annual salary determination, with effect from the teacher taking up that post;
3. where a teacher becomes entitled to be paid on the upper pay range; or
4. at any other time when a change falls to be made to a teacher’s salary in any circumstances provided for in the School Teachers’ Pay & Conditions Document.

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.

This section contains the latest Equality Analysis Form (formerly known as Equality Impact Assessment) and Guidance on the use of Equality Analysis, both of which were updated in February 2019.

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 .

• Pupil Premium Maintaining and Updating 2019-20
• Preparing for the School Workforce census 2019