Executive NEUs November 2021

JGS Report

The Executive received a narrative report on the VE:VE campaign:

• Building member agency and transforming the lives of members
• Backed by evidence – TALIS, Skills and Employment Survey, OECD
• Winning small but important successes in schools and across MATs and LAs
• Publicise successes and build member confidence that they can effect change
• Autonomy for reps and school groups on their demands – no prescription
• Supported by campaigning at national level – on economics and pedagogy
• Strategic campaigning on child poverty; funding; assessment and accountability
• Focused national campaigning – demonstrating that we can win; that we build allies and that our wins are visible to members

Notice of a White Paper on education to be published early in the New Year with the JGSs anticipating that it will be underpinned by the Government’s aspiration for a fully-academised/MAT education system. The Union will continue to oppose academisation – currently pursing disputes at St Matthews School, Preston and with the Birmingham Diocese. We will use the opportunity of the White Paper to counter the false rhetoric around academies – such as better performance. The Union has also responded to the consultation on the removal of National School Improvement Grants.

OFSTED

• Spring term launch of campaign to coincide with 30 years of OFSTED
• Linked campaign in Wales around ESTYN
• School leaders demonstrating widespread opposition to the commencement of inspections – Spielman facing criticism at the Academy Show earlier this month; ASCL now saying that headteacher requests for delayed inspections must be honoured
• No evidence that inspectors inspect the right things or make reliable judgements – the NAO report in 2018 concluded that there was no evidence that OFSTED inspections raised school standards
• 75% of parents don’t even bother to read the reports
• Underpinned by the overall message to members – ‘it doesn’t need to be like this’ and it isn’t in other high performing nations in OECD

Pay Campaign

• Framework strategy on Pay Campaign outlined by BNC; publication of STRB remit delayed until 13 December;
• Fine-tuning communications with members, reps and branches
• On-going talks with NASUWT to inform strategy
• Pressure on Government to set remit to fulfil their commitment that starting salary for teachers be £30k within two years; and to maintain differentials for Main Scale and Upper Pay Scale accordingly.
• Member survey following publication of the STRB remit.

Wales

• The Executive welcomed elements of the WAG statement particularly on free school meals and the removal of profit from the supply system but flagged concerns about mention of changes to school day and year about which we await detailed proposals. Kevin Courtney pointed out in his reply to Liz’s question on Wales that an Industrial response may be appropriate depending on members feelings.

The Executive also agreed/noted:

• Elections to remaining vacancies on Executive Committees, OF/NCs, awards panels and delegates to TUC Women’s Conference
• To meet ‘in person’ from January 2022 with facility for members to attend virtually by choice; risk assessment of venue (TUC) to be made available
• Finances – Variance Report reported surplus of £1,731,188; the overall variance for the period (£792,619) was favourable due to expenditure being lower than budgeted. Local Accounts – considerable progress in obtaining local district accounts; Executive members encouraged to chase up outstanding accounts; agreed to begin tender exercise to provide internal audit services.
• Senior Staff Restructure – agreed proposals to create six directorates headed by AGSs; some changes effected following the consultation exercise
• amended Conference Standing Orders
• Implementation of 2021 Conference Resolutions – Autonomy for Districts RWS to provide a report on ways to reinvigorate moribund districts; guidance on payment of honoraria for Channel Islands and Isle of Man; Discussion and Debate in the Union – a proposed Rule Change to the Code of Professional Conduct with the addition of an express provision to protect expressions of opinion;
• Proposed Rule Change – Appendix A to permit an investigation stage for complaints brought by the Officers;  
• Proposed Rule Changes – Conference Delegations and Executive Composition and level of voluntary contribution to NEU Trust Fund
• Regional/Wales Council Levies – average £1.70; supported by activity plans;
• Motions to Annual Conference – on Value Education; Value Educators & OFSTED
• Following consultation, to proceed to establish two districts – Hertfordshire General and North Hertfordshire wef September 2022.
• Judging panel for the national Rep and Officer of the Year Awards and the Nikki Simpson Award
• Supply Members – continue workplan to implement Conference resolution and
• that the online assessor tool in development and the area-based AWR claim pilot(s) should be launched as soon as possible.
• Motions to TUC Equality Conferences – Remove unfair Fitness to Work regulations (to TUC Disabled Workers’ Conferences) and Keep Learning Alive for Women and Girls in Afghanistan and Mothers in prison – the impact on children and young people to TUC Women’s Conference; delegates to TUC Women’s Conference
• Reject acceptance of the LGA pay offers to Soulbury officers and Youth & Community workers, given the rejection of and ongoing negotiations on a similar offer in the NJC for Local Government Services.
• Emergency Motion on Refugees – following the tragic death of at least 27 people in the channel and the condemnation of the coup in Sudan
• Indicative ballot in GDST schools to defend TPS membership – important dispute for members both in fee-paying and maintained sector
• confirmed the existing guidance on Honoraria compliant with the Conference decision

Please note that the decisions from the October Strategy Committees are not included.

Report from Liz McLean – Union Strength strategy Meeting

Chaired by Chris Denson

Membership data (Sian Bassett)– looked at data and trends, including the fact that 83% standard membership (standard plus NQ), 13% support and 4% leadership. Stronger than before the pandemic.

Students- recruitment events getting back to normal with more face to face. Looked at retention of student teachers NQ2- 82% and NQ3-86%. QR codes have been a success and it was queried whether the national account could pay for them to and whether they could be used to promote campaigns.

Organising Forum updates-role descriptions ratified and circulated. Survey of O.F. members disseminated last week so returns still coming in so reviewed in the next meeting.

Equalities review: DSB session led by Karen Carberry and Louise Regan, points, suggestions, and case studies to be put into protocols, re -under representation to further best practice. These will then be referred to the Equalities Committee to ensure that it is right.

Regional & National Awards: Executive members serve on panels by default and the deadline for rep, officer of the year 3rd December. Union Strength elected seven members to form the judging panel for the National Rep and Officer of the Year Awards and the Nikki Simpson Award: Louise Atkinson, Chris Denson, Trish Fay, Louise Lewis, Liz McLean, Dawn Taylor, and Ian Watkinson

Motion to Annual Conference: US proposed that the VE:VE motion is submitted to Conference 2022. It was passed unanimously, and this led to discussion around the importance of reps / officers engaging in the process, the work of reps in Tower Hamlets which is the only district to win a postal ballot for strike action. Invite Alex Kenny to next meeting to talk about organising.

Discussion around Districts / Branches having a strategic plan where it is kept a key prominence and plans shared with regions and should it become an integral part of Reps training in the future.

Moribund districts / branches or those struggling with engagement working with nearby regions e.g., North Wales / Northwest and both Dawn and Ian have offered support.

KS Indicators Reps with multiple roles: more women doing multiple roles, older (56-65 years) and higher proportion ethnic origin provided. It was asked for a further breakdown on density of reps for future meetings.

Training: Data provided with regards to the training programmes that were offered during the pandemic and mainly online. A few were not available in Wales (Building the union during the pandemic, Being a Workplace rep in times of Crisis) and so it was asked if this could be rectified moving forward. It was explained that some of the training was not always replicated in Wales and that some of the data for Wales might not have been provided. Discussion around training being online, hybrid or face to face in the future. Rep’s training events (face to face) over a weekend to develop concrete plans, better engagement, and networking opportunities with other reps.

Pay campaign Key Strategy Indicators: Low level engagement throughout Wales as a whole – 2.7% (ranging from 7.9% to below 1%). Discussions around how to build on low engagement.

Honoraria: Common ground not found between the two committees (US & GPC)-referred to the main Executive meeting where both chairs will put their position to be voted on.

Hertfordshire: Recommendation that it needs to be two Districts was consulted on and there was low level engagement, which it was felt reinforced the need for the split. This will be taking effect from Sept. 2022.

Regional Levies: US proposed that the Executive ratifies the Regional Levies agreed by Regional Councils and supported by the regional costing plans. Wales the only region to put up the levy and US wants to revisit the strategic plans as there wasn’t enough time in the meeting to do this. It was clarified that Executive members from the Regions are involved at all stages of strategic plan and not just in reviewing it once it is drawn up.

Report from Mairead – Union Strength strategy Meeting

Chaired by Mairead Canavan

Following discussion on Report MDA6a on implementation of Annual Conference Resolution “Discussion and Debate in the Union and in Schools” the Committee approves the proposed rules changes to the Code of Professional Conduct as set out in the Report MDA6a.  The Committee recommended to the Executive that the Disciplinary Procedures Working Group continue its work to consider other steps necessary to give effect to the Conference Resolution and to achieve consistency and conformity. The Committee further recommends that the Working Group provide guidance with lists of examples to assist members on definitions of, for example: the difference between “fact” and opinion” and what is meant by “disrepute” or “discredit” to the Union.

Following discussion on Report MDA6b “Disciplinary Rules Appendix A on NDC Rules Changes” the Committee approved the proposed rules changes to Appendix A of Union Rules relating to 3.1 on the National Disciplinary Committee and recommends that the Executive propose them as rule changes to Annual Conference 2022.

The Committee welcomed the Report on TikTok and noted the present unacceptable abuse suffered by many of our members.  Proposals were made to improve guidance to our members including our senior leaders, including on how best to approach the police, situations when our members should not have to teach pupils who have abused them, and action by members collectively to improve school policies on  IT and social media.

The Committee welcomed the Report on the Criminal Injuries Compensation Authority and encouraged proposals to update our guidance on the CICA, and to seek possible improvements to our Member Benefits Personal Accident Policy when it is due for renewal in spring 2022, and to publicise CICA issues and the Accident Policy more widely to our members.

Question for the JGS from Liz McLean

I would like to thank the JGS for their updates and state that I wanted to bring to their attention an urgent situation that has arisen in Wales, out of a mainly positive announcement by the WG.

Earlier this week, there was a significant announcement when Welsh Labour and Plaid Cymru made a Cooperation agreement in which there were numerous massive wins in Education, social care, and health, including:

 • Extending free school meals to all primary school pupils.

 • Expanding free childcare to all two year olds.

 • Focusing on experiences and wellbeing when reforming qualifications, in line with the new curriculum in Wales, and expanding the introduction of made-in-Wales vocational qualifications.

• Working with partners towards a more sustainable system of supply teaching in Wales, which will be a local authority and school led alternative to the current private system.

We obviously welcome all of the afore mentioned proposals and many of the other proposals that were made in social care and health. However, hidden away in all these reforms was a really worrying statement which mentioned that the WG

“aim to reform school term dates to bring them more in line with pattens of family life and employment.”

I would therefore like to ask the JGS, if the WG continue to refuse to negotiate with all of the education unions on the possible changes to school term dates and the school day, how will we be able to protect our members terms and conditions and could this be central to engaging members in the VEVE orientation, in Wales.

JGS response:

KC confirmed that he had been in a meeting with NEU Cymru officials yesterday in which the new cooperation agreement was welcomed and discussed. He agrees that there were some really positives outcomes to come out of the meeting including the extension of free school meals.

KC wanted to focus on the statement linking to changes to Supply educators in Wales and removing profit. He talked about the excellent work of Supply Organisers and Teachers in Wales and emphasized that we need to take this opportunity to push for LA / school-based supply pools and end the exploitation of agencies.

KC finished by focusing on the threat to term times/ holidays and the school day. He emphasized that the unions were in discussions with the W.G. but he wasn’t sure that unions are being listened to. At this stage, W.G. aren’t being clear about what the changes might look like and that this issue will be a useful tool to engage and enrage members in Wales and it might potentially lead to an industrial response.