Below you will find the relevant answers regarding the workforce during the COVID-19 outbreak.
If you have any questions regarding the information on this page, please call the HR Advice Line on 01452 425888 option 3 or email hradviceline@gloucestershire.gov.uk.
If your agency / support staff member has a consistent role then we are advising they should be paid if they are unable to work. However government guidance states schools should remain open, so you should be able to use this member of staff to continue provision (if appropriate).
If the agency / support staff member is used inconsistently to cover sickness absence then you do not have to pay them during this time.
If your agency / support staff member has a consistent role then we are advising they should be paid if they are unable to work. However government guidance states schools should remain open, so you should be able to use this member of staff to continue provision (if appropriate).
If the agency / support staff member is used inconsistently to cover sickness absence then you do not have to pay them during this time.
If some schools are experiencing high demand for places, or severe staff shortages, GCC will coordinate support from other schools in the area.
Schools are expected to be flexible and work together where required.
If some schools are experiencing high demand for places, or severe staff shortages, GCC will coordinate support from other schools in the area.
Schools are expected to be flexible and work together where required.
Staff may be asked to work in different locations to help maintain the required provision during this challenging period. All those working in schools should be flexible when considering whether to make or agree to such requests.
Whether an individual can be required to work in an alternative setting will depend on their individual contract of employment. Speak to you HR provider if you have any questions around this.
Teachers and other school staff will continue to be paid as normal, regardless of where they are working.
Staff may be asked to work in different locations to help maintain the required provision during this challenging period. All those working in schools should be flexible when considering whether to make or agree to such requests.
Whether an individual can be required to work in an alternative setting will depend on their individual contract of employment. Speak to you HR provider if you have any questions around this.
Teachers and other school staff will continue to be paid as normal, regardless of where they are working.
Where members of the school workforce are already engaging in regulated activity, and already have the appropriate DBS check, there is no expectation that a new DBS check should be obtained for them to temporarily move to another setting to support the care of children.
The type of setting on the DBS check for example, a specific category of school, is not a barrier. The school the staff members are moving to should risk assess as they would for a volunteer. See paragraphs 167 to 172 of Keeping Children Safe In Education (KCSIE).
Where members of the school workforce are already engaging in regulated activity, and already have the appropriate DBS check, there is no expectation that a new DBS check should be obtained for them to temporarily move to another setting to support the care of children.
The type of setting on the DBS check for example, a specific category of school, is not a barrier. The school the staff members are moving to should risk assess as they would for a volunteer. See paragraphs 167 to 172 of Keeping Children Safe In Education (KCSIE).
School staff should continue to support the education of pupils, and wider work of the school, in appropriate ways agreed with their school leadership team. School leaders should be mindful of staff wellbeing and practical circumstances when designing these arrangements.
Please read the following document dependent on your situation:
School staff should continue to support the education of pupils, and wider work of the school, in appropriate ways agreed with their school leadership team. School leaders should be mindful of staff wellbeing and practical circumstances when designing these arrangements.
Please read the following document dependent on your situation:
DBS-checked volunteers may be used to support the work of the school, as would usually be the case.
It is important that they are properly supported and given appropriate roles.
DBS-checked volunteers may be used to support the work of the school, as would usually be the case.
It is important that they are properly supported and given appropriate roles.
We are regularly updating advice and FAQs on Schoolsnet as the situation rapidly changes.
The updates and advice are sent to all schools. Schoolsnet advice is accessible by school management, who will need to then advise staff appropriately.
We are regularly updating advice and FAQs on Schoolsnet as the situation rapidly changes.
The updates and advice are sent to all schools. Schoolsnet advice is accessible by school management, who will need to then advise staff appropriately.
Whilst GCC will not be making a contribution towards the increased costs that employees might be incurring for increased working at home for Local Authority maintained schools, the government have a scheme which will enable employees to claim tax relief for increased costs.
Please visit the Government relief for employees working from home page. Employees will need to either claim for it during their self assessment, or if they do not
complete an on-line self assessment via the Government Gateway, they can complete a Government P87 form.
Whilst GCC will not be making a contribution towards the increased costs that employees might be incurring for increased working at home for Local Authority maintained schools, the government have a scheme which will enable employees to claim tax relief for increased costs.
Please visit the Government relief for employees working from home page. Employees will need to either claim for it during their self assessment, or if they do not
complete an on-line self assessment via the Government Gateway, they can complete a Government P87 form.
The optimal scenario for any school providing care for children is to have a trained DSL or deputy available on site. Where this is not possible, schools should either arrange for a trained DSL or deputy from the school to be available to be contacted via phone or online video (for example working from home) or share trained DSLs or deputies with other schools.
You can find further advice on DSL arrangements is in the Government’s safeguarding guidance.
The optimal scenario for any school providing care for children is to have a trained DSL or deputy available on site. Where this is not possible, schools should either arrange for a trained DSL or deputy from the school to be available to be contacted via phone or online video (for example working from home) or share trained DSLs or deputies with other schools.
You can find further advice on DSL arrangements is in the Government’s safeguarding guidance.
Staff from overseas who have immigration concerns should follow Government guidance about visas and immigration.
Staff from overseas who have questions about travelling during the COVID-19 outbreak should follow Government guidance for education staff.
Staff from overseas who have immigration concerns should follow Government guidance about visas and immigration.
Staff from overseas who have questions about travelling during the COVID-19 outbreak should follow Government guidance for education staff.
Yes, maintained schools must continue to adhere to the School Teachers Pay and Conditions Document (STPCD), which includes the requirement to ensure that all pay progression for teachers is linked to performance management.
Schools should use their discretion and take pragmatic steps, consistent with the Education (School Teachers’ Appraisal) (England) Regulations 2012 to adapt performance management and appraisal arrangements to take account of the current circumstances. For example, by basing performance on the period schools were open and adjusting, if necessary, for expected trajectory had there been no closures.
While appraisals are not mandatory for support staff, we recommend that you have a performance management and appraisal procedure in place for support staff.
Appraisals and performance management should continue for support staff, taking into account the current circumstances.
Yes, maintained schools must continue to adhere to the School Teachers Pay and Conditions Document (STPCD), which includes the requirement to ensure that all pay progression for teachers is linked to performance management.
Schools should use their discretion and take pragmatic steps, consistent with the Education (School Teachers’ Appraisal) (England) Regulations 2012 to adapt performance management and appraisal arrangements to take account of the current circumstances. For example, by basing performance on the period schools were open and adjusting, if necessary, for expected trajectory had there been no closures.
While appraisals are not mandatory for support staff, we recommend that you have a performance management and appraisal procedure in place for support staff.
Appraisals and performance management should continue for support staff, taking into account the current circumstances.