Pay As You Go Package

The Pay as You Go (PAYGO) HR service package can be purchased alongside the Core HR service package or stand alone.   The PAYGO HR service package is the provision of HR support and advice at a rate per hour, per day or other timeframe.

Pay As You Go

1. Respond to telephone queries.
2. Respond to emails.
3. Attend online meetings 
4. Provide policies, procedures and other documents.
5. Access to learning and development, on a range of HR topics, through the Continuing Professional Development (CPD) learning resources.
6. Access to DBS service through debbiejuddhr’s preferred supplier, currently NEREO.  This is PAYGO and invoices will be sent directly from the supplier, with a discounted admin fee.
7. Access to Occupational Health services

Confidential HR Admin Support 

PAYGO confidential, HR administration service to provide clients with additional ad hoc support.  Examples include:

1. Attendance at HR related meetings, to take notes and draft and distribute these;
2. Administrative advice and support to draft ad-hoc HR letters and projects, as and when required;
3. Adapt djhr model HR policies and procedures to make these bespoke to meet client requirements;
4. Supporting relevant staff with inputting and maintaining personnel information via SIMS (or equivalent) and hard files;
5. Supporting the senior leadership team and line managers in new employee inductions; and
6. Supporting the senior leadership team and line managers with the administration of the performance management system for all staff.

This is not an extensive list and if you feel we can support you with any additional HR administration then please get in touch.  

Recruitment 

1. Draft advertisements for teacher and support staff vacancies for agreement with school/academy, including advice on advert wording, salary banding, pro rata and term time salaries etc
2. Place recruitment advertisements through the most appropriate media (this may incur a cost which would be met by the school/academy).
3. Bespoke school/academy application forms
4. Application forms acknowledged and collected by debbiejuddhr and forwarded to school/academy
5. Face-to-face advice on shortlisting (we can attend shortlisting meetings on site)
6. Production of schedule for the interview day
7. Provision of letters to invite applicants to interview (and follow up)
8. Compiling and sending reference request letters (and follow up)
9. Compiling and sending unsuccessful applicants’ letter
10. Drafting conditional offer letter to successful applicant
11. All paperwork passed to school for personnel records

Disciplinary, Grievance and Absence Management

1. Attend HR case (eg disciplinary, grievance, capability, absence management) meetings, hearings and appeals, to provide advice on compliance with HR best practice, relevant policies and procedures and employment legislation and draft outcome letters and notes.
2. Draft outcome letters for hearings and appeals, including any cease to work or dismissal letter.
3. Review absence management data provided by schools/academies and provide advice on the way forward.
4. Attend strategy meetings where safeguarding allegations have been made against school/academy employees or volunteers.
5. Draft settlement agreements.
6. Liaise with trade union representatives regarding individual cases relating to employee relations issues.
7. Negotiate with trade union representatives regarding proposed settlement agreements.
8. Review and provide feedback using ‘tracked changes’ on the brief for the Investigating Officer.
9. Undertaking the role of Investigating Officer for disciplinary, capability, absence management and grievance cases including drafting investigation reports.
10. Attend a meeting with the Investigating Officer to assist with preparation and process for an investigation.
11. Review and provide feedback using ‘tracked changes’ on Investigating Officer reports.
12. Attend a preliminary meeting with the decision making body prior to a hearing or appeal taking place in order to outline the procedure to be followed.
13. Attend absence management meetings to provide advice on compliance with HR best practice, relevant policies and procedures and employment legislation.
14. Prepare relevant documentation following HR case meetings.
15. Prepare draft document required prior to HR case meetings, hearings and appeals in the context of complex cases.
16. Review and provide feedback using ‘tracked changes’ on draft statements of case prepared for appeal hearing (including appraisal, pay appeal or grading appeal hearings.)
17. Attend HR case meetings, hearings and appeals to take and produce minutes.
18. Prepare outcome letters following HR case meetings.
19. Provide mediation support for the resolution of workplace disputes and grievances

Reward Management in Schools 

A Reward Strategy aims to ensure employees are enthusiastic, positive and happy in the workplace.  It is important to recognise how rewarding staff can be justified and one of the biggest rewards for an individual is to enjoy their work.  Rather than a financial reward there are many other rewards available.

Keeping employees motivated will enhance work, build a positive workplace and deliver an exceptional education to pupils.

debbiejuddjhr offers a face-to-face meeting where we will discuss and analyse internal and external factors to help you produce and maintain a Reward Strategy.  This will take 1-2 hours.

During a meeting, we will discuss Total Rewards:

1. The importance of highlighting rewards available to staff to increase motivation
2. The importance of rewarding staff
3. What rewards can be offered to school support staff and teachers within the conditions of employment of Teachers and
4. Support Staff.
5. How to ensure rewards are managed fairly and respectfully
6. How to collect and present reward intelligence
7. How the school can adopt certain methods to ensure they are an employer of choice

Headteacher Recruitment

We provide an assigned CIPD qualified, Account Manager to provide professional, generalist human resources support and advice over the telephone and by email throughout the process to ensure compliance with Safer Recruitment practices, and that recruitment and equalities legislation and best practice are adhered to.

1. Attend an onsite meeting with full governors to support the governor process to appoint a Headteacher recruitment panel, review the current pay range and agree timescales for the recruitment and selection process.
2. Advise on timeframe for the recruitment and selection process, providing a schedule to be agreed with the recruitment panel.
3. Work with (via virtual meeting(s) the recruitment panel to provide HR support and advice to review/create the job description, person specification and application pack to achieve the greatest application field.
4. Work with (via virtual meeting(s) the recruitment panel to create a vacancy advertisement and schedule for the selection day(s);
5. Work with (via virtual meeting(s) the recruitment panel to provide support and advice to determine an appropriate selection process, including assessment exercises and interview questions and all relevant documentation for the selection process.
6. Placement of job advertisement(s) on North East Jobs. If the advertisement is to be placed on other media, this will be charged at cost.
7. Provide support and advice to create appropriate shortlisting criteria, and provide relevant documentation for the shortlisting process.
8. Work with (via virtual meeting(s) the recruitment panel to provide HR support and advice for shortlisting applicants.
9. Attend the selection day(s) onsite to provide HR support and advice on the process, including the interview.
10. Attend the full governor ratification meeting, if required.
11. Draft conditional offer letter for successful applicant.
12. Provide advice on how selection process paperwork is retained and stored confidentially.

An optional, additional administration service can be provided to:

1. provide an email address for completed application forms;
2. provide anonymised applications forms to the recruitment panel;
3. request, review and verify references; and
4. undertake an online search for shortlisted applicants.

Performance Management and Appraisal

1. Review performance management documentation including evidence provided by each appraisee.
2. Attend pay appeal hearings to provide advice on compliance with HR best practice, relevant policies, procedures and employment legislation.
3. Draft SMART performance management objectives.
4. Mentor line managers in conducting performance management meetings.

Change Management, Redundancy and Redeployment

1. Prepare documentation and attend consultation meetings for proposed school/academy closure/re-organisation programmes.
2. Review and provide feedback using ‘tracked changes’ on draft redundancy consultation letters, and draft redundancy selection criteria.
3. Provide draft business case for proposed school/academy closure/re-organisation programmes.
4. Provide written request for redundancy estimates for affected employees.
5. Provide written request for pension estimates for affected support staff.
6. Undertake individual and joint staff and trade union consultation with school/academy project leader.
7. Undertake relevant trade union consultation on proposed staffing re-structures, TUPE and academisation with school/academy project leader, including attending relevant meetings.
8. Provide draft school/academy staffing structure proposals.
9. Provide draft consultation letters for redundancy process.
10. Provide draft redundancy selection criteria.
11. Attend consultation meetings with staff and/or trade union representatives to support school structure reviews, redundancy, contractual change and TUPE.
12. Attend formal meetings during redundancy processes to provide advice on compliance with HR best practice, relevant policies and procedures and employment legislation.
13. Attend formal meetings during redundancy process to take and produce minutes.
14. Provide draft equality impact assessments.
15. Review and provide feedback using ‘tracked changes’ on draft equality impact assessments.
16. Draft organisational change correspondence, including consultation letters, measures letters for TUPE process, letters of termination and Section 188 letters.
17. Provide advice and where appropriate draft agreements, on trade union recognition for academies.
18. Provide advice and support on collective disputes and industrial action.

For:  Academies, voluntary aided schools and foundation schools, design and implement organisational job evaluation scheme, a bespoke pay structure and/or bespoke terms and conditions for support staff.

HR Audit

1. Undertake an HR audit of school/academy current HR policies, procedures and practices and provide recommendations for improvements.
2. Analyse HR management information/data and provide recommendations for action required.
3. Undertake audit of school personnel files and/or single central record to ensure compliance with Ofsted framework and Keeping Children Safe in Education.

Occupational Health

1. Pre-employment medical questionnaire screening provided through an electronic portal and where relevant, follow up telephone and face-to-face appointments with a medical practitioner, as required.
2. Medical referrals to an appropriate medical practitioner for a medical opinion regarding absence history, return to work or consideration of reasonable adjustments.
3. Statutory health surveillance.
4. Recommendations regarding applications for ill health retirement for members of the Teachers’ Pension Scheme and the Local Government Pension Scheme.
5. Proactive wellbeing promotions and activities.
6. Access to support from a Welfare Officer.