succession planning and recruitment recruitment strategies to maintain staff numbers. Develop the learning workforce capacity across all sectors This risk relates to broad support given to the workforce to meet identified development needs, and offer career long professional learning. Deliver the regenerating learning programme This risk relates to the creation of learning environments fit to deliver the ambitious improvement agenda, and to develop a range of learning and teaching approaches. Deliver the 'Scotland's Workforce Programme This risk relates to the delivery of skills for learning, life and work through the Career Education standard, and the percentage of our young people moving into positive destinations. Develop the Parental Involvement Strategy in all sectors This risk concerns the involvement of the parent and carer bodies in the decision making process of the education establishments in WDC. Develop the use of performance information to support school improvement This risk is concerned with reviewing how data is used to drive school improvement and embedding effective systems and processes to collect, analyse and use performance information systematically. Appendix 1: Structure Chart
Appendix 2 - Action Plan 2017-18 1 Social Mission Objective Action End Date Assigned to Improve life chances for children and young people (SO) Deliver Year 3 of the Scottish Raising Attainment Challenge June 2018 Julie McGrogan Deliver the Year’s agenda June 2018 Claire Cusick Deliver the authority’s duties in relation to GIRFEC June 2018 Claire Cusick Develop literacy, numeracy and health and wellbeing within the curriculum June 2018 Julie McGrogan Implement broad-ranging school improvement to raise attainment and achievement June 2018 Julie McGrogan Develop effective leadership to drive improvement June 2018 Matthew Boyle Design and implement WDC’s strategy for assessment in schools June 2018 Julie McGrogan Develop the Parental Involvement Strategy in all sectors June 2018 Shona Crawford Develop the use of performance information to support school improvement June 2018 Andrew Brown Deliver our regenerating learning programme June 2018 Andrew Design and deliver strategies for succession planning and recruitment June 2018 Matthew Boyle Develop the learning workforce capacity across all sectors June 2018 Matthew Boyle Deliver year one of Equity Funding June 2018 Andrew Brown Improve economic growth and employability (SO) Deliver the Scotland’s Workforce programme June 2018 Andrew Strong corporate governance (RO) Implement proposed changes to school governance arrangements June 2018 Laura Mason Appendix 3: Performance Indicators 2017/18 The following performance indicators will be integrated in the Action Plan (Appendix 2) and monitored, managed and reported in accordance with the Performance Management Framework. Action Performance Indicator Deliver Year 3 of the Scottish Raising Percentage of primary schools with revised approach to CAR Average Standard Age in GL Reading Tests of P3 pupils Average Standard Age Score in GL Reading Tests of P5 pupils
1. Summary of the Key Priorities/Issues and Resource Implications The workforce implications of the action plan have been considered as part of Delivery planning process and a Workforce Plan has been developed providing full details of the training and resource implications of all Strategic Area priorities focusing on: Scottish Attainment Challenge Ongoing review of all Services and Improvement Developing the Young Workforce Review of ASN and Early Years provision Attendance Management Leadership Development and Recruitment Schools Estate Program The below provides details of priorities or issues, which will happen and conclude during the current financial year and their implications. Priority/ Issues Resource or Skill implication Action required Cost / Saving Lead Officer Comments / update Restructures Review of Pupil support within the secondary sector This was a commitment in line with the secondary school dispute. There is a requirement to monitor and review the pupil support function and the implementation of named person legislation 2 secondments are supported centrally to undertake this work Andrew / Mathew Boyle Ongoing – meetings have been a help involving the PT pupil support – issues are also gathered from HT. Support Forum chaired by SEO. Trade unions have been involved. Teachers Workload reduction measures. This was an existing commitment which was further supported through the secondary school dispute. Action plan / continuation of working groups supporting appropriate 1 secondment to support this initiative and networks etc. Matthew In place. David Byars, the Curriculum Support Networks and this is working well.
resources to address this issue Have changes the LNCT agreement developing training for HT on the WTA. presentation with trade unions and management on WTA as part of the BGE meeting on 25th April 2017. Review of Early Years and 1140 hours implementation (2016-2020) To implement the Early Years strategy will involve extensive recruitment, training to obtain the numbers required in managers and Early Years Practitioners. We also require a leadership development framework. Staff movement will be appropriately managed though SWITCH policy Increase in management positions – succession plan and development framework Increased Modern Apprenticeship opportunities – skills academy There is additional funding from SG to support this expansion – full details available in the Early Years strategy update and relevant committee papers. Claire Cusick Ongoing – Early Years strategy Implementation group established following committee approval of the strategy. Increasing opportunities for individuals to qualify in the early Years area to assist future staffing in this area. Supporting Modern Apprenticeships and focusing on attracting employees to WDC through advertising and closer work with colleges to meet the needs of future years The development of 2 ESO posts and review of
management structures in Early Years. – complete Restructure ongoing with matching and interview framework being developed in conjunction with the unions A route and branch review of services to support children and young people. (network support, ASN, etc) will be a completely revised structure, new job descriptions, relocation Staff movement will be appropriately managed though SWITCH policy To be confirmed and will contribute to 4% savings target Claire Cusick Ongoing Continue to develop central secondments This has provided an opportunity for officers to work centrally and develop their knowledge and skills. This has also assisted the central pool of expertise - using secondments to utilise expertise for short term projects Current requirements are reviewed on an on-going basis and opportunities are advertised through normal internal processes. Julie McGrogan Framework in place and ongoing Scottish Attainment challenge Continue to support the projects already approved. This initiative has emerging opportunities across the sectors Projects scoped out and bids placed for additional resources Julie McGrogan Phase one and two plans have been approved by Scottish Government. PEF plans currently being established.
Developing the Young Workforce This has implications for employability and skills service, education and partnership working Developing this framework within the council 2 secondments are supported centrally to undertake this work Andrew / Susie Byrne Employed staff within schools (PT post). DYW. Working with our corporate partners to align recruitment opportunities for MA’s across the council. Recruitment and Retention Continue to improve Recruitment process for both teachers and support staff More effective recruitment, improving the calibre of and reputation of the authority as an employer of choice. More efficient and effective use of senior management within the Teachers recruitment process. on the success of assessment centres within Head Teacher recruitment to inform other recruitment practices. Develop further the success of Learning Community approaches to interviews. National Working Groups and Partnership working with authorities McAlister Ongoing – Assessment Centres for Primary and Secondary Senior posts embedded and now developing Assessment Centres within the Early Years process. Supporting recruitment of teacher posts into the denominational sector WDC are experiencing difficulties in filling teaching in the denominational sector. This is a trend reflected in other authorities Working with the catholic church to promote the Teaching Certificate and supporting teachers to Supporting the costs of courses Linda McAlister Ongoing – working with the Archdiocese. In the process of securing places on the certificate for catholic Teaching
complete this course. Supporting transfers as appropriate. Address the difficulties WDC are experiencing recruiting HT in the primary sector Last year there were a number of HT vacancies unfilled. While this has improved on previous years we still have resourcing difficulties. Age profile – 40% of Primary head Teachers over 55. We must have succession plans to ensure appropriate staffing over coming years. Increase the number of places on the HT training programme. Better ‘advertising’ of Head teacher and promoted roles within Education. Increase opportunities for promoted staff – increasing the use of short – medium term internal secondments. Internal costs – staff time Advertising/ promotional costs Matthew Boyle Succession Planning framework is in draft. Work ongoing. Teachers workforce planning Addressing the teacher shortage difficulties both nationally and locally. Attracting individuals to the authority. Feeding into the national Internal costs Recruitment and advertising Matthew Boyle
Improve supply usage National shortage of supply teachers. Shared supply pool / process with other neighbouring authorities – assisted by improved usage of the SEEMIS system. This is underway and developments have been made locally and nationally but not complete. TBC as part of partnership working with authorities. SNCT and ADES involved from a national perspective. Local group established to discuss ideas / possibilities Advertising and editorials discussed linking in with national groups. Geraldine Lyden This SNCT working group is ongoing and WDC are involved in this group. Pupil Equity Funding Supporting schools with recruitment, training, and development to meet their resourcing goals. Ensuring all statutory and council policies are adhered to Co-ordinate the resourcing of schools in line with the PEF downloaded from Scottish Government. Estimating £3 million across the schools estate Mason and senior managers Supporting increased recruitment across teaching and support functions. Procuring services as required. Reduce Sickness absence rates in WDC. Reduce staff absence across the Service and therefore subsequent cover costs. Management training Internal – costs and any developmental training material Mason and all senior managers Ongoing work – reported to Education Committee on a Quarterly Basis
staffing and other training requirements 2015-2019 Review of Years Model – developing a 5 year plan Training and development of staff New structure and Model of delivery to be devised Savings / will be identified as project progresses Mason / Claire Cusick In line with the Early Years strategy. Training and resource requirement will be confirmed in line with this project. Review language teachers provision / recruitment plan for languages teachers to support our progression into secondary for Languages 1+2 policy Plan to meet the requirements of statutory guidance on Gaelic Education As part of staffing and workforce planning exercise Mathew Boyle Now in year 3 and developing the programme. Planned action required to analyse requirements and workforce plan for the future to ensure sufficient teachers for the future provision. . Pupil Equity Funding (5 Support schools with their identified projects to meet their targets Recruitment across both Education and partner services A co-ordinated central approach to Recruitment Training Development Review the impact and reporting to SG. Funding to schools in excess of £3 million Mason Meeting with all Heads to co-ordinate their requirements and maintain a service plan.