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On 16 May 2014, changes came into force to strengthen and simplify the civil penalty
scheme for employers, and this includes some changes to the document checks employers
are required to undertake. This guidance was amended in July and December 2014 to
provide further clarification to the scheme.
We are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment.
The Elliot Foundation Academies Trust (TEFAT) is committed to providing high quality teaching and learning. Our aim is to provide opportunities for every child whatever their ability and it is through our workforce that we hope to achieve this. In our academies each employee will be given support to help them develop to their full potential in their job and in turn this will help improve outcomes for our young people.
This policy sets out the arrangements that will apply when an employee falls below the levels of competence and performance that are expected of them.
The Elliot Foundation Academies Trust believes that the quality of teaching is fundamental to effective learning and that the quality of pupil outcomes is our main priority. It also believes that teaching and learning should be a shared experience for all staff involved in teaching, and children’s learning. An ‘open door’ policy is therefore encouraged across TEFAT academies.
The Academy is a “learning community” where all are involved in a continuous
process of development and improvement. There will be a rigorous focus on
the quality of teaching and learning, improving standards and developing
leadership. The aim of this policy is the creation of learning communities in
which supportive and collaborative cultures build the capacity for continuous
This document provides the framework of the steps to take where there
is an allegation of physical or sexual abuse against a member of staff in
relation to an Academy student. The process described in this document
is intended for use with teaching and support staff. In this procedure, the
term ‘parents’ means all those having parental responsibility for a child.
The purpose of the disciplinary procedure is to provide consistent, fair and
effective arrangements for maintaining standards of conduct and behaviour
required by the academy for all staff. The procedure should not be seen just
as a means of imposing sanctions but also as a way of encouraging
improvement amongst employees whose conduct or behaviour is
Summary of Main Duties and Responsibilities
as a Tier 2 (General) Licensed sponsor
We welcome our duties under the Equality Act 2010 to eliminate
discrimination, advance equality of opportunity and foster good relations in
relation to age (as appropriate), disability, ethnicity, gender, religion and sexual
In the TEFAT community it is accepted that every person is equally important and that no one has the right to harass, insult, attack, or cause offence to any other person for any reason. All members of the trust are individuals, but are also members of a community where it is possible to learn from each other and celebrate the culture and beliefs of each person. This document recognises the principles and responsibilities of institutions as identified in the October 2010 Equalities Act.
The aim of the TEFAT Academy Grievance Procedure is to address any staff grievances fairly, consistently and quickly, as resolution of concerns is helpful to harmonious working, job satisfaction and productivity.
The Resident Labour Market test (“the Test”) requires TEFAT to advertise the job you want to
recruit for to give settled workers a chance to apply.
Following advice from HMRC and discussion with School Business Managers we are providing the attached advice in the simplest
The Sickness Absence Management Policy, Procedure and Toolkit is intended to set out a procedural framework and standards of practice which enable academies to reduce the level of sickness absence amongst employees, taking account of the academy’s needs, support for sick employees and equalities.
The principle aim of this policy is to provide an effective and fair way of dealing with the
staffing implications of financial constraints, organisational improvements and service
reviews. The framework recognises the need to reorganise, rationalise and, where
necessary, reduce staff numbers.
Home Office required documents for Right to Work.
ALL staff employed to work with TEFAT must have a R2W check with required Home Office documents.
This guide provides information specific to schools on what apprenticeships are, how
your school can use them, and how the apprenticeship levy and public sector target
apply to schools. There are also links to further guidance and support.
This has been the first opportunity for TEFAT to seek the feelings and opinions of all
staff across the Trust. It is anticipated that the survey will become an annual event in
the summer term.
The questions and
The person specification describes the essential knowledge, experience and
professional qualifications you will need in order to do the job described in the job
description. In your application you must demonstrate that you have such knowledge,
skills and qualifications and that you understand and are committed to abiding by all
Elliot Foundation policies.
TEFAT is committed to the highest possible standards of openness, probity and accountability. In line with that commitment we expect employees, volunteers, and anyone associated with TEFAT Academies who has serious concerns about any aspect of practices encountered within an Academy to come forward and voice those concerns without fear of reprisals. This Policy is to support staff wanting to raise such issues
TEFAT will apply the following for September 2017. It also retains all reference points for pay purposes:
• 2% pay award on all grade points for mainscale
• 1% pay award for all grade points on upper pay ranges
• 1% on all points in leadership pay range
• 1% pay award on TLR and SEN allowances
The gender pay gap reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. Employers with more than 250 employees are required to report on these figures by April 2018.
The Trade Union (Facility Time Publication Requirements) Regulations 2017 require The Elliot Foundation Academies Trust to publish specific details of facility time taken by trade union officials employed by the Trust.
In accordance with the TUPE Regulations, trade union recognition rights for recognised trade
unions are automatically transferred over when a maintained school becomes an academy.
This move, from direct LA control to academy status, means that there is a need to clarify
the specific working arrangements between the Unions and The Elliot Foundation
Academies Trust (TEFAT) particularly in respect of consultation and negotiation and facility
time for Union Representatives. The terms of the Agreement which follows provide that