North Yorkshire County Council will manage and implement change fairly through consultation with the trade unions/professional associations and employees who are affected by organisational change.
North Yorkshire County Council will manage and implement change fairly through consultation with the trade unions/professional associations and employees who are affected by organisational change.
The process stages are as follows and documents relevant to the stage of the process are available within this page.
Planning, consultation, implementation, redeployment and redundancy
Models of School Organisation - HR Guidance and Toolkit
In recognition of the fact that many schools continue to consider their strategic direction in relation to academisation, federation, collaboration or amalgamation, an HR guidance and toolkit document has been published which covers many of the initial HR considerations that headteachers and governors may have when planning interim or permanent arrangements.
Intended to complement the existing documents "A Guide to Models of School Organisation" and "Guidance for governing bodies: Joining or Creating a Formal Partnership, Federation or Multi Academy Trust (MAT)" with the associated "Audit tool for School Leaders and Governors when considering collaboration" - available in the School Organisation section of the cyps.info site - the HR Guidance and Toolkit covers aspects such as headteacher pay considerations, template job descriptions, options for second level leadership and gives an example memorandum of understanding for use between participating schools.
If you have any comments or queries please email NYHR@northyorks.gov.uk
Strategic services documents relating to Federation and Collaboration can be found here.
The statutory limit for calculating a week's pay from 6 April 2021 is £544.
Useful downloads
Schools' Reorganisation, Redundancy and Redeployment Policy
TUPE Letter to Transferor Organisation (Transfer In)
TUPE Disclosure of Employee Liability Information Form
TUPE Letter to Transferee Organisation (Transfer Out)
TUPE Disclosure of Employee Liability Information Form (Out)
Managers Guidance - Trial Periods
HR Guide to Collaborative Working
Templates
Appendix A - Redundancy Timescale Planner
Appendix B - Business Case and Guidance (required for LA funding)
Appendix C - Preliminary Letter to Unions
Appendix D - Trade Union Contacts
Appendix E - Letter Inviting Staff to Consultation Meeting
Appendix F - Section 188 Letter
Appendix G1 - FAQ's - Information Sheet for Staff (Compulsory Redundancy Only)
Appendix G2 - FAQ's - Information Sheet for Staff (Reorganisation and Redundancy)
Appendix G3 - FAQ's - Information Sheet for Staff (TLR Restructure)
Appendix H1 - Letter Following Staff Consultation Meeting (Redundancy and Reorganisation)
Appendix H2 - Letter Following Staff Consultation Meeting (Restructure Only)
Appendix H3 - Letter Following Staff Meeting (Compulsory Redundancy Only)
Appendix I1 - Letter from Governors Confirming Voluntary Redundancy
Appendix I2 - Letter from Governors Rejecting Voluntary Redundancy
Appendix I3 - Letter from Governors re Next Steps if More than One Volunteer
Appendix J - Letter to Staff re Selection Criteria and Skills Audit
Appendix K - Template Skills Audit Proforma
Appendix L - Template Scoring Matrix for Competitive Process
Appendix M1 - Unchanged Post Letter - Slot In
Appendix M2 - Changed Post Letter
Appendix M3 - New Post Offer Letter Following Selection
Appendix M4 - Unsuccessful Letter - Compulsory Redundancy
Appendix N1 - Letter Inviting Staff to Representation Hearing
Appendix N2 - Letter Inviting Staff to Appeal Hearing
Appendix O - Order of Proceedings (Representations and Appeals)
Appendix P - Letter to Employee Following Representation Hearing
Appendix Q - Letter to Employee Following Appeal Hearing
Appendix R - Notice Letter (from Voluntary Aided or Foundation Schools)
