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Schools Staff Survey 2009

Schools Staff Survey 2009. Primary and Special Headteachers ’ Partnership Meeting Headline Results and Next Steps. Sheila West, Head of Human Resources. 11 November 2009. Schools Staff Survey 2009. Overview Positive Engagement Positive Response Clear areas for action identified.

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Schools Staff Survey 2009

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  1. Schools Staff Survey 2009 Primary and Special Headteachers’ Partnership Meeting Headline Results and Next Steps Sheila West, Head of Human Resources 11 November 2009

  2. Schools Staff Survey 2009 Overview • Positive Engagement • Positive Response • Clear areas for action identified

  3. Schools Staff Survey 2009 Process • Conducted in partnership with Kingston University • Outside Schools Surveys 2001/03/05/07/09 • Schools Survey Working Group • Schools Survey Champions • Online and paper questionnaires • Largely same content as outside schools survey

  4. Schools Staff Survey 2009 Response Rates Figure 1: Where school respondents work

  5. Schools Staff Survey 2009 Job Satisfaction • 71% of respondents were satisfied overall with their current job (65% outside schools).

  6. Schools Staff Survey 2009 Job Satisfaction

  7. Schools Staff Survey 2009 Areas of Satisfaction Items that school respondents were most positive about were:

  8. Schools Staff Survey 2009 Areas of Dissatisfaction

  9. Schools Staff Survey 2009 Importance The top 7 importance factors for schools staff were: • Being able to do a good job (95% rated extremely or very important) • A supportive line manager (94% rated extremely or very important) • Good working relationships with colleagues (93% rated extremely or very important) • Good relationships with pupils (90% rated extremely or very important) • Security of employment (89% rated extremely or very important) • Time for family (88% rated extremely or very important) • Having interesting work (88% rated extremely or very important)

  10. Schools Staff Survey 2009 Working for RBK • 85% of schools staff had an appraisal in the last year (75% outside schools) • Only 44% identified themselves as part of the Council, compared to 85% outside schools. • In schools 79% of respondents reported that, on the whole, management encouraged training (84% outside schools) • 74% of school respondents said that senior management gives their school a strong sense of direction (61% outside schools) • 88% of school respondents agreeing that their school was genuinely committed to equal opportunities (83% outside schools) • 82% of school respondents from a non-white minority ethnic background (69% outside schools) but 78% of those with a long-term health condition or disability (86% outside schools) felt that their school is genuinely committed to equal opportunities • 70% of school respondents felt safe and confident to express their opinions at work (77% outside schools)

  11. Schools Staff Survey 2009 Future Plans • 73% reported that they planned to remain at the same school for the foreseeable future. • Lunchtime Supervisors/SMSA, Catering, Cleaning and Caretaking staff – 88% (highest) • Technical Staff/Technicians – 62% (lowest) • However highest proportion sating ‘No’ was amount Main scale teachers – 17%

  12. Schools Staff Survey 2009 I would like the senior staff to include me in decision making when it relates to the job I do within the school. It would be good if all staff within a school where treated with the same respect regardless of what their job was. To have a better knowledge of similar workplaces in the borough (networks). Comments.. I However organised I am, there is simply never enough time to get everything done. My school is a good employer, with an excellent headteacher I would like to see a concerted effort to encourage head teachers to help their staff achieve a better work/life balance ratio It would be nice to be made to feel more part of RBK. I'm not sure that school staff always feel included. A better basic pay for support staff with the opportunity to move up a grade more easily. RBK is a Supportive employer, school has good atmosphere with positive working environment. A voice for nursery nurses and TA's. A more realistic salary for these groups. More training opportunities for this group I feel proud to be working for RBK and generally feel secure and happy in my position although I do have concerns about the lack of prospects for me to further my career It is good to see that staff in schools are now considered as part of the Borough. For many years now many opportunities where offered to staff working in the Guildhall and were not open to those working in schools, this seems to be changing. Ongoing support for professional development A new pay structure for TA's/HLTA's

  13. Schools Staff Survey 2009 Main Issues • Workload / Pressure (Teachers) • Pay Structures (Support Staff) • Development Opportunities • Communication of results

  14. Schools Staff Survey 2009 Communication of Outcomes • Results shared with Headteachers 11th November & 18th November • Survey Working group 24th November • DCG/LSP Conference 25th November • Headteachers briefing 26th January • LSP Meeting 10th February • Results will be shared with all staff over the next few months • Summary of Results in future editions of RBK Matters • More detailed results uploaded on intranet by end of December

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