WHERE TO TEACH IN ESSEX – A TRADE UNION PERSPECTIVE is a celebration of those Academy Trusts with good working relations with the National Education Union, the largest Education Union in Europe, with just under 500,000 members and NOT an attempt to denigrate Trusts or give the impression that you should NOT work for any particular one.

We believe that a strong, professional relationship, and mutual respect, between trade unions and employers is essential and we recommend that, if you are looking for a place to work, factual evidence re this relationship should be at the heart of your search. We are currently looking at just 4 criteria – all vital in informing you about Trusts’ supportive interaction with Trade Unions and the work that Education Trade Unions do.

1) PUBLIC DUTIES: Unfortunately, Trade Union Caseworkers are often needed to support members in challenging circumstances in their schools. This could be due to Investigations, Disciplinary Hearings, Capability Hearings, Redundancy & Restructure, TUPE, Grievance, Absence Hearings and a range of Reviews. Accredited NEU Caseworkers are released from their schools to support members. Those Caseworkers’ schools can claim remuneration for this from the Essex Public Duties’ Fund (assuming that they pay in, themselves). This is also, often, referred to as “Facilities”. All Essex LA schools automatically pay into Public Duties and over 64% of Academised Schools and Free Schools do. We feel that it’s appropriate to celebrate the Trusts which “pay in”.

2) JCC/JCNC & TURA: We have a Joint Consultative Committee with Essex LA. This is a termly meeting with senior figures to discuss relevant TU issues. It’s a valuable interaction between Unions and Employers to have these regular opportunities. We welcome similar opportunities with larger Trusts. Where “negotiation” is involved these are JCNCs. For smaller Trusts we seek a Trade Union Recognition Agreement, which is a formal document, outlining Trade Union Recognition. JCCs and TURAs are beneficial for excellent working relationships, discussion and consultation. We celebrate all Trusts who engage in this manner.

3) STCPD & BB: School Teachers’ Pay and Conditions’ Document (annually renewed by statute) and Burgundy Book (also Green Book for Support Staff) are minimum standards for appropriate Working Conditions and Pay. We anticipate that all Trusts that are good employers will adhere to these standards, or higher. Those who do are schools which meet the standards we’d expect all schools to match.

4) PRP: Performance Related Pay has been the bane of Educators’ lives for many years. Last year’s STPCD removed the necessary use of PRP and we expect schools to have made the last cycle of PRP the final one. We understand a need for supportive performance management but we do not accept a link to pay. We celebrate those Trusts which have scrapped this practice.