Key HR issues and how to solve them
5 Key HR Issues
Underperformance but signed off sick:
It’s not unusual to start a process of managing underperformance with someone only for them to go off sick. At this point you cannot continue to manage their performance, there simply isn’t performance to manage. However, you must now manage the situation under your absence management process.
Exactly how you manage it will depend on the length and reason for absence. The key is regular communication and starting the communication process early. The longer someone is absent without communication the harder it is for them to return. Communication will enable you to demonstrate that you are putting in place support, not only for their return to work but also their performance.
It may be appropriate to refer to occupational health for specialist support, any report obtained from occupational health must be discussed with the staff member involved. Depending on the nature of the absence you may agree to communicate with a family member or trade union representative in the first instance, however where possible communication should be directly with the individual.
Crucially do not delay managing absence, it will make it harder to deal with later on and take specialist advice.
Structure Change:
Over time the needs of the school change and a restructure may be necessary.
A restructure is likely to mean redundancies and/or changes in terms and conditions of employment. It is important to treat employees fairly to reduce the risk of an employment tribunal, if you have a restructuring policy you should follow it, whilst also ensuring you meet legal requirements.
However, a restructure needs to consider more than the legal process. The starting point is to plan, look at the needs of the school moving forward and the options you have to meet this. The Governing body should be included in these plans and you must consult on proposals either with a recognised trade union (if applicable) or the staff directly.
Consultation will not only ensure meeting legal requirements but will help to maintain or improve morale and get your team on board for moving forward. A restructure can be a stressful experience for all parties involved, it can damage teams and confidence in leadership making meeting your goals challenging even after the restructure. The more people understand the need for change and feel their voices have been heard the easier the change process will be.
Don’t ignore the financial implications, particularly potential redundancy costs for those with two or more years service.
Staff Retention:
Staff shortages and difficulties in retaining teachers isn’t new. Whilst teachers generally report loving their profession, enjoying teaching and seeing their pupils flourish, these positives are counterbalanced by negative elements around high workloads and lack of work-life balance.
Whilst national shortages might be difficult for an individual school to overcome, there is a lot that can be done to make the school environment positive for staff. A good strong supportive culture will have positive impacts on not only the wellbeing of staff but also pupil behaviour.
A strong culture makes it really clear who you want working in your team, what is expected of them and the values they will work to. This can help to attract the right people for your school and retain them.
When shortages apply across the sector, making your school stand out locally as the one to work for can make a huge difference.
Equality and Diversity:
Despite COVID dominating the news space over the past couple of years, equality and harassment hasn’t moved far from the front pages. Campaigns around Black Lives Matter, issues around gender inequality, continued lack of inclusivity for those with disabilities and the debate around trans rights are just the tip of the iceberg.
Inequality is not just an issue for schools, however it is an issue. The survey management site Edurio in their report “Equality Diversity and Inclusion Among School Staff” revealed that many school staff members do not believe schools are truly equal, diverse or inclusive workplaces.
Schools have responsibilities under the Equality Act 2010. Going further, taking steps to tackle discrimination and create an inclusive culture will go a long way to improving staff retention, send positive signals about your school and minimise the risk of employment tribunals. Whilst there is no legal requirement to have a policy on equality and diversity, without one it is very difficult to demonstrate the school’s commitment to equality, diversity and inclusion.
Take steps to go beyond a policy of “we will not discriminate” to look closely at current ways of working, rules, language and culture – consider the impact on those from different backgrounds or facing different challenges. Many long accepted practices may be holding your school back from being truly equal and inclusive.
HR Software:
Introducing HR software will streamline the way your school operates, improve communication, manage processes like onboarding and offboarding and keep all your absence and performance records in one place.
When your data is in one place, held securely with only the right people accessing it – you’re in a great position to make the best of that data and ease management processes. HR software will help you manage attendance, ensuring the right records are completed on time.
The right software will keep track of your training records, ensuring continuous professional development is recognised and tracked. When this is added to performance review discussion notes being recorded straight into the software you have a full record, making managing performance much easier.
Introducing software can be a challenge, it takes time, especially if you’re pulling data together from various sources. However, with the right support this can be an ideal time to audit your records and processes resulting in streamlining, increased efficiency and better performance long term.
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