DESC Pay Offers to Teachers and Allied Pay Issues.

Summary

The requester sought details on declined pay offers to teachers and historical pay awards for education sector staff, but the authority responded with a general recruitment brochure outlining current benefits rather than the specific historical negotiation data requested.

Key Facts

• The FOI request was not upheld by the Department of Education, Sport and Culture.
• The response provided a recruitment brochure instead of specific details on declined pay offers.
• Newly Qualified Teachers receive 'Golden Hello' payments totaling £4,000 over two years.
• Housing assistance of up to £500 per month is available for a maximum of two years.
• The Isle of Man education system uses School Self Review and Evaluation rather than Ofsted inspections.

Data Disclosed

• £50,000
• £2,000
• £4,000
• £500
• 2 years
• 2020-07-21
• 2020-09-17
• 14th July 2020
• eight months
• last eight annual pay awards

Original Request

In his statement of 14th July 2020 Minister Allinson referring to the ongoing industrial dispute with some of the teaching Unions stated 'Having made numerous offers over the last eight months which were all turned down by the trade unions side, the Isle of Man Government made clear that circumstances had now changed following the health emergency.' I seek such information as is held that relates to these previously (declined) offers, specifically the detail of each offer (and any costings associated therewith) together with the respective Union responses to these. In addition, I request: Details of the last eight annual pay awards made to IoM teachers namely the annual percentage increase (broken down by grade/pay scale where relevant, noting that some pay awards may have been at differing levels depending on teacher grade etc) together with details of any financial incentives/packages made available to teachers (e.g. national insurance holiday, 'golden hellos' etc) over these years; Details of the last eight annual pay awards made to other public sector workers working within the education sector of the DESC (e.g. Departmental Civil Servants and auxiliary staff engaged in such roles as ESOs, facilities management, cleaning and catering areas etc) broken down by grade/pay scale where relevant; A copy of the most recent Conditions of Tenure and Sick Pay Regulations for the Employment of Teachers or similar document which details conditions of service. N.B. This FOI request relates to those historic offers that were turned down by the Unions. Details of ongoing 'live' discussions and related proposals/counter-proposals are not sought.

Data Tables (17)

Full Response Text

Isle of Man Public Service - Teaching Your Employee Benefits Working together for the Isle of Man

In the Isle of Man Public Service we believe the benefits we offer our employees are important. Have a browse through this brochure and take a look at the great benefits we offer. Financial

Health & Wellbeing Your Development

Our Facilities What do we
value?

Please note that not all benefits listed in this document will apply to every role within the Isle of Man Public Service. Please check with the Recruiting Manager for each role as to which benefits apply for a specific post.

Working together for the Isle of Man

Teaching in the Isle of Man is a little different than in the UK The Isle of Man's education system has a number of links with the UK's, particularly in relation to aspects of the curriculum. GCSE, iGCSE and A-level examinations are entered through UK examination boards. However, the Island has its own curriculum.
Essentials for Learning, which affords a more holistic way of educating children to ensure they develop 'the 6 Rs' – readiness; relationships which are positive; resourcefulness; resilience; remembering skills and reflectiveness.
Find out more https://e4l.sch.im
The Island's schools are not subject to Ofsted inspections. Instead, schools are active participants in a system called School Self Review and Evaluation and these are quality benchmarked by an independent validator. The system is seen as a more productive and inclusive way of developing school excellence.
Working together for the Isle of Man Newly Qualified Teacher salaries are equivalent to that of the UK. After completing an induction year, teachers can apply to take on additional teaching and learning responsibilities. When you reach the top of the main pay scale, you could then be considered for a move onto the upper pay scale.

For example, an experienced teacher with responsibility for leading a faculty in a large secondary school would attract a salary in excess of £50,000.

Currently all teachers who have successfully completed their NQT induction year (or equivalent) and have a permanent contract in one of the Isle of Man’s five secondary schools, will receive consecutive ‘Golden Hello’ lump-sum payments of £2,000 at the beginning of their second and third full school years in teaching. This will amount to a total payment of £4,000 over two years.

You may also be offered housing assistance up to £500 per month for a maximum of 2 years subject to your relocation circumstances.

Working together for the Isle of Man

Our employees are able to take advantage of our rewarding pension scheme which has better terms available than the UK. We offer a defined benefit scheme where both you and the organisation contribute towards your future. For more information see our pension factsheet which can be found alongside the job advert. Find out more at: www.pspa.im Working together for the Isle of Man We like to help our staff progress in their chosen career.
Talent is recognised and developed to grow our careers within an encouraging and friendly environment.
Working together for the Isle of Man Teachers in Isle of Man schools have access to a wide range of development opportunities that support their professional learning throughout their careers from newly qualified teachers through to senior leadership roles.

Ongoing working opportunities with key international educational thinkers brings a richness to the experience of many staff focusing on school improvement priorities, whilst formal work based learning is also offered on Island up to full Masters degree level.

In addition teaching staff are also able to access a range of Isle of Man Government Learning, Education and Development (LEAD) courses.

Working together for the Isle of Man Our approach to staff development means you’ll have regular opportunities to discuss your development with your manager and receive support to help you achieve success in your chosen career. Working together for the Isle of Man

The Island's schools support teacher training and progression all the way through to headship.

There are many opportunities for professional development and study at each stage.

 Newly qualified teachers ('NQTs') receive a tailored programme of professional development and monitoring. In their first year, NQTs teach fewer lessons than more experienced teachers, freeing them up for training and development.
Working together for the Isle of Man To help you get from A to B, we offer a Cycle to Work scheme and a Bus Card scheme available to our employees through deductions from your monthly salary. Working together for the Isle of Man Wellbeing is a priority for the Department. We want to look after our employees’ wellbeing. We have a staff welfare team that our employees can speak to confidentially, as well as our occupational health service who can provide confidential and impartial medical advice.

Working together for the Isle of Man We have some great wellbeing initiatives. Health and Wellbeing Groups have been established for the Department with dedicated leads for social, physical and psychological wellbeing. We have lots of wellbeing activities taking place, from our staff choir to mental health awareness sessions. We also have courses such as ‘healthy worker’ and retirement preparation.
Working together for the Isle of Man We want to make sure that you and your family can spend quality time together. You won’t be left without the time you need for maternity, paternity and adoption leave.
Working together for the Isle of Man We have some great sites across the public service at which many of our people are based. In addition to the excellent facilities and the beautiful views, we offer you a safe and supportive environment for your career in the public service. Working together for the Isle of Man As part of the Pension Scheme, if you should die whilst in service or after you have retired, rest assured the scheme will help provide for your chosen beneficiaries.

For further information, please visit: www.pspa.im Working together for the Isle of Man

Working together for the Isle of Man

Credibility Capability Character What people qualities do we look for? Within the Isle of Man Public Service, we have a set of qualities that we look for and value within our people; Credibility, Capability and Character. These qualities form a framework that we use to support positive personal development for every individual within the organisation.

Working together for the Isle of Man What are our values? Within the Isle of Man Public Service we are committed to a set of core values which describe how we work. If your values reflect ours, then the Public Service could be the right choice for a career for you.

For further information about opportunities with the Isle of Man Public Service, please visit our www.gov.im/jobs or call our Recruitment Team on 01624 686300. Innovation and creativity are encouraged. Communication is open and people are listened to. We value, trust & respect each other.

Corporate Services Division Department of Education, Sport and Culture Hamilton House Peel Road, Douglas IM1 5EZ Telephone: (01624) 685808 Website: www.gov.im/dec Email: dec@foi.gov.im Our ref: 1379602 17 August 2020

Dear ###

We write further to your request which was received on 21 July 2020 and which states:

"In his statement of 14th July 2020 Minister Allinson referring to the ongoing industrial dispute with some of the teaching Unions stated 'Having made numerous offers over the last eight months which were all turned down by the trade unions side, the Isle of Man Government made clear that circumstances had now changed following the health emergency.' I seek such information as is held that relates to these previously (declined) offers, specifically the detail of each offer (and any costings associated therewith) together with the respective Union responses to these. In addition, I request: Details of the last eight annual pay awards made to IoM teachers namely the annual percentage increase (broken down by grade/pay scale where relevant, noting that some pay awards may have been at differing levels depending on teacher grade etc.) together with details of any financial incentives/packages made available to teachers (e.g. national insurance holiday, 'golden hellos' etc.) over these years; Details of the last eight annual pay awards made to other public sector workers working within the education sector of the DESC (e.g. Departmental Civil Servants and auxiliary staff engaged in such roles as ESOs, facilities management, cleaning and catering areas etc.) broken down by grade/pay scale where relevant; A copy of the most recent Conditions of Tenure and Sick Pay Regulations for the Employment of Teachers or similar document which details conditions of service. N.B. This FOI request relates to those historic offers that were turned down by the Unions. Details of ongoing 'live' discussions and related proposals/counter-proposals are not sought."

Our response to your request is as follows: Rejected pay proposals

While our aim is to provide information whenever possible, in this instance the information is exempt under section 35 of the Act, as disclosure would inhibit the free and frank exchange of views for the purposes of deliberation. The information collected for this part of the Freedom of Information request is part of the ongoing pay talks between the Department and the Joint Unions. Releasing this information would breach the confidentiality agreement which is in place between the Department and the Joint Unions and as a result would prejudice the relations between the two parties and therefore impact the progress of the pay talks. As section 35 is a qualified exemption, it is subject to a public interest test. The public interest must be something that is of serious concern and benefit to the public at large.

Factors in favour of disclosure 1. The publication of the information will show the different stages of negotiations between the Department and the Trade Unions, which may explain the progress of the negotiations between the two parties. 2. The publication of the information would give an accurate representation of the negotiations which have taken place between the Department and the Trade Unions. 3. Some of the information collated as part of the request appears to be no longer part of the current negotiations between the Department and the Trade Unions. 4. There is an expectation the public have the right of access to information held by the Department, under the Freedom of Information Act 2015. Factors in favour of withholding 1. Both the Department and the Trade Unions have agreed to maintain confidentiality as part of the ongoing pay talks. Therefore withholding the information requested is in line with this confidentiality agreement. 2. The discussions on pay between the Department and the Trade Unions are currently ongoing and are at a sensitive stage, especially with the Trade Unions engaged in action short of strike. 3. Disclosing the information at this sensitive stage would breach the confidentiality agreement and as a result inhibit the free and frank exchange of views from both the Department and the Trade Unions. 4. Disclosing the information could compromise and affect the progress the Department and the Trade Unions has made during the ongoing pay talks. 5. The pay proposals from the Department and the Trade Unions which have been discussed as part of the negotiations may be reconsidered as part of the ongoing talks in order to reach an agreement. In taking these factors into account the Department of Education, Sport and Culture determined that the factors in favour of maintaining the exemption outweigh the factors in favour of disclosing the information.

Previous pay awards for Teachers and other Isle of Man Public Servants Cumulative Increases Annual Consolidated Pay Awards
Year CPI Civil Service Whitley MPTC Teachers Year Civil Service Whitley MPTC Teachers BASE: 2009 100.00 100.00 100.00 100.00 100.00

2010 103.60 101.50 100.00 100.00 102.30 2010 1.50% 0.00% 0.00% 2.30% 2011 110.44 102.72 101.20 101.40 102.30 2011 1.20% 1.20% 1.40% 0.00% 2012 113.20 103.83 101.20 101.40 102.30

2012 1.08% 0.00% 0.00% 0.00% 2013 115.35 104.35 101.20 101.91 103.32 2013 0.50% 0.00% 0.50% 1.00% 2014 117.20 106.43 103.22 102.42 104.36 2014 2.00% 2.00% 0.50% 1.00% 2015 116.61 108.56 105.29 103.95 105.40 2015 2.00% 2.00% 1.50% 1.00% 2016 115.91 110.95 107.60 106.55 106.45 2016 2.20% 2.20% 2.50% 1.00% 2017 118.46 113.50 110.08 109.00 108.58 2017 2.30% 2.30% 2.30% 2.00% 2018 123.67 116.91 113.38 112.27 110.75 2018 3.00% 3.00% 3.00% 2.00% 2019 125.28 119.83 116.22 115.08 113.80 2019 2.50% 2.50% 2.50% 2.75% It is clear that of the 4 main employment groups, teachers have received the smallest cumulative increase over the last 10 years. This would suggest that teachers pay has been eroded by just over 6% more than their civil service counterparts. However, civil service pension contributions have increased by 8% over the same period compared with 3.2% for teachers. This effectively reduces the ‘pay erosion’ to 1.2% when compared to teachers. The following table represents the cumulative increase to employees’ superannuation contributions since 2009. Civil Service Teachers 2009

2010 0.0 0.0 2011 0.0 0.0 2012 1.0 1.2 2013 2.0 2.4 2014 3.0 3.2 2015 4.0 3.2 2016 5.0 3.2 2017 6.0 3.2 2018 7.0 3.2 2019 8.0 3.2 Financial incentives and packages for Teachers I have enclosed copies of the information that is held by the Department, specifically: 1) Employee benefits document 2) Golden hello policy 3) Relocation expenses scheme 4) Rental arrangements document

In addition to the information provided the following is an extract relating to financial packages for Teachers from the minutes of the November pay talks: Over the four days, the current ‘package’ for teachers employed by DESC was outlined (paid the same as teachers in LEAs in the UK; benefit from IOM preferential tax; a final salary pension scheme (career average in the UK); no SATS; no league tables; no Ofsted; personal laptops; preferential pupil teacher ratios compared to UK; golden hello payments; wellbeing events for Headteachers etc). Teacher’s terms and conditions I have enclosed copies of the information that is held by the Depart

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