All schools will experience teacher absence at some stage during the school year.
In most situations, other members of support staff can provide cover or the use of supply cover can adequately meet need. However, the School Teacher’s Pay and Conditions Document 2011 stipulates that teachers should only rarely be required to provide cover for absent colleagues and only in circumstances that are not foreseeable - unless a teacher is specifically employed as a ‘cover teacher’
A significant contingent of staff absence due to flu or other common ailments is usually covered by the use of supply staff or, for short term absences, by support staff such as ‘Cover Supervisors’ or Higher level Teaching Assistants (although there are no specific qualifications required for cover supervision)’. Governors tend to contact the service when teacher absence seems an endemic problem in their school or when key members of staff are absent on long-term sick leave.
The majority of issues regarding teacher absence do not have immediate solutions but some good advice holds true for many calls of this nature.
The Governing Body should agree and implement an Absence Management policy, in line with the legal duties and responsibilities which the Governing Body has as the ‘employer’. In the case of long term absence this should ensure that absent staff are managed appropriately and effectively, and that, where necessary, the advice and support of the Local Authority HR team is sought.
It is also important that communication with other staff members and parents and pupils at the school is maintained. Explaining, (without compromising the absent members confidentiality), the position and what the headteacher and governors are attempting to do to remedy it can lessen the stress element for other staff and for parents and pupils, as they are included and are aware of the efforts being made to resolve the issue.
GovernorLine advisers will also explore with the caller the possibility of re-examining the role and resource of support staff in the school who may be able to assume responsibility for some tasks that can lessen the burden on their teaching colleagues, including, where appropriate, taking on cover supervision responsibilities.
For example, if supply cover is short-term and the Governing Body is concerned about quality of education, supply teachers may be given increased support and training to ensure that continuity is retained in the school?
If supply cover appears to be a more long-term coping mechanism, the advisers may explore what the school is doing about recruitment over the longer term.
Recruitment situations vary in different parts of the country and together with contractual requirements it is unlikely that schools can find replacements quickly, but it is important that schools make their Local Authority aware of the problems they are experiencing and for effective recruitment procedures to be in place to obtain necessary staff with the least possible delay.
The Local Authority may be able to assist with additional provision or secondment in extreme circumstances.
This guidance was last updated in September 2011.
Call GovernorLine on 08000 722 181 or you can e-mail us from this site.
