BSF Thread, Newby?- So what does BSF & single status mean for us all ? in United Kingdom (UK) Specific Forums; Hi everyone
1) What’s the average wage for an ' ICT systems and network manager' after single status?
2) I ...
27th December 2009, 06:27 PM #1
27th December 2009, 07:05 PM #2
Hi SImon, and welcome to EduGeek. I'm going to move yoiur post over to the BSF forum (we cater for EVERYTHING here you see). You may also see mor eposts relevent to your own in tehre, but from what we can gather, becoming TUPE'd to RM is not as ba as you are envisioning, and no, BSF schools have not moved over to remote support.
27th December 2009, 07:18 PM #3
In answer to your first point, under single status pay its down to each individual local authority to set pay as they see fit. So its incredibly difficult to give any average wage.
The government is currently working on single status pay for all schools support staff, so in the next few years pay scales will change again - not heard if they plan on including ICT staff in this as they will expect us all to be out sourced by then no doubt.
Schools that are no longer LA funded - academies, trust schools can set pay as they see fit.
27th December 2009, 07:51 PM #4
What's your reasoning behind this?
Originally Posted by steve
27th December 2009, 07:59 PM #5
Originally Posted by theeldergeek
Of course we don't know what is really going to happen to BSF, I can't see it continuing on its current course no matter who is elected in May/June but would expect it in some form or other.
And of course those of us in Primary don't have the same worry, the Primary Capital Program does not have the same strings attached.
27th December 2009, 08:16 PM #6
"all staff — not just teachers — will benefit from an improved working environment through BSF."
Originally Posted by sparkeh
"Schools renewed through BSF will use ICT to the full and provide the space and accommodation for a larger and more flexible workforce."
Source : Teachernet, School Workforce
Why do you think the Government will expect us all to be out sourced in view of the above?
Last edited by theeldergeek; 27th December 2009 at 08:20 PM.
27th December 2009, 08:33 PM #7
Welcome to edugeek.
I recently made the move to a BSF provider but just so it's clear I wasn't TUPE'd as j applied for the role and was appointed.
If I'm honest when I was working in a school I was very sceptial about the whole process but now having seen it from the other end I think it's great for any keen IT Professional.
Firstly, your network doesn't necessarly have to go, some of your network may not be covered in the offering by the BSF provider which is why the school would have to pay extra to have this server managed by the BSF company. Who else is better to support this than yourself. At the same time the school can have the managed service from the BSF provider and keep you employed to run the old network as well, seperate to the managed service. This is down to you to sell to your leadership.
Remember who you will be working for when you are TUPE'd, a large PLC company who specialise in IT. This might give you opportunities within their business, keep an eye open on their corporate intranet for roles that might interest you, more career opportunities and more pay. Maybe you want to show that your are the export in the VLE they are implementing, show them you are, tell them how much you enjoy it and that this is something you want to do more of. That might consider you for a role that is part of their BSF model.
One thing to remember is that there are a lot caring people who want to make this as easy as possible for you, ensure you enjoy your role and get the pay you want.
Thanks to apearce from:
stariq (27th December 2009)
27th December 2009, 09:33 PM #8
Take a look at Partnerships for Schools
Partnerships for Schools
Pay particular attention to the bits about consultation, onsite support, remote server farms, reducing cost to schools.... then when your time comes see how much of the above applies in your case, and in other schools in your LA.
14th January 2010, 03:04 PM #9
- Rep Power
So if your tuped, do ALL of your current terms and conditions move with you?, surely they cannot offer the same pension etc...
15th January 2010, 10:23 AM #10
I believe pensions are excluded from TUPE
Originally Posted by andyase
15th January 2010, 10:32 AM #11
was told yesterday that pensions carry over with you and your LA years of continious service also carries over and continue to go up, but here currently support staff dont have any protection when tuped, see my marine academy thread
15th January 2010, 02:45 PM #12
For more information regarding TUPE see Responsibilities to employees if you buy or sell a business | Business Link and http://www.berr.gov.uk/files/file20761.pdf
I'm no lawyer however as this a legal requirement to protect employs rights and your current terms and conditions (salary, holiday entitlement,etc, apart from pension see below) are transferred and are costed by the company taking on the business (this case our jobs). Once transfered just as currently we can be made redundant (however unlikely that may be) any other employer can do this but will have to comply with your terms and conditions and you may be able to claim unfair dismissal. This is why I'm a union member to ensure my rights can be defended by somebody who knows the law.
Occupational pension and share-option schemes
You do not have to offer transferred employees who are members of - or eligible to join - an occupational pension scheme (OPS) exactly the same pension rights.
However, you must still offer those employees a minimum level of occupational pension provision.
You can opt to provide an OPS or stakeholder pension scheme. If you choose a stakeholder or a defined contribution scheme, you will have to match the employee's contributions up to 6 per cent. This can be increased if both parties agree.
If you don't take over the previous business' shares, you won't be able to provide such shares to your staff. If the previous employer had share or share-option schemes, you must provide equivalent schemes.
Note that if you buy a privatised (previously public sector) undertaking, or win a contract to provide a service to a central or local government organisation, the government expects you to have pension arrangements that are broadly comparable with that enjoyed by the previously public-sector employees.
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