Terms of Reference of the Finance and Staffing Committee

Membership

To consist of at least 6 governors, one of whom will act as chair.

The current membership is:

1. Mrs Sarah Rubin
2. Rev. G Thomas
3. Mr M Vickers
4. Ms K Wain (Chair)
5. Ms L Moores
6. Ms L Nikroo

Chair

• To be appointed by the committee
•  The governing body can remove the chair at any time.  

Quorum

• 4 governors

Meetings

• Meetings will be held at least once each term.
• The chair can convene extra committee meetings if required but must give at least 7 days clear notice.

Agendas

To be circulated to all governors one week before the meeting by the chair of the committee.  Accompanying papers to be circulated to members of the committee only.

Minutes/ confidential minutes

To be circulated to all members as soon as possible after the date of the meeting, or with the agenda papers for the next full governing body meeting.  Minutes to include a brief summary of items discussed, decisions made and/or a record of any proposals/recommendations for the governing body to consider, and clear reasons for decisions taken.

Confidential items related to pay, or individuals, are only to be circulated to members of the committee who are not paid members of staff.

Review

Membership, terms of reference and working procedures to be reviewed annually at the autumn Term governing body meeting.

Agendas

To be circulated only to governors on the committee for ordinary meetings and in accordance with any required timescales within any Human Resources procedure being used, so they are received at least 7 days before the meeting. Accompanying papers for any appointment/hearing also only to be circulated to members of the committee who attend a specific appointment/hearing.

Minutes/ confidential minutes

Minutes to be circulated to all committee members for ordinary meetings but for any appointments/hearings only to those members who have served on the committee at that appointment/hearing, and distributed in accordance with the required timescales, within the procedure being used. 

Any reports to governors who were not present at a hearing, including the full governing body, to only include a brief summary of the main issues, if appropriate, and a record of any decisions made, and/or proposals/recommendations for the governing body to consider, if appropriate, and that are also not confidential.

Arrangements

Arrangements for any meeting that is a hearing will be made by the school/person appointed as clerk to the hearing. All other

meetings to be arranged by the chair of the committee with the clerk to the committee circulating the agenda and papers to all committee members.

Review

Membership and terms of reference to be reviewed annually at the autumn term governing body meeting.

Advice

The Strategic Director for Children’s Services, or his/her representative, have the right to attend any hearing, offer advice prior to, and at any hearing, as appropriate, and subject to any service level agreement that is in place.

The remit of the Staffing Committee will be to deal with any appointments of staff as delegated to it by the governing body, to deal with issues related to staff capability, grievance, disciplinary matters including dismissals (dismissals only where the circumstances apply where the HT cannot make the decision to dismiss). The HT may attend and offer advice at all relevant proceedings.

Specifically, the terms of reference of the Staffing Committee are:

The Staffing Functions

• To review, agree and implement the procedures for the recruitment, selection and appointment of teaching and support staff, including those on the leadership pay spine. 
• The full governing body will seek the appropriate advice and support (this may be from the school Human Resources Adviser, and School Improvement Officer or External Consultant) for the appointment of a HT and Deputy HT.
• To review and approve all policies relating to staffing matters as required.
• To ensure that procedures are in place for managing staffing issues, through adoption of local authority model policies and to ensure that all staff are made aware of these, including policies for capability, attendance management, disciplinary issues, grievances and redundancies.
• To determine the school staffing requirements and establish the annual and longer term salary budgets and other costs relating to staffing matters e.g. training, in accordance with the budgets available.
• To approve, monitor and review the school’s performance management policies and procedures and the implementation of the policies.  To ensure these policies comply with local and national requirements and that they relate to the school improvement/development processes and the continued professional development of school staff.
• Monitor the operation and outcomes of performance management arrangements for all staff every year.
• To ensure that opportunities and resources are available for continued professional development for all staff, and are implemented with reference to the School Improvement/Development Plan.
• To review the staffing structure whenever a vacancy occurs, and at least annually, in relation to the School Improvement/Development Plan.
• To review job descriptions and person specifications as appropriate.
• To review all staffing related procedures, and adopt/recommend them for

      adoption, and to ensure that staff are informed of them.

• To contribute to the School Improvement/Development Plan where appropriate.

Staffing powers in exceptional circumstances*

1. The committee would only in exceptional circumstances make the appointments to posts outside the leadership group for the school.  The HT would make the appointments to posts outside the leadership group in normal circumstances and the governing body can nominate a representative to be on appointment panels for these appointments should they feel it appropriate.

1. The committee would, only in exceptional circumstances make the initial decision to dismiss.  The HT has delegated responsibility to make initial dismissal decisions, unless particular circumstances apply whereby the head is unwilling or unable to perform these functions (e.g. they have been directly involved leading up to the dismissal), or there are serious concerns about the performance of the HT.

Associated Documents:

Local and National Conditions of Service regulations and policies.

All relevant employment legislation and directives (including equalities and discrimination legislation).

Safer Recruitment legislation and guidance.

Performance Management guidance

This list is not exhaustive.