What is the policy/strategy/function/saving trying to achieve/do?

Meet the council’s statutory responsibility to deliver 1140 hours of ELC for all eligible children within budget.  In line with Scottish Government policy for 1140 hours, and in accordance with the ambitions of The Plan for North Lanarkshire.

If this is a budget saving, how will the saving be achieved?

In 2018/19, North Lanarkshire Council was required to develop a new operating model as part of the 1140 hours programme and in line with funding received by Scottish Government for the delivery of same. The new model resulted in 464 FTE (591 head count) NLC9 Early Learning Practitioners posts out of structure.

The service has committed to reducing this number as part of the transitional phase and through a range of approaches including staff being appointed into Lead Practitioner Posts (NLC9).

The proposal to finally align staffing resources to the previously approved ELC model results in 273FTE (374 head count) remaining out with structure.

In addition, in terms of the Equity & Excellence Leads (NLC10), it is proposed that 10FTE of the current cohort within the structure are deleted (of which 3.9 FTE are already currently vacant), and the realigned focus in relation to deployment includes peripatetic EELS and settings where we have provision for birth to 5 years/ 2-5 years and ASN.

The outcome of the proposed saving will be circa £3m in total.

Who are the stakeholders and beneficiaries?

Early learning practitioners, ELC, pupils, parents/carers, and wider community.

Other key stakeholders include: trades unions – any impact on staff,  elected members – any impacts on services to constituents; Education, Children & Families.

What current data, consultation, research and other evidence or information is available relevant to this assessment?

Appendix 01 provides an overview of the ELC career pathway which was implemented in 2019 to deliver 1140 hours in North Lanarkshire.  The reviewed staffing structure does not include the Early Learning practitioners.

What consultations have taken place?  

Trade Union consultations took place with all signatory trade unions during the implementation of 1140 hours in 2018/2019. In addition, consultation is undertaken with the public, trade unions and elected members as part of the well-established budgetary process.  If the proposal to allow for the final alignment of staffing resources to the ELC model is approved, formal collective consultation will take place with the trade unions and employees affected will commence week beginning 20 March.  

Consultation is not considered necessary for people and communities and children and families, as there will be no cessation in service provision, but consultation is nonetheless undertaken with the public, trade unions and elected members as part of the well-established budgetary process.  The previously approved ELC model has been successfully implemented in a number of establishments across North Lanarkshire.  

How does/will the policy and resulting activity affect those with the characteristics listed below (including employees)?

Ways of minimising the numbers of employees affected will be explored in terms of the Council’s well established Workforce Change Policy.  In addition, the staff wellbeing strategy is available to provide support to staff.

The proposed options available to the affected cohort of Early Learning & Childcare Practitioners (NLC 9) will be in line with the Council’s Workforce Change Policy.  This is available to access on www.mynl.co.uk 

The proposed options available are:

1. Voluntary Redundancy Severance (VRS)
2. Redeployment to an Early Learning & Childcare Lead Practitioner (NLC 9) vacancy
3. Redeployment to an Early Learning & Childcare Key Worker (NLC 7) position with 18 months’ salary protection
4. Redeployment to wider available vacant posts within the Council.

In addition, Pension Protection (S20) where appropriate.

What measures could be taken to strengthen the policy / strategy to help advance equality of opportunity, foster good relations, promote human rights and reduce socio-economic disadvantage?

Individual engagement with affected employees will be undertaken to provide affected staff with access to information on available opportunities through the Workforce Change Policy, as well as signposting to welfare and financial advice and information services the Council provides – Health and Wellbeing Strategy and the Tackling Poverty Team.

What actions / measures will be put in place before introducing this policy?

• Review the implementation of the savings programme (TBC, subject to council decision-making) – March 2023
• Collective consultation with the recognised trade unions (minimum of 45 days; scheduled to conclude on 12 May 2023) – May 2023
• Individual consultation with affected employees ensuring personalised engagement (Anticipated to be undertaken between June and August 2023) – August 2023

How will you monitor the impact and effectiveness of the new policy?

Monitoring, evaluation and review will be part of continued workforce planning and final implementation of the approved ELC model. This through quarterly updates which will provide regular updates on impact/progress.

What is the result/recommendation of the assessment?

Introduce the policy subject to council decision to agree to implement the savings proposal (2024/25)