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In the case of an agency, the terms and conditions under which you will work are likely to be set out in a written contract to be made with the agency (sometimes supplemented by a handbook).
Supply agencies are required by law to give each teacher a written statement containing full details of his/her terms and conditions.
How will you get paid (for example, by cheque or credit transfer)?
When will you get paid (perhaps weekly or monthly)?
Are there any notice provisions by which the assignment may be brought to an end? This is particularly important for those teachers engaged on a lengthy supply arrangement.
What is the rate of pay for a full or half day of supply work? If appropriate, what is the hourly rate?
What are your obligations when attending the school? Have they been spelt out clearly?
Is there a disciplinary procedure applicable to you?
If you have a concern or grievance, are you able to raise it and, if so, through what channel?
Are there any provisions in the contract that may restrict your employment in the future? For example, is there a clause stipulating that should the school offer you permanent employment that you wish to accept, this will involve them paying a release fee to the agency for whom you’ve been working?
If you are unable to attend work due to sickness, are there any provisions for sick pay (which is most likely to be statutory sick pay in any event)?
If you become pregnant, is there an entitlement to maternity pay or leave?
Who bears responsibility for making deductions for National Insurance and tax purposes: is it to be you, the school, the LA or the supply agency? (In many supply teacher agency contracts, the responsibility for making these deductions rests with the supply agency).
What is the insurance position if, for example, something goes wrong in the classroom?
Who is responsible for the day-to-day supervision of your work? Has a ‘line manager’ been identified to whom you can refer, taking into account the level of your skills and experience?
What happens if, for whatever reason, you are unable to attend for work at a particular institution? Will this result in the arrangement between you and the LA school or supply agency coming to an end?
Are you obliged to accept an assignment offered to you?
If you are ill, what steps do you have to take to advise, for example, the LA, school or supply agency, that you are not fit to attend for work?
Having accepted a supply post, what are the rules applicable to you when you take up your supply work? You are likely to be subject to the following general professional duties:
to co-operate with staff at the school
to accept the supervision and reasonable instruction of an appropriate 'line manager'
to observe the rules applicable at the school; if you have any concerns (for example, about pupil discipline) you should identify these rules as quickly as possible (by liaison with the 'line manager')
to work the normal hours of work at the school (subject to any specific contractual arrangements to the contrary)
to take reasonable steps to safeguard the health and safety of yourself, other members of staff at the school and, of course, the pupils. If you have any concerns about health and safety you should, with the assistance of the line manager referred to above, locate the health and safety policy and ensure that you comply with its contents
not to act in a manner that is detrimental to the school
to keep confidential any information you acquire in your work in relation to the school, LA or supply agency.
On arrival at the school, you should be provided with the following information, particularly if you have not worked there previously. If you are not provided with this information then you should ask for it.
Some of the following points will not apply in all situations. In particular, the distinction between supply work in the primary and secondary sectors is recognised.
Who arranges supply cover and who is to be your ‘line manager’ while working at the school?
What are the names of the heads of departments, key stage and subject co-ordinators and the senior management team?
Are there any special instructions about gaining entry to the school premises?
What are the timings of the school day and how are they indicated?
What time are staff expected to arrive?
Do bells mark the end of lessons and school sessions?
What are the arrangements for assembly and registration?
Are you ‘expected’ to do extra duties, e.g. bus duty? If so, will you get paid for it? If not, should you be paid?
Are you ‘expected’ to attend staff training days, staff meetings and parents' evenings? Again, will you - and should you - be paid?
What are the lunch and break arrangements?
Is there any information about the layout of the school? Is there a plan or map, showing the location of rooms? If so, you should receive a copy.
Where is the staffroom, cloakroom and lavatory?
Is there somewhere – for example, a locker - where you can store your personal belongings safely and securely?
Where are the classrooms/teaching spaces?
Does the school have a lesson routine? For example, are classrooms locked at the end of a school session?
Do pupils line up outside the classroom before the lesson commences?
Is there a seating plan for the classroom or are pupils able to choose their own seats?
Should pupils have certain books (for example, a textbook and exercise book) and equipment (for example, a pen or pencil) with them?
Do you call a register every lesson?
Have you been provided with a list of the pupils in the class you are covering?
Are you expected to teach pupils or are you supervising lessons only? If you are expected to teach a group of pupils, have you been provided with any or sufficient information about, for example, teaching resources? It will not be appropriate for you to be asked to carry out certain teaching tasks if you have not got the relevant qualifications and experience, for example supervising science practicals and PE.
Has work been set for the class or classes you are covering and if so, where can it be located? Are you expected to set work yourself?
Do pupils record their work in exercise books, on paper, or in some other way?
Is there any guidance about marking, recording and assessment (if this is appropriate to the supply assignment)?
What are the arrangements for dealing with pupil indiscipline and disruption? It is particularly important to obtain clear guidance on the school’s policy on the physical restraint of pupils.
Are any ancillary or support staff to work in the classroom while you teach? Are they in the classroom to support a specific pupil or are they to be deployed as you deem appropriate?
Do any of the pupils have any medical condition(s) of which you should be aware? Will you be asked to administer any medication (you are not contractually obliged to give medication or supervise pupils taking it)?
What are the arrangements when a child is sick?
What are the arrangements for wet weather during outside activities?
What are the procedures if there is an emergency, e.g. a fire?
Is there a dress code (or any other code) that concerns you as a teacher?
Is there a school uniform?
Is there a smoking policy in operation at the school?
Have you been told whether there are any children in the class who have special educational needs?
Are there any statemented pupils? From whom do you get this information?