Thank you. It is a state primary school. Consultation ends tomorrow so I’m guessing I’ll hear more next week.

Update. I asked the questions regarding guidelines to determine one jobs equivalence to another and she couldn’t answer. 2 - your definition of assimilation The definition of assimilation is as set out in the Organisational Change policy. - Where the post(s) is (are) substantially unchanged - Where the number of postholders is the same as or less than the number of posts. 3 - a copy of the assessment carried out by you and the LA regarding my current post against the new post. Unfortunately, a job description for your role evaluated at PO4 is not available and therefore a formal assessment as suggested could not be carried out. also…. The proposed job description was put together considering the current duties undertaken, the needs of the school and reviewing other similar posts. A job evaluation was then carried out to determine the grade. The job evaluation is shared with trade unions as they are trained in the scheme. and…. However, if you would prefer to be considered for redundancy (with reasons) and or would prefer the school to pursue redeployment opportunities on your behalf, please do contact me and inform me by the end of the consultation period (This is tomorrow)

The head is going to HR to seek clarification on whether I have to take the new post or not. She believes that she has created a job for me and if I don’t take it then I’m resigning. She is very reluctant to answer my questions and as I’m not in work due to family circumstances, she is ignoring my emails as is HR.

Thank you all. There is no salary protection for me. If I agree to assimilation then the salary starts immediately and I’m on a 6 month trial.

In the letter regarding restructure it states ‘The proposal includes a recommendation to delete your post and as such you may, regrettably, be at risk of redundancy.’ Reasons given are: - to ensure financial sustainability due to a current financial deficit; - to ensure roles are fit for purpose for 2022 to secure high quality educational provision; - to match with the falling rolls across LA. I am the only person in this post and according to the head - no longer needed in my current post but needed within school in another post. My starting time is earlier than my current contract states and being distributed across the year. The drop in salary is over £7000 which means I drop from a PO4 to a PO1. The new post is to manage 5 members of staff - challenging staff, who are facing redundancy themselves in September and to do all the duties of the inclusion manager - post was deleted at Christmas. This is the idea behind the new post. The Pastoral Manager, leading on safeguarding, attendance, medical and family support will work in the Inclusion team under the guidance of the SENCo. The pay scale will return to the original contracted pay grade to ensure it fits in line with the school’s pay bracket. no I’m not with a union.

I am on a permanent contract which doesn’t actually reflect my current post which has changed many times over the 8 years. I had a letter about restructure that stated that my post is being deleted as there are not enough children on the school roll for the need of my position. Along with that letter was a suggested redundancy figure as well as a new job description for the assimilated post.

dx100uk - I work in a school and I’m support staff.

I’ve been working for local authority for over 8 years. A new head has been appointed and started a restructure process that should end this month. They have said my role will be deleted but assimilated me to another post which means job title changed, big drop in salary, increased hours to work each day and more staff to manage plus they have changed my role to TTO (term time only) rather than all year round. Do I have grounds to fight this?