It played a critical role in ensuring implementation of the national agreement and continues to work collaboratively on the wider workforce reform agenda.

Since 2003, WAMG has been at the heart of school workforce reforms including remodelling, changes to the teachers’ pay structure, review of whole school staffing structures, revisions to teachers’ performance management, and new professional standards. The common purpose is to support schools in raising standards and tackling workload issues for staff.

It is committed to the cultural change that will raise the status and professionalism of teachers, create new opportunities and greater recognition for support staff and help schools to organise themselves so as to produce the best outcomes for children.

WAMG, along with others, provides input to the development of government policy where there are school workforce implications.

How WAMG works

WAMG members work together in a social partnership where decisions are shared and there is genuine commitment to finding solutions. A key delivery partner is the Training and Development Agency (TDA) in England, which, in conjunction with WAMG, develops and delivers training support and materials. WAMG also provides further support through its notes and information packs.

The WAMG model is mirrored throughout England and Wales in the many local social partnerships at local authority level which are key in ensuring delivery of the wider workforce remodelling agenda by supporting schools and monitoring progress.

Several sub-groups to WAMG advise on, monitor and help the development of associated workforce issues:

• The Rewards and Incentives Group (RIG), consisting of employers and teachers’ unions, is instrumental in clarifying aspects of the workforce agenda that impact on teacher’s rewards, incentives and career options
• The Support Staff Working Group was set up to address issues and concerns relating to the national framework for pay and grading of support staff in England

The way forward

WAMG will continue to work to ensure that:

• schools have the resources, support and guidance they need to meet the challenges and opportunities of continued workforce reform as well as, in England, the modernisation, new professionalism and personalising learning agendas
• implications on workload of school staff are taken into consideration in development of other initiatives to ensure gains made through the national agreement are maintained and extended.
  

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