Week 16

0 hour = 0 respect = 0 value

#AdultConversations #52weeks52speaks

Week 16

Chloë Hynes

Contextual bio: I worked as an ESOL teacher on a 0 hour contract for too many years. I now have a full-time contract (with a different organisation) but to this day casual contracts remain my soapbox. When I was 0 hour I was too afraid to say anything for fear of loosing my precarious yet long term job and (because everyone knows everyone in ESOL), potentially rendering myself unemployable. I wrote the original version of this blog 4-5 years ago when I had 2x 0 hour positions + freelance work. From my experience working with practitioners in the sector since then, I believe the issue has sadly remained just as prevalent.

In a NATECLA member survey a few years ago, we discovered that 13.4% of our members were on sessional contracts with a further 2.4% working for an agency. Whilst these figures might seem quite high to some, I didn’t think they fully represented the true picture of instability in the sector. I wondered why; possibly because sessional tutors couldn’t afford membership, many have to teach multiple subjects in different contexts so they don’t have one ‘body’ that represents them, or perhaps they are isolated and out of the ‘FE loop’. Possibly (sadly) a mixture of all three and then some. Of course this is purely anecdotal, yet most people I speak to in adult and community learning regard it as a scourge in our sector; the elephant in the room that even unions don’t take seriously enough.

So, whose place is it to talk about this subject?

Everyone’s.

0 hour contracts affect us all.

Managers, staff and learners alike – all feel the effects of a continual and inconsistent string of sessional tutors.

Whilst there are so many positive things I could say about adult and community learning, I have decided to climb up on that soap box for #AdultConversations, and shout loud and proud for every practitioner who has found themselves unwittingly on one of these contracts.

Let’s get the conversation ball rolling...

Let’s not stand for this anymore!

If you see a fantastic tutor that’s been sessional for years and wants a contract, put in a word for them, ask why they are not taken on permanently. If you see a string of excellent sessional practitioners walking through your organisation’s door (and you’re a part of a union) speak to your union. Be mindful that many sessional workers aren’t with a union because different organisations may have different representation. They may also not want to rock the boat if they think they may lose their chances of getting a contract if they speak to the union rep. So, if you can do it for them – be their voice.

We do our best to look out for our students and we need to do the same for one another.

With that in mind, I have compiled a list. Instead of ‘reasons why casualisation is bloody awful’ (I don’t want to hog the blog!), I have turned the negative on its head so we can focus on the positive, by looking forward to a world where casualisation is not the norm.

What are the benefits of banning casualisation (except in exceptional and negotiated circumstances) in the FE sector?

1 – Staff are not preoccupied with financial or job security concerns.

3 – Staff are not frustrated for prepping for classes that get cancelled – and not getting paid for the pre-course prep time.

4 – Staff feel valued. Long term sessional staff regularly second guess themselves about their worth within the profession: “If I was a good teacher, I would have a contract.”

5 – Staff feel part of the team and have a sense of belonging within the organisation.

6 – Staff have improved mental health and wellbeing.

7 – You won’t need to spend time inducting new sessional staff every term. Your permanent staff all know the ropes – until you recruit new staff!

8 – You will have staff who are committed to your organisation and your learners. Sessional staff can and will leave if they find work elsewhere. They may also have numerous sessional posts in different organisations so may not be able to attend important standardisation and team meetings.

9 – You will be able to support all your staff through an individualised CPD programme connected to your organisation and departmental needs. Sessional staff don’t always get (paid) professional learning opportunities.

10 – Practitioners have the time and space to share their knowledge with the rest of your staff.

11 – Save time and money on recruitment.

12 – Practitioners will do the work they are timetabled to. Sessional staff are within their rights to say no to certain hours or classes if they choose to.

13 – Those that want truly flexible and casual working hours are able to get them.

Consider the impact the above benefits will have in turn on our learners. Inconsistency and uncertainty can have an impact – on your team and in particular on the people we (arguably) come to work for.

Feel free to copy the above benefits list to display around the staff room (if you have one). You may even like to add more!

You can contact Chloe via Twitter @ChloeFibonacci

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