Retirement Policy The Governing Body of Blandford St Mary Primary School is committed to promoting equality and diversity. By recognising and appreciating individual needs and differences the school will be broadly representative of the communities it serves, and be a place where children and staff will thrive â€“ physically, mentally, socially, and spiritually. This will be achieved by implementing equal opportunities and diversity practice across the three dimensions of the Schoolâ€™s activity: as an employer; an educator; and a resource of the local community.
Blandford St Mary Primary school is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. These posts will require a criminal record bureau check via the CRB.
Date Adopted: Review Date:
In B o urne mo uth, D o rs e t a nd P o o le
Blandford St Mary Primary School Retirement Policy
This policy and guidance has been developed taking into account the removal of the National Default Retirement Age from 6 April 2011.
Blandford St Mary Primary School values the loyalty and commitment of all staff and is committed to equality for all staff regardless of age.
The Blandford St Mary Primary School will support all employees retiring from
This policy applies to all Blandford St Mary Primary School employees.
The Local Authority will not accept liability for any actions, claims, costs or expenses arising out of a schoolâ€™s decision not to follow this recommended policy or procedure, procedure, where it is found that the schoolâ€™s Governing Body has been negligent or has acted in an unfair or discriminatory manner.
The Blandford St Mary Primary School operates without a fixed contractual retirement age and supports a flexible approach to retirement.
Individuals will decide when they want to retire by providing the notice required to terminate their employment as stated in their contract of employment on the grounds of voluntary retirement.
No assumption will be made about a date an individual is likely to retire.
Managers may ask staff about their future aims for succession planning purposes, for example as part of the PDR/Performance Management process.
The Local Government Pension Scheme (LGPS) continues to operate with a normal retirement age of 65 years, which means that the age from which employees can receive an unreduced pension on voluntary retirement is age 65. A member of the pension scheme can choose to retire from age 60 and
receive benefits immediately, although they may be reduced for early payment. The normal pension age within the Teachers Pension Scheme (TPS), when retirement benefits can normally be taken, is age 65 for those first joining after 31 December 2006, otherwise it is age 60 (provided there has not been a break in service for more than 5 years; see the Teachers Pension website for further information). Members of either Pension Scheme who are considering retiring are encouraged to check what pension provisions apply in their individual circumstances. 4.2
If a pension scheme member continues working after reaching age 65, he/she can decide to continue to pay pension contributions up to age 75 (two days prior to their 75th birthday if a member of the LGPS) or can take his/her pension.
Both the LGPS and TPS regulations provide for flexible / phased and early / premature retirement options to be considered where appropriate. Flexible / phased retirement means that employees who are members of the LGPS or TPS may be able to access pension benefits from age 55 and continue working on reduced hours or reduced grade, where this is agreed by the School. The School will be required to meet any associated costs, where there are any, unless it is as an alternative to redundancy in a formal redundancy situation in which case those funding rules will apply. Members of the LGPS should refer to the LGPS website for more information on retirement including ‘Flexible Retirement’ – www.lgps.org.uk Members of the Teachers Pension scheme should refer to the Teachers Pension scheme website for more information on retirement including ‘Phased Retirement’ – www.teacherspensions.co.uk Please note that early / premature retirement and flexible / phased retirement can only proceed with the employer’s consent, so members of either scheme should also refer to the guidance available on schoolsnet (via the school office) for information on the procedures for requests for early / premature retirement and flexible / phased retirement and discuss the matter with the Headteacher.