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Assessing RE with the 'Hertfordshire Agreed Syllabus for Religious Education 2017-2022' New
RE Assessment grid for primary age related expectations by year group
The RE assessment grid has been developed by Hertfordshire SACRE members to provide the statutory expected learning outcomes for the end of each key stage taken from Hertfordshire Agreed Syllabus for Religious Education 2017-2022 pages 18-22 wheels. For years 1, 3 and 5 new suggested non-statutory exemplars are provided in italics. In school training and consultancy on assessing RE is available from HfL.
Implementing the 'Hertfordshire Agreed Syllabus for Religious Education 2017-2022' and planning from 'Religion for Today and Tomorrow'
Following the implementation of the new Hertfordshire Agreed Syllabus for Religious Education 2017-2022, the Hertfordshire SACRE are pleased to share exemplars of long and medium term planning to support teachers in writing plans for their individual settings.
The suggestions are non-statutory and are based on the enquiry approach set out in 'Religion for Today and Tomorrow' which can be purchased from the Herts for Learning website.
SACRE Model RE Policies
The model RE policies are available under general resources:
Guidance on fasting in Ramadan 2016
Ramadan Letter from Headteacher
SACRE Ramadan 2016
SACRE Guidance and Protocols on Faith Visits and Visitors
Faith Communities Directory
Annual Report 2016-17
Annual Report 2015-16
Annual Report 2014-15
SACRE advice to Hertfordshire Schools (2001)
Frequently Asked Questions about religious education and the right of withdrawal.
Guidance on Collective Worship
Monitoring the provision and quality of collective worship in community schools and foundation and voluntary schools without a religious character
This document is written to enable schools to understand on which days a Jewish teacher or pupil has the right to be absent from school.
Leaving work early for Shabbat
This year, Shabbat UK, which aims to encourage Shabbat observance around the country, falls on November 11/12. If you wish to fully participate and connect with Shabbat, you may need to leave work earlier than usual. During autumn and winter, observing Shabbat can mean having to be home as early as 3.30pm depending on where you live.
Ideally, you should be able to discuss these requirements with your employer at the recruitment stage to see if, and how, these needs can be accommodated. An employer is not obliged to employ people whose religious requirements make it impossible for them to undertake a crucial part of the job, This can include, for example, the requirement for certain tasks be performed on a Saturday, but this must be made clear at the interview stage.
It is usually possible to come to an agreement with your employer. For example, employees needing to work a set number of hours in a week can make up the time by coming in earlier, or leaving later. Significant deadlines on Fridays can be avoided by careful planning of your workload. It is helpful to include someone other than your line manager, such as human resources personnel, in these discussions and to keep a written record of the agreement.
Although there is nothing in the Equality Act 2010 that specifically requires and employer to provide time off on a Friday, the employer does have to be careful in case a policy to refuse the time off might amount to indirect discrimination. Indirect discrimination occurs where an employer applies a provision, criterion or practice to the employee that puts (or would put) the employee (a person of a particular religion or belief) at a disadvantage when compared to other persons. There will be no indirect discrimination if the employer’s actions are objectively justified in that there is a real business need and that the provision is reasonably necessary to achieve that aim.
Negotiation on this will be necessary if you are already in a job, but would like to become more religiously observant or to convert to Judaism and have new requirements.
It is always advisable to write down what has been agreed between you and your employer to avoid confusion if there are later changes in management.
The Board of Deputies is available to explain and speak with employers about the needs of their Jewish employees, and look into suggestions based on previous experiences of best practice that may be suitable in each individual situation. If you are a member of a trade union, it may be helpful to involve a union representative in relevant discussions. The Equality and Human Rights Commission (EHRC) can be contacted for guidance on how to deal with workplace disputes in line with the latest equalities legislation and the Advisory, Conciliation and Arbitration Service (ACAS) is able to assist in resolving workplace disputes and support individual cases.
The contribution of religious education and collective worship to promoting community cohesion - guidance from Hertfordshire SACRE