Human resources
The HR competency covers contracts, pension administration through TPS and LGPS, safer recruitment under KCSiE, the single central record and an effective CPD plan. In smaller schools the bursar is often the de facto HR director.
What the standard expects
The HR competency includes recruitment, onboarding, performance management and the administration of pay, absence and discipline. In a school without a separate HR manager, the bursar normally chairs the school's recruitment panels for non-teaching posts and supports the headteacher on teaching appointments.[1]
TPS and LGPS administration
Teaching staff are members of the Teachers' Pension Scheme; support staff are usually members of the Local Government Pension Scheme. The bursar's office submits monthly contributions to TPS and to the relevant LGPS administering authority, and reconciles those returns against the monthly payroll.[2]
Safer recruitment and the SCR
Keeping Children Safe in Education sets the safer-recruitment requirements that govern the single central record. In most schools the bursar owns the SCR and signs off the weekly check. Inspectors will normally test the SCR within the first hour of any visit.[3]
CIPD level expectation
There is no statutory CIPD requirement for the post but a CIPD Level 5 Associate is increasingly expected at senior independent and MAT level, particularly where the bursar leads non-teaching disciplinary cases without external HR support.