I was amazed to discover at a recent HR conference just how many institutions process claims from hourly paid teaching staff simply on the basis of good faith!

Without validating claims - surely this means that collectively UK educational institutions are wasting thousands of £’s paying staff for bogus claims?

If only HR recognised the value of timetable data, this would allow them to identify bogus claims and manage workload restrictions (for example, Tier 4 graduates working no more than 20 hours per week). After all, the timetable is seen as the source of truth with respects to teaching activity. Now, we all know that the timetable itself doesn’t always accurately reflect reality, but it’s a good start!

CELCAT Pay Claim takes this a step further by optionally using attendance data to validate claims. Where attendance has been recorded against an event is normally a good indicator that the claim is valid. Coupled with a managed work-flow from teacher to manager, from manager to payroll, CELCAT Pay Claim provides a robust pay claim process and eliminates waste both in terms of administration and erroneous payments.

The best thing about CELCAT Pay Claim is that it encourages HR and Timetabling to work together for the reasons outlined above and that can only be a good thing.