In order to take forward the new local authority employment model, I am pleased to announce today that we will establish a new technology booking platform that will be available to local authorities, schools and supply staff from September 2023. The model will provide an additional route for schools to engage supply staff and provide a choice to both supply teaching support staff and supply teachers over how they are employed. A procurement exercise is currently under way, with the contract due to be awarded in the spring term, and a staggered implementation to follow across local authorities from the start of the next academic year. My officials will continue to progress this work in the coming months in consultation with local authorities and appropriate stakeholders. However, as a minimum, the platform will enable supply staff to register themselves for work and enable schools to book supply teachers directly online.

Whilst much of the detail of how the platform will work in practice will depend on the successful provider and the system they have in place, supply teachers will be able to work across local authorities and be able to work via agencies should they choose to do so. This system will not employ supply teachers directly itself; it will be a user-maintained system that will be supported by all organisations that use it. So, to ensure that supply teachers can access the statutory terms, including the teachers' pension scheme, the platform must link to a public sector provider. Discussions are ongoing with the Welsh Local Government Association on arrangements to support the pay and pensions element of the platform, and I anticipate that this important element of the work will be agreed in the coming weeks.

Alongside the platform, the NPS framework will continue to be available for schools, supply staff and local authorities. I am conscious of the work that has been undertaken to make the improvements that the framework brought about. I've given full consideration to how the current arrangements can be strengthened ahead of the next agreement, which will commence from September 2023, alongside the booking platform. The new framework will include the same requirements as the current agreement. In addition, agencies will be asked to demonstrate how they can improve their professional learning offer, and to incorporate the national professional learning entitlement into their employment terms.

All employment agencies are regulated by the Employment Agency Standards Inspectorate. Although the framework is not statutory, as part of the new agreement the inspectorate will consider some aspects of the framework terms when inspecting framework agencies, and the findings shared with the Welsh Government. Agencies will also be required to partner with JobsAware and display their logo on payslips to promote safe and fair working practices and signpost their workers to employment guidance. These measures aim to improve compliance in those areas that are not within the Welsh Government's remit and ensure that agency workers are able to access employment guidance and support.

The final area of work is key to these reforms and will ensure that the fair work aspect of the commitments has been fully considered. Responsibility for teachers' pay and conditions was devolved in 2018, which provided the opportunity to consider whether different pay, terms and conditions could apply to the various roles and responsibilities of teachers and supply teachers within the system. As the independent Welsh pay review body makes recommendations to Welsh Ministers on teachers' pay and conditions, it has been asked to include this important aspect as part of its wider strategic review taking place this year. The report and recommendations from the IWPRB will be considered in full, and any changes introduced to the statutory terms and conditions for the academic year 2023-24.

Dirprwy Lywydd, this is a complex area that must balance the needs of all within the school system, including learners and the wider school workforce. Above all, I am mindful that any new supply employment model must deliver for supply teachers, whilst being sustainable for schools to use and not add to the workload of school staff. I hope that the work I have outlined provides reassurance to those undertaking supply roles of the commitment to change in this area. The feedback from our key stakeholders has been invaluable in understanding the scale of the reforms required, and of the need to make improvements across a range of areas to ensure that a new employment model is fit for purpose. Whilst there is still work to do, I am confident that these measures will result in a sustainable improvement across the education system as a whole.