2012 - 2013 teacher pay policy · the pay review committee will, in consultation with the...

School & Governor Support Service 2012 – 2013

Roseberry Primary & Nursery School

2012 - 2013 TEACHER PAY POLICY

FOR ADOPTION BY INDIVIDUAL SCHOOLS

January 2013

School & Governor Support Service 2012 – 2013

School & Governor Support Service 1 2012 – 2013

TEACHER PAY POLICY

CONTENTS Page 1 Introduction to the Teacher Pay Policy 2 2 Aims of the Policy 2 3 Objectives of the Policy 2 - 3 4 Policy Statements 3 - 6

Appendix 1 Consideration of Individual Requests for Pay to be Reviewed

Appendix 2 Pay Review Procedure

Appendix 3 Procedure for Pay Appeals

Appendix 4 Points and Allowances for Use when Reviewing and Calculating Pay for Teachers

Appendix 5 Governors Checklist for Action

Appendix 6 Example form for use in UPS pay progression

Appendix 7 Example Letters for use in Pay Review Appeals

INTRODUCTION

1.1 This policy statement identifies how the Governing Body will seek to ensure that its responsibilities for the remuneration of teaching staff are undertaken.

1.2 The Governing Body is aware of its responsibilities for all members of staff, both teaching and support staff. This policy provides a framework for considering the remuneration of each teacher who makes a contribution to the life of the school through the management, delivery or support of the curriculum.

1.3 This policy statement (which should be read in conjunction with all the school’s

policy statements) identifies the key issues in determining teaching staff’s pay, incorporating them in a framework of priorities to meet short-term and long-term planning, as identified in the School Improvement Plan.

1.4 The Governing Body recognises the sensitivities in the area of pay and will use its

best endeavours to take account of such issues and concerns. The Governing Body is also aware of the significance of pay in recruiting, motivating, retaining and rewarding all members of staff and the importance of developing a staffing structure which responds to the current and future needs of the school in accordance with its School Improvement Plan and within available resources.

1.5 This policy provides details of the processes by which a Pay Review Committee

will review the pay of all teaching staff on an annual basis. 1.6 The procedure to be followed by school support staff who are subject to NJC

green book conditions of service is outlined in the Schools Job Re-evaluation Policy, Procedure and Toolkit. This policy should not be used by any school staff affected by Job Evaluation.

1.7 Details of the procedures for setting up and operating the pay review process are

attached at the end of this document.

2 AIMS

The purpose of this policy is to provide a framework by which the Governing Body can:

Maintain and develop a learning and working environment in which pupils and staff achieve their full potential.

Create and support a teaching structure which responds to the current and future needs of the school as identified through its School Improvement Plan.

Recognise the importance of pay in recruiting, motivating, retaining and rewarding the teaching staff.

Value the contribution of every member of staff collectively and individually. 3 OBJECTIVES

The Governing Body is committed to achieving its aims by ensuring that this policy meets five key objectives:

Responding to school needs identified through:

- School Improvement Plan - Appraisal Policy of the School

- Staffing structure to deliver the academic and pastoral curriculum and support services

- Other organisational needs - pupil numbers, recent staff movements, changing curriculum requirements (advice from Headteacher), staff recruitment

- Inspection Reports

Conforming to any legal requirements as framed in:

- Education Act 2002 - School Standards and Framework Act 1998 - Fairness at Work Act 1999 - Teaching and Higher Education Act 1998 - Employment Rights Act 1996 - Education Act 1996 - Equal Pay Act 1970 - Employment Protection (Consolidation) Act 1978 and subsequent

legislation - School Teachers’ Pay and Conditions Document (STPCD) - National and Local Agreements - Equal Opportunities Legislation (in respect of disability, gender, sexual

orientation, race, marital status)

Demonstrating fairness and openness to all members of staff and in doing so recognise the implications for staff morale and motivation especially related to career development, retention and recruitment.

Including procedures for consultation, advice, representations and

Appeals.

Recognising budget considerations:

- Available funding - Prioritising all the needs of the school - Ability to sustain short-term and long-term discretionary pay decisions

4 POLICY STATEMENTS 4.1 Discretionary Payments

The Governing Body will delegate its powers to make discretionary payments, carry out re-gradings, enhance, accelerate, or withhold progression to a Pay Review Committee. This delegation of powers will be reviewed annually for teaching staff. The process in respect of school support staff is covered by the Schools Job Re-evaluation Policy, Procedure and Toolkit

4.2 Consultation

The Pay Review Committee will, in consultation with the Headteacher and after seeking advice from the Local Authority, undertake an annual review of the pay of individual members of teaching staff in the context of a Teacher Pay Policy.

4.2.1 The Governing Body recognises its responsibility to keep members of

teaching staff and recognised Trade Unions fully informed and individuals can expect to be kept informed of any decisions made by the Pay Review Committee in relation to their pay and be entitled to make representations to the Governing Body in connection with such matters.

4.2.2 Any grievance arising from decisions made by the Pay Review Committee will be heard by an Appeals Committee.

4.3 Criteria to be followed when considering discretionary payments to Teachers

The Pay Review Committee will use existing national and recommended criteria in exercising its powers to make discretionary payments. The criteria for teachers’ salaries discretions are included under Appendix 4 to this policy. Criteria will be reviewed on an annual basis and should be used in consideration with the current School Teachers Pay and Conditions Document.

4.3.1 The Governing Body considers that their power to award discretionary

payments is not to be used to remedy perceived inadequacies in pay issues determined nationally, but to respond to the needs of the school.

4.3.2 In determining whether and/or how discretionary payments will be used to

attract staff, the Pay Review Committee will consider such factors as the effect payments have on the school’s ability to recruit, retain and motivate staff. As well as the extent to which the notion of paying for recruitment may “devalue” payments for duties and responsibilities, and the extent to which payments linked to the school’s staffing structure contribute towards rewarding staff through progression and promotion.

4.3.3 The Pay Review Committee, when considering whether the award of

discretionary payments shall be temporary or permanent, should take into account the needs of the school and the budgetary implications in both the short and long term, including the on costs.

4.4 CPD and Initial Teacher Training

The Governing Body in determining whether or not to use their discretion to make payment to teachers for undertaking additional voluntary in-service training at weekends or during school holidays, or for undertaking activities associated with initial teacher training, shall delegate the decision to the Pay Review Committee. Any decision to make payments or determine the level of payments will be made in the light of local and national advice and guidelines.

4.5 Appraisal

The Governing Body considers the value of Appraisal to lie in promoting staff development. Therefore, while performance review data will be used in determining pay for teaching staff on the Upper Pay Spine, and those in the Leadership Group, and to determine eligibility for accelerated progression through the main teaching salary scale, in accordance with the School Teachers’ Pay and Condition Document, the prime function of Performance Management is still professional development and school improvement. 4.5.1 The school must have in place arrangements to deal fairly with any appeal

arising out of Appraisal Reviews. 4.6 Vacant Posts

Pay scales for vacant posts will be reviewed by the Governing Body in line with the five key objectives of this policy. The Governing Body will ensure that full information on vacant posts and the procedure for filling them is available to all staff.

4.7 Safeguarding

The Governing Body will fulfil its statutory obligations with regard to safeguarding of pay in accordance with the current provisions of the School Teachers’ Pay and Conditions Document.

4.8 Threshold Applications

Headteachers are required to deal with all applications for threshold status in accordance with the School Teachers’ Pay and Conditions Document.

4.8.1 The Governing Body will fulfil its statutory obligations to make all necessary payments to teachers whose applications for post-threshold status have been successful. The Pay Appeals Committee will hear any appeal against the Headteacher’s decision not to put an applicant through the threshold, or allow a teacher to enter UPS.

4.9 Pay Reviews

An annual pay review of all teaching staff, balanced against school needs and its current staffing structure will be undertaken on or before 31 October each year, with the Headteachers review to be undertaken by 31 December. The procedure to be followed is in accordance with Appendix 2 of this document.

4.9.1 The Governing Body will, in accordance with the school’s Performance Management Policy, ensure that all members of the teaching staff have an annual performance review.

4.9.2 There may be occasions when specific requests are received from

individual members of teaching staff at a time other than the annual review. When the Pay Review Committee deems it appropriate to consider an individual request at that time, then the procedures included as Appendix 1 of this document will be followed.

4.10 Representations by Teaching Staff

Any member of teaching staff may submit a request for an individual pay review. Requests from teaching staff must be submitted in writing to the Pay Review Committee.

4.10.1 The Pay Review Committee must meet within 20 working days of receiving

such a request, to determine whether to consider the request or defer it until the annual review stage.

4.10.2 In either event, the member of staff must be informed in writing as soon as

possible but within 20 working days of the Pay Review Committee’s decision.

4.10.3 Any appeal by the member of staff must be lodged in writing within 20

working days of the date of notification of the Committee’s decision. All appeals should be made on the appeal form in Appendix 7 or by letter.

4.10.4 The Pay Appeals Committee will normally meet within a further 20 working

days to consider the appeal and must notify the member of staff of the decision in writing within 20 working days (not including school holidays).

5 REVIEW OF STAFFING ESTABLISHMENT

The school should review its staffing establishment at least annually to ensure it meets the needs of the school and has regard for any legislative changes. Where there are any changes, the school should enter into consultation with staff and unions.

6.1 Where the proposed change is as a result of a successful appeal from an individual teacher for a TLR, the school is still required to consult. It should be noted that such consultation will include how the new post is to be filled which may result in the individual teacher not having an automatic right to the post.

6.2 Where the proposed changes are small, the recommended consultation would be

two working weeks (or 10 working days). However, if the proposal is likely to affect more than 20% of staff in the school the recommended time for consultation would be four working weeks.

6.3 The consultation should be with staff and County Officers of each union. The

following information should be included in the consultation:

Current staffing structure

Proposed staffing structure

Job descriptions of new posts and similar posts at the same grade, if there are any

Where the post is simply being amended, the current & proposed job description

A statement with the rationale for the proposed change

Implementation Plan showing timeline and how vacancies will be filled

Financial Implications over a three year period. It will be for either the full governing body or the relevant committee to agree the proposal and details of the revised structure should be added to the Teacher Pay Policy at Appendix 8.

6 OTHER SOURCES OF INFORMATION Schools can also access the following for national guidance:

http://www.education.gov.uk (Department for Education) For access to current LA policies and documentation: https://portal.durhamlearning.net/extranet/sites/staffing/MOG

APPENDIX 1

TEACHER PAY POLICY

CONSIDERATION OF INDIVIDUAL REQUESTS FOR PAY TO BE REVIEWED

This procedure should be read in conjunction with Appendix 2. School Governors may, from time to time, be requested by individuals or Trade Unions to consider re-grading claims** in respect of teaching staff. Such requests should normally be considered along with an overall review of the Whole School Pay Policy. However, if the Pay Review Committee feels it necessary to hear a re-grading claim on a separate issue, then it is recommended that Governors follow the procedure outlined below:

** Re-grading includes any changes which are within the discretionary powers of the Governing Body.

1 A Teacher wishing to make an application for re-grading should submit a written application, normally through the Headteacher, to the Pay Review Committee along with relevant job descriptions. Applicants may wish to consult with their Trade Union to seek guidance on completion/submission of their application.

2 The school, on behalf of the Pay Review Committee should acknowledge

receipt of the application in writing within 5 working days. 3 Application is then submitted to the Pay Review Committee, together with the

Headteacher’s recommendation. 4 Following the meeting of the Pay Review Committee the member of teaching

staff is informed of the outcome in writing. 5 In the event of an appeal, the Pay Appeals Committee will normally meet

within 20 working days to consider the appeal and must notify the member of staff of the decision in writing within a further 20 working days (not including school holidays).

When considering applications for re-grading, or a review of the ISR, it is recommended that Governors take into account the following: 1 Teachers (including Heads and Deputies) Criteria for Re-grading

a) The requirements, flexibilities and limitations on payments to Headteachers, Deputies and Teachers as set out in the current School Teachers’ Pay and Conditions Document.

b) That the procedure indicated in A above has been followed.

c) The grounds upon which a request is made.

d) The advice of the Headteacher. (Where the applicant is the Headteacher advice of the LA should be sought).

e) Whether the re-grading, if granted, responds to the needs of the school as indicated in the School Improvement Plan.

f) The effect upon the staffing structure of the school of approving the re-grading.

g) Short-term and long-term budgetary implications.

h) The effect upon other aspects of the school’s resource planning.

i) Issues of equal opportunities and fairness to other members of staff.

j) Whether the request is in line with the Whole School Pay Policy document.

2 Teaching Staff

When the Committee has reached a decision, the Headteacher and the applicant (or his/her representative) will be informed of the decision. The School will follow the procedure detailed in Appendix 2.

3 Appeal

Attached at Appendix 3 is the procedure for dealing with any appeals against decisions made by the Pay Review Committee.

APPENDIX 2

TEACHER PAY POLICY

PAY REVIEW PROCEDURE

1 A Pay Review Committee will be appointed by the Governing Body.

2 The Governing Body will review annually, prior to Pay Review Committee the school staffing structure, the Teacher Pay Policy and the terms of reference for, and the composition of, the Pay Review Committee.

3 A Pay Appeals Committee will be appointed from those Governors who are not members of the Pay Review Committee.

4 It will be for each Committee to ensure that all their dealings are in accordance with, the Committee procedures as set out in the Education Act 2002 - Governance (Procedures) (England) Regulations 2003.

5 The Pay Review Committee will undertake an annual review of the pay of teaching staff employed at the school. Normally, this review will take place during the Autumn Term. When necessary, the Committee will meet to consider individual representations from staff.

6 The Headteacher will make a written report including recommendations on pay progression made at Performance Review meetings to the Pay Review Committee regarding salaries of all teaching staff (with the exception of their own salary) for the year. In the case of Headteacher Pay Reviews reports from the Performance Management Governors will be used. If there is a written request to make additional payments to the Headteacher, or to increase the ISR, Governors should obtain advice from the LA. Such a review should be completed by the end of October.

7 All changes to teaching staff salaries will be backdated to the 1st September in the relevant year.

8 During any review the Pay Review Committee will direct its work towards meeting the needs of the school as identified in the School Improvement Plan and the objectives of this policy.

9 The Pay Review Committee will be responsible for ensuring that the processes of advice and consultation described in this policy shall take place.

10 The Pay Review Committee will ensure that each member of staff has access to a copy of the current staffing establishment, Teacher Pay Policy and details of his/her grade and position on any relevant pay scales and will notify individual members of staff of any change in pay.

11 The Pay Review Committee will, either annually or at any other time, consider the relevance of Teacher job descriptions in line with the actual responsibilities of posts and remuneration and the work carried out by individual members of staff.

12 The Pay Review Committee will ensure that the Corporate Director of Children and Adults Services is notified in writing of any changes to pay, including the renewal of temporary payments occurring from the implementation of its discretionary powers.

13 The Pay Review Committee will ensure that all proceedings and the reasons for any decision made are accurately recorded.

14 The Pay Review Committee will consider other ways in which staff can be supported through improved conditions and report to the Governing Body accordingly.

15 The Pay Review Committee will liaise with the LA so that full records of salary details are maintained and are available to individual members of staff.

16 The outcomes of the Pay Review Committee will be reported to the payroll section

using form HR4 (available via the MOG) by the school.

17 The school will inform all staff in writing about the decisions of the Pay Review Committee, including their right of appeal.

18 Individuals making appeals against decisions on their individual pay will do so on

the Pay Appeal Form in Appendix 6, or by letter.

APPENDIX 3

TEACHER PAY POLICY

PROCEDURE TO BE FOLLOWED WHEN CONSIDERING APPEALS AGAINST DETERMINATION OF PAY FOR TEACHING STAFF

Introduction Chairperson to introduce the parties and outline procedure. Statement of Case by Applicant

(i) The applicant (or his/her representative) to put his/her case.

(ii) The Headteacher or his/her representative will have the opportunity to ask questions of the Applicant.

(iii) Members of the Committee will have the opportunity to ask questions of the applicant.

Statement of Case by the School

(iv) The Headteacher (or his/her representative) to put the case for the School.

(v) The members of the Pay Appeals Committee and the applicant (or his/her representative) will have the opportunity to ask questions of the Headteacher or his/her representative.

(vi) The members of the Committee and the Headteacher or his/her representative will have the opportunity to ask questions of the applicant

Summing Up The Headteacher and the applicant (or his/her representative) have the opportunity to sum up their cases if they so wish.

Parties to Withdraw Both Headteacher and applicant to withdraw.

Consideration and the Decision of the Committee The Committee with the Clerk to the Governors will deliberate in private.

The applicant should be notified, in writing, of the decision within 20 working days of the hearing and where necessary.

APPENDIX 4

TEACHERS PAY POLICY

POINTS AND ALLOWANCES AVAILABLE FOR USE WHEN REVIEWING AND CALCULATING PAY FOR TEACHERS

1 SALARY POINTS:

A teacher’s position on the six point pay spine is determined according to their relevant experience.

1.1 EXPERIENCE POINTS:

Teachers are entitled to one experience point for each year of service, including any period of sickness leave and any service in an MOD School, up to a maximum of five points, MANDATORY, but the relevant body has discretion to:

(i) Discount service deemed to be unsatisfactory and to subsequently reinstate that service.

(ii) Add points for relevant experience outside teaching.

(iii) Discount absences from duty other than for holiday periods and maternity leave.

1.2 PART-TIME TEACHERS:

The School Teachers Pay & Conditions Document 2008 introduced a revised method of calculation salary payments in respect of part-time teachers. These new arrangements have now been introduced by the Local Authority applicable with effect from 1 September 2008.

1.3 POST-THRESHOLD TEACHERS:

All teachers whose applications for threshold status are successful, will be paid at Upper Pay Spine Point 1. Progress through the Upper Pay Spine, other than in exceptional circumstances will be on a biannual basis. Such progress will be discretionary and will be based upon evidence of continued substantial and sustained contribution to the development of the school. Any teacher who has progressed to any point on the upper pay spine will retain this on movement between schools. It should be noted that an outgoing school or service CANNOT make a performance pay award for which they will not have responsibility for payment. It is for the receiving school to determine within their criteria for progression through the upper pay spine whether or not to take account of performance of a teacher of a previous school/service. The Pay Review Committee of the school will make use of Performance Data from a teacher’s previous school as soon as the teacher has been on an Upper Pay Spine Point for two years or more even when all of the service has been at a previous school.

To achieve progression, the School Teachers’ Pay and Conditions Document (STPCD) requires that the achievements of post-threshold teachers and their contribution to school(s) should have been substantial and sustained. To be fair and transparent, judgments must be properly rooted in evidence and there must have been a successful review of overall performance.

Progression on UPS should be based on two successful consecutive performance management reviews, other than under the exceptional circumstances as set out in STPCD.

A successful performance review, as prescribed by the appraisal regulations, will involve a performance management process of:

performance objectives;

classroom observation (where relevant);

other evidence.

To ensure that the achievements and contribution have been substantial and sustained, that performance review will need to assess that the teacher has:

continued to meet threshold standards; and

grown professionally by developing their teaching expertise post threshold.

2 RESPONSIBILITY ALLOWANCES:

Teaching staff who undertake additional duties can be awarded responsibility allowances as indicated below, any classroom teacher can be paid one allowance under any of the categories below or combination thereof. If awarded on a temporary basis the dates during which it will be effective will be clearly stated and reviewed before the expiry date. Good practice would indicate that the relevant body should undertake an annual pay review, including an assessment of each teacher’s allowance/s if paid more than one. Such a system should allow for an appeal hearing.

2.1 TEACHING AND LEARNING RESPONSIBILITIES (TLRs):

TLR payments may be awarded to a classroom teacher for undertaking a sustained additional responsibility in the context of the school’s staffing structure that is needed to ensure continued delivery of high quality teaching and learning and for which the teacher is made accountable.

Posts to which TLRs are attached must meet the following criterion and factors:

Criterion

A TLR may be awarded to a classroom teacher for undertaking a sustained additional responsibility in the context of the staffing structure for the purpose of ensuring the continued delivery of high quality teaching and learning for which he/she is made accountable.

Factors

Before awarding a TLR the relevant body must be satisfied that the teacher’s duties include a significant responsibility that is not required of all classroom teachers and that:

is focused on teaching and learning;

requires the exercise of a teacher’s professional skills and judgement;

requires the teacher to lead, manage and develop a subject or curriculum area; or to lead and manage pupil development across the curriculum;

has an impact on the educational progress of other pupils other than the teacher’s assigned classes or groups of pupils; and

involves leading, developing and enhancing the teaching practice of other staff.

Before awarding a TLR1 the relevant body must be satisfied that the significant responsibility referred to above includes, in addition, the management responsibility for a significant number of people. TLRs are permanent allowances and can only be awarded on a temporary basis if one of the following applies:

to cover for maternity leave

to cover for long term absence

while a permanent appointment is made

2.2 SPECIAL NEEDS ALLOWANCES:

Teachers of pupils with special educational needs are eligible to receive an SEN allowance of no less than £2001 and no more than £3954 per annum in accordance with the following conditions:

any SEN post that requires a mandatory SEN qualification

works in a special school

teaches pupils in one or more designated special classes or units in a school or, in the case of an unattached teacher, in a Local Authority unit or service

any non-designed setting (including any PRU) that is similar to a designated special class or unit, where the post involves a substantial element of working directly with children with special educational needs

requires the exercise of a teacher’s professional skills and judgement in the teaching of children with special educational needs and

has a greater level of involvement in the teaching of children with special educational needs than is the normal requirement of teachers throughout the school or unit within the school or, in the case of an unattached teacher, the unit or service

Where a SEN allowance is to be paid, the relevant body must determine the spot value of the allowance, taking into account the structure of the school’s SEN provision and the following factors:

(a) whether any mandatory qualifications are required for the post

(b) the qualification or expertise of the teacher relevant to the post and

(c) the relative demands of the post

This is with effect from 1 September 2010.

Where a teacher is in receipt of a SEN allowance awarded under an earlier Document, the relevant body must:

(a) determine whether the teacher remains eligible to a SEN allowance

in accordance with the new arrangements

(b) if so, determine, the amount of that allowance.

2.3 RECRUITMENT AND RETENTION INCENTIVES:

For particular recruitment and retention problems, the relevant body may feel that payments or the position and other benefits is necessary to or retain staff. In the case of recruitment incentives, these can be awarded for a maximum of three years and cannot be renewed. Retention incentives also have a maximum period of three years and, only in exceptional circumstances, can they be renewed.

3 SAFEGUARDING

Where the teacher is no longer entitled to a SEN allowance or where the value of the SEN allowance payable following any determination of the amount of the SEN allowance (“the new allowance”) is lower than the value of the SEN allowance to which the teacher was entitled immediately prior to that determination (“the old allowance”), the relevant body must pay the teacher the safeguarded sum.

The safeguarded sum is the difference between the value of the old allowance and the value of the new allowance or, in the case where the teacher is no longer entitled to a SEN allowance, the value of the old allowance.

Where a safeguarded sum is payable, the relevant body must notify the teacher in writing, within one month of the determination of:

the reason for the determination

the value of the old allowance and the value of the new allowance (if any)

the safeguarded sum

that the old allowance is to be replaced with the new lower allowance (or in the case where the teacher is no longer entitled to a SEN allowance, no allowance) on 1 September 2010

the latest date on which safeguarding will end; and

the details of where a copy of its pay policy may be inspected.

The teacher must be paid the safeguarded sum until

(a) 31 August 2013

(b) the date on which the teacher is awarded a SEN allowance as a result of a subsequent determination by the relevant body that equals or exceeds the combined value of the new allowance (if any) and the safeguarded sum

(c) the teacher ceases to be a classroom teacher

(d) the teacher is awarded a TLR as a result of a subsequent determination by the relevant body that equals or exceeds the value of the safeguarded sum

(e) the teacher is placed on a higher point on the pay scale or first becomes entitled to be paid on the pay scale as a result of a subsequent determination; and the combined value of that point and any allowances equals or exceeds the combined value of the original salary, the new allowance (if any) and the safeguarded sum; or

(f) the date on which the teacher’s employment at the school ends

whichever is the first to occur. Payment of the safeguarded sum must be discontinued in the case where the teacher occupies a post:

(i) as a member of the leadership group

(ii) as an advanced skills teachers

(iii) as an excellent teacher; or

(iv) which attracts a TLR which is equal to or exceeds the value of the safeguarded sum

in the temporary absence of the post-holder; and

reinstated therefore unless, in the meantime, any of the events specified in above occurs.

4 ADVANCED SKILLS TEACHERS (ASTs)

ASTs can be appointed by any school and must be paid on a five point range with in the AST Salary Scale.

Although having no management responsibilities over and above those of classroom teachers they may be required to carry out a range of other duties including:

Initial teacher training.

Mentoring newly qualified teachers.

Advising teachers on classroom organisation and teaching methods.

Producing and disseminating high quality resource materials.

Appraisal and out-reach work to other schools.

Helping teachers experiencing difficulties.

Advising on the provision of CPD.

Participating in the appraisal of other teachers. Features of ASTs:

Only teachers who have passed a national AST assessment can be considered.

Normal directed working time provisions will not apply.

They have a separate 18 point pay spine.

The pay range extends over 5 consecutive points with movement dependent on high quality performance.

Annual performance objectives are set in accordance with the Performance Management Policy.

The status of the grade is intended to offer an alternative to the Head/Deputy route although there is a pay differential.

4.1 APPLICATION OF AST PAY PROGRESSION CRITERIA

Advanced Skills Teachers play a critical role in the life of the school. Through their own excellent teaching and their work with other teachers or on whole school projects they play a leading role in enhancing the quality of teaching and learning throughout the school. Their outreach work opens the school to wider relationships which enrich the experiences and raise the performance of both colleagues and pupils. Their outreach work also benefits and is of great value to the wider teaching community.

To achieve progression, the School Teachers’ Pay and Conditions Document requires individuals on the advanced skills teacher pay spine to have demonstrated sustained high quality performance. To be fair and transparent, judgements must be properly rooted in evidence and there must have been a successful review of overall performance.

Such a performance management review should take place each year and a successful review can result in a movement of one or more points up the teacher’s pay range.

A successful performance review as prescribed by the appraisal regulations will involve a performance management process of:

Performance objectives

Classroom observation

Other evidence.

To ensure that there has been a high quality performance the performance review will need to assess that the teacher has grown professionally by developing their teaching expertise and their performance of AST professional duties.

In order to take outreach work into account in determining whether there should be any movement up the AST pay spine, relevant bodies should ensure that good systems are in place to monitor and evaluate this, particularly if it is organised and managed by someone outside the school, such as an LA AST co-ordinator.

5 PAYMENT TO TEACHERS IN THE LEADERSHIP GROUP

The relevant body will establish a leadership group of senior managers which will comprise of the Headteacher and any Deputy and Assistant Headteachers employed in the school. The Headteacher will be paid on an appropriate point on the school’s ISR of seven consecutive points on the leadership spine. The relevant body must ensure that the maximum of the ISR (where determined on or after 1 September 2011) does not exceed the maximum of the Headteacher group range.

Governing Bodies who have awarded a Headteacher a temporary ISR, for example where they have been seconded to turn around a failing school, may use their discretion to pay the performance element of the award as a lump sum at the end of the temporary or fixed term contract.

Where a Headteacher is appointed as a Headteacher of more than one school (e.g. a federation) either on a permanent or temporary basis, the relevant body is able to take account of the additional responsibilities and recalculate the ISR having regard for the total unit score of all the schools. Where a Headteacher has provided a service to another school which is related to the raising of education standards, the relevant body whose Headteacher is providing the service may consider a discretionary payment.

As a consequence of the Headteachers absence, the relevant body should also consider whether such a payment needs to be made to other teachers who have acquired additional responsibilities and activities. Deputy Headteachers will be paid on an appropriate point on a five point scale on the Leadership Spine which is below the school’s ISR and which starts at least one point above the bottom of any pay range applying to an Assistant Headteacher employed in the school. The five point range will be reviewed only when the responsibilities of the post have significantly increased.

Assistant Headteachers will be paid on an appropriate point on a five point scale on the Leadership spine. The bottom of this range will be at least one point below the bottom of any Deputy Headteacher salary range in use in the school and above the salary of the highest paid teacher in school (HPT) defined as:

HPT = Upper pay spine 1 + maximum value of any allowance(s) paid to an individual teacher in the school.

5.1 APPLICATION OF LEADERSHIP PAY PROGRESSION CRITERIA

Those on the leadership spine play a critical role in the life of the school. They inspire confidence in those around them and work with others to create a shared strategic vision which motivates pupils and staff. They take the lead in enhancing standards of teaching and learning and value enthusiasm and innovation in others. They have the confidence and ability to make management and organizational decisions and ensure equity, access and entitlement to learning.

To achieve progression, the School Teachers’ Pay and Conditions Document (STPCD) requires individuals on the leadership spine to have demonstrated sustained high quality performance. To be fair and transparent, judgments must be properly rooted in evidence and there must have been a successful review of overall performance.

A successful performance review, as prescribed by the appraisal regulations, will involve a performance management process of:

performance objectives;

classroom observation (where relevant);

other evidence.

To ensure that there has been a high quality performance, the performance review will need to assess that the teacher has grown professionally by developing their leadership and (where relevant) teaching experience.

For all teachers within the Leadership Group progress up their salary range will be subject to evidence of a substantial high quality of performance as measured against agreed objectives. The relevant body will use the outcome of performance reviews carried out in accordance with the schools performance policy when deciding if any movement up the salary range is to be awarded. The maximum progress up the Leadership Salary Range is two points in any given year, however it is expected that normally one point will be awarded in other than exceptional cases.

It should be noted that where the salary range for any member of staff is amended all performance related pay decisions must be taken on the basis of the old salary range and not the new range.

6 PAYMENT FOR OUT OF HOURS LEARNING ACTIVITIES

The relevant body has discretionary powers to determine whether or not to pay

teachers additional amounts to take part in study support activities including:

- Homework clubs. - Summer literacy schools. - Other areas linked to particular curriculum or skills areas.

This means that work during the school week, at weekends or on school holidays can be considered.

However the relevant body can only consider payment for work that is outside the 1265 hours of directed teacher time. The level of such pay is for the relevant body, to determine and must be reviewed, at least annually.

7 PAYMENT TO TEACHERS EMPLOYED THROUGH EMPLOYMENT BASED ROUTES INTO TEACHING

The relevant body can decide whether to pay graduate or registered teachers

entering teaching via employment-based routes i.e. the Graduate and Registered Teacher Programmes at either the qualified or unqualified rate.

8 ALLOWANCES FOR CARRYING OUT THE DUTIES OF HEAD TEACHER OR DEPUTY HEAD TEACHER

Where the Headteacher or Deputy Headteacher is absent and no acting appointment has been made, the relevant body, must consider whether or not to pay an allowance. This determination can be made within four weeks from the teacher being given and carrying out those duties. If, having considered the matter within four weeks, the initial decision is not to pay an allowance and the teacher continues to carry out those duties, the relevant body can re-visit its decision at any time.

The teacher may be paid from the day they took up those duties or a later date.

Payment must be equal to at least the minimum point of the relevant Headteacher or Deputy Headteacher pay range but does not have to be the same as the substantive postholder.

9 PAYMENT TO STAFF WORKING FOR OTHER BODIES DURING THE NORMAL WORKING DAY

Any member of staff carrying out paid work on behalf of another body i.e. LA, Ofsted, another school etc, must either:

(i) If they wish to retain the income from such additional work, be awarded unpaid

leave of absence from the school

(ii) If they do not wish to retain any income, all monies received must be paid into the school budget to pay for any arrangements needed to provide cover during the absence.

Notes: (i) Job descriptions are essential in defining duties of postholders in the staffing

structure which serves the needs of the service or school, as identified in the Service or school’s planning documents.

(ii) The relevant body will need to consider how responsibility allowances will be used

to support the managerial functions of the service or school.

APPENDIX 5

TEACHER PAY POLICY

GOVERNORS CHECKLIST FOR ACTION

What needs to be done By When

Person(s) responsible for taking required

action

Agree Teachers Pay Policy and confirm school Staffing Structure

Decide when Pay Review Committee is to meet and

Advertise Date to All Staff

Consult with teaching staff in school:

Share with them content of agreed Teacher Pay Policy

Invite them to make written representations to the Pay Review Committee

Pay Review Committee Meets (Autumn Term)

Staff are informed of:

The outcome of the Pay Review meeting i.e. the salary they are to be paid

That they have a right of appeal against the decision made by the Pay Review Committee

Staff (members of the Leadership Group) are informed of:

The outcome of the Pay Review meeting

That they have a right of appeal against the decision made by the Pay Review Committee

Outcome of the Pay Review meeting shared with LA Human Resources, Operations Team using forms HR4 from the MOG by the school

Date arranged for meeting of Pay Appeals Committee – if required

(Need to determine who is to Clerk this meeting)

Appendix 6

Performance Pay Progression Pay Review Summary for the period

20___to 20___ for

___________________

Performance Review Data

Performance Review 20 /20

Objective Met Not Met

Was the overall review successful? Yes/No

Performance Review 20 /20

Objective Met Not Met

Was the overall review successful? Yes/No RECOMMENDED FOR PAY PROGRESSION YES/NO TEACHER ____________________________ DATE __________________ REVIEW ON __________________________

(Teacher requesting a re-grading)

Dear Re: Pay Review 20 /20 The meeting of the Pay Review Committee held on ______________________ considered your request for a re-grading of your current post from ____to ___. The Committee decided that: (Insert Minute) If you are not in agreement with the outcome of the pay review, you may appeal, in writing to the Headteacher (using the pay appeal form) within 20 working days after receiving this letter. Any appeal will be heard by the Pay Appeals Committee. Yours sincerely

(Teachers in the Leadership Group and ASTs)

Dear Pay Review …………………………………. It was agreed at the meeting of the Pay Review Committee held on …………………………….. that your salary with effect from 1 September …… will be increased by 1/2 points/remain unchanged. As a consequence, your salary is now: Point …… in a range of …… to …… giving a salary of £………. If you are not in agreement with the review you may appeal in writing (using the pay appeal form or a letter………………………………………………….), within 20 working days after receiving this letter, to the Headteacher / Clerk to the Governing Body. Any appeal will be heard by the Pay Appeals Committee. Yours sincerely

(Letter to staff moving/not moving through UPS)

Dear Re: Pay Review 20 / 20 At the Pay Review Committee held on …………………………… a decision to move you / not to move you from UPS ……… to UPS ……… was taken (on the following grounds): (delete as necessary) The performance review for the year 20… / 20… was successful. The performance review for the year 20… / 20… was not successful because the following objectives were not met and / or You have / have not maintained threshold standards in the following areas and / or There was insufficient evidence of you having grown professionally since passing through threshold. If you are not in agreement with the outcome of the review, you may appeal, in writing to the Headteacher (using the pay appeal form or a letter), within 20 working days of receiving this letter. Any appeal will be heard by the Pay Appeals Committee. Yours sincerely

________________________SCHOOL

PAY APPEAL

To Headteacher I ____________________________, wish to inform you that I wish to appeal against the decision of the Pay Review Committee held on _________________. The grounds of my appeal are as follows:

I have / have not attached documents which I would like to submit to Governors in support of my appeal Signed ………………………………….. Date …………………………………

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