Model Pay Policy
AN OPENING STATEMENT
The governing body recognises the value to the school of capable and well-motivated teaching and support staff in succeeding in its over-riding objective of maximising the achievement of all pupils.
The governing body will seek to ensure that all staff receive recognition for their contribution to the quality of school life.
The governing body has responsibility for establishing, implementing and keeping under review a pay policy which is consistent with the current School Teachers’ Pay and Conditions Document (The Document), national conditions of service and general employment legislation. Due regard will also be paid to LEA's written guidance. A copy of the Document can be found online at http://www.teachernet.go.uk/paysite/.
All pay related decisions are made taking full account of the school improvement plan, and in compliance with the Race Relations, Sex Discrimination, Equal Pay, Disability Discrimination Acts, Employment Relations Acts of 1996 and 2002 as well as the Part Time Workers Regulations and the Fixed Term Employee’s Regulations.
A copy of the school’s staffing structure and implementation plan (required under the Education (Review of Staffing structure England) Regulations 2005, is attached to the policy.
B AIMS
1 to maintain and improve the quality of education provided for all pupils by enabling the school to recruit, retain and motivate staff;
2 to support the implementation of the School Improvement Plan;
3 to support a staffing structure linked to the School Improvement Plan;
4 to demonstrate that the governing body is exercising its responsibilities with regard to pay in an objective and open manner.
C PRINCIPLES
The following principles underpin the formulation, implementation and review of the pay policy with regard to both teaching and support staff.
1 Consultation
The governing body will ensure that consultation takes place with members of staff during formulation and review of the pay policy.
2 Equal Opportunities
The LEA and governing body is committed to providing equality of opportunity for all staff regardless of gender, marital status, race, disability, age, sexual orientation, religion or belief and will ensure that all pay related decisions are taken in compliance with all the relevant legislation.
3 Job Descriptions
All staff will have up-to-date job descriptions which will be used to inform decisions on the application of the pay policy.
4 Vacancies
All vacant posts or tasks carrying additional payment, whether permanent or temporary, will be made known to staff so that they may apply if they wish.
5 Performance Management
The outcomes of performance reviews will underpin governing bodies' ability to make decisions about discretionary pay awards and pay progression.
6 Job Relativity
Pay relativity between posts within the school will normally be consistent with levels of responsibility in accordance with the Performance Management Policy and the Job Evaluation Scheme for Support Staff.
7 Criteria
Any decision to award a discretionary payment will be made against open, fair and objective criteria, in accordance with 5 and 6 above.
D PROCEDURES
The following procedures will apply, except in relation to the headteacher’s salary:
1 Pay Review Committee
The Staffing Committee established by the governing body under the School Government Regulations and Education Act 2002 has fully delegated powers to implement all aspects of the pay policy, except in relation to the headteacher’s salary (see Section G). In exercising these powers full account will be taken of the headteacher’s advice. Decisions of the Pay Committee will be reported to the governing body at its next meeting. The decisions of the Committee will be communicated to each member of staff by the headteacher in writing. Decisions of the Committee relating to the salary of the Headteacher will be communicated in writing by the chair of the Governing Body.
2 Salary Reviews and Annual Salary Statements
The relevant Committee will conduct an annual review of staff salaries, normally by 31st October each year. In the case of teaching staff the outcome of the review will be notified to each member of staff in the form of an Annual Salary Statement effective from 1st September each year. Only in exceptional circumstances will additional points be awarded at other times of the year. Decisions on the award of discretionary points will be made by the Committee. The review of salaries of members of the Leadership Group will be carried out against agreed performance targets as detailed in Section G (iv) and any pay progression will be effective from 1st September in any year.
The new staffing structure (attached to this policy) was fully implemented on September 2006. Teachers’ salary statements will reflect the new salary and include full information about any safeguarding.
3 Appeals
A separate panel of governors will consider any appeals from staff against salary decisions made by the relevant Committee. Any such appeal should be notified in writing outlining the reasons for the appeal. This should be received within 10 working days of the receipt of the original notification to the member of staff concerned. Before submitting a formal appeal, the individual should first seek to resolve the matter informally through discussion with the decision maker within 10 working days of notification of the decision. Once any appeals have been considered, (which will be within 20 working days of receipt of the written appeal notification) the outcome of the annual review will be reported to the full governing body.
The grounds for appeal are that:
? The committee incorrectly applied any provision of the Document.
? Failed to have proper regard for statutory guidance
? Failed to take proper account of relevant evidence.
? Took account of irrelevant or inaccurate evidence.
? Was biased or
? Otherwise unlawfully discriminated against the teacher.
The order of proceedings should be as follows:
i) the teacher receives written confirmation of the pay determination
and the basis upon which it was made.
ii) If the teacher is dissatisfied the teacher may seek to discuss this
informally with the Headteacher within 10 working days.
iii) If this is not possible or the teacher is still dissatisfied then
the teacher should appeal formally, in writing, setting out the grounds
for appeal, as shown above, within 10 working days of the notification
or the informal discussion.
iv) The Committee should provide a hearing within 20 working days of
receipt of the appeal. The teacher has the right to be accompanied by
a colleague or union representative.
v) The appeal should be heard by a Panel of three governors who were
not involved in the original determination. The outcome should be notified
in writing, and if the appeal is rejected then a note of the evidence
considered and the reason for the decision should be given.
vi) The pay hearings and appeals procedure perform the function of the grievance procedure on pay matters and as the decision is final, there is no recourse to the grievance procedure.
4 Appointments
Appropriate powers will be delegated to an appointment panel or headteacher regarding the salary to be offered to new staff, in accordance with the principles and provisions of this pay policy.
5 Confidentiality
Discussions of individuals’ salaries will remain confidential.
E SUPPORT STAFF
The governing body recognises the valuable contribution made by support staff to the school working environment. Salaries paid to support staff will be in accordance with national pay scales and conditions of service for Local Government staff and the West Sussex County Council Job Evaluation Scheme.
1 Salary on Appointment
On appointment support staff will normally be placed on the first point of the substantive grade for the job, unless previous experience or qualification (including continuous employment within Local Government) would suggest that another point is more appropriate, subject to the maximum of the grade.
However, in a situation where another employee undertaking the same duties is receiving remuneration in accordance with the "Transitional Zone" arrangements of the Job Evaluation Scheme continuing until 31 March 2005, a new member of staff is likely to be appointed to a point matching that member of the existing staff.
2 Incremental Progression
Progression within support staff pay scales occurs on 1 April annually, subject to the maximum of the grade being reached. The governors may chose to award additional increments subject to the maximum of the grade at any time. Such progression will not affect normal incremental progression where this is due.
There are no specific criteria concerning the award of discretionary increments, however special merit, ability or performance, or the attainment of a relevant qualification may contribute to such considerations.
Withholding Incremental Progression
Exceptionally, an increment for a particular member of staff may be withheld where there are concerns established through the application of the school's policies and procedures about the employee's performance and/or conduct. If an increment is to be withheld, the employee should be informed of the decision and their right of appeal in writing.
Honoraria
The governors may chose to award an honoraria to recognise among other things, additional duties and responsibilities (undertaken on a temporary basis). This will only apply in cases where performance is above the level of duties that would normally be considered appropriate for the grade. Care will be taken not to reward these duties twice (for example payment of overtime in addition to the award of an honorarium).
Market Supplement
The governing body has the discretion to establish other market supplements where the recruitment market requires this. Such supplements will be reviewed annually and will be in line with the Market Supplement Protocol.
F TEACHERS
A teacher’s position on the pay scale will be determined by the
criteria specified in the Pay and Conditions Document.
1 Qualified Teachers - Experience
i) The governing body shall award 1 point for each year of qualifying employment e.g. he/she has taught in a maintained school, MOD school, employment with an Education Action forum or in a state sector school in the European Economic Area and Switzerland for at least 26 weeks.
ii) Other teaching experience may be recognised on the same basis where the governing body is satisfied that the work was of a similar type and standard. For example service as a qualified teacher in a City Academy, City Technology College or Independent school.
iii) Recognition of other relevant experience after the age of 22 will
be in accordance with the guidance contained within the Schools’ HR
Manual. When relevant service outside teaching is being considered
a highest maximum starting salary should be M3 (and in exceptional
cases M4).
iv) The headteacher will decide and record in writing each year whether a teacher has achieved at least the standard required to merit an increment on the main scale, based upon their performance and professional development during the past year.
v) Where performance is judged to be outstanding and continues at that level for two years it should merit a double increment, which the governing body will consider at the normal pay review.
vi) Where performance falls below the standard required, the increment
may be deferred and an improvement plan put in place with the appropriate
support. The decision to defer will be reviewed in mid-year after which
the increment would be backdated to the previous September, provided
the necessary progress had been made. A continuing unsatisfactory performance
will result in the withholding
of the increment, with appropriate support provided under the formal
procedures for teachers experiencing professional difficulties.
vii) Teachers who work less than a full working day or week are deemed
to be part time. They will receive a written statement detailing their
working time obligations and the mechanism used to determine their pay.
From September 2005 they will have the same entitlement to PPA pro rata
as other full time teachers. Teachers who work on a day to day or “casual” basis
have their pay determined in line with statutory pay arrangements. If
they are paid on a daily basis then their salary will be assessed as
an annual amount, and then divided by 195 and multiplied by the days
worked. Teachers who work less than a full day will be hourly paid, with
their salary calculated as an annual amount and then divided by 195,
and then by 6.5
2. Part-time and short notice/supply teachers
Teachers who work less than a full working day or week are deemed to be part time. They will receive a written statement detailing their working time obligations and the mechanism used to determine their pay. From September 2005 they have had the same entitlement to PPA pro rata as other full time teachers. Teachers who work on a day to day or “casual” basis have their pay determined in line with the statutory pay arrangements. If they are paid on a daily basis then their salary will be assessed as an annual amount, and then divided by 195, and multiplied by the days worked. Teachers who work less than a full day will be hourly paid, with their salary calculated as an annual amount and then divided by 195, and then by 6.5.
3. Unqualified Teachers – Experience
The governing body will, when determining on which point of the unqualified teacher scale to place an unqualified teacher, take account of any relevant qualifications and experience which they feel is particularly relevant to the post being filled. This may relate to a recognised overseas teaching qualification, a recognised qualification relevant to the subject area, or for a recognised post 16 teaching qualification. Scale points established as part of this process shall remain permanent whether the unqualified teacher remains in the same post or takes up a new post. The governing body will also take these factors into account if they feel that the basic scale is not adequate, and wish to award an unqualified teacher’s allowance.
4. Threshold and Upper Pay Scale
i) Once they have reached the top of the main pay scale, teachers can apply for assessment at a performance threshold to get access to the new pay scale. The assessment will be carried out by the headteacher.
ii) The governing body must move onto the upper pay scale any eligible teacher who has been successful in the threshold assessment. This is a personal entitlement regardless of whether the teacher remains in the same school or obtains a post in another school covered by the Pay and Conditions Document.
iii) A further two points on the upper pay spine may be awarded for substantial and sustained performance and contribution to the school as a teacher. At least 2 years should normally elapse between the award of additional points.
iv) At the start of the academic year the school will determine performance targets with the individual teachers. These could be linked to undertaking a significant professional development which can be shown to have a measurable impact on pupil progress, work linked with curriculum practice, or a particular issue from the School Improvement Plan. The headteacher and the teacher should be clear on what the desired outcomes are and how the success criteria will be measured, what documentary evidence will be required, and the timescale over which these will be measured. It would be possible to establish targets which would cover a period longer than one academic year, as long as clear milestones for measurement were established and arrangements for review put in place.
v) The headteacher will complete the performance assessment for post threshold teachers by the end of the academic year where possible, and put forward recommendations to the Pay Committee for implementation with effect from 1st September at the beginning of the next academic year.
5 Teaching and Learning Responsibility Payments
The Teaching and Learning responsibility payments will be made according to the Leadership Structure agreed through consultation in 2005/6 and implemented on 1st September 2006.
Teaching & Learning responsibility points (TLR 2a, 2b, 2c) are awarded under the new Leadership Structure and in line with West Sussex guidance.
6. Recruitment and Retention
The governing body will not pay recruitment awards. This decision will be reviewed annually.
The governing body will pay retention awards for up to 3 years development
roles of £500, £1,000, £1,500, £2,000 as appropriate
to the requirements of the role.
7. Special Educational Needs
Teachers who teach wholly or mainly pupils with statements of special educational needs are entitled to a first special educational needs allowance. In schools with Special Support Facilities attached, a second special educational needs allowance may be awarded to such teachers who hold specified relevant postgraduate qualifications or who have exceptional specialised experience.
The annual pay statement issued to each teacher will detail their scale points and allowances, to make clear what the salary is and how it is arrived at.
8. Additional Payments
Additional payments may be made in some circumstances for INSET, initial training, teacher training activities and out-of-school hours learning activity.
The current rate of pay for out of school hours learning activities is a fixed rate agreed each year.
9. Advanced Skills Teachers, Excellent Teachers and Fast Track
Teachers
i) The governing body has decided to appoint ASTs. Posts are described in our staffing structure. Only teachers who have passed the AST assessment will be appointed to an AST post.
ii) For AST the governing body will determine a 5 point Individual School
Range, taking account of the four statutory criteria which are:
• the nature of the work to be undertaken including any outreach
work,
•
the scale of the challenges,
•
the professional competencies required and
•
other recruitment considerations.
They may also consider:
• the status of the grade as an alternative career path
•
the need for an appropriately substantial pay increase in relation to
the appointee’s previous post
•
the need for an appropriate differential between the pay of the AST and
the headteacher
•
the salaries of members of the leadership group
•
the fact that ASTs are not eligible for other allowances.
iii) If an AST leaves their post to return to classroom teaching they will be paid on the first point of the upper pay spine. However, the governing body may determine that he/she should be paid on the second or third point
iv) Excellent Teachers are post threshold teachers who have completed at least 2 years of employment since first placed at point U3. They are placed on a single point. A classroom teacher who is not a post threshold teacher is eligible to apply for assessment as a fast track teacher.
v) During a Fast Track Teacher’s first year of teaching (except where the teacher is a newly qualified teacher) the governing body has the discretion to award a retention incentive of an appropriate value. These incentives are subject to the same conditions other recruitment and retention incentives. For Fast Track Teachers the governing body will award in line with the policy on retention allowance.
G LEADERSHIP SCALE
1 The governing body will determine the 7 point Individual School Range
for the headteacher’s salary in accordance with the provisions
of the Pay and Conditions Document.
2 The governing body will determine a 5 point Individual School Range
for the deputy headteacher’s salary.
3 The governing body must determine a 5 point Individual School Range for any assistant headteacher appointed to the Headship Team and Directors of Studies appointed to the Leadership Team.
4 Review of salaries for members of the Headship Team and School Leadership Team will be in accordance with the Performance Management Policy.
H PERFORMANCE PAY
Please see the Performance Pay Progression annex.
I SALARY SACRIFICE
Salary Sacrifice is an arrangement under which employees give up the right to receive part of their gross salary in return for the employer’s agreement to provide a benefit in kind and that benefit in kind is exempt from tax. The school teachers pay and conditions document provides that this arrangement can apply to teachers in relation to the following schemes only.
A child care voucher or other child care benefit scheme.
A cycle or cyclists safety equipment scheme.
A mobile telephone scheme.
WSCC operates a child care benefit scheme and this is available to all employees.
With the exception of the WSCC child care benefit scheme the governing
body
does not intend to put salary sacrifice arrangements in place
J Review of the Pay Policy
1 The relevant Committee will review this policy on an annual basis, or more frequently if necessary.
2 In so doing, the Committee will take full account of the headteacher’s advice and will consult staff, as appropriate, if any changes of substance are proposed.
3 The Committee will submit any recommendations resulting from the review to the full governing body for approval.
PERFORMANCE PAY PROGRESSION
MODEL PAY POLICY ANNEXE
RATIONALE
The governing body will ensure that the discretionary elements of pay are dealt with in a fair and equitable manner and in accordance with the requirements of the current School Teachers’ Pay and Conditions Document. Performance Pay Progression at (name of school) will:
• enable staff to enhance their progress on the pay spine based
on evidence of achievement of objectives;
•
be set within the context of the schools’ priorities for improvement
and an individual’s part in achieving those priorities;
•
be linked to the schools performance management policy and the framework
for continuing professional development;
•
enable staff to demonstrate their progression against school and local
criteria and national standards;
•
underline the school’s commitment to supporting sustained high
performance in all roles and jobs.
PURPOSE
To reward teachers who can demonstrate sustained and substantial high quality of performance and contribution to the school.
To encourage and underpin ongoing professional development
PERFORMANCE MANAGEMENT
Performance management is a shared commitment to high performance. It helps to focus attention on more effective teaching and monitoring to raise the quality of teaching and to benefit pupils, teachers and the school.
It means providing appropriate and effective personal training and development to ensure job satisfaction, a high level of expertise and progression of staff in their chosen profession.
GUIDELINES
The following groups of teachers are likely to be affected by discretionary decisions relating to pay:
LEADERSHIP GROUP
Headteacher
The headteacher will be set an Individual Salary Range (ISR) consisting of 7 consecutive spine points on the Leadership Pay Spine and will be in accordance with the provisions of the latest edition of the SchoolTeachers’ Pay and Conditions Document.
Progression within the ISR must be effective on 1 September in any year it is awarded and must follow a review of performance in the light of previously agreed performance objectives. The review should indicate that there has been a ‘sustained high quality of overall performance’. The governing body has the discretion to award two points for performance in exceptional circumstances.
Deputy Headteacher and Assistant Headteacher
Where appointed, provisions will be as for the headteacher but the ISR will consist of 5 consecutive points on the Leadership Pay Spine and will be in accordance with the provisions of the latest edition of the SchoolTeachers’ Pay and Conditions Document.
The agreement of performance objectives, subsequent review and link
to pay
progression will be in accord with the performance management policy.
As with the
Headteacher the criteria employed that identify appropriate performance
levels must
be able to recognise that there has been a sustained high quality of
overall
performance, taking account of the performance objectives agreed or set.
TEACHING STAFF
The salaries of qualified teachers, other than those on the Leadership Spine and Advanced Skills Teachers, and Excellent Teachers are determined by the total number of points held on the main or upper pay scales, plus any additional payment for teaching and learning responsibilities, recruitment and retention or for teaching children with special educational needs, or if the individual is entitled to a higher salary because of safeguarding.
This will be in accordance with the school’s performance management policy and will cover all areas other than incremental movement on a pay spine.
The governing body will appoint a reviewer for the Headteacher. The Headteacher appoints reviewers for other teachers.
Reviewers will normally be the reviewee’s line manager i.e., the person who directs, manages and has professional responsibility for the area in which the reviewee mainly works. Where a teacher works for more than one line manager, the nominated reviewer will need to consult the other line manager(s) to inform the discussion with the reviewee.
Double Increments for Excellent Performance
The governing body recognises that teachers on the main teachers’ pay scale may be awarded an extra point on the scale for:
“Excellent performance with regard to all aspects of professional duties, in particular classroom teaching”
Advanced Skills Teachers
Where an AST is appointed the governing body will select a pay range consisting of five consecutive points on the AST pay spine. In order to become an AST the teacher must have passed an external assessment process. The AST will commence on the starting point of the range determined.
When determining the range the governing body will have regard in particular, but not exclusively, to the following statutory criteria:
a) the nature of the work to be undertaken, including any work with
teachers from other schools;
b) the scale of the challenges to be tackled;
c) the professional competencies required of the postholder;
d) any other recruitment considerations which it considers relevant.
In addition to the above the governing body will have regard to the following:
• the status of the grade as an alternative to headship, deputy
headship or assistant headship for the best teachers who wish to stay
in the classroom;
•
the need for an appropriately substantial pay increase in relation to
the teacher’s previous post;
•
the need for an appropriate differential between the pay of an AST and
his or her head and;
•
the salary of any deputy or assistant headteacher involved in the management
of an AST.
There shall not be any movement up the pay spine unless there has first been a sustained high quality of performance by the AST in the light of the performance criteria agreed/set by the governing body and any movement shall not exceed two spine points in the course of an academic year.
Service as an AST will count towards the eligibility for an experience point should the individual revert to being a classroom teacher.
NB Further guidance is available in the LEA strategy document for ASTs, produced by the School improvement service.
Resources
Performance pay awards will be made from a designated sum of money set aside for that purpose by the governing body within the schools overall budget. The resources will include the sums allocated by the Government specifically for that purpose (PPP Grant), and any funds, made available from the school budget designated for the purpose of discretionary pay awards linked to the School Improvement Plan.
Awards will normally be dated from 1st September of the school year
during which the recommendation was ratified by Governors.