PAY POLICY (SCHOOL
Human Resources and Organisational Development
Version 1: January 2009 Not protectively marked
1st January 2009: Policy Implemented
June 2010: Styling revised in line with corporate guidelines
If you have any questions regarding this policy please contact the Schools HR Adviser.
PAY POLICY (SCHOOL SUPPORT STAFF) Page 2 of 8
1 PART B: SCHOOL SUPPORT STAFF PAY POLICY 4
This model policy has been written with maintained status in mind. If this model is to be adopted
by schools with Trust, Foundation or Voluntary Aided status reference to the “Local Authority”
need to be replaced with “the Governing Body” Controlled.
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PART B: SCHOOL SUPPORT STAFF
Results of the Plymouth City Council (PCC) Single Status Pay and Grading review were to be
released in February 2008, however these results will not be implemented until collective
agreements are formally approved. The following information has been developed around draft
agreements and this policy will be further reviewed once approval is obtained.
In the interim, advice on pay policy for Schools Support Staff must be sought from Schools HR
Advisers and the PCC job evaluation team.
This section reviews the pay policy for School Support Staff employed by the School. It is usual for
Schools to employ Administrative and Clerical Staff, Teaching Assistants, Nursery Staff, Mealtime
Assistants and Learning Resources Staff. It is sometimes the case that Plymouth City Council is
contracted to provide catering, cleaning and caretaking staff. In which case these support staff are
employed under a PCC rather than a School contract. These roles are therefore not referred to
in this document.
The Governing Body will act in accordance with the
appropriate local and/or National Conditions of Service
and local grading schemes pertaining to the different
groups of support staff. Posts must be formally graded
by PCC under the adopted JE schemes so as to ensure
any grading can be objectively justified and the Local
Authority Plymouth City Council is not put at risk from
equal pay liabilities.
Administrative and clerical staff
The Pay Committee appointed by the Governing Body,
in liaison with Plymouth City Council (PCC) Job
Evaluation (JE) team, determines the appropriate grade
of the administrative and clerical posts in the school
within National Joint Council for Local Authority
Employers (NJC) grades.
Teaching Assistants The Head Teacher and Governors need
The Governing Body, in liaison with the PCC JE team, to ensure that an Appraisal process is
determines the appropriate grade of the Teaching conducted for all Teaching Assistants.
Assistant posts in the school within National Joint This will help identify individual career
Council for Local Authority Employers (NJC) scales. aspirations together with any associated
training and development needs.
The Governing Body has responsibility for determining
1) Teaching Assistant staffing structure which is
appropriate for the School ( in terms of supporting the
School Development Plan) and
2) Plan for the deployment of Teaching
Assistants in a way which best meets the needs of the
School (in terms of Teaching Assistants supporting
Teachers to deliver improved learning and raising
standards) and takes into account the varying skills,
knowledge and expertise of individual Teaching
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In determining the structure, the Governing Body
should take into account current national or local PCC
guidance on career frameworks for Teaching Assistants.
Information may be obtained from either PCC HR
Advisers who provide support to schools or the PCC
Job Evaluation Team.
The Pay Committee may award a temporary special
needs allowance to a Teaching Assistant in a
mainstream school who provides support on a one to
one basis to a pupil with a Statement of Special
Educational Needs. This allowance would only be
payable whilst they support children with a statement
of educational needs and would be removed when
these responsibilities cease. This would be made clear
to the employee at the point of awarding an allowance.
An SEN Allowance 1 £558 (per annum - full time
equivalent) would normally apply, unless it was
essential for the post holder to have a specialist
qualification to support the teaching and learning of
pupils with special educational and/or medical needs in
which case the higher allowance SEN Allowance 2
£1,116 (per annum - full time equivalent)
These temporary allowances only apply to those
Teaching Assistants working in mainstream schools as
this is considered a permanent feature of the job for
those Teaching Assistants based in Special Schools and
the rate of pay for that post
Nursery Staff Nursery Nurses will normally possess
The Governing Body, in liaison with the PCC JE team, the Certificate of the National Nursery
determines the appropriate grade of the Nursery Staff Examination Board (NNEB) or
posts in the school within National Joint Council for equivalent qualification.
Local Authority Employers (NJC) scales.
Nursery staff employed full-time (32.5 hours per week)
should be available for work 195 days in any year of
which 190 shall be days on which pupil contact will be
Meal Time Assistants
The Pay Committee, in liaison with the PCC JE team,
determines the appropriate grade of the Meal Time
Assistant posts in the school within National Joint
Council for Local Authority Employers (NJC) scales.
Although there is no specified legal minimum
requirement for the number of Meal Time Assistants
employed, each school will need to ensure they act
reasonably in providing cover. The following is guidance
only and Head-teachers should use their discretion
when deciding on staffing levels.
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Infants 1-25 staying for lunch
Juniors 1 – 55
Seniors 1 – 135
Learning Resources Staff (including
Library Assistants) Technical Staff,
Residential Care Staff
The Governing Body, in liaison with the PCC JE team,
determines the appropriate grade of the Learning
Resources Staff posts in the school within National Joint
Council for Local Authority Employers (NJC) scales.
Pay Discretion (within salary grades)
This section summarises considerations for Pay
Committees in applying pay discretion.
Before consideration is given to adopting such
discretions Pay Committees must refer to their Schools
HR Advisers and the appropriate local and/ or National
Conditions of Service and to PCC policies on
Undertaking Additional Duties, Start Pay, Market Pay.
Undertaking Additional Duties
There are situations where individuals temporarily
cover a more senior post. This may be partial or full
cover of the more senior post, and is normally for a
short period of time.
The Pay Committee may consider awarding a
“Temporary Acting Up” allowance to support staff
required to take on additional responsibility for a
limited period and/or a specified task. When agreeing
an Acting Up Allowance, the Pay Committee ensure
that payments made for additional work undertaken,
comply with equal pay legislation and are objectively
and consistently determined and are for a duration
longer than four weeks. Further information should be
obtained from the school‟s HR Adviser.
Starting Salaries for New Appointments
both permanent and temporary
Where temporary staff are appointed to cover the
absence of a member of support staff they will normally
be paid at the minimum of the appropriate grade for
Both permanent and temporary employees are
normally appointed to the minimum of the appropriate
pay band in accordance with the relevant national terms
and conditions of service and the Local Authority
An objective justification based on skills and experience
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must be provided by the Pay Committee where a new
employee commences employment on a higher
incremental point than the minimum start pay.
The Pay Committee should also ensure that decisions
around start pay comply with equal pay legislation and
are objectively and consistently determined.
A draft market supplement policy has been developed
by PCC and must be referred to prior to authorisation
of any supplement. This policy has been agreed in
principle with trade unions.
There are occasions when the pay of a job determined
by the grading process does not result in a salary range
that attracts and retains suitably qualified and
experienced staff and is comparable with the „market‟.
Market factor supplements are defined as a temporary
addition to the pay of a post and are applicable to „all
post holders in a post‟ where market pressures would
otherwise prevent the employer from being able to
recruit and/or retain suitably qualified staff at the
normal salary for the post.
The Pay Committee will determine whether it is
appropriate for a market supplement to be applied.
The Governing Body is committed to equal pay and will
maintain the integrity of the job evaluation procedure,
however on occasions, it will apply a market factor
supplement to the salary determined by the job
evaluation process rather than applying a pay range that
is unachievable through the application of the agreed
job evaluation process.
A market factor supplement will not be applied to any
post without an attempt being made to fill the post
through appropriate recruitment procedures and the
application of a market factor supplement must be
supported by evidence that the School has been unable
to attract and retain staff.
The case for payment of a market factor supplement
must be robust enough to resist the challenge of an
equal pay claim. Details of any applicable market
supplement will be included within the statement of
particulars and can only be agreed for a maximum of
three years at which point it would be withdrawn
unless there were evidence to support it‟s continued
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Point Progression The Pay Committee may withhold an
Progression through a grade will initially be by annual annual increment if it determines that
increments. The PCC Pay and Grading Review has service during the preceding year was
resolved to apply increments in October of each year. unsatisfactory.
This action will be taken only when a
To receive an incremental increase on the 1st October, member of staff has been notified
employees must have been employed at the current previously in writing of perceived failings
spinal column point for a period of six months prior to and service has remained unsatisfactory.
receiving the annual increment and must not be at the This action will be taken only if the
maximum for their band or on pay protection. individual has been subject to the
capability procedure adopted by the
Governing Body. Where an individual
has been notified that a year of service
has been unsatisfactory, the Pay
Committee may nevertheless determine
subsequently that an increment should
be awarded in respect of that year.
PAY POLICY APPENDICES
Appendix 1 - Procedure for hearing appeals connected See note on appeals – page 7 above
with Pay Policy – EXCLUDING situations where schools
Support Staff wish to appeal against a Job grading decision. See second paragraph of the
Schools support staff wishing to appeal against a Job introduction – page 2 above
Grading decision must refer to the PCC Job Evaluation
Appeal procedure. See second paragraph of the
introduction – page 2 above
[insert copy of school‟s staffing structure]
[insert copy of school‟s staffing structure implementation
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