PAY POLICY

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					Ethical Training and Consultancy




        SAMPLE PAY POLICY



                September 2008
Contents


Introduction ................................................................................................................... 4
School Policy on Pay for Staff (date) ........................................................................... 4
   Basic Principles ........................................................................................................... 4
   Pay Reviews ................................................................................................................ 4
   The Pay Committee ..................................................................................................... 5
   Appeals ....................................................................................................................... 5
Sections 1 – 4: Pay Policy for Teaching Staff ............................................................ 7
Section 1: Use of Discretions in Basic Pay Determination ....................................... 7
   1. Discretionary Experience Points ............................................................................. 7
   2. Part-time Teachers ................................................................................................. 7
   3. Short Notice/Supply Teachers ................................................................................ 7
   4. Unqualified Teachers .............................................................................................. 8
Section 2: Performance Pay Progression .................................................................. 9
   1. Headteacher and Leadership Group ....................................................................... 9
   2. Advanced Skill Teachers (ASTs) ............................................................................ 9
   3. Post Threshold Teachers ...................................................................................... 10
   4. Threshold Assessment ......................................................................................... 10
   5. Classroom Teachers on the Main Pay Scale ........................................................ 11
Section 3: Discretionary Allowances and Payments ............................................... 12
   1. Management Allowances ...................................................................................... 12
   2. Teaching and Learning Responsibility Payments (TLRs) ...................................... 12
   3. Fast track .............................................................................................................. 13
   4. Special Educational Needs Allowances ................................................................ 13
Section 4: Additional Payments for Teachers (including Headteachers) ............... 15
   1. Continuing Professional Development .................................................................. 15
   2. Out-of-School Learning Activities .......................................................................... 15
   3. Recruitment and Retention Incentives and Benefits .............................................. 15
   4. Honorariums ......................................................................................................... 16
Section 5: Pay Policy for Support Staff .................................................................... 17
   1. Basic Principles .................................................................................................... 17
   2. All Year Round Working........................................................................................ 17
   3. Term Time Only Working ...................................................................................... 17

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  4. Locally Determined Pay Arrangements ................................................................. 18
  5. Part-time Staff ....................................................................................................... 18
  6. Pay Discretion....................................................................................................... 19
  7. Temporary Cover .................................................................................................. 19
  8. Starting Salary for New Employees ....................................................................... 19
  9. Pay Progression ................................................................................................... 20
  10. Performance Management.................................................................................. 20
Annex 1: Appeals Procedure ..................................................................................... 21




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Introduction

The teachers section of this pay policy is agreed by the DCSF, the Employers, ATL,
NASUWT, NAHT, SHA and PAT. It recommends a structure for schools to follow and
covers all key areas that schools need to consider. All procedures for determining pay
should be consistent with the principles of public life – objectivity, openness and
accountability. The pay policy should make clear the school’s compliance with the Race
Relations, Sex Discrimination, Equal Pay, Employment Equality Regulations 2003,
Disability Discrimination Acts, Employment Relations acts of 1996, 1999 and 2002 as
well as the Part-Time Workers’ Regulations and the Fixed Term Employees’
Regulations.




School Policy on Pay for Staff (date)


Basic Principles
All teachers employed at _____ School are paid in accordance with the statutory
provisions of the School Teachers’ pay and Conditions Document. A copy can be found
at __________ and is also on line at http://www.teachernet.gov.uk/paysite. Support staff
are paid in accordance with The Local Government National Joint committee Conditions
of Service. All pay-related decisions are made taking full account of the school
development plan and staff members and unions have been consulted on this policy. All
pay related decisions are taken in compliance with the Race Relations, Sex
Discrimination, Equal Pay, disability Discrimination Acts, Employment Relations Acts of
1996, 1999 and 2002 as well as the Part-Time Workers’ Regulations and the Fixed Term
Employees’ Regulations.



Pay Reviews
The governing body will review every teacher’s salary with effect from 1 September and
no later than 31 October and will give them a written statement setting out their salary
and any other financial benefits as specified in the Document. A salary calculator can be
found at http://www.teachernet.gov.uk/management/payandperformance/pay/paycalc/



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Reviews will take place at other times of the year to reflect any changes in
circumstances or job description that may lead to a change on the basis for calculating
an individual’s pay. A written statement will be given after any review and, where
applicable, will give information about the basis on which it was made.


Where a pay determination leads or may lead to the start of a period of safeguarding,
the governing body will give the required notification as soon as possible and no later
than one month after the date of the determination.


A revised pay statement will also be given where there are any other changes in pay
arrangements in the year. For example, teachers in receipt of other existing forms of
safeguarding will require a revised statement when changes occur.



The Pay Committee
The Pay and Staffing Sub-Committee has fully delegated powers to determine the pay of
all staff working in the school, other than the Leadership Group.


The Committee will ensure that:
           decisions are communicated to each member of staff by the head in writing;
           decisions on the pay of the head will be communicated by the chair of the
            governing body in writing in accordance with Section 2, paragraph 4 of the
            School Teachers’ pay and Conditions Document.



Appeals
The governing body will adhere to the Grievance Procedures as outlined in Section 3,
School Teachers’ Pay and Conditions Document 2005. The arrangements for
considering appeals are as follows:
           A staff member may appeal against any determination in relation to his/her
            pay or any other decision taken by the governing body that affects their pay,
            including UPS progression.
           The grounds for appeal are that the person or committee by whom the
            decision was made:
            a) incorrectly applied any provision of the Document NJC conditions of
                Service or locally agreed Conditions of Service;
            b) failed to have proper regard for statutory guidance;

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           c) failed to take proper account of relevant evidence;
           d) took account of irrelevant or inaccurate evidence;
           e) was biased; or
           f)   otherwise unlawfully discriminated against the staff member.


The order of proceedings is enclosed at annex 1.




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Sections 1 – 4: Pay Policy for Teaching Staff


Section 1: Use of Discretions in Basic Pay
Determination


1. Discretionary Experience Points
The following discretionary points will be awarded as defined in section 2, part iv,
paragraph 18.2 of the School Teachers’ Pay and Conditions Document.


(a) 1 point for the purposes of the determination of a classroom teacher’s salary in
accordance with paragraph 4.1(a) of the School Teachers’ pay and Conditions Document,
where the teacher’s performance in the previous school year was assessed as excellent
having regard to all aspects of his professional duties in particular classroom teaching at
his/her performance management review meeting.


(b) 1 or more points for years of experience other than employment as a classroom
teacher which the relevant body consider of value to the performance of the classroom
teacher’s duties;



2. Part-time Teachers
Teachers employed on an ongoing basis at the school but who work less than a full
working day or week are deemed to be part-time. The governing body will give them a
written statement detailing their working time obligations and the mechanism used to
determine their pay, subject to the provisions of the statutory pay arrangements.


The contractual change introduced in September 2005 gave part-time teachers
entitlement to Preparation Planning and Assessment time pro-rata to full-time teachers.



3. Short Notice/Supply Teachers
Teachers who work on a day-to-day or other short notice basis have their pay
determined in line with the statutory pay arrangements in the same way as other staff
members. Teachers paid on a daily basis will have their salary assessed as an annual

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amount, divided by 195 and multiplied by the number of days worked. A day is classed
as five hours or more.


Teachers who work less than a full day will be hourly paid and will have their salary
calculated as an annual amount which will then be divided by 1014 to arrive at the hourly
rate.



4. Unqualified Teachers
On appointing an unqualified teacher the governing body will determine the point on the
unqualified teachers pay spine on which they will be placed.


The School Teachers’ Pay and Conditions Document requires that any relevant
qualifications and experience should be taken into account.


An unqualified teacher who remains in the same post shall on 1st September in each
year be entitled to an increment until the maximum of the scale is reached if at that date
he has completed a year of employment as a teacher.


The Governing body may at any time allocate an extra increment or increments to an
unqualified teacher until the maximum of the scale is reached. The allocation of such an
increment on a date other than 1st September shall not preclude the payment of a
further increment if one would otherwise be payable on 1st September following the date
of the allocation.


The governing body may withhold an annual increment if they are of the opinion that the
unqualified teacher’s service in the year preceding 1st September is unsatisfactory and
they have so notified him in writing. Where an unqualified teacher remains in service on 1st
September in the school in which he has been employed during the previous year, the
governing body, in determining whether or not his service has been unsatisfactory, shall
seek and take into account advice from the head teacher.


An increment withheld may be paid in a subsequent year in addition to any further
increment due.




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Section 2: Performance Pay Progression

The governing body agrees the school budget and will ensure that appropriate funding is
allocated for performance pay progression at all levels. The governing body recognises
that funding cannot be used as a criterion to determine Upper Pay Spine progression.


Links between pay, career stages and performance management


Induction – the final review meeting of the induction period can be used to agree
objectives and professional development opportunities as the first stage of the teacher’s
subsequent performance management cycle.


Aspects of pay progression decisions made by the governing body for all
teachers/headteacher will be based on information about a teacher’s/headteacher’s
performance. Information from the PM review statement must be used to inform those
decisions.



1. Headteacher and Leadership Group
The Headteacher and Leadership Group must demonstrate sustained high quality of
performance, with particular regard to leadership, management and pupil progress at the
school, and will be subject to a review of performance against performance objectives
before any performance points will be awarded. The clarification within the School
Teachers’ pay and Conditions Document of the application of the criteria for Leadership
Group progression will be taken fully into account.


The governing body will follow the terms and conditions of Part 3, School Teachers Pay
and Conditions, in assessing and deciding the pay of any member of the Leadership
Group.



2. Advanced Skill Teachers (ASTs)
ASTs must demonstrate sustained high quality of performance in the light of their agreed
performance criteria and will be subject to a review of performance before any
performance points will be awarded. This will include any work undertaken at the
schools by other advanced skills teacher, in higher education facilities, at facilities of the

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LA and elsewhere. The clarification of the application of the criteria for AST progression
will be taken fully into account.



3. Post Threshold Teachers
Progression on UPS will be based on two successful consecutive performance
management reviews, other than under the exceptional circumstances as set out in the
School Teachers’ Pay and conditions Document.


The clarification of the application of the criteria for upper pay scale progression will take
into account the statutory advice detailed in the School Teachers’ Pay and Conditions
Document. Namely:


(a) there has first been a review of the performance of the post-threshold teacher; and
(b) the achievements of the post-threshold teacher and his contribution to the school, or to
the school or schools in which the teacher previously worked, have been substantial and
sustained.


The assessment of the teachers performance and any pay recommendation for an eligible
teachers will be determined by the reviewer of the teacher as required within the
Performance management regulations and as set out within the school Performance
management Policy.


Only in exceptional circumstances will post-threshold staff members be awarded a
further point on the upper pay scale more frequently than at two yearly intervals.



4. Threshold Assessment
Teachers will be assessed against the post-threshold standards based solely on the
outcomes of their last two performance management reviews. The statutory basis for
this can be found in Annex 4 of the STPCD.


Teachers will not need to provide separate evidence in support of a threshold
application. Eligible teachers will need to make an application to indicate formally their
wish to be assessed.




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5. Classroom Teachers on the Main Pay Scale
Classroom teachers paid on the Main Pay Scale will receive one point for each year of
satisfactory performance. Unsatisfactory performers are considered to be those who
through the performance management process have been assessed as not meeting
their performance criteria over a two year period as described in the performance
management policy and those subject to formal capability proceedings.


Unsatisfactory performers will be notified in writing that their service has not been
satisfactory that year and subject to the determination of the governing body may not
receive and award for that year.


6. Chartered London Teacher Status


A qualified teacher who intends to apply for chartered London teacher status must
register his intention to do so with the Secretary of State or with such person or body as
may be appointed by the Secretary of State for that purpose.


A qualified teacher who has so registered may apply once in a school year to the
relevant body for chartered London teacher status if he satisfies the requirement that, at
the date of the application;


(a) he has completed not less than four years of employment as a teacher with an
authority in the Inner or Outer London Area and is currently so employed;


(b) two years have elapsed since he registered his intention to apply; and


(c) he is a post-threshold teacher, an advanced skills teacher, an excellent teacher or a
member of the leadership group.




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Section 3: Discretionary Allowances and Payments


1. Management Allowances
No new management allowances to be awarded after 31 December 2005.


Management allowances will be safeguarded during a transitional period. Management
allowances awarded before 1 April 2004 on a permanent basis may be retained for a
safeguarded period of three years (subject to the provisions for cessation set out in the
Teachers’ Pay and Conditions document).


In all cases the safeguarding period began on 1 January 2006.


Management allowances will be linked to a clearly defined job description and teachers
with similar levels of responsibility will be awarded the same level of allowance.


When allowances are awarded, written notification will be given to the teacher
specifying:
             what the allowance has been awarded for;
             the level of allowance;
             start date and duration of allowance.


Management allowances will be for specific additional responsibilities targeted on
teaching and learning beyond those common to the majority of classroom teachers, as
featured in the staffing structure of the school.



2. Teaching and Learning Responsibility Payments (TLRs)
TLRs will be awarded to the holders of the posts indicated in the attached staffing
structure.


TLRs will be introduced as set out in the attached implementation plan.


TLRs will be spot payments made within the parameters detailed below.


The values of the TLRs to be awarded are set out below.

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TLR2s will be awarded to the following values:


       TLR2a £2,250
       TLR2b £3,750
       TLR2c £5,250


TLR1s will be awarded to the following values:


       TLR1a £6,500
       TLR1b £8,000
       TLR1c £9,500
       TLR1d £11,000
Fixed Term TLRs: Permanent TLR posts are established within the school structure
which will be awarded on a temporary basis to teachers who are temporarily undertaking
the responsibilities attached to that post, for example to cover maternity or sick leave, a
vacancy or a secondment. Teachers who receive TLRs in such cases will not be subject
to safeguarding when the TLR ends.



3. Fast track
The governing body may employ fast track teachers. Where the governing body
employs fast track teachers it will pay them an extra £2,000 annually under the
recruitment and retention incentives and benefits provisions.



4. Special Educational Needs Allowances
SEN allowance 1 may be awarded:
          to all classroom teachers who are engaged wholly or mainly teaching pupils
           with statements of special educational needs in designated special classes or
           taking charge of special classes consisting wholly or mainly of children who
           are hearing-impaired or visually impaired;
          may also be awarded to classroom teachers who make a particular
           contribution to the teaching of pupils with special educational needs which is
           significantly greater than that which would normally be expected of a
           classroom teacher is this constitutes a substantial part of the teachers’ work
           load.

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SEN allowance 2 may be awarded to classroom teachers who qualify for SEN allowance
1 and ho have experience or qualifications or both which the relevant body consider are
particularly relevant to the teachers’ work. For example:
          hold a recognised special educational needs qualification for partially sighted
           or partially hearing, etc.
          has a substantial amount of experience in a specialist area.




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Section 4: Additional Payments for Teachers (including
Headteachers)


1. Continuing Professional Development
Teachers (including the headteacher) who undertake voluntary continuing professional
development outside the school day may be entitled to an additional payment linked to
their existing grade.



2. Out-of-School Learning Activities
Teachers (including headteachers) who voluntarily undertake learning activities outside
of the normal school hours and whose salary range does not take account of such
activity may be entitled to payment at an hourly rate of 1/1265th of top of M6.


Activities that may attract payment include breakfast clubs, homework clubs, summer
schools (study support, literacy and gifted and talented), sporting activities, other outdoor
activities and clubs linked to curricular arts and hobby interest areas.



3. Recruitment and Retention Incentives and Benefits
The governing body may pay recruitment awards to teachers in “shortage subject areas”
at a minimum of “£500” and a maximum of £3,000” for a maximum of three years in the
following circumstances where teachers in shortage subject areas or where there is
“turbulence” in the balancing of staffing in the school. This may be extended in
“exceptional circumstances”.


Teachers in receipt of a fixed-period Recruitment and Retention Allowance under the
former recruitment and retention allowance provisions will continue to receive this
payment.


Teachers who were awarded a fixed-period recruitment and retention allowance prior to
31 March 2004 will continue to receive this payment until 31 March 2007 or un til the
fixed period expires, whichever is earlier.




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4. Honorariums
There is no provision within the Teachers’ Pay and Conditions Document to pay
teachers honorariums.




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Section 5: Pay Policy for Support Staff


1. Basic Principles
Support staff will be appointed to school to improve standards and to contribute
to the vision for pupil attainment and the ethos of the school. Staff will normally
be employed on National Joint Council for Local Government Services (NJC)
grades.


The powers of the governing body are defined in the Education Act 2002 and the School
Staffing (England) Regulations 2003.


The National Joint Council determines the conditions of service for Local Authority
Workers (the Green Book).


Apart from determining pay and pay grades the NJC also sets national rules covering
Working Arrangements, Special Provisions, Overtime, Holidays, Sickness, Special
Leave, Training and Part-Time Conditions of Service.


The headteacher will determine the gradings of all support staff, taking into consideration
national and local agreements and guidance from the LA.



2. All Year Round Working
The normal hours of work for NJC staff are 37 hours a week for 52 weeks of the year
(full time employment). If an employee is appointed to a full time post then they will be
paid the full salary for the post. The minimum leave entitlement is initially 21 days a year
plus bank holidays and locally determined (by the LA and City Council) leave days. The
leave entitlement increases with grade and length of service.



3. Term Time Only Working
The normal hours of work for NJC staff are 37 hours a week for 52 weeks of the year
(full time employment). Many support staff in schools are paid on a term time basis and
such staff are entitled to pay in proportion to their working week and their working year.
It is for the school to determine the length of the working day and year for support staff.

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4. Locally Determined Pay Arrangements
Some conditions of service have been applied locally, they are:
   a) Staff are paid at a minimum of point 6 on the NJC scale when they reach the age
         of 21.
   b) Existing teacher and support staff who undertake supervisory duties during lunch
         breaks will receive remuneration according to locally determined pay
         arrangements, including entitlement to a meal during the worked duty periods,
         without charge.
   c) The site staff of _____School do not operate within the local agreement for
         School Superintendents and Assistant School Supervisors. They are employed
         on site specific contracts with job descriptions to meet the specific needs of the
         School and paid on grades determined by the School commensurate with those
         roles. These terms and conditions of work are not less favourable than the local
         agreement.
   d) A cleaning manager and cleaner in charge will be paid a spot salary
         commensurate with the size of the school and determined by the governing body.
   e) Cleaners will be paid a one-point salary at spinal column point 4 on the NJC
         salary scales.
   f)    Relief caretakers will be paid a one-point salary at spinal column point 8 on the
         NJC salary scale.
   g) Kitchen assistants will be paid on a one point salary at spinal column point 4 with
         the term time only pro-rata enhanced to include a retention payment for
         availability to work during holidays if required.
   h) The catering manager, kitchen supervisor and cashier will be paid on a spot
         salary commensurate with the size of the school and determined by the
         headteacher.



5. Part-time Staff
The committee will apply the provisions of this policy on a pro-rata basis to all part-time
support staff. This will be done in accordance with the Part-time Workers (Prevention of
Less Favourable Treatment) Regulations 2000 and any local agreement presently in
force.




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6. Pay Discretion
The committee has delegated all decisions relating to support staff to the headteacher
who will refer to the appropriate Local and/or National conditions of Service when using
the following discretion for enhancing the pay of support staff.
          The committee has resolved to allocate increments to members of the
           support staff until the maximum of the scale is reached, subject to satisfactory
           service.
          The committee has resolved that they will consider the payment of an
           honorarium to a member of the support staff.
          The committee will consider awarding a temporary acting allowance to
           support staff who are required to take on additional responsibility for a limited
           period and/or a specified task.


In the absence of a senior member of the support staff, the committee has resolved that
they will consider the award of an acting allowance where the absence is for a
continuous period of at least four weeks if the full range of duties is to be undertaken.



7. Temporary Cover
If temporary staff are appointed to cover the absence of a member of the support staff
they will be paid normally at the minimum of the appropriate grade for the post.


Where a higher starting salary is agreed the reason for this should be recorded on the
individual’s personal file for future reference. The minimum starting point is spinal point
4.



8. Starting Salary for New Employees
The starting salary for a new appointment will be normally at the minimum of the
appropriate range in accordance with the relevant national terms and conditions of
service. The headteacher may choose to offer a higher starting salary dependant upon
the existing salary, experience or qualifications of the applicant having due regard for the
need to appoint the best person for the post and for the current salary levels of other
staff at the school who may have been working there for some time.




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9. Pay Progression
With the exception of those appointed on a “spot-salary” JNC staff will receive an annual
increment each April, up to the maximum of the scale, subject to the qualifying period of
six months and other service conditions being satisfied. Staff who are receiving support
from the school’s competency procedure will be subject to a separate review in terms of
pay progression and may have progression held whilst the procedures are being
conducted.



10. Performance Management
All members of the support staff will be subject to the Appraisal Arrangements and/or
Performance Management Policy as approved by the governing body following
consultation with staff.




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Annex 1: Appeals Procedure

   1. The staff member received written confirmation of the pay determination and
       where applicable the basis on which the decision was made.
Stage 1
   2. If the staff member is not satisfied, he/she should seek to resolve this by
       discussing the matter informally with the decision-maker within ten working days
       of the decision.
   3. Where this is not possible, or where the staff member continues to be
       dissatisfied, he/she may follow a formal appeal process.
Stage 2
   4. The staff member should set down in writing the grounds for questioning the pay
       decision (which must relate to the grounds as set out above) and send it to the
       team leader or manager who made the determination, within ten working days of
       the notification of the decision being appealed against or of the outcome of the
       discussion referred to above.
   5. The committee or person who made the determination should provide a hearing
       within ten working days of receipt of the written grounds for questioning the pay
       decision to consider this and give the staff member an opportunity to make
       representations in person. Following the hearing the employee should be
       informed in writing of the hearing’s decision and the right to appeal.
Stage 3
   6. Any appeal should be heard by a panel of three governors who were not involved
       in the original determination normally within twenty working days of the receipt of
       the written appeal notification and give the staff member the opportunity to make
       representations in person. The decision of the appeal panel will be given in
       writing and where the appeal is rejected will include a note of the evidence
       considered and the reasons for the decision. The decision is final and there is no
       recourse to the staff grievance procedure. This option may be more useful if the
       decision-maker is a person rather than a committee.


For any stage of the appeal process the staff member is entitled to be accompanied by a
colleague, friend or union representative. Each step and action of this process must be
taken without unreasonable delay. The timing and location of the formal meeting must
be reasonable. The formal meeting must allow both parties to explain their cases.


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Ethical Training and Consultancy 17 Chilwell Road Beeston Nottingham NG9 1EH
            Tel 07962 448848 07956 640196       Fax 0115 937 4721
    Email ian.draper@ethicaltraining.com   jean.hemsley@ethicaltraining.com
                         Web www.ethicaltraining.com




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