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Pay Policy _teachers_

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					Holy Trinity CE Infant and Junior Schools Basic Principles

Pay Policy (Teachers)

All teachers at Holy Trinity CE Infant and Junior Schools are paid in accordance with the statutory provisions of the School Teachers’ Pay and Conditions Document. A copy can be found in each school office and is also on-line at: http://www.teachernet.gov.uk/paysite/. The statutory pay arrangements give significant flexibility over the awarding of allowances, discretionary experience points for main scale classroom teachers and performance pay awards. Headteachers will take into account the requirements for the staffing structure of their school in advising the governing body about these decisions. All pay-related decisions are made taking full account of the school development plan and teachers will be consulted as appropriate on the principles contained in 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. The governing body will act with integrity, objectivity and honesty in the best interests of the school, with a view to promoting high standards of educational achievement at the school. The governing body will be open about decisions made and actions taken and will be prepared to explain decisions and actions to interested persons. The governing body is not required to disclose material relating to any actual or proposed employee nor any information which, by reason of its nature, the governing body is satisfied should remain confidential.

The governing body’s agreed procedures
The governing body has delegated its powers, in accordance with the Education (School Government) (England) Regulations 1999, to:  The appointed governors for decisions relating to the headteacher’s appraisal and pay recommendations.  The headteacher for decisions relating to pay on an appraisal basis for all other staff – the headteacher should inform the staffing committee  The finance committee for making budget decisions relating to pay It is expected that the finance committee will ratify the decisions of the appointed governors or headteacher unless there are serious financial implications. If this is the case, the matter will be referred to the full governing body.

Terms of reference
The terms of reference when reaching decisions regarding pay are:  to achieve the aims of this pay policy in a fair and equal manner  to apply the criteria set by this policy in determining the pay for each member of staff at the annual review  to observe all statutory and contractual obligations  to minute clearly the reasons for all decisions and report these decisions to the next meeting of the full governing body  to advise the governing body, through the finance committee, of the annual budget needed for pay  to keep abreast of relevant developments and to advise the full governing body when the policy needs to be revised  to carry out, through the appointed governors, the appraisal of the headteacher
January 2005 (JD / MP)

Holy Trinity CE Infant and Junior Schools – Working together in partnership

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Pay Policy (Teachers)
  to appoint and work with the external adviser when appropriate to work with the headteacher in ensuring that the governing body complies with performance management regulations

Pay reviews
Qualified teachers’ salaries will be reviewed annually with effect from 1 September and no later than 31 December each year and a formal statement saying what their salary is and how it has been arrived at will be given to them.

Differentials
Appropriate differentials will be created and maintained between posts within the schools, recognising accountability and job weight.

Appeals
In the event of an appeal, the governing body will convene an appeals panel (three governors who were not involved in the original decision and who are not otherwise excluded by virtue of regulations) to meet within ten working days of the receipt of the appeal notice. The decision of the appeal committee will be final.

Confidentiality
The headteacher will advise the governing body about the pay of individual staff members following their performance management review. In order to ensure confidentiality of pay arrangements relating to individual staff members, any members of staff on the governing body will withdraw from any discussions about staff pay. The headteacher will withdraw from discussions about their own pay enabling the governors to have a frank discussion.

Discretionary points
Under normal circumstances, the governing bodies would only award mandatory experience points. In exceptional circumstances, advice would be taken from the school’s personnel officer.

Part-time teachers
The governors will apply the provisions of this policy on a pro rata basis to all part-time employees.

Unqualified teachers
The governing body will, when determining on which point to place unqualified teachers on the unqualified teachers’ pay scale, take account of any relevant qualifications and experience. Unqualified teachers may be appointed above the minimum following relevant guidance from the personnel officer.

Performance pay
The governing body will agree the budget to be set for pay, including performance pay, and will make appropriate decisions in the light of the school’s financial circumstances and the school development plan.

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January 2005 (JD / MP)

Holy Trinity CE Infant and Junior Schools – Working together in partnership

Pay Policy (Teachers)
Serving Headteachers
The headteacher must demonstrate sustained high quality of performance with particular regard to leadership, management and pupil progress at the school before any performance points will be awarded.  The staffing committee will determine the headteacher’s ISR. From September 2002 governors have been permitted to change the ISR at any time to retain an existing headteacher.  Three governors will be appointed by the governing body, normally from the staffing committee, to carry out the headteacher’s performance review. One of these governors must be a foundation governor.  The appointed governors will agree performance objectives with the headteacher, taking account of the advice of the external adviser. The objectives will be agreed as early as possible in the autumn term.  The headteacher is entitled to submit a written statement, commenting on any objectives set, which will be taken into account at the time of the review  The appointed governors will review the performance of the headteacher against the performance objectives and may award one or two points where objectives are met.

New Headteachers
 The governing body will, when a new appointment needs to be made, determine the pay range to be advertised and agree pay on appointment in accordance with the Pay and Conditions document. The staffing committee will review the school’s headteacher group and the headteacher’s 7-point ISR and record its reasons. The staffing committee will have regard to the provisions laid down regarding the formula for the calculation of the salary of the highest paid postholder outside the leadership group, and will also take account of any other permanent payments made to staff within the school to ensure that appropriate differentials are created and maintained. The staffing committee will exercise its discretion to pay on any of the bottom four points on the ISR, in order to secure the appointment of its preferred candidate.

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Serving Deputy Headteachers
The deputy headteacher must demonstrate sustained high quality of performance and make a strong contribution to school leadership and management and pupil progress before any performance points will be awarded.  The staffing committee will determine the deputy headteacher’s 5-point pay range.  The staffing committee delegates to the headteacher the agreement of performance objectives for pay purposes for the deputy headteacher. Objectives will be agreed during the autumn term.  The deputy headteacher is entitled to submit a written statement commenting on any objectives set, which will be taken into account at the time of the review.  The headteacher will review pay in accordance with the Pay and Conditions Document and may recommend the award one or two points where objectives are met.

New Deputy Headteachers
 The staffing committee will determine the deputy headteacher pay range in accordance with the Pay and Conditions Document and record its reasons.

January 2005 (JD / MP)

Holy Trinity CE Infant and Junior Schools – Working together in partnership

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Pay Policy (Teachers)
 The staffing committee will take account of any other permanent payments made to staff within the school to ensure that appropriate differentials are created and maintained between posts of differing responsibility and accountability. the staffing committee will exercise its discretion to pay any of the bottom three points on deputy headteacher pay range, in order to secure the appointment of its preferred candidate.

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Post threshold teachers
 Teachers who have been successfully assessed by the headteacher as meeting the standards for movement to the upper pay spine will be paid on the first point of that scale. The award of a further point on the upper pay spine will only normally be considered two years after any previous award. Progression on the upper pay scale is not automatic. Post-threshold teachers must display sustained and substantial performance and contribution to the school before a performance point will be awarded.

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Classroom teachers on the main scale
Newly qualified teachers will be paid initially on point M1. Main scale classroom teachers will receive one extra point for each year of satisfactory performance. Unsatisfactory performers are considered to be those subject to capability proceedings. A classroom teacher may be awarded an extra point on the main scale for excellent performance over the previous academic year, having regard to all aspects of their professional duties, but in particular classroom teaching.

Management allowances
Management allowances will only be awarded to teachers who undertake significant specified management responsibilities beyond those common to the majority of classroom teachers. From 1 April 2004 any new management allowances will be awarded for a fixed period of up to one year and at present are subject to review.

Recruitment and retention incentives and benefits
The schools’ policy is not to award recruitment and retention incentives and benefits.

Fast track teachers
At present the schools do not employ or intend to employ fast track teachers.

Access to Records
The headteachers will ensure reasonable access for individual members of staff to their own employment records.

Review
This policy will be reviewed by the headteachers and governors at the appropriate point on the School Development Plans. In any event, the policy will be reviewed each time a new School Teachers’ Pay and Conditions Document effects substantial changes.

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January 2005 (JD / MP)

Holy Trinity CE Infant and Junior Schools – Working together in partnership


				
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