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SCHOOL TEACHERS' PAY AND CONDITIONS – 2000

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					SCHOOL TEACHERS’ PAY AND CONDITIONS – 2004
SUMMARY AND OVERVIEW  The School Teachers’ Pay and Conditions Document 2004 was published in September. The provisions apply to teachers in all maintained schools. The Government have made a general pay award to teachers of 2.5% from 1 April 2004. Salaries will increase by 2.5% from April 2005 and will be topped up to 3.25% from 1 September 2005. Over the financial year 2005/06 this award will be worth 2.9% to teachers. From 2005, September will be the new date for all future pay increases for teachers. Leadership group: All headteachers and any deputy headteachers or assistant headteachers will continue to be paid by reference to the leadership group from 1 September 2004. Each such teacher will have an individual pay range. Governing bodies can reset the pay ranges for individual teachers within the Leadership Group at any time. From September 2002 leadership group staff can move up to two points on the pay spine as a result of annual review. Classroom teachers: From 1 September 2002, all qualified teachers (other than members of the Leadership Group or Advanced Skills Teachers) have been paid on a 6 point salary scale with the opportunity to move to the upper pay spine by making a successful application to cross the threshold where a teacher has accrued 6 points for experience. Allowances for management, special educational needs and recruitment and retention: The pay of classroom teachers will continue to be calculated on the basis of the classroom teachers’ pay scales plus allowances from September 2004, but the current style of management allowance will be frozen at April 2003 levels pending a review and recruitment and retention allowances have been dropped in favour of a school determined level allowance. There are special safeguarding arrangements described within the Notes of Guidance. Performance management: Performance management continues to be a key feature of school teachers’ pay and conditions from September 2004 especially in the context of progression on the upper pay spine for classroom teachers. This document does not attempt to describe the performance management process in detail but does give an overview of the process, some suggestions with regard to good practice and incorporates the advice of the LEA on performance pay progression on the upper pay spine.

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September, 2004 Chapter 3 ~ Section 1

Governing bodies will be able to access advice on performance management from a number of external sources, such as Performance Management Consultants, external advisers on headteacher performance and external assessors. In addition, accredited governor trainers have been identified to provide courses for governors on performance management.  National Agreement on Workload: Key changes to the Document arise from the National Agreement on Workload. These can be summarised as :  Teachers should not be routinely required to undertake administrative and clerical duties (from September 2003). Headteachers will have to take account of the need for teachers to have a reasonable work / life balance (from September 2003). Teachers should have a reasonable allocation of time in support of their leadership and management responsibilities (from September 2003). From 1 September 2004, revised arrangements will limit the amount of cover an individual teacher can be required to carry out to 38 hours in an academic year. From 1 September 2005, all teachers will have guaranteed planning preparation and assessment time. There will be dedicated time for headteachers to discharge their leadership and management responsibilities from September 2005.

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September, 2004 Chapter 3 ~ Section 1


				
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