Main pay scale and upper pay scale by sarahbrown

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									Working in partnership with Community, voluntary and foundation schools

CHILDREN’S SERVICES

FRAMEWORK WHOLE SCHOOL PAY POLICY

FOR SCHOOLS OPERATING UNDER LOCAL MANAGEMENT

GUIDANCE ON FORMULATING POLICY

PRODUCED BY THE SCHOOL EMPLOYMENT ADVISORY TEAM (SEAT) IN CONSULTATION WITH THE R ECOGNISED TEACHER ASSOCIATIONS

FOURTH EDITION DECEMBER 2005
Fourth Edition December 2005 Issued by School Employment Advisory Service

Index

OVERVIEW
GUIDANCE ON THE USE OF THIS D OCUMENT

PAGE 5 5

SECTION 1 : STATUS/POLICY
1. 2. 3. 4. STATEMENT OF INTENT TO W HOM IT APPLIES IMPLEMENTATION FRAMEWORK OF C OMMITTEES 6 7 7 8

SECTION 2 : INDIVIDUAL WHOLE SCHOOL PAY POLICY
1. TEACHING STAFF – LEADERSHIP GROUP 1.1 HEAD TEACHER 1.2 1.3 DEPUTY H EAD TEACHER( S) ASSISTANT HEAD TEACHER(S)

10 12 12 13 13 14 14 15 15 15 18 19 19 19 20 20 20 21 21 21 22 22 22 23 24 24 25 25 26

2. 3.

1.4 ACTING ALLOWANCES – LEADERSHIP 1.5 PERFORMANCE MANAGEMENT FOR SECONDED H EADS ADVANCED SKILLS TEACHER CLASSROOM TEACHERS ASSESSMENT OF STARTING SALARY 3.1 CLASSROOM TEACHERS ON THE MAIN SCALE 3.2 POST THRESHOLD TEACHERS 3.3 3.4 3.5 3.6 3.7 3.8 TEACHING AND LEARNING RESPONSIBILITIES (TLRS) MANAGEMENT ALLOWANCES
STEPPING DOWN

RECRUITMENT AND R ETENTION INCENTIVES AND B ENEFITS SPECIAL N EEDS ALLOWANCES

4. 5. 6. 7. 8. 9. 10.

FAST TRACK

PAYMENT FOR C ONTINUING PROFESSIONAL DEVELOPMENT PAYMENT FOR OUT- OF-SCHOOL LEARNING ACTIVITIES PAYMENT FOR INITIAL TEACHER TRAINING ACTIVITIES (ITT) OTHER PAYMENTS PERMITTED BY STATUTE TRAVELLING ALLOWANCES FOR TEACHERS GENERAL TEACHING C OUNCIL’S FEE ALLOWANCE

SECTION 3 : TEACHING STAFF
1. 2. 3. 4. TEACHING STAFF PAY STRUCTURE STAFFING STRUCTURE (TEACHERS) ANNUAL S ALARY R EVIEW LEADERSHIP GROUP
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PAGE 4.1. 4.2. 4.3. 4.4. 4.5. 4.6. 5. 6. 7. 8. DIFFERENTIALS HEAD TEACHERS NEWLY APPOINTED HEAD TEACHERS DEPUTY H EAD TEACHERS NEWLY APPOINTED DEPUTY H EAD TEACHERS ASSISTANT HEAD TEACHERS 26 26 28 28 29 29 30 30 31 31 31 31 32 33 33 34 34 35 35 36 37 38 39 39 40 41 43

4.7. NEWLY APPOINTED ASSISTANT H EAD TEACHERS ADVANCED SKILLS TEACHERS STEPPING D OWN ARRANGEMENTS THE MAIN PAY SCALE CRITERIA FOR DETERMINING SALARY ASSESSMENTS FOR TEACHERS EMPLOYED ON THE MAIN PAY SCALE 8.1. QUALIFICATIONS 8.2. EXPERIENCE UPPER PAY R ANGE (THRESHOLD) MANAGEMENT ALLOWANCE RECRUITMENT AND R ETENTION SPECIAL EDUCATION ALLOWANCES FAST TRACK TEACHERS SOCIAL PRIORITY ALLOWANCE ACTING ALLOWANCE – LEADERSHIP TEACHING AND LEARNING RESPONSIBILITY PAYMENTS (TLR S) PAYMENT FOR CONTINUOUS PROFESSIONAL DEVELOPMENT PAYMENT FOR INITIAL TEACHER TRAINING ACTIVITIES PAYMENT FOR OUT-OF-SCHOOL HOURS LEARNING ACTIVITIES GENERAL SAFEGUARDING ON OR BEFORE 31 DECEMBER 2005 SAFEGUARDING OF MANAGEMENT ALLOWACES ( UNDER THE TRANSITION TO TLRS) SAFEGUARDING FOR MEMBERS OF THE LEADERSHIP GROUP AND ADVANCED SKILLS TEACHERS – A PPLICABLE FROM 1 SEPTEMBER 2005 NEWLY QUALIFIED TEACHERS UNQUALIFIED TEACHERS OVERSEAS TRAINED TEACHERS AND GRADUATE AND R EGISTERED TEACHER PROGRAMMES TRAVELLING ALLOWANCES FOR TEACHERS SPECIAL LEAVE GENERAL TEACHING COUNCILS‘ FEE ALLOWANCE

9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22.

23. 24. 25. 26. 27. 28.

45 45 46 46 46 46

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APPENDICES
ALL APPENDICES ARE ATTACHED AT THE BACK OF THIS DOCUMENT APPENDIX 1 ESTABLISHING AN INDIVIDUAL SCHOOL R ANGE (ISR) FOR THE APPOINTMENT OF A N EW HEAD TEACHER IN MAINSTREAM SCHOOL INDIVIDUAL SCHOOL RANGE PAY SCALE FOR LEADERSHIP GROUP PAY SCALE FOR C LASSROOM TEACHERS PAY SCALE FOR P OST THRESHOLD TEACHERS LEAVE OF ABSENCE – TEACHING STAFF

APPENDIX 2 APPENDIX 3 APPENDIX 4 APPENDIX 5 APPENDIX 6

Fourth Edition December 2005 Issued by School Employment Advisory Service

OVERVIEW
GUIDANCE ON THE USE OF THIS DOCUMENT
This document should be read in conjunction with the school‘s adopted policies and other local working arrangements, which have implications for pay in operation at the school. The document is divided into a number of different sections. Section 1 contains an overarching model pay policy, which is commended to Governing Body for adoption. The purpose of section 1 is to clearly set out the school‘s values and principles in relation to the equal treatment of all staff and embodies the requirements of the Equal Pay Act 1970. Section 2 has been designed for Governors to record the school‘s individual policies in the exercise of discretion permitted within the national conditions of service for staff. Schools that wish to adopt this model pay policy must determine and insert the details of their decisions in section 2 of this document. Sections 3 and 4 contain information relating to the conditions of service for staff employed in schools. These sections have been designed to provide additional details for governors to consider in the formulation of their own individual school policies.

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SECTION 1
STATUS
Since September 2004 The School Teachers‘ Pay and Conditions document places a statutory obligation on schools and LAs to have a pay policy in place which sets out the basis on which they determine teachers‘ pay, and to establish procedures for determining appeals.

POLICY
The pay of all staff will be determined in accordance with this Whole School Pay Policy as adopted by the Governing Body.

1.

STATEMENT OF INTENT
(a) PURPOSE OF THE POLICY THE G OVERNING BODY:i.
IS TO PROVIDE A FRAMEWORK BY WHICH

Seeks to ensure that all teaching staff and support staff are valued and receive proper recognition for their work and contribution to school life. Supports the School Improvement Plan by ensuring a suitable staffing structure, which responds to the current and future needs of the school. Works within available resources. Recognises the importance of pay in recruiting, retaining, motivating and rewarding staff. Ensures the application of open, objective, fair and consistent criteria in all discussions on staff salary. Pay and staffing decisions will be in line with the school‘s Equal Opportunities Policy. Consult on an annual basis or when other changes occur, with members of staff and their professional associations and unions.

ii.

iii. iv. v. vi. vii.

(b)

UPDATE OF THE POLICY :The Whole School Pay Policy will be reviewed on a regular basis to ensure it reflects both current Conditions of Service and the needs of the School Development Plan. All proposed changes will be subject to consultation with staff and recognised unions. The review shall take place on a regular basis to allow time for consultation.

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2.

T O WHOM IT APPLIES
TEACHING STAFF – School Teachers‘ Pay and Conditions Document; Conditions of Service for School Teachers in England and Wales (Burgundy Book). SUPPORT STAFF – NJC Conditions of Service for Local Government Services (Green Book).

3.

IMPLEMENTATION
THE GOVERNING BODY WILL:     Consult members of staff and their professional associations and unions; Make information about vacant posts and pay awards available to all staff; Ensure that a copy of the staffing structure is attached to the pay policy. Provide job descriptions for all staff; reviewed according to need, in consultation with the individuals concerned; and provide full job descriptions and person specifications for new appointments; Follow all national guidelines and implement them in line with the principals of this policy; and Review every teacher‘s salary with effect from 1 September and no later than 31 October each year and to then issue each teacher with an annual salary statement. Establish an appropriate committee system for operating the policy. Staff and teacher governors are eligible for this, as with other committees. Pecuniary Interest – Any member of the appropriate committee has a responsibility to avoid any conflict between business and personal interests and the interests of the school. Therefore, if a member of this committee has made a declaration of interest regarding any member of staff whose pay is being discussed, he / she must withdraw from those discussions. No governor who is in the employment of the school can be present at a meeting, where the head teacher‘s salary is to be discussed. Ensure that all pay related decisions are taken in compliance with The Race Relations act 1976, The Sex Discrimination Act 1975, The Equal Pay Act 1970, The Disability Discrimination Act 1995, The Employment Rights Act 1996, The Employment Relations Act 1996, The Employment Relations Acts 1999 and 2002,The Part – time workers (Prevention of Less Favourable Treatment Regulations 2000, The Employment Act 2002(Disputes Resolution) Regulations, and The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002.
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4.

FRAMEWORK OF COMMITTEES
The Governing Body will be required to consider how it will operate and deal with issues arising from the school‘s adopted Whole School Pay Policy. There are three main areas of responsibility to address. The school will have regard to the guidance issued by the LA, the Diocese or Archdiocese, and recognised unions as appropriate. (i) THE OPERATION OF THE WHOLE SCHOOL PAY POLICY The Governing Body is advised to delegate responsibility for the operation of the Whole School Pay Policy to an appropriate committee. It is recommended that this responsibility is delegated to an existing committee, for example the Pay, Finance or Staffing Committee. SUGGESTED TERMS OF REFERENCE:  Operate the policy in a fair and equal manner. When determining the pay of each member of staff, ensure that the head teacher‘s recommendations to the relevant committee, comply with the criteria contained in the policy. Observe all statutory and contractual obligations. Consider the potential costs associated with annual salary progression through experience and performance management. Recommend to the full Governing Body or other appropriate committee the annual budget needed for pay. Ensure a copy of the staffing structure is attached to the pay policy and that clear job descriptions exist for each member of staff. Ensure Salary Statements are issued to all teachers on an annual basis and when any other salary changes occur. Ensure appropriate differentials exist between jobs within the school. Ensure all staff are clear on the procedure for presenting any complaints on pay to the appropriate committee. Advise Governing Body when the policy needs revision. Minute clearly decisions and reports back to full Governing Body.

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(ii) (iii)

DEAL WITH STAFF COMPLAINTS ABOUT PAY DEAL WITH STAFF APPEALS ABOUT PAY

SEE SECTION 2 PAGE 10 FOR DETAILS/

CROSS-REFERENCE TO:
School Performance Management Policy School Continuous Professional Development Policy School Equal Opportunities Policy School Teachers‘ Pay and Conditions Document Conditions of Service for School Teachers in England and Wales (Burgundy Book) NJC Conditions of Service for Local Government Services (Green Book) Other Local Collective Agreements School Improvement Plan Staff Grievance Appeal Procedure

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SECTION 2
INDIVIDUAL WHOLE SCHOOL PAY POLICY
This policy has been adopted by the Governing Body of …………………………. School. The intention of this policy is to set out in detail the manner in which the school shall operate and exercise its discretion in relation to national and local conditions of service. The Governing Body has delegated responsibility for the operation of the whole school pay policy to the ………………… Committee. The head teacher shall be responsible for the recommendation of all payrelated matters to that committee with the exception of his / her own salary. The responsibility for the recommendation of pay-related matters for the head teacher shall be that of the ………….. Committee. Staff who are dissatisfied with the head teachers recommendation should follow the process outlined on the previous page. Staff Complaints and Appeals about Pay Stage 1 The head teacher shall be responsible for discussing any pay-related proposals with the appropriate staff members before submitting a recommendation to the …(Insert the name of the school committee with delegated powers to make decisions on pay)……. Committee. Where agreement cannot be reached between the appropriate parties on such recommendations, the person responsible for the recommendation shall inform the …(Insert the name of the school committee with delegated powers to make decisions on pay)……. Committee of the areas of disagreement, before it is asked to make a decision. In the case of Head Teachers pay, reference should be made to the Governors Guide to the Law. Stage 2 Staff who remain dissatisfied after the ……………(insert the name of the school committee with delegated powers to make decisions on pay) Committee has taken a decision in relation to their pay, and will have an opportunity to make representations to that Committee or Chair of that Committee normally within ten working days of the decision. The teacher should set down in writing the grounds for questioning the pay decision and send it to the person (or committee) 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. The letter should state whether the teacher would like stage 2 to be dealt with by the Committee who made the determination or by the Chair of that Committee.

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The usual grounds for appeal are that the person or committee by whom the decision is made:(a) (b) (c) (d) (e) (f) incorrectly applied any provision of the STP and CD; 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 committee or Chair of the Committee 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 teacher an opportunity to make representations in person. Any written documentation to be submitted to the committee or Chair of the Committee and all other parties involved not less than three working days before any meeting to discuss this matter. Following the hearing the employee should be informed in writing within 5 working days of the decision and the right to appeal. The employee will be entitled to be accompanied at any hearing by a Trade Union Representative or work colleague. Stage 3 Staff members who remain dissatisfied following the presentation of their case to the …(insert the name of the school committee with delegated powers to make decisions on pay)……. Committee, shall be entitled to appeal to the Governors‘ Staff Grievance Appeals Committee within 10 working days of receiving written notification of the decision. In these circumstances, the school shall normally arrange a hearing of the grievance appeal within twenty working days of receipt of the written complaint, the usual grounds of which are set out at stage 2. The teacher will be given the opportunity to make representations in person. And will be entitled to be accompanied at any hearing by a Trade Union Representative or work colleague Any written documentation to be submitted to the appeal committee should be submitted to the appeal committee members, the complainant and respondent and LA representative not less than 3 working days before the hearing. The decision of the appeal panel will be given in writing within 5 working days of the hearing and where the appeal is rejected will include a note of the evidence considered and the reasons for the decision The decision of the Appeal Committee will be final. However, staff will retain the right to pursue complaints under the Equal Pay Act 1970, or of breach of contract, or of discrimination to an Employment Tribunal or through the County Court. It is recommended that schools dealing with complaints arising from pay should seek guidance from the authority’s School Employment Advisory Team.
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T EACHING STAFF
1.

LEADERSHIP GROUP
1.1 HEAD TEACHER In calculating the group size of the school, the Governors have resolved / have not resolved to exercise their discretion in relation to pupils with SEN statements by awarding an additional three points per statemented pupil. (See Appendix 1) The school is / is not the subject of a formal notice issued in accordance with the School Standards and Framework Act 1998. (i.e. in special measures) The Governors will therefore not operate the discretion available to schools in special measures in the calculation of the head teacher‘s salary. As the school is subject to a formal notice the governors will exercise their discretion in appointing the new head teacher to an ISR within a higher group range than that calculated through unit totals. It shall not exceed the maximum of the second Headteacher group range above the appropriate Headteacher group range. The group size of this school is …………. The pay range available within the group size is L …. to L….. (See Appendix 2) The seven point ISR for the school has been established as L……to L….. The Governors will / will not exercise any discretion contained in the appropriate School Teachers‘ Pay and Conditions Document to review the ISR, to ensure that the head teacher’s salary reflects current market values and maintain required differentials.

The head teacher 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 of the application of the criteria for leadership group progression will be taken fully into account. The Governing Body may consider movement by more than one point (but not more than two points) in the following exceptional circumstances: …………………………………………………………………….. …………………………………………………………………….. ………………………………………………………………………

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1.2 DEPUTY HEAD TEACHER( S) The staffing structure of the school contains …… deputy head teacher post(s). Each deputy head teacher post has been evaluated by the Governors, who have / have not determined that the posts carry equal responsibility. The reasons for the differences in responsibility are contained in the appropriate job description. The school has determined the level of each post as :1st deputy – responsible for ……………… 2nd deputy – responsible for ……………… 3rd deputy – responsible for ………………. The school has established the five-point pay range for each / the deputy head teacher as:1st deputy - L……to L…….. 2nd deputy -L …...to L…… 3rd deputy - L……to L……. The Governors will / will not exercise any discretion contained in the appropriate School Teachers‘ Pay and Conditions Document to review the deputy head teacher‘s pay range, to ensure that salary levels reflect current market values and maintain required differentials. Deputies must demonstrate sustained high quality of performance in respect of school leadership and management and pupil progress and will be subject to a review of performance against their performance objectives before any performance points will be awarded. The clarification of the application of the criteria for leadership Group progression will be taken fully into account. The Governing Body may consider movement by more than one point (but not more than two points) in the following exceptional circumstances: ……………………………………………………………………………. ……………………………………………………………………………. …………………………………………………………………………… 1.3 ASSISTANT HEAD TEACHER(S) The staffing structure of the school contains …… assistant head teacher post(s). The school has established the five-point pay range for each assistant head teacher as L……to L…… Assistant heads must demonstrate sustained high quality of performance in respect of school leadership and management and pupil progress and will be subject to a review of performance against their performance objectives before any performance points will be awarded. The clarification of the
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application of the criteria for leadership Group progression will be taken fully into account. The Governing Body may consider movement by more than one point (but not more than two points) in the following exceptional circumstances: …………………………………………………………………………… …………………………………………………………………………… …………………………………………………………………………… 1.4 ACTING ALLOWANCES - LEADERSHIP The school will ensure that where a member(s) of the senior management team is absent from duty, due consideration is given to appropriate arrangements for covering the responsibilities of the post(s). The school may pay an acting allowance to a member(s) of staff who is / are required to cover the responsibilities of the senior manager, i.e. head teacher, deputy head teacher or assistant head teacher, who is absent for a period of four weeks or more. In selecting an appropriate person to act into the post, the school shall determine whether:i) to require an existing member of staff to cover the post (e.g. ask an assistant head teacher to act as deputy head teacher in his / her absence); to second a relevant person through the LA (e.g. secure an experienced head teacher to act up in a school with challenging circumstances); or to advertise the role as a temporary post. (e.g. where there are a number of suitable internal candidates or where the school may benefit from external expertise. In accordance with the School Teachers’ Pay and Conditions Document, the school will pay an acting allowance to a member of staff required to undertake the duties of a senior manager after his / her fourth week of absence.
OR

ii)

iii)

After a continuous four week absence of a senior manager, the school may pay an acting allowance, either from the date that the absence first occurred or was covered by another member of staff, whichever is appropriate. 1.5. PERFORMANCE M ANAGEMENT FOR S ECONDED HEADS The governors will / will not exercise any discretion contained in the School Teachers‘ Pay and Conditions Document to pay to a seconded head a lump sum payment in respect of any performance point(s) that the head teacher merits in accordance with the School Teachers‘ Performance Management Regulations.

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2.

ADVANCED SKILLS TEACHER
The staffing structure of the school contains …… advanced skills teacher post(s). The school has established the five-point pay range on the relevant salary scale for advanced skills teachers as point…….. to point…….

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. Any work undertaken at other schools, in higher education facilities, at facilities of the LA and elsewhere will be taken into account. The clarification of the application of the criteria for AST progression will be taken fully into account. The Governing Body may consider movement by more than one point only in the following exceptional circumstances: …………………………………………………………………………………… …………………………………………………………………………………… ………………………………………………………………………………….. 3.

CLASSROOM TEACHERS
3.1 ASSESSMENT OF STARTING SALARY Further details of salary assessments can be found in paragraph eight of Section 3, on page 31. The School awards salary points to new starters on the following mandatory basis: (See Appendix 4 for the pay scale for classroom teachers).

Discretionary Experience Points When placing a classroom teacher on the main scale, the Governing Body will /will not consider awarding an extra point or points on the scale in recognition of other relevant experience that would not attract mandatory experience points in the following circumstances:(delete below if necessary) - One point on the main scale for each year of service as a qualified teacher in an Academy, a city technology college, a city college for the technology of the arts or an independent school. - One point on the main scale for each period of (………….insert) years of service as a qualified teacher in an overseas school outside the European Economic Area or Switzerland in the maintained sector of the country concerned. - One point on the main scale for each period of (…………insert) years of service teaching in further education, including sixth form colleges. - One point on the main scale for each period of (……….insert) years of service teaching in higher education.
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The Governing Body will/will not consider awarding on a case by case basis: - One point on the scale for each period of (………..insert) years spent outside teaching but working in a relevant area. This might include industrial or commercial training, and experience with children/young people. PRE- THRESHOLD TEACHERS (i) One point on the main scale for each completed year of teaching service in a school maintained by an LA within England or Wales; One point on the main scale for each completed year of teaching service performed with an educational action zone forum; In the case of a teacher trained in the EEA other than in England and Wales, one point on the main scale for each completed year of teaching service performed in a member state of the European Economic Area (EEA) within state sector schools in that area.

(ii)

(iii)

Discretionary Experience Points When placing a classroom teacher on the main scale, the Governing Body will consider awarding an extra point or points on the scale in recognition of other relevant experience that would not attract mandatory experience points in the following circumstances: The Governing Body Will/will not consider awarding the following discretionary points; (delete below if necessary) - One point on the main scale for each year of service as a qualified teacher in an Academy, a city technology college, a city college for the technology of the arts or an independent school. - One point on the main scale for each period of (………….insert) years of service as a qualified teacher in an overseas school outside the European Economic Area or Switzerland in the maintained sector of the country concerned. - One point on the main scale for each period of (…………insert) years of service teaching in further education, including sixth form colleges. - One point on the main scale for each period of (……….insert) years of service teaching in higher education. The Governing Body will/will not consider awarding on a case by case basis: - One point on the scale for each period of (………..insert) years spent outside teaching but working in a relevant area. This might include industrial or commercial training, and experience with children/young people.

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POST -THRESHOLD TEACHERS At the appropriate point of the upper pay spine or the salary point on which the teacher joined the school, whichever is the higher. FAST TRACK TEACHERS One point for a fast track teacher on appointment as a Newly Qualified Teacher (NQT) 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 mechanism of calculating part time teachers pay in this school is as follows (Insert the mechanism for the calculation of part time teachers pay) ………………………………………………………………………………………… ……………………………………………………………………………………. Short Notice/ SupplyTeachers 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 teachers. Teachers paid on a daily basis will have their salary assessed as an annual amount, divided by 195 and multiplied by the number of days worked. Teachers who work less than a full day will be hourly paid and will also have their salary calculated as an annual amount which will then be divided by 195 then divided again by……………………………………………………( insert a factor) to arrive at the hourly rate. Unqualified Teachers’ Allowance The Governing Body, will, when determining on which point to place unqualified teachers on the unqualified teachers‘ pay scale when they are appointed, take account of any relevant qualifications and experience. Unqualified teachers will be appointed above the minimum in the following circumstances: Qualifications: […….Insert] point(s) for a recognised overseas teaching qualification. […….Insert] point(s) for a recognised post-16 teaching qualification.

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[……..Insert] point(s) for a recognised qualification relevant to their subject area. Experience One point on the unqualified teachers‘ scale for each period of (.......insert) years of service as an overseas-trained teacher - One point on the unqualified teachers‘ scale for each period of (……insert) years of service teaching in further education, including sixth form colleges. - One point on the unqualified teachers‘ scale for each period of (…….insert) years of service teaching in higher education. The Governing Body will consider awarding on a case by case basis: - One point on the unqualified teachers‘ scale for each period of (…….insert) years spent outside teaching but working in a relevant area. This might include industrial or commercial training, time spent working in an occupation relevant to the teacher‘s work at the school, and experience with children/young people. UNQUALIFIED TEACHERS’ ALLOWANCE The Governing Body may pay an unqualified teachers‘ allowance to unqualified teachers when the Governing Body consider their basic salary is not adequate having regard to their responsibilities, qualifications and experience. (………………………………………………………………………………………… ……………………………)Need to insert details here of circumstances that will normally trigger payment and how the value of the allowance will be determined). The Governing Body will pay an unqualified teacher on one of the employment based routes into teaching on the qualified/unqualified teachers‘ scale […………………………………………………….insert circumstances] 3.2 CLASSROOM TEACHERS ON THE MAIN SCALE Main scale classroom teachers will receive one extra point for each year of satisfactory performance. Unsatisfactory performers are considered to be those subject to formal capability proceedings but may receive a point at the discretion of the Governing Body. 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. In determining whether or not a classroom teacher has met the required standard of excellence, the teacher must demonstrate the following criteria in his / her performance:i)…………………………. ii)………………………..
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iii)……………………….. 3.3 POST-THRESHOLD TEACHERS Progression on UPS will be based on two successful consecutive performance management reviews, other than under the exceptional circumstances as provided for in the School Teacher‘s Pay and Conditions Document. The clarification of the application of the criteria for upper pay scale progression will be taken fully into account. Only in exceptional circumstances will post-threshold teachers be awarded a further point on the upper pay scale more frequently than at two yearly intervals. 3.4 TEACHING AND LEARNING RESPONSIBILITIES (TLRs) The Governing Body will determine whether or not it wishes to avail itself of the TLR structure as part of its full statutory Staffing Review to be undertaken during the Autumn Term 2005. EITHER It is the agreed policy of the Governing Body to avail TLRs with effect from………………… as follows:The Governing Body will allocate: (delete TLR levels if appropriate) _____ posts at TLR 2 level a at a value of _____ _____ posts at TLR 2 level b at a value of _____ _____ posts at TLR 2 level c at a value of _____ _____ posts at TLR 1 level a at a value of _____ _____ posts at TLR 1 level b at a value of _____ _____ posts at TLR 1 level c at a value of _____ _____ posts at TLR 1 level d at a value of _____ (no more than £11000) (no more than £5500) (no less than £6500) (no less than £2250)

These posts will be allocated according to regulations and statutory guidance contained within the current STP & CD. OR It is the agreed policy of the Governing Body not to award TLRs within the current full statutory staffing review period. 3.5 MANAGEMENT ALLOWANCES
After 31st December 2005, safeguarding arrangements apply to all management
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allowances, whether awarded before, on or after 1st April 2004.

3.6 STEPPING DOWN Further details of stepping down arrangements can be found in paragraph …, section 3, page ….. The school will/will not exercise the discretion to appoint a relevant person to a scale point higher than UPS1. Example; The school awards on the UPS, one scale point for every two years service as a member of the leadership group or as an advanced skilled teacher.` 3.7 RECRUITMENT AND RETENTION INCENTIVES AND BENEFITS

The Governing Body may pay recruitment awards to [insert job titles] of [insert amount] for a maximum of [three] years in the following circumstances for example; i) i) teach a shortage subject provide specialist experience or expertise in one of the following areas.

The Governing Body will pay retention awards of £…………[ insert amount] for a maximum of ……..[ should be a maximum of three] years under the following circumstances………………………………………………………………………… …………………………….. This may be extended in ―exceptional circumstances‖. ………………………………………………[insert details of other benefits payable, such as support for travel costs, care of dependants etc, amount and circumstances] The Governing Body will review the level of payment/benefits on an ……………basis. 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 until the fixed period expires, whichever is earlier. 3.8 SPECIAL EDUCATIONAL NEEDS ALLOWANCES SEN allowance 1 will be awarded:   [if a special school] to all classroom teachers; [if a mainstream school] to all classroom teachers who are engaged wholly or mainly in taking charge of special classes of children who are hearing-impaired or visually impaired or who teach pupils with statements of special educational needs in designated special classes.
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

[in a mainstream school] SEN allowance 1 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 Inclusive Schools may be included in this category.

SEN allowance 2 may be awarded to classroom teachers who qualify for SEN allowance 1 and who meet one of the following criteria;(i) demonstrate a minimum of…… years teaching experience of pupils with an SEN statement, or

(ii) hold a recognised advanced qualification such as:      Diploma of Advanced Studies on Education in Special Educational Needs (DASE). Diploma in Advanced Studies in Education (Special Educational Needs). Diploma in Advanced Studies in Education in Reading and Language(DASE). Post Graduate SpLD Diploma. Recognised hearing, visual, impairment qualifications speech and language

4.

FAST TRACK

The Governing Body will/will not employ Fast Track teachers. Where the Governing Body employs Fast Track teachers it will pay them an extra (…………………insert amount) annually under the recruitment and retention incentives and benefits provisions.

5.

PAYMENT FOR CONTINUING PROFESSIONAL DEVELOPMENT ( CPD)

Teachers (including the head teacher) who undertake voluntary continuing professional development outside the school day will be entitled to an additional payment of; Payments will be calculated on the basis of …………………………….. When requesting teachers to undertake INSET outside of normal directed time, the school will give full consideration to equal opportunity issues. The school makes additional payments to full-time and part-time teachers together with head, deputy and assistant head teachers who undertake voluntary INSET at weekends or during school holidays.

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6.

PAYMENT FOR OUT-OF-SCHOOL LEARNING ACTIVITIES

Teachers (including the head teacher) who agree to provide learning activities outside of the normal school hours and whose salary range does not take account of such activity will be entitled to a payment of ………………….. (insert amount here). Activities that will attract payment include …………………………. (insert areas here). 7.

PAYMENT FOR INITIAL TEACHER TRAINING ACTIVITIES (ITT)

The school will / will not participate in ITT activities. Teachers (including the headteacher) who undertake voluntarily school-based initial teacher training activities will be entitled to a payment of ………….. (insert amount here ). Activities that will attract payment include …………………………………………………..(.insert activities here). -

Teachers who undertake initial teacher training activities which are not seen as part of the ordinary running of the school will be given separate contracts of employment to cover areas of work that are not part of their substantive teaching job or contract of employment. Areas of work that will attract a payment of -…………………………….. (include amount here) - include:……………………………( insert items here). 8.

OTHER PAYMENTS PERMITTED BY STATUTE

Where the school receives additional monies for specific initiatives, e.g. Gifted and Talented under Excellence in Cities, the method of payment will be transparent. The school receives additional monies for teachers involved in …………….. Payments to teachers identified by the school in this role will be calculated on the basis of ……………. 9. TRAVELLING ALLOWANCES FOR TEACHERS

Teachers who are required to undertake journeys to facilitate the discharge of their duties shall be entitled to travelling allowances in respect of those journeys. It is recommended in the Conditions of Service for School teachers in England and Wales that where teachers, at the request of the head teacher, use their cars in order to facilitate the discharge of their duties, the employer should pay an adequate mileage allowance. The school will/will not pay the current casual user rate adopted by the local education authority.

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10.

GENERAL TEACHING COUNCILS’ FEE ALLOWANCE

Teachers shall receive a single annual payment for the full amount from the relevant body to register with the GTC.

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SECTION 3
TEACHING STAFF
1. T EACHING STAFF PAY STRUCTURE
The current pay structure for teaching staff has statutory status. This document is designed to provide guidance to relevant bodies on formulating a Whole School Pay Policy that will outline the method by which the school will apply the mandatory and discretionary elements of pay, for teachers serving at their individual schools in a fair and equitable manner. The present pay structure contains the following salary arrangements: i) LEADERSHIP GROUP PAY SCALE This is the pay scale applicable to head teachers, deputy head teachers and assistant head teachers. ADVANCED SKILLS TEACHER PAY SCALE This is the pay scale applicable to teachers who have been certified by a relevant assessor as eligible for appointment to an advanced skills teacher post. (Please note, this is a different assessment process from the threshold process.) CLASSROOM TEACHER PAY SCALES There are two pay scales for classroom teachers, the main pay scale and the upper pay scale for teachers who have progressed through the threshold. All qualified teachers other than those paid as a member of the leadership group or as an advanced skills teacher will be paid on either the main or upper pay scales. ADDITIONAL ALLOWANCE PAY SCALES Relevant bodies have the flexibility to award additional pay to classroom teachers in recognition of their contribution to the school. These allowances cover the areas of management responsibility, responsibility for SEN, and for the purposes of recruitment and retention. OTHER PAY ARRANGEMENTS PERMITTED BY STATUTE Teaching staff may not normally be paid any emoluments other than those provided for under the statutory School Teachers‘ Pay and Conditions Document. Certain payments for INSET, ITT, out of school learning activities and school achievement awards are permitted by statute. UNQUALIFIED TEACHER PAY SCALES This is the pay scale applicable to tutors / instructors who do not hold QTS (Qualified Teacher Status).
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iii)

iv)

v)

vi)

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2.

STAFFING STRUCTURE (TEACHERS)

The relevant body will be responsible for establishing a teaching staff structure, which will deliver the aims and objectives of the School Development Plan and the requirements of the National Curriculum. The teaching staff structure will detail the posts contained within the school‘s leadership group, the number and level of managerial posts, the post(s) responsible for SEN, and other classroom teacher posts. The DfES recommend that no school establish a leadership group of more than seven posts. The relevant body will also ensure that the level of responsibility attached to each post is reflected in the appropriate job description. The rate of pay for each individual member of the teaching staff will be determined by the level of responsibility attached to the post and, in the case of classroom teachers, the qualifications and / or experience obtained by the teacher. The relevant body will review the staffing structure on a regular basis to ensure it is responsive to the needs of the school and the number of pupils in attendance. It is recommended that the teaching staff structure is reviewed each spring term, to enable relevant bodies to address concerns about over or under staffing by the beginning of the following academic year. 3.

ANNUAL SALARY REVIEW

Relevant bodies are required by statute to review all teaching staff salaries on an annual basis at 1st September each year. All teachers are to be reassessed on their salary point entitlements in accordance with the School Teachers‘ Pay and Conditions Document. Teaching staff should receive written notification of the composition of their new salary. Where relevant, the annual salary review should take account of the school‘s adopted performance management policy. The annual salary statement should only be confirmed after the annual appraisal system together with any required appeal process has been completed. Governors are reminded that the statutory performance management process for the head teacher requires the input of an External Adviser. The teacher must be informed in advance if there is a concern about his / her performance and that consideration is being given to the withholding of his / her experience point. If the decision made is not to award an experience point the teacher should be given written notice of this decision and of the reasons for it. At a later date this may be reviewed and the experience point may be awarded. Teachers who wish to appeal against their annual salary statement should notify the head teacher (copy to Clerk of Governors), of their intent to and reasons for an appeal, within 10 working days of receiving written notification. Appeals from the head teacher should be made direct to the Chair of Governors (copy to Clerk to Governors).
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All complaints will be dealt with in accordance with the school‘s agreed process for dealing with complaints against pay (see section 2). It is recommended that schools utilise any relevant software package provided by the DfES for the purpose of producing annual salary reviews. 4.

LEADERSHIP GROUP

The leadership group refers to the senior management of the school. The membership consists of the head teacher post, any deputy head teacher post(s) and, where appropriate any assistant head teacher post(s) contained on the teacher staffing structure. Relevant bodies shall be required to determine rates of pay for each member of the leadership group on the appropriate pay scale as follows: i) ii) iii) Head teachers – seven consecutive points, known as the Individual School Range (ISR); Deputy head teachers – five consecutive pay points, known as a pay range; and Assistant head teachers – five consecutive points, known as a pay range. DIFFERENTIALS

4.1

In establishing the ISR and pay range(s) for staff employed within the leadership group, relevant bodies shall observe the following differentials: i) All salaries payable to staff within the leadership group must exceed the salary of the highest paid classroom teacher. For the purpose of this exercise, it must be assumed that the highest paid classroom teacher has progressed through the threshold. The top point of the five-point pay range for the deputy head teacher(s) or assistant head teacher(s) must not equal or exceed the bottom point of the head teacher‘s seven-point ISR.

ii)

iii) The top point of the five-point pay range for the assistant head teacher(s) must not equal or exceed the top point of the fivepoint pay range for the deputy head teacher(s). 4.2 HEAD TEACHERS

To determine the ISR, relevant bodies must first calculate the school group number through unit totals, which are based on either weighted pupil numbers, or a combination of weighted pupil numbers and staff pupil ratios, dependent upon whether the school is classified as a mainstream or a special school.
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The school group number sets out the potential pay points from which the relevant body shall establish the ISR. (See Appendix 2) (Guidance on the calculation of a school group number is available in Appendix 1 to this document or can be found in the School Teachers’ Pay and Conditions Document). In accordance with the school‘s adopted Performance Management Policy, progression up the ISR can only take place following a review of performance at the end of the school year. Relevant bodies are not required to award a performance point upon the completion of a successful review. However after each successful review, a maximum of two performance points can be awarded subject to the maximum of the ISR. The performance point will be awarded to take effect from 1st September. In the case of a head teacher who is temporarily seconded to another school for a limited period of time, the relevant body of that school may pay the head teacher a lump sum payment in respect of any performance point(s) that it believes the head teacher merits, in accordance with the School Teacher‘s Performance Management Regulations. Relevant bodies should assign a school to a headteacher group and determine the individual school range (ISR) whenever they propose to appoint a new head. They should also re-determine the ISR if they change the headteacher group in any other circumstances or if they set a deputy or assistant head pay range which overlaps with the ISR. They may determine the ISR and head teacher group as of 1 September 2005 or at any time if they consider it necessary to retain a headteacher or whenever they consider it necessary. Where it is necessary to revise the ISR, following the review of the head teacher‘s group, a head teacher‘s salary rate shall only increase by more than one progression point if his/her pay point falls below the minimum pay point of the revised ISR. (This is after performance points have been considered). DECISIONS REQUIRED    To determine when the school group number will be reviewed To establish the school ISR. To establish performance objectives and a method to assess the progress within these targets. of

 To determine whether the successful achievement performance objectives shall be related to pay. .

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M ANDATORY ELEMENT    To anticipate any rise or fall in unit totals To review the ISR whenever it is proposed to appoint a new head teacher at the school To review the school group number whenever the relevant body sees fit.

4.3

NEWLY APPOINTED HEAD TEACHERS

Relevant bodies must review the school‘s ISR, whenever it is proposed to appoint a new head teacher. In establishing an appropriate ISR the relevant body shall take the following factors into consideration: i) ii) the school‘s size and circumstances; any difficulties there may be in recruiting and retaining a head teacher; and

iii) whether the school is subject to a formal notice as defined by the School Standards and Framework Act, 1998. A new head teacher may not be appointed to a point on the ISR higher than that of the third point from the bottom. 4.4 DEPUTY HEAD TEACHERS

To determine a five-point pay range for the deputy head teacher(s) on the leadership group spine, relevant bodies must ensure that the differential requirements, as outlined in section 4.1 of this document, are maintained. Where flexibility exists, the pay range may be set at the higher or lower end of the ―gap‖ to reflect the level of responsibility required of the post. Where a school employs more than one deputy head teacher, different pay ranges may be set at levels appropriate to the degree of responsibility attached to the post. Relevant bodies shall ensure that the requirements of discrimination legislation and the Equal Pay Act 1970 are applied. In accordance with the school‘s adopted Performance Management Policy, progression up the pay range can only take place following a review of performance at the end of the school year. The head teacher holds the delegated responsibility to review the performance of the deputy head teacher(s). A maximum of two performance points can be awarded, following a successful performance review, up to the maximum of the five-point pay range. The performance point will be awarded from 1st September.

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Once set, the pay range for an existing deputy head teacher(s) may only be reviewed from 1 st September, in order to maintain the appropriate differentials; or where there has been a significant change in the responsibilities of the post. DECISION REQUIRED  To determine when to review the deputy head teacher‘s pay range within the statutory provisions. 4.5 NEWLY APPOINTED DEPUTY HEAD TEACHERS

Relevant bodies must review the five-point pay range, whenever it is proposed to appoint a new deputy head teacher or at any time if they consider it necessary to retain a deputy or assistant head teacher. In establishing an appropriate pay range the relevant body shall take the following factors into consideration: i) the responsibilities of the post;

ii) the social, economic and cultural background of the pupils; iii) whether the post is difficult to fill; and iv) the maintenance of appropriate differentials. A deputy head teacher may not be appointed to a point on the pay range higher than the second point from the bottom. 4.6 ASSISTANT HEAD TEACHERS

To determine a five-point pay range for the assistant head teacher(s) on the leadership group spine, relevant bodies must ensure that the differential requirements, as outlined in section 4.1 of this document, are maintained. Where flexibility exists, the pay range may be set at the higher or lower end of the ―gap‖ to reflect the level of respons ibility required of the post. Where a school employs more than one assistant head teacher, different pay ranges may be set at levels appropriate to the degree of responsibility attached to the post. Relevant bodies shall ensure that the requirements of discrimination legislation and the Equal Pay Act 1970 are applied. The strategic responsibilities attached to the post(s) of assistant head teacher must be reflected in the appropriate job description. Assistant head teacher(s) may be required to undertake any of the statutory duties of the deputy head teacher(s), with the exception of deputising for the head teacher in his / her absence. In accordance with the school‘s adopted Performance Management Policy, progression up the pay range can only take place following a review of performance at the end of the school year. The head teacher holds the delegated responsibility to review the performance of the assistant head teacher(s).
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Only one performance point can be awarded, following a successful performance review, up to the maximum of the five-point pay range. The performance point will be awarded from 1st September. The pay range set for assistant head teachers may be reviewed by the relevant body, on the same basis as those of the deputy head teacher(s). 4.7 NEWLY APPOINTED ASSISTANT HEAD TEACHERS

Relevant bodies must review the five-point pay range, whenever it is proposed to appoint a new assistant head teacher. Unlike the posts of head teacher and deputy head teacher, the relevant body is not required to nationally advertise an assistant head teacher vacancy. In establishing an appropriate pay range the relevant body shall take the following factors into consideration: i) ii) the responsibilities of the post; the social, economic and cultural background of the pupils;

iii) whether the post is difficult to fill; and iv) the maintenance of appropriate differentials. A new assistant head teacher may not be appointed to a point on the pay range higher than the second point from the bottom. 5. ADVANCED SKILLS TEACHERS

Relevant bodies will only appoint teachers who have been approved as qualifying for advanced skills teacher status through the arrangements imposed by the secretary of state. Where a school appoints an advanced skills teacher it will abide by the requirement to release the teacher for one fifth of his / her duties to undertake work involved in sharing good practice. Advanced skills teachers are not subject to the statutory 1265 hours annual directed time. Relevant bodies may require advanced skills teachers to perform duties outside of the normal working arrangements for no additional remuneration other than for ITT activities or School Achievement Awards. However, in determining the timetable of an advanced skills teacher, relevant bodies will abide by the requirements of the Working Time Regulations. An advanced skills teacher will be appointed to a five-point pay range drawn from the advanced skills teacher pay scale. In determining an appropriate pay range, the relevant body shall take the following factors into consideration: i) ii) iii) iv) the nature of the work to be undertaken, including any work with teachers from other schools; the scale of challenges to be tackled; the professional competencies required of the postholder; and any other relevant recruitment issues.
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In accordance with the school‘s adopted Performance Management Policy, progression up the pay range can only take place following a successful review of performance, undertaken at the end of the school year. In the event that a performance point is awarded, it shall be payable from 1st September. A new advanced skills teacher will be appointed to the bottom point on the five-point pay range. 6. STEPPING DOWN ARRANGEMENTS

Any teacher who has held the post of head teacher or deputy head teacher prior to 1st September, 2000 and who subsequently is employed as a classroom teacher, shall be paid on the upper pay spine, regardless of whether or not he / she has successfully applied for threshold status. Any teacher who has held the post of head teacher, deputy head teacher or assistant head teacher on or after 1 September 2000 and who occupied such a post or posts for an aggregate period of one year or more shall be paid on the upper pay spine. Any teacher who has previously held the post of advanced skilled teacher shall be paid on the upper pay spine. The relevant body shall determine the scale point on the upper pay spine at which the stepping down teacher shall be assimilated. 7. THE M AIN PAY SCALE

The main pay scale for classroom teachers consists of a six-point pay spine on which a teacher's salary will be determined by his / her personally acquired qualifications and experience. (See Appendix 4). Classroom teachers employed on the main pay scale may be entitled to the payment of additional allowances in recognition of the contribution that is made to the school; or for duties undertaken outside of the 1265 hours annual directed time. 8.

CRITERIA FOR DETERMINING SALARY ASSESSMENTS FOR TEACHERS EMPLOYED ON THE MAIN PAY SCALE
8.1 QUALIFICATIONS M ANDATORY With effect from September 2002 newly appointed teachers who are good honours graduates will not be entitled to an additional pay point.

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8.2. EXPERIENCE M ANDATORY ELEMENT A teacher will be entitled to one point on the main pay scale for each school year of teaching service. A completed school year is based on service of at last 26 weeks in each given period. When an experience point is awarded whether mandatory or discretionary, this cannot be taken away regardless of whether the teacher remains in the school or obtains a post within another. DECISIONS TO BE MADE ON THE DISCRETIONARY E LEMENTS  Whether the school will recognise teaching service performed in schools outside England and Wales and / or in non-maintained schools. Whether the school will recognise employment other than as a teacher, which is of value to the performance of the classroom teacher‘s duties. When awarding experience point‘s consideration must be given as to whether the teacher‘s performance has been satisfactory. Experience points may be withheld in cases where the teacher‘s service has been deemed to be unsatisfactory.





The Model Pay Policy guidance document issued by RIG suggests that discretionary experience points are awarded for one year of relevant experience (as detailed in section 2 paragraph 3.1). It also suggests that one point on the scale can be paid for each period of three years spent outside teaching but working in a relevant area.

LA Practice
To award one experience point for employment other than as a teacher, which is of value to the performance of the classroom teachers‘ duties, provided that at last two years employment has been completed. Part Time Teachers and teachers employed on a short notice basis The STPCD states; Teachers in regular part-time service (including persons who are employed fulltime in teaching but only partly as a school teacher) shall be paid a proportion of the remuneration that would be appropriate if they were employed full-time as school teachers. The proportion shall correspond to the proportion of the school week that the authority deems the teacher to be normally employed as a school teacher (breaks between school sessions being excluded). Teachers employed on a day to day or other short notice basis shall be paid in accordance with the provisions of this Document on a daily basis calculated on
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the assumption that a full working year consists of 195 days, periods of employment for less than a day being calculated pro rata. LA Practice If a teaching post is split morning and afternoons and the morning sessions are longer, based on a 5.5 hour day the salary could be split as follows; Morning session pay = 6/11 x annual salary (i.e. 3 hours per day) Afternoon session pay= 5/11x annual salary (i.e. 2.5 hours per day) If the teacher works part time over full days the annual salary should be multiplied as follows; 1 days work, multiply salary by 0.2 2days work, multiply salary by 0.4 3 days work, multiply salary by 0.6 4 days work, multiply salary by 0.8 Further advice may be sought from your payroll provider 9. UPPER PAY RANGE

THRESHOLD ASSESSMENT PROCESS Teachers who have reached M6 on the main scale are eligible from the following September to apply annually to progress through the performance threshold. Applicants complete forms (available on www.teachernet.gov.uk), which the Head Teacher assesses against national standards set by the Secretary of State. Teachers whose applications are not successful are entitled to have their cases reviewed. Teachers can also reapply in the following year. Threshold Applications will be considered by the Head Teacher without reference to affordability according to national guidelines. Successful applicants for UPC1 will be placed on the first point of the upper pay spine. NB: A school may set a local date for administrative purposes for receipt of applications, but this is not binding on teachers, who are still free to apply at any time in the year up to and including 31 August. Post Threshold Teachers The Governing Body may set out what ‗exceptional circumstances‘ may apply, their definition of a ‗successful performance management review‘ subject to the wording in section 3 of the STPCD and what ‗grown professionally‘ means in the context of the school. 10. MANAGEMENT ALLOWANCE

Management allowances are being phased out. Awards of management allowances between 1 April 2004 and 31 December 2005 may only be made for a fixed period not exceeding one year. No new management allowances may be awarded after 31 December 2005.
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Management allowances will be safeguarded subject to the TLR transitional arrangements. See www.teachernet.gov.uk/pay/2005 for more information. In all cases the safeguarding period begins on 1 January 2006. 11. Recruitment and Retention Incentives and Benefits

The Governing Body should specify clearly the basis on which such incentives may be paid (e.g. to all teachers; to those in shortage subjects as defined by the school; or after one/two advertisements have failed to produce a suitable candidate for appointment). Incentives may, for example, include a cash sum, a percentage uprating of salary, or defined benefits such as childcare costs of health care provision. A review of rates will be necessary if the Governing Body intends to increase the level of these awards in line with general increases to salaries, or in other circumstances which the Governing Body may determine Decisions to make To determine the levels and/or type of payment, other financial assistance, support or benefits to be awarded. To determine the criteria the teacher must meet to be entitled to such an incentive, bearing in mind Equal Opportunity legislation.

12.

SPECIAL EDUCATION ALLOWANCES

The statutory pay guidance states that: SEN allowances may be held at the same time as TLRs. However, relevant bodies should, when reviewing their staffing structures and keeping them under review:  ensure that, in the light of remodelling and the move of administrative tasks from teachers to support staff, holders of discretionary SEN allowances are not carrying out tasks that would be more appropriately undertaken by support staff; consider whether, if teachers have responsibilities that meet the principles for the award of TLR payments it would not be more appropriate to award a TLR payment instead of a discretionary SEN allowance of a lower value; consider whether discretionary SEN payments made by the relevant body under its pay policy primarily for the purposes of recruitment and retention might not more appropriately be made using the separate provisions available within the Document for these purposes; ensure that any responsibilities are clearly specified in individual teachers‘ job descriptions, and are clear in the school‘s published staffing structure.‘
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





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LA PRACTICE The advanced qualification will be at postgraduate diploma or postgraduate certificate level by an HEFC recognised institution. The qualification should satisfy the awarding institution‘s criteria for postgraduate level study. It will have included both a theoretical special educational needs dimension as well as practical application with special educational needs pupils. The recognised advanced qualifications include:       Diploma of Advanced Studies on Education in Special Educational Needs (DASE). Diploma in Advanced Studies in Education (Special Educational Needs). Diploma in Advanced Studies in Education in Reading and Language (DASE) Post Graduate SpLD diploma. Recognised hearing; visual, speech and language impairment qualifications Any other recognised qualification as agreed by the Chief Education Officer.

Once the discretionary allowance has been awarded the teacher will retain it, subject to the requirement of wholly or mainly teaching pupils with statements of special educational needs / hearing or visually impaired children. DECISION TO MAKE  Whether to award the first allowance to teachers who wholly or mainly teach children with special educational needs, none or not all of whom have statements. Whether or not to award the second allowance and if so the criteria to be used. Whether to award a management allowance for SEN co-ordination work

 

13.

FAST TRACK TEACHERS

Schools will be reimbursed £2000 annually for each Fast Track teacher through the Standards Fund. The minimum amount that a school may pay a fast track teacher is £2,000, but the school may wish to exceed this. 14. SOCIAL PRIORITY ALLOWANCE

Teachers in receipt of the safeguarded Social Priority Allowance on 31 December 2005 will continue to receive the payment as safeguarded sums until 31 December 2008, unless one of the circumstances set out below
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occurs first and also teachers must be notified of these safeguarded sums in their salary statements. Reasons for safeguarding to cease The earliest of the following:
 



 

31 December 2008 If the teacher moves to a different pay scale or pay spine, except teachers moving from the main scale to the upper pay scale or lEadersHip group members or ASTs being placed on a different pay scale as a result of an internal school reorganisation If the teacher is placed on a higher point on their spine or scale (including achieving Threshold) during the safeguarded period, if the total increas e due to the movement equals or exceeds the value of the point to which he was entitled on 31 December 2005 and the safeguarded sum. (NB: the safeguarded sum does not erode and the pay progression is paid to the teacher in addition to the safeguarded sum unless the total increase equals or is more than the safeguarded sum or sums.) The teacher‘s employment ceases at the school except in cases where general safeguarding would apply. Where the teacher is receiving more than a total of £500 of safeguarding, if the teacher unreasonably refuses to carry out the additional duties which the relevant body consider are reasonable for the teacher to carry out to enable them to continue receiving the safeguarded sum.

15.

ACTING ALLOWANCE - LEADERSHIP

The Governing Body must consider within four weeks the eligibility for acting allowances of staff temporarily carrying out the duties of the head teacher, deputy head teacher, or assistant head teacher. Where an allowance is paid, the corresponding conditions of employment will apply. In the absence of the head teacher, any deputy head teacher can be required, and an assistant head teacher or other teacher can agree to assume all the professional duties of the head teacher.  The remuneration of a teacher who is assigned and carries out duties of a head teacher shall not be lower than the minimum of the individual school range. The remuneration of a teacher who is assigned and carries out the duties of a deputy head or assistant head teacher, shall not be paid at a rate lower than the minimum of the relevant five point pay range.



DECISION TO MAKE  Whether to appoint someone in an acting role. The options may include asking an existing member of staff to undertake leadership duties or seconding an employee through the LA, or advertising the vacancy.
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 

The Governing Body needs to decide at what point the teacher performs the acting role. Where a member of the lEadersHip group has been absent for four weeks or more, to determine whether an acting allowance should be paid either currently or backdated to the time when the teacher performed the acting role, provided that the minimum of four weeks criteria has been satisfied.

16. Teaching and Learning Responsibility Payments (TLRs) TLRs may be awarded from 1 January 2006. They will eventually replace management allowances, but may co-exist during a transitional phase, which will end at the latest by 31 December 2008, at which point all safeguarding of management allowances will cease. TLRs may only be awarded in the context of the school‘s staffing structure and pay policy. Following the review of staffing structures, the implementation plan should be attached to the school‘s pay policy. Criterion and factors for award of TLRs Criterion A Teaching and Learning Responsibility payment (―TLR‖) may be awarded to a classroom teacher for undertaking a sustained additional responsibility in the context of the school‘s staffing structure for the purpose of ensuring the continued delivery of high-quality teaching and Learning for which he is made accountable. Factors Before awarding a TLR, the relevant body must be satisfied that the teacher‘s duties include a significant responsibility that is not required of all classroom teachers, and that a) is focused on teaching and learning; b) requires the exercise of a teacher‘s professional skills and judgement; c) requires the teacher to lead, manage and develop a subject or curriculum area; or to lead and manage pupil development across the curriculum; d) has an impact on the educational progress of pupils other than the teacher‘s assigned classes or groups of pupils; and e) involves leading, developing and enhancing the teaching practice of other staff.

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Before awarding a TLR 1, the relevant body must be satisfied that the significant responsibility referred to in the previous paragraph includes in addition line management responsibility for a significant number of people. Values The values of TLRs must fall within the following ranges: a) the annual value of a TLR1 is £6,500 - £11,000; b) the annual value of a TLR2 is £2,250 - £5,500. If the relevant body awards TLRs of different values to two or more teachers, the minimum difference in value between each award of a TLR1 is £1,500; and between each award of a TLR2 is £1,500. Details of TLRs to be awarded at the school will depend on the outcome of the review of the staffing structure and the timing of introduction will be in line with the implementation plan. If a post meets the criterion and all of the factors, this does not mean automatically that the post will be graded as a TLR1. A teacher may not hold more than one TLR1, but a TLR could be based on a job description that itemises several different areas of significant responsibility.

17.

PAYMENT FOR CONTINUING PROFESSIONAL DEVELOPMENT (CPD)

Governing bodies have the discretion to make additional payments to staff who undertake formal voluntary INSET at weekends or during school holidays. All payments will be subject to income tax and national insurance and are superannuable. Payment to staff for in-service training may only be made:  In respect of full time staff, where such training is undertaken on a day other than any of the 195 days on which the Document requires them to be available for specified work. This means that INSET organised after normal school hours as ‗twilight sessions‘ would not attract a payment. Part time staff who can undertake INSET at times when they do not normally work during the week shall be paid for the additional time worked.



One possibility would be to determine an hourly rate as per short notice/supply teachers then multiply by a factor, eg x1.5, x2 etc to compensate for out of hours work. Another possibility would be a flat rate payment in line with the teacher‘s level of responsibility and size of the commitment.
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DECISIONS TO MAKE   The School Policy on when INSET shall be held. The rate of pay to be awarded to staff undertaking INSET on a Saturday or Sunday or during school holidays. All payments should be funded from money available from the supply cover budget.

LA PRACTICE Payments for INSET on Saturdays, Sundays or school holidays are calculated on the basis of the current rate of pay for supply teachers at point six of the lower pay spine.

18.

PAYMENT FOR INITIAL T EACHER TRAINING ACTIVITIES

Any payment for activities related to the provision of ITT shall be determined by the relevant body. Payments can be made to teachers, including those in the leadership group. Any payments will be subject to income tax and national insurance and are superannuable. One payment possibility would be a flat rate allowance. Some possible examples of activities that attract payment could include: supervising and observing teaching practice; giving feedback to students on their performance and acting as professional mentors; and formally assessing students‘ competences. Suggested areas include: planning an initial teacher training course; preparing course materials; taking responsibility for the well-being and tuition of initial teacher training students. DECISIONS TO MAKE   Whether to participate in ITT activities. The appropriate level of payment in light of the school‘s circumstances and the amount of money available to the school through its partnership with an H.E institution.

19.

PAYMENT FOR OUT - OF - SCHOOL HOURS LEARNING ACTIVITIES

Payments may be made by the Governing Body to staff, who have been asked and agreed to participate in out-of-school hours Learning activities. This payment can only be made where the teacher has made a substantial and regular commitment outside the 1265 hours of directed time. Any payments will be subject to income tax and national insurance and are superannuable.

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LA PRACTICE (i) There is no existing LA Policy on this matter. It is recommended that the Governing Body adopts one of the following methods for payment for out-of-school learning activities:      FE hourly rates. Hourly rate based on teachers‘ additional duties allowance. Flat rate payment. Rate linked to teachers‘ current pay spine points. The RIG model pay policy suggests that Governing Body could determine an hourly rate as per short notice/supply teachers then multiply by a factor, e.g. x1.5, x2 etc to compensate for out of hours work. Another possibility would be a flat rate payment in line with the teacher‘s level of responsibility and the size of the commitment.

Some possibilities of the type of 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. With the advent of remodelling the school workforce and the need to ensure downward pressure on teachers‘ working hours many schools are using support staff and other adults to undertake these activities It is recommended that the relevant body consider the use of separate contracts of employment for work undertaken on out-of-school hours learning activities.

20.

GENERAL SAFEGUARDING ON OR BEFORE 31 DECEMBER 2005

Teachers who have already taken up, or who will take up a post by 31 December 2005, in which they will receive general safeguarding, are subject to different general safeguarding arrangements. Teachers under these arrangements are not subject to three-year cash safeguarding. However, there are some changes from the previous arrangements. Relevant bodies need to be aware of the changes and the implications for the way in which generally safeguarded teachers are managed. Reviewing of duties assigned to teachers in receipt of safeguarding If a teacher is in receipt of safeguarding (whether general safeguarding or a combination of general safeguarding and other safeguarding) totalling more than £500, the relevant body must review the teacher‘s assigned duties and allocate such additional duties as they reasonably consider to be appropriate and commensurate with the safeguarded remuneration during the time that the safeguarding is in payment.

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Start date for general safeguarding General safeguarding starts on the date the teacher takes up his/her new post within the service of the same LA. Reasons for payment of the general safeguarding to cease General safeguarding continues unless:    the teacher is offered but unreasonably refuses to accept an alternative post in an educational establishment in the same local authority; the teacher‘s remuneration would otherwise equal or exceed his/her generally safeguarded remuneration; the teacher is placed on a different pay scale/spine, except for teachers moving from the main pay scale to the upper pay scale, or leadership group and ASTs who are moved to a different post as a result of an internal school reorganisation; the teacher leaves his/her post, except in cases where general safeguarding applies.



Teachers in receipt of general safeguarding who receive other safeguarded allowances (except management allowances) are subject to the same rules on safeguarding as other teachers. This means that teachers who receive the the Social Priority Allowance or assimilation safeguarding will receive these for no longer than three years, ending on 31 December 2008.

All Safeguarding on or after 1 January 2006
The principles of safeguarding applicable to teachers taking up generally safeguarded posts from 1 January 2006 are:      teachers should not suffer an unexpected drop in salary through no fault of their own; safeguarding should be applied on a mandatory basis; safeguarding should operate on a fixed-term basis not exceeding three years; safeguarding should be on a cash basis (i.e. salaries are to be cashprotected); teachers should know at the start of the three-year period what safeguarding arrangements are applicable to any salary element and these must be set out in their annual salary statement.

21. Safeguarding of Management Allowances(under the transition to TLR’s) Except for a teacher who is paid a management allowance as part of a safeguarded salary under the general safeguarding rules prior to 31 December 2005 ,any other teacher who was awarded a management allowance on or before 31st December 2005, shall be notified by the relevant body shall on or before 31st January 2006 notify the teacher in writing of—

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(a)

the value at 31st December 2005 of the management allowance (―the safeguarded sum‖); if the allowance was awarded for a fixed period, the date the fixed period expires; the value at 31st December 2005 of the point at which he is placed on the pay scale. where a copy of the school‘s staffing structure and pay policy may be inspected.

(b)

(c)

(d)

Subject to the teacher complying with the safeguarding requirements in the STPCD, the teacher shall be paid the safeguarded sum from 1st January 2006 until— (a) (b) 31st December 2008; if the safeguarded sum is paid in respect of a management allowance that was awarded for a fixed period, that period expires; the teacher ceases to be a classroom teacher; the teacher is placed on a higher point on either the pay scale set out either in appendix 4 or in appendix5 or he first becomes entitled to be paid on the pay scale set out in appendix 5 as a result of a pay determination that has effect after 1st September 2005; and the combined value of that point and any TLR awarded to him after the date of the notice given of the date of commencement of the safeguarding equals or exceeds the combined value of his original salary and the safeguarded sum; or the teacher‘s employment at the school ends other than in circumstances to which general safeguarding applies, whichever is the first to occur.

(c) (d)

(e)

The safeguarded sum paid must be reduced by the value of any TLR awarded to the teacher from time to time. Start dates for safeguarding Management allowances will be safeguarded for a maximum of three years from 1 January 2006. The same applies to assimilation safeguarding payments, and social priority allowance . Members of the lEadersHip group and Advanced Skills Teachers, and those in receipt of teaching and learning responsibility payments (TLRs) after 1 January 2006 will also receive safeguarding if the relevant body determines that any changes to the staffing structure should cause a reduction such teachers‘ salaries. Teachers affected by such a determination will be paid a safeguarded sum from the date the relevant body determine (and in the case
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of Leadership group and AST safeguarding, they must also determine to implement the safeguarding) until the third anniversary of the ‗relevant date‘. The relevant date referred to in the above paragraph depends on the date of the relevant body‘s determination. If the determination is made:    between 1 September and 31 December, the relevant date is 1 January immediately following this period. between 1 January and 31 March, the relevant date is 1 April; and between 1 April and 31 August, the relevant date is 1 September.

This means that, for example if the relevant body determine to cease paying a TLR on 6 September 2006 then the safeguarded period for that teacher‘s TLR runs from 6 September 2006 until 31 December 2009 at the latest. In the case of lEadersHip Group and AST safeguarding where the determination is not implemented immediately, please see below. 22. SAFEGUARDING FOR MEMBERS OF THE LEADERSHIP GROUP AND ADVANCED SKILLS TEACHERS – APPLICABLE FROM 1 SEPTEMBER 2005. As a result of the changes to a school’s pay policy or its staffing structure the relevant body may determine to:
  

Reduce the number of members of the leadership group End the designation of one or more advanced skills teachers‘ posts Reduce the individual school range, which results in the reduction of the head teacher‘s pay; reduce the pay range of a deputy head, assistant head which results in the reduction of pay, or reduce the pay range of an AST which results in the reduction of pay.

In each of these cases, the teachers affected will receive a safeguarded sum. Paragraphs above on start dates above for an explanation of how safeguarding ends in relation to the determination. In the case of a reduction in the number of members of the leadership group or a reduction in the number of AST posts, the teacher is paid a safeguarded sum comprising the difference between their salary prior to the determination of the relevant body and the new point on which they are to be paid, minus any TLR or SEN allowance awarded. In the case of a reduction in the pay range of a head, deputy head, assistant head or an AST they will receive a safeguarded sum comprising the difference between the old salary prior to the change and the value of the new point on which they are placed in the new pay range. Notification to teachers of the safeguarded sum The relevant body must notify the teacher who is, or may be affected by the determination, in writing within one month and give
 

The reason for the determination The date on which the determination is to be implemented (if known)
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   

The date on which the safeguarding will cease The original (old) salary The value of the safeguarded sum or in the case of a determination to take effect at a later date, and the effect on the teacher is unknown, the maximum amount by which their salary may be reduced Where a copy of the revised staffing structure may be viewed.

The paragraphs above about start dates for safeguarding explain how safeguarding ends in relation to the determination. If the relevant body wishes to reduce the size of the leadership group or the number of AST's, but it is not clear at the date of determination exactly which teachers will or may be affected, the relevant body must notify all those who may be affected of what safeguarding may apply. In the case of a later implementation of the determination, this has no effect on the end date for the safeguarding, which will still be the third anniversary of the relevant date, This means that, for example, the determination may be made on 15 November 2005, the notification must be given by 15 December 2005, the determination to implement may be made on 24 March 2006 (at which point the safeguarding begins), and the safeguarding will end on 1 January 2009. Reasons for safeguarding to cease The safeguarded sum will be paid until the earliest of the following:    The third anniversary of the relevant date as set out above. In the case of a teacher affected by a reduction in the number of posts in the leadership group, or by the number of AST posts in the school, they cease to be a classroom teacher. As a result of a subsequent determination by the relevant body, they are placed on a higher point on the main or upper pay scale and the value of that point combined with any TLR or SEN allowance awarded to the teacher exceeds their original salary. If the teacher is awarded a TLR either at that time or later, which exceeds the combined value of the safeguarded sum and any TLR or SEN allowance awarded before the safeguarded sum was notified. In the case of a teacher affected by a reduction in the pay scale for heads, deputy or assistant heads or AST when the value of their point on the leadership or AST spine exceeds their original salary or The teacher‘s employment ceases at the school except in cases where general safeguarding would apply. Where the teacher is receiving more than a total of £500 of safeguarding, if the teacher unreasonably refuses to carry out the additional duties which the relevant body consider are reasonable for the teacher to carry out to enable them to continue receiving the safeguarded sum.

   

In all the above instances the ‗original salary‘ means the value of the point on either the leadership or AST spine to which the teacher was entitled immediately before the new determination, taking into account and September pay determination.

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23.

NEWLY QUALIFIED TEACHERS

The salary of newly qualified teachers should be assessed in accordance with paragraph eight of this document. NQTs must have a timetable of no more than 90% of the normal average teaching time to allow their induction to take place.

24.

UNQUALIFIED TEACHERS

Unqualified teachers are paid on a single 10 point incremental scale. They are entitled to an annual increment every 1 September until the maximum of the scale is reached. At least 26 weeks service must have been completed in the previous 12 months to qualify for an experience point. Newly qualified teachers who receive qualified teacher status on 1 st August each year should be employed as unqualified teachers if they are employed in the summer term following completion of their initial teacher training. DISCRETIONARY  The relevant body has to decide where each newly appointed unqualified teacher enters the scale having regard to any qualifications or experience he or she may have, which they consider to be of value in the performance of his / her duties. One or more increments may be paid at any time until the maximum of the scale is reached. If an unqualified teacher‘s performance is unsatisfactory an increment may be withheld. deemed to be

 

The relevant body may determine that such additional allowance as they consider appropriate shall be paid to an unqualified teacher where they consider that his / her salary is not adequate having regard to his / her responsibilities or to any qualifications or experience relevant to his / her specialised form of teaching. LA PRACTICE There is no existing LA Policy on this matter. It is recommended that the Governing Body determine a School Policy covering the following areas:     To establish the criteria for awarding increments for qualifications. To establish the criteria for awarding increments for other relevant and non relevant experience. To determine whether to award increments mid year and under what circumstances. To determine whether to award an additional allowance.

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25.

OVERSEAS TRAINED TEACHERS AND GRADUATE AND REGISTERED T EACHER PROGRAMMES

Further guidance to assess appropriate rates of pay is available on request from the DfES, TTA, and LA.

26.

T RAVELLING ALLOWANCES FOR TEACHERS

Teachers who are required to undertake journeys to facilitate the discharge of their duties shall be entitled to travelling allowances in respect of those journeys. It is recommended in the Conditions of Service for School teachers in England and Wales that where teachers, at the request of the head teacher, use their cars in order to facilitate the discharge of their duties, the employer should pay an adequate mileage allowance. Teachers claiming such allowance must ensure that they have business insurance for their car

27.

SPECIAL LEAVE

On occasion teaching staff may require leave of absence. Each school is advised to have an agreed policy for all staff. The LA practice has been to provide guidance to schools regarding a suggested Policy. This is enclosed at Appendix 6 for information. 28. GENERAL TEACHING COUNCILS’ FEE ALLOWANCE

Teachers shall receive a single annual payment for the full amount from the relevant body.

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APPENDIX 1

ESTABLISHING AN INDIVIDUAL SCHOOL RANGE (ISR) FOR THE APPOINTMENT OF A NEW HEAD TEACHER IN MAINSTREAM SCHOOL
The purpose of this form is to enable the assigned SEO or relevant PEO to support the Governing Body of a school operating under LMS, to determine the pay range for a Head Teacher vacancy at the time it reviews the job description/person spec and draws up an appropriate advertisement. 1.

C ALCULATING THE SCHOOL GROUP NUMBER
STEP 1 Number on roll by key stage: PRIMARY Foundation Stage * Key Stage 1 Key Stage 2 TOTAL Number of Statemented Pupils …………… …………… …………… …………… ……………

*half-day nursery pupils count as half of one pupil SECONDARY Key Stage 3 Key Stage 4 Key Stage 5 TOTAL Number of statemented pupils …………… …………… …………… …………… ……………

STEP 2 CALCULATE TOTAL UNIT SCORE: Multiply the number on roll within each key stage area by the units per pupil. /continued…….

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PRIMARY # of Foundation & KS1 # of KS2 TOTAL UNIT SCORE SECONDARY # of KS3 # of KS4 # of KS5 TOTAL UNIT SCORE ……. x ……. x ……..x ……… 9 units = 11 units = 13 units = ……… ……… ……… …..… x …..… x ……… 7 units = 7 units = ……… ………

Where a Governing Body exercises its discretion to count statemented pupils as three units more than non-statemented pupils multiply the total number of statemented pupils identified under step 1 by 3. # of statemented pupils …….. x 3= ……..

TOTAL UNIT SCORE …….... + …….…(additional units for statemented pupil) = ………. Final Unit Score STEP 3 IDENTIFY SCHOOL GROUP TABLE 1 TOTAL UNIT SCORE Up to 1000 1001 – 2200 2201 – 3500 3501 – 5000 5001 – 7500 7501 – 11000 11001 – 17000 17001 AND OVER SCHOOL GROUP NUMBER IS …………….. # = number SCHOOL GROUP 1 2 3 4 5 6 7 8

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STEP 4 Discretion available to the Governing Body in Establishing a Group No. Is the school subject to a formal warning (i.e. in special measures or serious weaknesses)? Yes/No Will the school have substantial difficulty in filling the vacancy? Yes/No Where the answer to either of these questions is yes, the Governing Body has the discretion to establish an ISR in a pay range up to two group numbers above the statutory school group number. Will the Governing Body exercise this discretion? Yes/No 2.

DETERMINING THE ISR
STEP 5 Identifying the pay range: The Governing Body shall identify the pay range available within the school group number, taking into consideration any discretion it wishes to exercise under the previous paragraph from the following table. TABLE 2 GROUP 1 2 3 4 5 6 7 8 PAY POINTS L6 – L18 L8 – L21 L11 – L24 L14 – L27 L18 – L31 L21 – L35 L24 – L39 L28 – L43 SALARY RANGE 1.905 37,617 – 50,553 39,522 – 54,405 42,627 – 58,554 45,816 – 63,015 50,553 – 69,504 54,405 – 76,668 58,554 – 84,522 64,581 – 93,297

The available salary range for the school is L… - L…. The associated salary rates are £…….. - £………

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STEP 6 IDENTIFYING THE SEVEN POINT ISR The Governing Body must now select seven consecutive salary points from within the appropriate school group range contained in table 2. As a rule of thumb, Governing Bodies may wish to consider whereabouts within the school group range the total unit score falls (see table 1) e.g. if it is at the lower end of the school group range, the Governing Body may wish to establish a seven point ISR at the lower end of the salary points available within the relevant salary range, etc. The ISR has been established as points L..… to L…... The Governing Body should now ensure that the bottom point of the ISR is not lower or does not equal the top salary point of the existing deputy head teacher‘s five-point salary range. Yes/No Where the answer is yes, the Governing Body must adjust the ISR to ensure that there is no overlap between the head teacher‘s ISR and the deputy head teacher‘s five-point salary range. Where the answer is no, the Governing Body should confirm the selected seven consecutive salary points as the ISR. 3. SALARY POINT ON APPOINTMENT OF THE NEW HEAD TEACHER To provide movement up the ISR under performance management the Governing Body may not appoint the new head teacher to a salary point higher than the third point available within the ISR.

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APPENDIX 2

INDIVIDUAL SCHOOL RANGE

GROUP
1 2 3 4 5 6 7 8

RANGE OF SPINE POINTS
L6 – L18 L8 – L21 L11 – L24 L14 – L27 L18 – L31 L21 – L35 L24 – L39 L28 – L43

SALARY RANGE 01/09/05(£)
37,617 – 50,553 39,522 – 54,405 42,627 – 58,554 45,816 – 63,015 50,553 – 69,504 54,405 – 76,668 58,554 – 84,522 64,581 – 93,297

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APPENDIX 3

PAY SCALE FOR THE LEADERSHIP GROUP
SPINE POINT L1 L2 L3 L4 L5 L6 L7 L8 L9 L10 L11 L12 L13 L14 L15 L16 L17 L18 L19 L20 L21 L22 L23 L24 L25 L26 L27 L28 L29 L30 L31 L32 L33 L34 L35 L36 L37 L38 L39 L40 L41 L42 L43 CURRENT £ PA FOR 01/09/05 33,249 34,083 34,935 35,808 36,699 37,617 38,634 39,522 40,509 41,550 42,627 43,611 44,703 45,816 46,956 48,207 49,314 50,553 51,807 53,091 54,405 55,755 57,135 58,554 60,009 61,494 63,015 64,581 66,180 67,827 69,504 71,232 73,002 74,808 76,668 78,564 80,520 82,512 84,522 86,634 88,797 91,020 93,297
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APPENDIX 4

PAY SCALE FOR CLASSROOM TEACHERS

SCALE POINT

ANNUAL SALARY FROM 01/09/05 (£)
19,161 20,676 22,338 24,057 25,953 28,005

M1 M2 M3 M4 M5 M6

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APPENDIX 5

PAY SCALE FOR POST THRESHOLD TEACHERS

SCALE POINT

ANNUAL SALARY FROM 01/04/03 (£)
30,339 31,464 32,628

U1 U2 U3

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APPENDIX 6

LEAVE OF ABSENCE – TEACHING STAFF
There are two categories of leave of absence, one of which related to domestic circumstances and one to non-domestic circumstances. They are set out below as a guideline for the information For the purposes of applying a maximum approval for leave of absence requested, the academic year will be used commencing on 1 September and finishing on 31 August. A leave of absence is at the Governing Body‘s discretion and is not automatic. In making decisions on requests for leave of Absence the Head Teacher/Chair of Governors can take into account the difficulty and cost of obtaining supply cover and the organisational needs of the school. PARENTAL LEAVE In 1999 the Employment Relations Act gave the right for mothers, fathers and adoptive parents to take up to 13 weeks unpaid leave over the first five years to care for any child born after 15 December 1999 or any child under five years on 14 December 1999. To clarify conditions of this leave of absence, the following information is provided:   Employees qualify if they have one year continuous service. Employees will have to give four weeks minimum notice where the leave is more than two weeks at a time, notice must be equal to double the leave they wish to take e.g. eight weeks notice for four weeks leave. There is no requirement for the leave to be paid. leave should normally be taken in blocks of one week or more and subject to a limit of four weeks per year. An employer can postpone the leave where the needs of the business make it necessary and reasonable to do so but cannot postpone it for more than six months. Fathers will be allowed to arrange to take time off straight after the baby is born or adopted provided that at last three months notice is given before the week in which the birth or adoption is expected. The act also gives employees the right to take a reasonable amount of (unpaid) time off during working hours where it is reasonable to do so in order to deal with an unexpected family emergency. There is no service qualification for this right.

  





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EXAMPLES OF CIRCUMSTANCES WHICH MAY BE CONSIDERED FOR SPECIAL
LEAVE

DOMESTIC LEAVE Serious illness of a dependent person/relative e.g. parent/partner, son/daughter, brother/sister. supporting letter from GP may be required. Bereavement including the funeral of a dependent person (e.g. parent/partner, son/daughter, brother/ sister or close relative. Attending the funeral of a close relative Wedding of a near relative in exceptional circumstances. To move house, subject to the choice of date being unavoidable. To attend one‘s own Degree Ceremony or where applicant‘s child is an actual participant, to attend Degree Ceremony Prize Distribution Up to 5 days with pay

Up to 5 days with pay

Up to 1 day with pay 1 day with pay 1 day with pay 1 day with pay

leave with pay for half day for attendance at prize distribution for children attending maintained schools. leave with pay subject to the approval of the Governing Body

Extended absence because of illness

NOTE:

leave is not granted for attendance at open days.

NON DOMESTIC – LEAVE OF ABSENCE To take examinations approved by the Head Teacher leave with pay for a period of examination and for study leave, immediately prior to the examination equivalent to twice the time taken by the examination itself. leave with pay (usually for one day unless travelling distance makes this impossible). Up to three days if the interview procedure makes leave necessary in excess of one day, but there must be no assumption that three days will be granted automatically.
56

Interviews for Appointments

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Interviews for Other Than Teaching Posts Jury Service (loss of earnings must be claimed) Court Witness when called by the Police (loss of earnings must be claimed).

leave with pay for one day As required - with pay As required – with pay

Court Witness when called by a private individual As required by without pay. or pursuing a private case TRADE UNION REPRESENTATIVE leave with pay as agreed by the governors in accordance with the City Council‘s facility time agreement. PARLIAMENTARY CANDIDATES Up to three weeks without pay. TO TAKE PART IN PRE-ELECTION ACTIVITIES leave without pay. JUSTICE OF THE PEACE leave with pay up to the full-time equivalent of twelve days, subject to advance notification of the dates concerned. LECTURING IN ANOTHER AUTHORITY leave with pay subject to 50% return of fee to the school. APPEARANCE ON TELEVISION OR RADIO BROADCAST leave without pay – fees less salary deducted to be paid to the school. PRE- VISIT TO SCHOOL Usually without pay. TO ACT AS M ODERATORS OR EXAMINERS leave with reasonable limits with pay. RELIGIOUS FESTIVALS leave of absence for major religious festivals other than statutory holidays will be granted as paid leave up to a maximum of one day in any one year.

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M EETINGS OF TEACHERS UNIONS AND ASSOCIATIONS AS A M EMBER OF THE ASSOCIATION leave with pay in accordance with City Council agreements. TO ATTEND INVESTITURES AND DUKE OF EDINBURGH AWARDS C EREMONIES When teacher or close relative is recipient – leave with pay for one day. M EMBERS OF ANOTHER LOCAL AUTHORITY Employees who are elected to serve as Members (i.e. Councillors) with another Local Authority shall be granted reasonable leave with pay, (subject to a maximum of 208 hours in any one financial year) to allow them to perform their duties in that capacity and that they be allowed to retain in full, any attendance allowance paid to them as a result. M AGISTERIAL DUTIES Employees who are magistrates are allowed a maximum of 25 half days per year special leave to undertake their magisterial duties. Employees who are granted such time off for these purposes shall receive their normal (contractual) pay less the allowance payable by the Magistrates Court Committee. NON-REGULAR FORCES Employees who are members of the Non-Regular Forces may be granted a maximum of two weeks‘ leave with pay to attend annual camp per annum. Employees will be required to produce a Commanding Officer‘s certificate of attendance before time off is allowed. SCHOOL GOVERNORS Subject to satisfactory staffing arrangements being made in each case, leave of absence, with pay, is granted to all employees who are members of a Managing or Governing Body of this or any other Local Education Authority to enable them to attend meetings of such Managing or Governing Body. NB: The amount of time off which an employee is to be allowed to take as a member of a Governing Body is that which is ―reasonable in all the circumstances‖. Leave of absence will not be granted for staff booking holidays in term time and doing so would be deemed as breaking conditions of service and may lead to disciplinary procedures. Requests for leave of absence should be made giving as much notice as possible bearing in mind that some reasons cannot be forecast. In these circumstances applications should be submitted retrospectively, as soon as possible after the event. Contractual leave of absence for sickness, maternity, paternity or adoption leave are subject to national and local agreement.
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