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					                            Arden Forest Infant School

PAY POLICY
The Governing Body of Arden Forest Infant School adopted this pay policy.

                                            Signed:

         ……………………………………………………………..                                 Chair of Governors

            ……………………………………………………………                                   Head teacher


                              Date of review:       Autumn 2011

                Person responsible:     Head teacher / Resources Committee



1.   Aims

     The governing body of Arden Forest Infant School recognises the range of powers
     which it has a duty or discretion to exercise in respect of the remuneration of staff.
     This policy sets out the principles on which the governing body will base its decisions
     and the way in which it will exercise its discretionary powers. It aims to maintain and
     enhance the quality of education provided for pupils in the school by having a whole
     school pay policy which:

           identifies a staffing structure that supports the Single Integrated Development
            Plan and leadership and management throughout the school;
           makes a clear link with the school‟s performance management policy regarding
            recommendations about pay;
           demonstrates to all staff that the governing body is managing its responsibilities
            in relation to pay discretion in a fair and responsible way;
           is applicable to all staff (part-time as well as full-time) and provides equality of
            opportunity; and
           seeks to ensure that all staff are valued and receive proper recognition for their
            contribution to the life of the school.

     The governing body acknowledges that it must comply with the law, including not only
     general employment law but also the statutory provision of the School Teachers‟ Pay
     and Conditions Document, a copy of which may be found in the school office or on the
     internet at www.teachernet.gov.uk/pay

     The governing body will also consider advice offered by the Local Authority (LA) before
     making any decisions on pay discretion and will be sensitive to the impact of its



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     decisions on our own and other schools. The governing body will also follow the
     advice/guidelines of the LA on any national and/or local pay and conditions
     agreements (e.g. single status). The reason for any departure from the advice offered
     by the LA will be identified objectively and clearly documented. The governing body
     will ensure that all staff are made aware of the existence of this policy and have ready
     access to a copy of it.


2.   Equal opportunities

     The governing body is committed to equal opportunities for all staff and will aim to
     ensure that:

         any promotion opportunities available within the school should be advertised and
          open to all staff ;
         opportunities to undertake additional responsibilities that merit additional
          remuneration will be made available;
         the principles of equal pay for equal value will be applied; and
         pay levels, enhancements and promotions will be determined within an equal
          opportunities context, having regard to the Equal Pay Act and other legislation,
          including the Race Relations Act 1976, Sex Discrimination Act 1975, Disability
          Discrimination Act 1975, Employment Relations Acts 1996, 1999 and 2002,
          Part–time Workers‟ Regulations 2000, the Fixed Term Employees‟ Regulations
          2002, Employment Act 2002 (Dispute Resolution) Regulations and The
          Employment Equality (Age) Regulations 2006. The Employment Equality (Sexual
          Orientation) Regulations 2003, and the Employment Equality (Religion and
          Belief) regulations 2003.

     In order to ensure an environment of equal pay, the relevant body will:

         publish the staffing structure within the pay policy
         take particular care to ensure that part-time and temporary staff have the same
          levels of pay as would be attached to similar responsibilities or work of equal
          value undertaken by full-time permanent staff;
         where a job description is used, the recommended salary grade will be attached
          to the job;
         where the responsibilities and salary grading of one particular job are reviewed,
          the implications for other jobs in the schools will be considered to ensure that
          account is taken of the impact of additional responsibilities on all staff; and
         undertake additional responsibilities on a temporary basis, either for a particular
          task or to cover for an absence or vacancy, will be rewarded by additional
          payment in accordance with the relevant national pay scales, having regard to
          the level of additional responsibility undertaken. In particular, the Committee will
          comply with the statutory requirements relating to acting allowances for persons
          acting as distinct from temporarily appointed, as headteacher, deputy
          headteacher or assistant headteacher.




                                              2
3.   The Pay Committee

     The governing body has established a dedicated Pay Committee with full delegated
     powers that are responsible for carrying out determinations of pay in accordance with
     the pay policy, the schools appointments procedure and the school‟s performance
     management policy. The governing body, operating through the Pay Committee, will
     ensure that discretionary pay elements are used in a fair, equitable and consistent
     manner.

     The Terms of Reference of the Pay Committee are attached as an Appendix to this
     policy.

4.   Negotiation and consultation

     The governing body will negotiate and consult fully with all staff and their
     representatives in the annual review of this Pay Policy. Responsibility for negotiation
     and consultation is delegated to the Pay Committee (or other appropriately constituted
     panel of governors e.g. Resources Committee). All staff (teaching and non-teaching
     where appropriate) and their union representatives will be provided with written details
     of any proposals for amendment to the School Pay Policy and given the opportunity to
     comment before decisions are made. A working party of governors, staff and trade
     union representatives will be established to consider any significant changes to the
     policy, e.g. following a restructuring or major change in the national regulations for pay.

     The LA will also be consulted.

5.   Pay review

     The Pay Committee will review the School Pay Policy each Autumn term following
     receipt of details of the school's budget and the Authority's advice on the appropriate
     school group, based on the most recent return of the Department for Children, Schools
     and Families (DCSF) and the Annual School Census (PLASC).

     The Pay Committee will:

          consider the school‟s staffing establishment (see Appendix A) annually in relation
           to the schools development plan and equal pay legislation;
          consider whether the School Pay Policy requires amendment; *
          determine (and recommend to the full governing body) the number of staff to be
           employed; *
          determine (and recommend to the full governing body) the number of posts
           which carry Teaching and Learning Responsibility (TLR) points and the monetary
           value of the TLRs awarded;
          consider the head, deputy head and, if appropriate, the assistant headteachers'
           salaries;
          consider the framework for pay enhancements;
          ensure an assessment is made each year of each teacher's salary with effect
           from 1 September and no later than 31 October, and ensure that they are
           provided with a written statement confirming the outcome and the basis on
           which this was made.



                                              3
            where a pay determination leads or may lead to the start of a period of
             safeguarding, the governing body will give the required notification as soon as
             possible and no later that one month after the date of the determination.
            Review the grading structure within the school in relation to the levels of
             responsibility undertaken by staff and the grading of similar jobs elsewhere in the
             Authority; and
            consider the effect of any changes on salary differentials, endeavouring to
             ensure that differentials are relevant, appropriate and objectively justified.

             * These decisions will be taken before the governing body considers any
               displacement of staff that may be necessary as a result of changes to the
               school budget.

         Where it is necessary for the governing body to consider reducing the number of
         staff, the Authority‟s Teacher and Support Staff Employment Policies will be followed.

         Further reviews may be necessary at other times of the year, subject to changes in
         the Teachers‟ Pay and Conditions Document as well as national and local salary
         agreements for Support Staff (formerly APTC and Manual Staff groups).

6.   Basic pay determinations and the use of discretions

     Leadership group pay (head, deputy and assistant headteachers)

     The governing body will decide on the size of the leadership group and all members
     should have substantial strategic responsibilities for school leadership. (It will be
     exceptional to have more than seven members and small schools may not wish to
     appoint a deputy and/or an assistant head.)

     Headteacher

     An Individual Salary Range (ISR) of seven points within the school group must be set
     on appointment and will take into account advice from the Local Authority on the
     recommended school group. It must not overlap with any other leadership pay range.
     The new head‟s salary must be set up on one of the bottom four points of the ISR.
     The ISR may be reviewed on 1 September or at any time to retain an existing head. A
     framework to establish and review objectives and performance objectives on an
     annual basis must be set up. The salary for the headteacher will be reviewed annually
     on or after 1 September, taking account of performance objectives previously agreed,
     and one or two points a year may then be awarded with effect from 1 September for
     sustained high quality of performance with particular regard to leadership,
     management and pupil progress. Progression will normally be by 1 point but the
     governing body may consider movement by 2 points in exceptional circumstances;
     potential examples may include:

            outstanding Ofsted
            outstanding end of KS1 results in all subjects
            leading the school from an inadequate Ofsted category to good or better
            leading the school through major changes to the school whilst retaining standards
             /ethos (such as rebuild or increasing size of school)




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The governing body believes that the ISR recommended by the Local Authority,
according to the unit total of the school at the time of the review, adequately reflects
the size of the school and the normal responsibilities for the headteacher and is on a
sound basis. Departure from the benchmark position will be to reflect the individual
circumstances at the school considered by the governing body as relevant.

Deputy and assistant headteachers

Five point ranges must be set for the deputy headteacher and, if appropriate, the
assistant headteacher on appointment that reflect job weight and challenge,
circumstances at school and possible recruitment and retention difficulties. The ranges
may be reviewed at 1 September, or at any time to retain existing deputy and assistant
headteachers. The deputy‟s range must start at a higher point than the lowest point of
the assistant head.

The minimum of the lowest salary range of the leadership group shall not be less than
the next leadership group pay spine point above the salary of the classroom teacher.
The latter‟s salary is the sum of the value of point 1 on the upper pay scale, the value
of any management allowance and the value of any special needs allowance. (This is
a minimum and the governing body has discretion to enhance this position should they
feel it appropriate). Recruitment and retention incentives cannot be taken into
account.

The head, deputy and assistant headteachers shall be given a formal statement saying
what his/her salary is and how it has been calculated.

If the governing body determines to end the designation of a deputy or assistant head-
teacher, the employee affected will have their salary safeguarded for up to a maximum
of three years in line with the rules agreed nationally.

Extended Services – Head teachers, deputy & assistant head teachers

The Governing Body has discretion to take account of the additional responsibility and
accountability associated with the provision of extended services on their site as part
of the local authority‟s area plan when determining the head‟s ISR (see Section 3
paragraphs 42-44, pages of the 2009 document).

Please note that the Education Act 2002 does not allow for headteachers to be
remunerated through the Document for running and managing a freestanding
Children’s Centre. A separate contract is available for this purpose, please
contact the HR Service Centre.

Where the head takes on responsibility for extended services the Governing Body has
discretion to take account of the additional responsibility and accountability associated
with the provision of extended services on their site when determining the deputy or
assistant head‟s remuneration. An increase in remuneration should only be agreed
where the post accrues extra responsibilities as a result of the headteacher‟s enlarged
role, it is not automatic.

Any salary uplift should be proportionate to the level of responsibility and accountability
being undertaken. In all cases, consideration needs to be given to the remuneration of
other teachers who as a result of the head teacher‟s role are taking on additional
responsibilities. This will be based on any additional responsibilities attached to the
post (not the teacher), which should be recorded.




                                         5
Experience points when appointing teachers

The governing body believes that in order to attract and retain teachers of the right
calibre, the starting salary for new teaching appointments to Arden Forest Infant
School should reflect all previous experience and not just the statutory minimum. The
governing body adopts the Local Authority's salary assessment procedures and will
apply them to all teachers appointed to work in the school. It recognises that it is
statutorily obliged to recognise another school‟s validly awarded experience points.

When recognising previous experiences other than mandatory teaching experience,
the governing body will continue to follow the guidelines in awarding points for other
experience as follows:

     non-teaching experience directly relevant to teaching service and other non-
      mandatory experience;
     teaching experience: 1 point for each year; and
     all other experience: 1 point for every 3 years.

      * Up to the maximum of point 6. There is no longer a pay differential for good
        honours graduates.

Advanced skills teachers (ASTs)

The governing body, in consultation with the LA, may create one or more AST posts.
A five-point range from the AST pay spine must be set and the AST must start on the
lowest point of the range. Any teacher appointed to such a post must pass a national
assessment procedure.

If the governing body determines to end the designation of an AST, the employee
affected will have their salary safeguarded for up to a maximum of three years in line
with the rules agreed nationally.

Salaries will be reviewed annually each September, following the appointment, taking
account of agreed performance objectives. ASTs must demonstrate sustained high
quality 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.

Annual pay progression within the range for these posts is not automatic. Any
progression will normally be by one point but the governing body may consider
movement by two points in exceptional circumstances.

Unqualified Teachers

The Governing Body will appoint unqualified teachers in the following circumstances
only:
•a trainee teacher following an employment-based route to gain qualified teacher
status (e.g. graduate or registered teaching programme),
•an overseas trained teacher (such teachers have 4 years in which to gain QTS),
•where it is not possible to recruit a qualified teacher (e.g. shortage subjects such as
Maths, Science, Design Technology), or




                                         6
•where the nature of the role requires someone with specialist qualifications and/or
experience and there are no suitably qualified teachers available.

Such teachers will normally be recruited on a fixed term basis, either pending gaining
QTS or so that from time to time the market can be tested to see if there are any
suitably qualified teachers. Only in exceptional circumstances will a permanent
appointment will be considered.

Unqualified teachers are paid according to the unqualified pay spine, assessed in
accordance with Appendix C.

The Governing Body can determine that an allowance is paid to an unqualified teacher
where the teacher has:
(a) taken on a sustained additional responsibility which is -
  (i) focused on teaching and learning: and
  (ii) requires the exercise of a teacher's professional skills and judgement: or
(b) qualifications or experience which bring added value to the role that they are
undertaking (which might include an allowance to the equivalent of a point on the main
pay scale).


Part time teachers

Teachers employed on an ongoing basis at the school but who work less than a full
working week are deemed to be part-time. The governing body will give them a written
statement detailing their working time obligations and the standard mechanism used to
determine their pay, subject to the provisions of the statutory pay arrangements and by
comparison with the school‟s timetabled teaching week for a full time teacher in an
equivalent post.


Post threshold teachers

“Application of Upper Pay Scale Progression Criteria - Clarification” can be found
in the box following paragraph 35 in Section 3 of the Document and this will be taken
fully into account when considering progression.

The relevant body when making decisions about progression on UPS must have
regard to two successful consecutive performance management reviews, other than
under the exceptional circumstances as provided for in paragraph 1.8 of the
Document.

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.

Unqualified teachers

These teachers will only be appointed where it is not possible to recruit a qualified
teacher. Such appointments should generally only be made on a temporary basis
pending the appointment of a qualified teacher. Payment and assessments for
unqualified teachers will be as per the scale and guidelines in the School Teachers‟
Pay and Conditions Document.




                                        7
     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.

     The governing body will pay an unqualified teachers‟ allowance to unqualified teachers
     when the governing body considers their basic salary is not adequate having regard to
     their responsibilities, qualifications and experience.

     The governing body will pay an unqualified teacher on one of the employment based
     routes into teaching on the qualified/unqualified teachers‟ scale.


7.   Annual review of salaries, including discretionary allowances

     The salaries of all staff will be reviewed annually, no later than 31 October (and at
     other times where appropriate, e.g. on appointment or promotion.) Teaching staff will
     be provided with a formal written statement, setting out with reasons the number of
     points and, if appropriate, allowances awarded together with the corresponding salary.
     It will say whether any points are protected or the teacher‟s salary is cash
     safeguarded. Any increases will normally be effective from 1 September each year.

     Attached as Appendix A to this document is the currently agreed staffing establishment
     for the school. This clarifies the numbers and types of posts and their pay range
     (including any allowances paid.) This establishment has been agreed by the governing
     body and may only be revised with the agreement of the governing body.

     The governing body, in exercising its discretionary powers in relation to teachers‟ pay,
     will observe the following principles:

     Teaching and Learning Responsibility (TLR) payments

     TLR payments will be assigned to specific posts within the school‟s agreed structure,
     as in Appendix A.

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

     TLR2s will be awarded to the following values:


     £ 2423 to the holder of Phase leader post


     TLR1s will not be awarded.

     The monetary values will be reviewed annually by the Pay Committee on behalf of the
     governing body.

     Before awarding a TLR2, the relevant body must be satisfied that the teacher‟s duties
     include a significant responsibility in the context of the school„s staffing structure for
     which he is accountable, 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;




                                              8
     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.

     Before awarding a TLR1, the relevant body must in addition, be satisfied that the
     significant responsibility referred to in the previous paragraph includes line
     management responsibility for a significant number of people.

     Special needs allowances

     Allowance 1 will be awarded to teachers who have been appointed wholly or mainly to
     teach pupils with statements of special educational needs in designated special
     classes, and to all teachers in special schools. Allowance 2 may be awarded to a
     teacher who would otherwise be entitled to or eligible to receive a first SEN allowance,
     but whose expertise and/or qualifications enhance the value of the work undertaken
     with SEN pupils.

     Recruitment and retention incentives

     The governing body will consider the appropriate use of recruitment and retention
     incentives for the sole purpose of aiding the recruitment and retention of staff, as and
     when appropriate. The governing body will also review annually all previously awarded
     arrangements made for teachers in relation to recruitment and retention and decide
     whether they are to be replaced, their nature, value and duration.

     The governing body may pay recruitment awards for a maximum of three years when
     deemed appropriate. The governing body may pay retention awards for a maximum of
     three years when deemed appropriate. These periods may be extended in exceptional
     circumstances.

     The following criteria have been adopted when considering their application:

         shortage subject areas; and
         vacancies advertised unsuccessfully on at least two occasions.

     Teachers in receipt of a fixed-period recruitment and retention allowance under the
     former recruitment and retention allowance provisions will continue to receive this
     payment until the end of the fixed period at which point it will be reviewed. The
     governing body will review annually the value of this payment and consider the need to
     increase the payment in line with general increases to salaries, or in other
     circumstances which the governing body may determine.


8.   Additional payments

     The relevant body can make payments to any teachers, including members of the
     leadership group, who undertake:

         continuing professional development activities outside the school day;
         initial teacher training activities as part of the ordinary conduct of the school; and




                                              9
               out of hours learning      activities, as agreed with the headteacher/chair of
                governors.

           If the governing body choose to do this, the pay committee will consider the nature of
           the activity when making such payments: for instance to determine the amount of a
           lump sum payment for planning, preparation and assessment activities and payments
           based on existing salary divided by 1265 (directed time hours) for delivery activities.

      9.       Acting Allowances

           The Governing Body will ensure that members of the leadership team when acting up
           receive remuneration equivalent to such a point on the leadership group pay spine as
           they consider appropriate.

           The Governing Body will consider an appropriate remuneration for any teacher who
           acts up into another post.

           The Governing Body is advised to take the advice of the Local Authority in the case of a
           teacher who is assigned and carrying out the duties of a Head, Deputy Head or
           Assistant Head.

           A teacher who carries out the duties of Head, Deputy Head or Assistant Head for a
           period of 1 week or more, will be paid no lower than the minimum leadership spine
           point payable for the post in which the teacher is acting determined, in accordance
           with the STPCD. (X weeks to be determined by the Governing Body)

           The acting allowance will be paid from or backdated to the time when the Governing
           Body decides that the teacher performs tasks that require the full authority of the post
           to be exercised.

           Acting Allowances for non-leadership team teachers will be paid from or backdated to
           the time when the Governing Body decides that the teacher performs tasks that
           require the full authority of the post to be exercised.

10.        Performance Pay

           The governing body of Arden Forest Infant School will ensure that the Performance
           Management Policy of Arden Forest Infant School is reviewed annually and that it is
           appropriately linked to the Pay Policy. The governing body agrees the school budget
           and will ensure that appropriate funding is allocated for performance pay progression
           at all levels. The governing body recognises that funding cannot be used as a criterion
           to pay progression.

           The governing body supports the LA view that recommendations for pay progression
           for both teachers and headteachers should be determined on the evidence of
           achievements against clear criteria and dealt with separately from budgetary
           constraints. The governing body will receive regular financial projections of the
           implications of performance management on overall staffing costs, and consider these
           when supporting the head in maintaining and developing an appropriate staffing
           structure for the school. The governing body will work with the Performance
           Management Reviewer to ensure that the headteacher‟s recommendations on pay
           progression are based on a fair and transparent process.

           Application of Leadership Group Pay Progression criteria – Clarification




                                                  10
Those on the leadership spine play a critical role in the life of the school. They should
inspire confidence in those around them and work with others to create a shared
strategic vision, which motivates pupils and staff. They are expected to take the lead
in enhancing standards of teaching and learning and value enthusiasm and innovation
in others. They have the confidence and ability to make management and
organisational decisions and ensure equity, access and entitlement to learning.


To achieve progression, the School Teachers Pay and Conditions Document (STPCD)
requires individuals on the leadership spine to have demonstrated sustained high
quality performance. To be fair and transparent, judgements must be properly rooted
in evidence and there must have been a successful review of overall performance.


A successful performance review, as prescribed by the appraisal regulations will
involve a performance management process of


Performance objectives
Classroom observation (where relevant)
Other evidence


To ensure that there has been high quality performance, the performance review will
need to assess that the teacher has grown professionally by developing their
leadership and (where relevant) teaching expertise.

Headteacher

The headteacher 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.

Annual pay progression within the range for this post is not automatic. The governing
body will consider whether to award one or, in exceptional circumstances, two pay
progression points. Typical examples in which two points may be awarded may
include:
.
   outstanding Ofsted
   outstanding end of KS1 results in all subjects
   leading the school from an inadequate Ofsted category to good or better
   leading the school through major changes to the school whilst retaining standards
      /ethos (such as rebuild or increasing size of school)

“Application of Leadership Group Pay Progression Criteria - Clarification”
(paragraph 30 of Section 3 of the Document) can be found above and this will be taken
fully into account when considering progression.




                                        11
Deputies and assistant heads

Deputies and 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 application of the criteria
for leadership group progression will be taken fully into account.

Annual pay progression within the range for this post is not automatic. The governing
body will consider whether to award one or, in exceptional circumstances, two pay
progression points. Typical examples in which two points may be awarded may
include:
.
   outstanding Ofsted
   outstanding end of KS1 results in all subjects
   leading the school from an inadequate Ofsted category to good or better
   leading the school through major changes to the school whilst retaining standards
      /ethos (such as rebuild or increasing size of school)

“Application of Leadership Group Pay Progression Criteria - Clarification”
(paragraph 30 of Section 3 of the Document) can be found above and this will be taken
fully into account when considering progression.


Advanced Skills Teachers (ASTs)

ASTs must demonstrate sustained high quality of performance in the light of their
agreed performance criteria and will be subject to a review of performance before any
performance points will be awarded. This will include any work undertaken at the
schools of other teachers, in higher education facilities, at facilities of the LA and
elsewhere. The clarification of the application of the criteria for AST progression will
be taken fully into account.

Annual pay progression within the range for this post is not automatic. The governing
body will consider whether to award one of two pay progression points. The governing
body will consider whether to award one or, in exceptional circumstances, two pay
progression points. Typical examples in which two points may be awarded may
include:
.
   outstanding Ofsted
   outstanding end of KS1 results in all subjects
   leading the school from an inadequate Ofsted category to good or better
   leading the school through major changes to the school whilst retaining standards
      /ethos (such as rebuild or increasing size of school)

Post-threshold teachers

Progression through the upper pay spine is not automatic and normally at least two
years should elapse before the teacher is eligible to progress to the next point. To
achieve progression, the School Teachers‟ Pay and Conditions Document (STPCD)
requires that achievements of post-threshold teachers and their contribution to
school(s) should have been substantial and sustained. To be fair and transparent,
judgements must be properly rooted in evidence and there must have been a
successful review of overall performance.



                                       12
“Application of Upper Pay Scale Progression Criteria - Clarification” can be found
in the box following paragraph 35 in Section 3 of the Document and this will be taken
fully into account when considering progression.

The relevant body when making decisions about progression on UPS must have
regard to two successful consecutive performance management reviews, other than
under the exceptional circumstances as provided for in paragraph 1.8 of the
Document.

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.

Eligibility and review of evidence

After a successful threshold application, teachers will not be asked to apply for further
pay reviews as they will automatically be considered by the Performance Management
Reviewer at the appropriate time, unless they request otherwise. Teachers will be
asked however, to provide evidence, particularly relevant to their overall performance
and contribution to the school, through the performance management system. The
Performance Management Reviewer may use other verifiable evidence in formulating
a judgement. Teachers may choose to submit evidence from an ongoing record of
professional development but there is no requirement on teachers to provide a
separate portfolio of evidence.

It is recognised that once awarded, points on the upper pay spine are permanent.
Progression on UPS will be based on two successful consecutive performance
management reviews (other than in exceptional circumstances as set out in STPD).

Interpretation of the criteria: substantial and sustained contribution to the
school

The Performance Management Reviewer will recommend to the headteacher that one
point be awarded to a teacher on the upper pay spine who (throughout the relevant
period) has:

    maintained all the threshold standards;
    grown professionally by developing their teaching expertise post-threshold and
     addressing any areas for further development identified either during threshold
     assessment or in any subsequent performance review; and
    achieved or made good progress towards objectives agreed or set under the
     Performance Management Regulations.

Progression through the upper pay spine is not automatic and normally at least two
years should elapse before the teacher is eligible to progress to the next point.
Progression on UPS will be based on two successful consecutive performance
management reviews.

Threshold and Upper Pay Spine (UPS)

The headteacher will assess teachers at the top of the main pay scale who apply to go
through the performance threshold to gain access to the upper pay scale, against
national standards set by the Secretary of State. Any eligible teacher who has been
successful in the threshold assessment shall move onto the upper pay scale with
effect from 1 September, with backdating where necessary.


                                        13
        Teachers who wish to do so should apply for threshold assessment to the headteacher
        by 31st August.

        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. Therefore the Authority‟s separate „Procedures for Support and
        Counselling for Teachers experiencing difficulty in the Performance of their Duties and
        Responsibilities‟ will be followed before any consideration is given to the use of this
        discretion. Classroom teachers 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.

11.     Pay relativities

        The governing body will ensure that proper pay relativities exist between jobs. These
        will be related to workloads and responsibilities. The governing body recognises the
        impact their decisions may have on other Warwickshire schools. Where it is
        considered that circumstances at Arden Forest Infant School justify a position which
        varies from the advice given by the LA, the reason for that decision will be clearly
        documented, including the preparation of a job and person specification for each post.

      12.   Advertising arrangements

        Full information about vacant or promoted posts, both permanent and temporary, will
        be made known to staff, in accordance with the School Appointments Procedures, in
        time for them to apply for posts for which their experience and qualifications are
        appropriate.

13.     Support staff

        Grading

        An appropriate salary grade will be allocated to all support staff posts at the school.
        Due regard shall be taken of any advice from the LA on grading matters. A job
        description and person specification shall be prepared for each post. This will either be
        based upon a generic job descriptor written by the LA, or where the post is considered
        to be unique, shall be submitted to the LA for an evaluation exercise to be completed.
        Before filling vacancies of existing posts, where duties and responsibilities have
        altered, the grade of that post shall be reviewed in line with LA guidance.

        Existing posts will be reviewed where there is a significant increase in the duties and
        responsibilities attached to that post or where a serious grading anomaly with a
        substantially similar post is alleged to exist. If appropriate, advice will be sought from
        the LA.

        Responsibility for the grading of support staff posts is delegated to the headteacher/
        Pay Committee.

        Starting salary for new appointments

        Appointments will normally be made at the first point of the appropriate nationally
        agreed scale. However, where the qualifications and experience of the successful



                                                14
      applicant merits consideration of a higher entry point, this will be examined and, if
      appropriate, a higher starting salary may be paid.

      Accelerated increments

      The governing body believes that all staff should progress by normal incremental credit
      to the maximum of their salary grade (where applicable.) Discretionary provision for
      accelerated increments will only be used on the grounds of special merit or ability, e.g.
      where specific qualifications or additional skills are acquired and utilised which will
      have a significant effect on an individual's ability to perform within the job currently
      held.

      Temporary additional duties

      The governing body will follow the practice of the LA with respect to the allocation of
      higher salary payments where the duties of a more highly graded post are undertaken
      in whole or in part as a result of staff absence, a recruitment gap or a short-term
      project.


14.   Appeals procedure

      The governing body has agreed to use the following procedure to respond to all issues
      of dissatisfaction regarding pay for both teaching and non teaching staff except for the
      outcomes of the WCC‟s 2007 Pay and Conditions Review for Support Staff, where
      separate Appeal arrangements have been agreed. Any appeal procedure must comply
      with the Employment Act 2002 (Dispute Resolution) Regulations 2004 SI 2004/752.

      Wherever possible, the school will endeavour to resolve issues of dissatisfaction
      regarding pay before they are referred to a formal appeal procedure by offering the
      member of staff concerned the opportunity to discuss the issue in full with the
      headteacher and present further evidence where appropriate.

      However, where a member of staff remains dissatisfied with a matter relating to their
      pay (including issues relating to threshold application and post threshold progression),
      they have the right to pursue a formal appeal to the governing body. The
      arrangements for considering appeals are as follows:

      A member of staff may appeal against any determination in relation to his pay or any
      other decision taken by the governing body that affects his pay.

      The grounds for appeal are that the person or committee by whom the decision was
      made:

       a)   incorrectly applied any provision of the document;
       b)   failed to have proper regard for statutory guidance;
       c)   failed to take proper account of relevant evidence;
       d)   took account of irrelevant or inaccurate evidence;
       e)   was biased; or
       f)   otherwise unlawfully discriminated against the teacher.

       The order of proceedings is as follows:



                                              15
1.     The employee receives written confirmation of the pay determination and, where
       applicable, the basis on which the decision was made.

2.     If the employee is not satisfied, he/she should seek to resolve this by discussing
       the matter informally with the decision-maker within 10 working days of the
       decision.

3.     Where this is not possible or where the employee continues to be dis-
       satisfied, he/she may follow a formal appeal process.

4.     The employee should set down in writing the grounds for questioning the pay
       decision (which must relate to the grounds as set out above) and send it to the
       person (or committee) who made the determination, within 10 working days of
       the notification of the decision being appealed against or of the outcome of the
       discussion referred to above.

5.     The committee or person who made the determination should provide a hearing
       within 10 working days of receipt of the written grounds for questioning the pay
       decision to consider this and give the employee an opportunity to make
       representations in person. Following the hearing, the employee should be
       informed in writing of the hearing‟s decision and the right to appeal.

6.     Any appeal should be heard by a panel of three governors who were not
       involved in the original determination normally within 20 working days of receipt
       of the written appeal notification and give the employee the opportunity to make
       representations in person. The decision of the appeal panel will be given in
       writing and, where the appeal is rejected, will include a note of the evidence
       considered and the reasons for the decision. The decision is final and there is
       no recourse to the staff grievance procedure. However, this does not preclude
       the right of individuals to further recourse to legal procedures.


Note

For any formal hearing or appeal, the employee will be entitled to be accompanied by
a colleague or union representative. Each step and action of this process will be
taken without unreasonable delay. The timing and location of the formal meeting
must be reasonable and, where possible, hearings will be completed by 6.00pm.
The formal meeting will allow both parties to explain their cases and any alteration to
timescales will be mutually agreed with all parties.

It is recommended that governing bodies take advice from WES HR on the use of
appeal procedures. In addition, where appropriate, they may wish to involve an
independent person (suggest retired LA officer with the relevant background or a
retired head) to assist in reviewing the initial judgement and consider the evidence.

The appeal hearing

 i.     A chair is agreed for the hearing.

ii.     The appellant or their representative will outline the grounds for their case.

iii.    The panel will then have the opportunity to question the appellant or their
        representative.



                                         16
 iv.    The headteacher will then present his/her case responding to the issues raised
        and outlining the reasoning for the original decision.

  v.    The panel will have the opportunity to question the headteacher in relation to
        this information provided.

 vi.    The appellant or their representative may respond to the headteacher‟s case
        and present a brief summing up.

vii.    Both parties will then withdraw whilst the panel considers the information.

viii.   The outcome of the appeal will be confirmed in writing within five working days.

 ix.    The decision of the panel hearing an appeal shall not be subject to any further
        review under the relevant body‟s grievance procedure.




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                                                                          Appendix A

                              Arden Forest Infant School

                     School Establishment as at 1st November 2010


Post Title                               No. of posts    Salary Grade

Headteacher                              1               L10-16

Deputy headteacher                       1               L4-8

Key stage leader                         1               M1-6 plus TLR2 (£??)

Teacher                                  4               M1-6

Secretary                                1               Scale ??

Administrative assistants                1 PT            Scale ??
                                         (FTE ??)
Bursar                                   1 PT            Scale ??
                                         (FTE ??)
Site manager                             1               Scale ??

Teaching assistant                       8

Cleaners                                 2 PT
                                         (** hours per
                                         week)
Lunchtime supervisors                    8 PT
                                         (** hours per
                                         week)




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                                                                                        Appendix B
                              Arden Forest Infant School
                                   Pay Committee

                                    Terms of Reference
Purpose

     The governing body has established a dedicated Pay Committee with full delegated powers
     that are responsible for carrying out determinations of pay in accordance with the pay policy,
     the schools appointments procedure and the school‟s performance management policy. The
     governing body, operating through the Pay Committee, will ensure that discretionary pay
     elements are used in a fair, equitable and consistent manner.

Membership

     Minimum of 3 governors, plus the headteacher

     Persons other than the headteacher who are employed at the school may not be members of this
     committee

Quorum

     3 governors

Terms of Reference

     The Pay Committee will:

          consider the school‟s staffing establishment annually in relation to the schools
           development plan and equal pay legislation;
          consider whether the School Pay Policy requires amendment; *
          determine (and recommend to the full governing body) the number of staff to be
           employed; *
          determine (and recommend to the full governing body) the number of posts which carry
           Teaching and Learning Responsibility (TLR) points and the monetary value of the TLRs
           awarded;
          consider the head, deputy head and, if appropriate, the assistant headteachers' salaries;
          consider the framework for pay enhancements;
          each year undertake an assessment of each teacher's salary with effect from 1
           September and no later than 31 October, and provide them with a written statement
           confirming the outcome and the basis on which this was made.
          Where a pay determination leads or may lead to the start of a period of safeguarding, the
           governing body will give the required notification as soon as possible and no later that
           one month after the date of the determination.
          the grading structure within the school in relation to the levels of responsibility
           undertaken by staff and the grading of similar jobs elsewhere in the Authority; and
          consider the effect of any changes on salary differentials, endeavouring to ensure that
           differentials are relevant, appropriate and objectively justified.

           * These decisions will be taken before the governing body considers any displacement of staff
              that may be necessary as a result of changes to the school budget.




                                                  19
Unqualified Teachers Salary Assessment                             Appendix C

With effect from 1st September 2008, the pay spine for unqualified teachers has
reduced from 10 points to 6. The basis for assessing the salaries of unattached
(supply) unqualified teachers has been reviewed and updated in accordance with the
Schoolteachers Pay and Conditions Document 2008.

In order to carry out an assessment it is necessary to have a fully completed
application form.

Principles

Unqualified Teachers newly appointed as such on or from 1st September 2008

Point 1
The Schoolteachers Pay and Conditions Document 2008 states that a person
appointed for the first time as an unqualified teacher with effect from 1st September
2008 or thereafter must be placed on point 1 of the new pay scale. It also states that
that where the unqualified teacher „has experience other than employment as an
unqualified teacher which the relevant body considers to be of value to the
performance of the unqualified teacher‟s duties, the relevant body may place him on
a point above point 1 on the new pay scale, in which case it must determine the point
above point 1 which is appropriate for that teacher in the light of that experience‟
(Paragraph 37.14). In the case of unattached/supply teachers, the relevant body is
the Local Authority.
This therefore means that there remains a minimum point 1. Other points are added
to point 1.

Degree
One point awarded for any class of degree. This also covers degrees awarded from
foreign universities. A higher degree (e.g. MA, MBA) would not mean that a further
point is awarded.

I point for each year of teaching experience
This is the same as for a qualified teacher i.e. periods of employment amounting 26
weeks or more in an academic year in aggregate (one days work in a week would
count as 1 week). Weeks either side of a school closure period count as continuous
and include the closure weeks. This means any teaching, including in the maintained
sector, independent schools abroad, lecturing at an FE college.

1 point for every 3 years of relevant non-teaching experience
This includes experience gained in the same field as the subject they have been
employed to teach. It covers work in a school, private nursery, FE College or other
work which has involved dealing with pupils. It also covers any unpaid/voluntary
experience which is relevant. It does not have to be three consecutive years or even
whole years, so can cover short periods which together add up to 3 or more years.
There is no maximum point‟s value.

1 point for every 5 years of non-relevant experience up to a maximum of 2 points
This covers anything else, paid or unpaid (for instance travelling, looking after
children at home, unemployed). Again this does not have to be blocks of 5
consecutive years; it can be aggregated shorter periods between employment. Over
ten years of non-relevant experience would count as 2 points: anything more than
this would not attract further points.




                                      20
Unqualified Teachers employed as such on 31st August 2008 or at any time
prior to that date

An assessment should be carried out under the previous rules and they should be
assimilated to the new pay spine in accordance with the table in Paragraph 37.4 of
the STPCD 2008. Therefore if they had previously worked as an unqualified teacher,
it will be necessary to determine their previous point on the UQ pay scale, plus any
subsequent relevant experience and calculate the appropriate point on the 10 point
scale. The new point can be determined by reference to the assimilation table.

Any points awarded are permanent, whether the unqualified teacher remains in the
same post or takes up a new one. Therefore points awarded by another Local
Authority or employer must be honoured. If Warwickshire‟s assessment gives a
higher point than a previous assessment elsewhere, the higher assessment should
be applied.

A record of the assessment and how it was arrived at should be kept. The following
grid is for that purpose:-

Unqualified Teacher – from 1st September 2008


          Salary Assessment - Unqualified Teacher                                     Points
                                                                                     awarded

          Minimum Point 1                                                               1


          Degree


          1 point for each year of teaching experience


          1 point for every 3 years of relevant non teaching
          experience

          I point for every 5 years of non relevant experience to a max
          of 2 points


          Total - maximum 6




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