Item 4 Stephanie Weeden Slides for HT presentation 28

Stephanie Weeden
• Personnel Officer/HR Advisor in Personnel &
• Work part-time:
- Monday; Tuesday; Thursday a.m. (term time)
- 01273 481159
- [email protected];
Working to Mel Funnell and Elaine Codling on
changes to teachers’ pay at 1/9/2013
1% pay award and finalised STPCD
• Issued yesterday
• 1% applies to all scales and allowances but not
to safeguarded sums – hard copies available
today, with web address.
• Minimal changes to STPCD – one change
relates to set criteria for UPS progression
(addressed later)
Changes apply when?
• From 1 September 2013, once decisions have
been made on pay changes arising from this
academic year
- Main scale teacher progression;
- threshold round 13;
- UPS progression;
- AST progression
Affected by the changes:
• Teachers on the unqualified, main, upper pay
• Advanced Skills Teachers and Excellent
Not affected by the changes:
• Principals, Executive Headteachers,
Headteachers, Heads of School, Deputy
Heads, Assistant Heads
(STRB remit for leadership pay – Local
Government response)
• Support staff
Introduction of fixed-term TLR3
• Minimum of £500 per year, maximum of
• Applies to existing TLR1 or TLR2 post holder?
• In job description?
• Formalise?
Removal of AST role and introduction
of Leading Practitioner role
• ASTs and ET posts discontinued
• Leading Practitioner role introduce
• An end to outreach work ?
Removal of three year time limit on
R&R allowances
• STPCD: not to be used for Teaching & Learning
reasons, nor to reward for performance
• ‘regular formal review’
• the expected duration of the allowance
• review date after which it may be withdrawn
• repeated renewing; accruing employment
rights; risk of safeguarding payments
Introduction of pay differentials
• ESCC: additional ‘half point’ values
• ESCC: sheet with values of these, including the newly awarded
• ESCC: Finance spreadsheets for maintained schools and
academies to help with budget forecasting
• decision to award an increase must be related to performance
• recommendation on pay must be made in writing to (Pay
Committee?) who must ‘have regard’
• increases must be differentiated, such that the amount of any
increase is “clearly attributable” to the performance of the
• Teacher should be a reasonable expectation of progressing to
the top of their respective pay range if performing well
Wholly objective: Ofsted criteria
• ESCC's framework for assessing teacher performance via
collection of evidence based on Ofsted standards
• Outcome: teachers placed into one of four categories in the
context of determining a performance pay award (outstanding
/ good / requires improvement / unsatisfactory)
• HTs will make performance pay awards for 'good ' or
'outstanding‘ only
• ‘working towards good’ equates to ‘requires improvement’ so
will not be awarded pay
• aligns well with strategies for school improvement and
effective resource management?”
• Teacher does not have to be under competency policy in
order to receive no performance pay award
Ofsted Inspection
• Ofsted Inspectors take account of effective appraisal and
evidence of pay decisions – these are influencing factors in
the judgement of quality of leadership and management
• consideration of how well the head manages staff performance:
− seek evidence that good performance is recognised in the
performance management process and
− that poor performance is rigorously challenged, with training and
support provided
• consideration of how well the head uses the staff budget to
differentiate appropriately between high and low performers
Ofsted Inspector Guidance is appended to draft model pay policy.
More flexibility on starting salaries
• Appointing a teacher from another school - no
requirement to match existing salary
• Concerns: UPR teachers
disadvantaged/discriminated against?
• Realistic approach/assessment – if you want
experience, you will need to pay for it
• Comparable posts within school/alliance should
• Advertisement for main can only result in
appointment of main range
• Will alliances/clusters agree and adopt the same
arrangements for transferable pay between each
Application for Upper Pay Range
• Changed wording in yesterday’s finalised STPCD
• Criteria for successful UPR application is set
• Schools put in their policy how they interpret the set
criteria, but may stay within the natural meanings of
the words used
• Governors consider applications, which must have a
HT recommendation attached
• Teachers with QTS can apply ‘at least once a year’ –
do you want to narrow that down?
Anticipated ‘pinch points’
• Equalities
- you already undertake performance-based
pay for UPS teachers – the overall meaning is
the same.
• Teachers to know and understand at Appraisal
what performance will achieve ‘good’ or
‘outstanding’; and what pay that might
Pinch points, continued
• Appraisers must recommend on pay
progression at that meeting, with the teacher
• Skills needed to hold that potentially difficult
• Appraiser training?
Pinch points, continued
• Part-time teachers
- Disadvantaged if lack of opportunity to
undertake work which might demonstrate
‘good’ or ‘outstanding’ performance.
- Not able to demonstrate UPS criteria of
substantial and sustained contribution,
limiting opportunity to access/progress on
Dealing with absence in context of pay
• Can’t take account of maternity absence
• Lynton has consulted on wording which allows
her to ‘consider, in a compassionate way’
whether a teacher who is on Stage 1 absence
or beyond, should be awarded performance