EPM Model Pay policy and the
STPCD 2013-2014
Tuesday 4th June 2013
10.00 - 12.00pm
A Workshop for Headteachers and
Senior Managers
Aim of the Workshop
To work with colleagues and
achieve a draft of your proposed
pay policy secure in the
knowledge that you are on track!
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What’s in Your Delegate Pack?
1.
2.
3.
4.
5.
6.
7.
EPM Model Pay Policy – white A4
DfE Departmental Advice - Toolkit – white A5
NASUWT/NUT checklist – pink
Mr Gove’s comments – blue
Exemplar Annexes – yellow
Tweet Sheet
Senior Leaders HR Course
3
Pay decisions between now and
September 2013



Your current pay policy applies to pay decisions taken until
September (including appointments for September)
Pay scales in advertisements until September 2012 are the 2012
ranges
Pay decisions for 1 September 2013 will be based on the 2012
Pay and Conditions document updated for any pay award in
September 2013
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The EPM Model Pay Policy
The following slides cover the sections of the EPM Model Pay
Policy, changes, and the decisions you will need to make.
INTRODUCTION
This section sets out the governing principles of the policy. There
are no decisions required and the section updates the position
from last year.
1.
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The EPM Model Pay Policy
2. DELEGATION OF DECISION MAKING
2.1
Head teacher
Makes pay recommendations to governors
2.2
An appropriate committee structure
Review committee considers head’s recommendations
Annex 1 is the Review procedure
2.3
Review of decisions
Review Appeals committee deals with appeals against the
review committee decision ( ie handles the grievance,
grievance procedure cannot be used for salary issues).
Annex 2 is the Appeal procedure
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The EPM Model Pay Policy
2.4
2.5
2.6
2.7
2.8
Appeals against salary or appraisal decisions
Sets out timescales
Threshold Application
Annex 3 will set out the school’s definition of “highly
competent” and “substantial and sustained”.
Reviews and Appeals against any Threshold Application
decision
The Chair of Governors
The Appraisal Review Governors for the Head teacher’s
Performance Review
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The EPM Model Pay Policy
3.
3.1
3.2
3.3
3.4
3.5
EXERCISE OF DISCRETION UNDER THE STPC
DOCUMENT
Starting salary of new classroom teacher appointments.
no requirement to match previous salary
Calculation of Part Time Teachers’ salaries
Recruitment/Retention Incentives
to be set out in Annex 4
Staffing Structure
takes account of any financial limits determined by GB
the value of any TLR3 post
salary for any leading practitioner posts
Special Educational Needs
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The EPM Model Pay Policy
3.6
3.6.3
3.6.4
3.6.5
Awards for performance progression to teachers paid on
the main classroom teachers’ pay spine or the upper pay
spine
The school’s criteria for determining whether or not a
teacher shall progress are set out in Annex 5 of this policy
together with the salary points on the Main and Upper Pay
scales adopted by the school and shall be made available
to all teachers on the main classroom teacher pay scale
and the upper pay spine.
…. pay will be differentiated …. progressing to the top of
the appropriate pay range.
…could reasonably expect to reach the maximum of the
scale in about five years …. newly qualified teacher
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The EPM Model Pay Policy
4.
LEADING PRACTIONER POSTS
school may decide to include a leading practitioner post or
posts in its staffing structure
salary range is the minimum and maximum of the
previous AST post
primary purpose is for modelling and leading improvement
of teaching skills
no requirement for outreach
Annex 6 sets out criteria for salary increase
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The EPM Model Pay Policy
5.
6.
7.
8.
THE LEADERSHIP GROUP
No change
ANNUAL ASSESSMENT OF THE SALARY OF
TEACHERS
No change in terms of the assessment process
DETERMINATION OF LEADERSHIP GROUP SALARIES
No change
ADDITIONAL PAYMENTS FOR TEACHING STAFF
(optional paragraph)
No change
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The EPM Model Pay Policy
9.
10.
11.
12.
UNQUALIFIED TEACHERS
The same arrangements for salary progression for
teachers will also apply to unqualified teachers.
SALARIES OF SUPPORT STAFF
No change
SALARY SACRIFICE SCHEME*
No Change
REVIEW OF THE POLICY
No change
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The EPM Model Pay Policy


ANNEX 1 PROCEDURE FOR A REVIEW OF A SALARY
DETERMINATION OR A PERFORMANCE MANAGEMENT
DECISION BY THE REVIEW COMMITTEE OF THE
GOVERNING BODY
No change
ANNEX 2 PROCEDURE FOR AN APPEAL AGAINST A
SALARY OR PERFORMANCE MANAGEMENT
DETERMINATION TO THE REVIEW APPEAL COMMITTEE OF
THE GOVERNING BODY
No change
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The EPM Model Pay Policy
ANNEX 3
ACCESS TO THE UPPER PAY SPINE – THRESHOLD
ASSESSMENT
ANNEX 4
RECRUITMENT AND RETENTION ALLOWANCES &
BENEFITS
ANNEX 5
PROGRESSION FOR CLASSROOM TEACHERS ON THE
MAIN SCALE, UPPER PAY SPINE AND UNQUALIFIED
TEACHERS’ PAY SCALE
ANNEX 6
LEADING PRACTITIONER APPOINTMENT
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What Needs to Happen and When?
Summer term 2013
Review and revise pay and appraisal policies
Clarity about:
 how performance against the relevant standards will be
assessed in accordance with the Appraisal Policy
 how appraisal will be linked to pay under the Pay Policy
• criteria for determination of pay increases
• how school will ensure consistency and fairness in
setting and assessing objectives
Consultation with staff on proposals
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What Needs to Happen and When?
Summer Term 2013

Governing Body to agree and adopt pay and appraisal policies
including procedures for appeals

Governing Body to determine provision in the budget for
discretionary pay awards and pay progression

School leadership ensures teachers understand changes and
how new arrangements will work

Line Managers start discussion with teachers on appraisal
objectives and level of performance expected and how that will
be assessed

Timetable for assessment and the types of evidence on which
judgements are based to be made clear
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The Senior Team at EPM
St John’s House
Ermine Business Park
Huntingdon
Cambridgeshire
PE29 6EP
Telephone 01480 421796
Fax
01480 431992
Email
epm@epm.co.uk
Address
Roger Walker
Jennie Elliott
Maureen Cooper
Alexandra Hawkins
Bev Curtis
David Williams
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