Teachers’ Pay Changes
September 2013 and September 2014
Education Personnel Services
Aims and objectives of this briefing:
• A brief reminder of current pay arrangements
• A summary of the proposed changes and their implications
• Consider the information that OfSted are likely to seek
• Share the actions being undertaken by EPS
• Consider the immediate actions for governing bodies
• Share messages from LA review of Headteacher pay progression
• Explore the particular issues for academy schools
The current position: main/upper scales
• A structured 9 point pay spine
− 6 points on the Main Pay Spine
− 3 points on the Upper Pay Spine
•Progression takes effect 1 September:
− within Main Pay Spine mainly determined by length of service
− onto and within Upper Pay Spine by application, based on last two
years performance management reviews and with an assessment
against threshold standards and national criteria
The current position: other pay scales
• Advanced Skills Teachers (with 20% outreach work) and
Excellent Teachers with their own pay ranges
− Only applicable where schools have chosen to have such a post
in their structure
•Unqualified teacher scale:
− a structured six point pay scale
The current position - allowances
• Teaching and Learning Responsibility payments (TLRs) for
management responsibility – can only be used for permanent
responsibilities in the staff structure
• Recruitment allowances limited to three years
• Retention allowances limited to three years, but extendable in
exceptional circumstances
Teachers’ Pay Ranges
• Retention of 5 main pay ranges:
–
–
–
–
–
Unqualified teacher pay range
Main pay range
Upper pay range
Leading practitioner pay range (similar to AST/ET range)
Leadership pay ranges
• BUT:
– With the exception of leadership pay, no other range will have
specific points – each will have a minimum and maximum
salary amount
September 2013 / 2014 – pay ranges
• Retention of an Upper Pay Range
− Retaining an application process but is for local determination
− “Simpler” criteria with removal of additional standards
• Introduction of Leading Practitioner role and range and removal of
Advanced Skills/Excellent Teacher ranges
Pay progression
• Progression determined by performance:
− decision to award an increase must be related to performance
− recommendation on pay must be made in writing and relevant body
(Governors’ Pay Committee) must have regard to this
recommendation
− 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
September 2013 / 2014 – allowances
• Introduction of an additional fixed term “TLR 3”:
− for project related responsibilities
− £500-£2,500
− must be paid on monthly basis for fixed-term period
• Ability to award recruitment or retention allowances for
longer than a three year period
• Other allowances (eg SEN) retained with same criteria
Ofsted
• Effective performance management and evidence of pay
decisions are influencing factors in the judgement of quality of
leadership and management
• Inspectors will consider:
− whether governors understand how the school makes
decisions about teachers’ salary progression
− whether governors rigorously performance manage the
headteacher
Judgements will include:
• 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
Information that will be sought:
• anonymised information from last three years which
shows the proportion of teachers who have:
− progressed along the main pay scale/range
− progressed through the upper pay scale/range
− progressed along the leadership scale
− received additional responsibility payments
• information regarding numbers of teachers in the upper
pay spine/range will be compared against the overall quality
of teaching
Action by Education Personnel
• Working group of Headteacher representatives to develop a
pragmatic approach to differentiated pay and a consulted model
pay policy ready for localisation
• Attending Local Government working groups to ensure
consideration given to approaches across the South East
• Programme of workshops for Headteachers/SLT members to
consider practical implementation of new provisions
• Programme of consultation with unions already in place ready for
model policy to be released late July
Action for Governing Bodies
• ensure Headteacher / Lead SLT member attends a workshop
• give consideration to whether the school structure requires a
Leading Practitioner post
• consider whether there are any projects or initiatives for which a
TLR 3 may be appropriate
• determine how will you ensure consistency and robustness of
performance management decisions and therefore pay decisions
• plan to enable sufficient time to review and localise the pay policy
LA review of
Headteacher pay v school performance
• School Teacher Pay and Conditions Document (STPCD)
– no progression unless “sustained high quality of performance”
• Good practice in good/outstanding schools and those where results
above floor standards
• Some issues in satisfactory/requiring improvement (RI) schools/those
below floor standard
– Many heads in satisfactory/RI schools receiving progression and some
receiving additional allowances
– are all of these heads sustaining “high quality of performance”?
• Concerns
– More OfSted challenge and rigour in this area
– Is there appropriate use of public money?
Further advice and guidance can found on the
Governor Services website
www.hants.gov.uk/education/governors
Login using your Governor ID and then click on
•Latest news and newsletters OR
•Governance A to Z, then P, Personnel Topic Area
scroll down and click on pay and conditions tab.
http://www3.hants.gov.uk/education/governors/governo
rs-hantsgov/paybriefing-april2013.htm
Questions?
Governors from academy schools should remain for a second
presentation summarising key issues for academies