Section
1
People Management
Title
2.1
Pay and Grading
Document
2.1.1
Pay Policy (Teachers)
Introduction
1. The following comes from the 2013 STPCD and says that 2013 pay progression will be as it has
been in past years. The paragraphs 14-21 refer to the new arrangements for setting pay and pay
progression which will be applied after the 2013 pay round has been applied. The same is true
for teachers applying to be paid on the upper pay range; this is set out in paragraph 2 below the
box.
September 2013 Pay Award
All September 2013 salary determinations relating to salary progression for:
qualified teachers on the DRET pay scale;
qualified teachers on the upper pay scale;
qualified teachers who were employed as ASTs and/or ETs on 31 August 2013; or
unqualified teachers on the DRET unqualified pay scale.
shall be made in accordance with the provisions of the 2012 Document. Full pay tables, including
updated mandatory spine points, that reflect the STRB’s 22nd Report recommendations will be made
available, once they are known, for Trusts to apply for the September 2013 pay award.
Once salary determinations for the September 2013 pay award have been made, paragraphs 14 – 21
below come into effect and all references to pay increases and pay ranges in this Document shall be
read accordingly. The first annual pay award that will take account of paragraphs 14-21 below will
be in September 2014.
Basic Principles
2. This policy applies to the pay of all staff employed to work for The David Ross Education Trust,
excluding
any
staff
whose
pay
is
not
determined
by
the
STPCD.
3. In adopting this pay policy the Trust aims to:

maximise the quality of teaching and learning at the Trust

support the recruitment and retention of a high quality workforce
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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
enable the school to recognise and reward all staff appropriately for their contribution to the
school

ensure that decisions on pay are managed in a fair, just and transparent way.
Teachers Pay
4. All teachers employed at the David Ross Education Trust, except where pre-existing, local
agreements are in place, are employed on the Conditions of Service for School Teachers in
England and Wales (the Burgundy Book) and paid in accordance with the statutory provisions of
the School Teachers Pay and Conditions Document, as updated from time to time.
5. All pay-related decisions are made taking full account of the Trust improvement plan and the
aims above, and teachers and unions have been consulted nationally on this policy. All pay
related decisions are taken in compliance with relevant employment law.
6. The process for making decisions on the pay of teachers at the Trust is as follows:
Pay Reviews
7. The Trust will ensure that every teacher’s salary is reviewed with effect from 1st September and
no later than 31st October each year and give them a written statement setting out their salary
and any other financial benefits to which they are entitled. Reviews may take place at other
times of the year to reflect any changes in circumstances or job description that lead to a change
in the basis for calculating an individual’s pay. A written statement will be given after any review
and, where applicable, will give information about the basis on which it was made.
8. Where a pay determination leads or may lead to the start of a period of safeguarding, the Trust
will give the required notification as soon as possible and no later than one month after the date
of the determination. The revised salary, if it is lower, will take effect after the contractual notice
period.
The Committee with Responsibility for Pay Decisions
9. The committee with responsibility for pay is the finance and general purpose committee at each
DRET academy. The committee has fully delegated powers to make decisions related to the pay
of teachers and support staff of the relevant Trust academy and will make the final decision
about whether or not to accept the pay recommendations from the Principal and the senior
leadership team.
10. The terms of reference for the committee with respect to pay are as follows:
a. Implement the Pay Policy with consideration to staffing and financial budget plans, ensuring
appropriate funding is allocated to pay progression at all levels and across all groups.
b. Achieve the aims of the Pay Policy in a fair and equitable manner within statutory and
contractual obligations.
c. Apply the criteria of the Pay Policy in determining the pay of each member of staff in any pay
review.
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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d. Recommend to the Trust the annual budget needed for the payment of staff.
11. The committee will meet to discuss pay in the autumn term, before 31 October, to confirm the
pay of teachers following the appraisal review. If the committee feels it to be appropriate, any
matter may be passed to the full Local Governing Body / Trustees for ratification.
12. Decisions will be communicated to each member of staff by the Principal in writing in
accordance with Paragraph 3 of the School Teachers Pay and Conditions Document (STPCD).
13. Where the Principal is subject to the STPCD decisions on the pay of the Principal will be
communicated by the Trust, in writing, in accordance with Paragraph 3 of the STPCD.
14. Staff will have a right of appeal. Details are attached at Appendix 1.
Pay Range for the Principal
15. Where subject to the STPCD the Principal will be paid on a 7 point range of the leadership spine
in line with the pay and conditions document.
16. Where subject to DRET terms and conditions and pay scheme; the Principal will paid in
accordance with the relevant policy which is set out in a separate document.
Pay Range for Vice Principal and Assistant Principal
17. The Vice Principal will be paid on a 5 point range of the leadership pay spine. The bottom of the
range will be at least one point higher than the minimum point of the range for the highest paid
Assistant Principal, There will be at least a one point differential between the maximum point of
the Vice Principal’s pay range and the minimum point of the Principal’s ISR.
18. Assistant Principals will be paid on a 5 point range, the top of which will not exceed the range for
the lowest paid Vice Principal, and the minimum point of which will ensure a differential of at
least one pay point above the actual salary of the highest paid classroom teacher.
Pay Range for Leading Practitioners
19. Leading Practitioners (LP) are qualified teachers who are an exemplar of teaching skills employed
in specific posts with the primary purpose of modelling and leading improvement of teaching
skills in the Trust.
20. Leading practitioners will normally have a sustained track record of successful performance as a
teacher on the upper pay scale, demonstrate excellence in teaching, have an up to date
knowledge in best practice of teaching skills and have contributed to leading the improvement
of teaching skills.
21. The Trust will take into account the following criteria when deciding on the pay range of each
leading practitioner post:

The nature of the work done, including any work with teachers from other
schools/academies

The scale of the challenges and demands faced by the LP
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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
The professional competencies required

The pay rate needed in order to attract and retain the right candidate

Other criteria as considered appropriate, in accordance with statutory guidance and nonstatutory guidance in the School Teachers Pay and Conditions Document in place at the
time.
22. N.B. Different posts may be paid on different individual post ranges within the overall pay range.
The salary range will not be portable between different LP posts.
23. Pay Range for DRET Leading Practitioners
DRET Leading Practitioner
minimum
£37,863
DRET Leading Practitioner
£57,520
Maximum
Pay range for DRET Teachers
24. DRET teachers will be paid within the pay range as determined in the current STPCD.
DRET Teacher
£23,528
DRET Teacher
£25,420
DRET Accomplished teacher
£27,436
DRET Accomplished teacher
£28,523
DRET Accomplished teacher
£31,868
Professional skills descriptors
£21,804
Appendix 4
DRET Teacher
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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DRET Expert teacher
£34,523
£35,802
DRET Expert teacher
DRET Expert teacher
£37,124
Pay determination on appointment
25. The Principal in liaison with the Head of HR will determine the pay range for a vacancy prior to
advertising it. On appointment the Principal will determine the starting salary within that range
to be offered to the successful candidate.
26. Having taken into account relevant experience, skills and a proven track record of success, the
Trust will normally offer a teacher on appointment a salary that matches the grade or amount
they currently earn in their existing or previous job, excluding any differences in responsibility
and other allowances between the new job and the existing/previous job.
Teachers employed by the Trust who accept a new appointment within the Trust will retain their
rate of pay on transference 26.
When appointing a DRET teacher the Trust will consider the
following when deciding the pay range:

the nature of the post

the level of qualifications, skills and experience required

market conditions

the wider Trust and academy context.

current pay grade
Part-time Teachers
27.Teachers employed on an on-going basis at the Trust, but who work less than a full working day
or week are deemed to be part-time. The Trust 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.
Salary for part time staff will be calculated pro rata to the full time teachers as explained in the
STPCD paragraph 57. This will be calculated with reference to the number of hours of timetabled
teaching and an additional contractual amount of time for planning preparation and assessment
(PPA).
Short Notice/Supply Teachers
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28.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. Period of less than a day will be pro rata to a full time equivalent day.
Unqualified Teachers
29. Unqualified teachers will be paid within the pay range as determined in the current STPCD.
When determining the pay of an unqualified teacher on appointment the Trust will take into
account their relevant qualifications and experience and consider the pay rate to retain the
right candidate with the right skill set.
DRET Unqualified Teacher Pay
Scale
DRET Unqualified Teacher 1minimum
15,976
17,834
DRET Unqualified Teacher 2
19,692
DRET Unqualified Teacher 3
21,550
DRET Unqualified Teacher 4
23,409
DRET Unqualified Teacher 5
DRET Unqualified Teacher maximum
25,267
Unqualified Teachers who become qualified
30. Upon obtaining qualified teacher status an unqualified teacher will be transferred to a salary
within the DRET teacher pay range which will be the same as or higher than their salary as an
unqualified teacher.
Pay Progression Based On Performance
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31. During inspections Ofsted inspectors will consider how well the academy senior team are
managing staff performance and using the staff budget to differentiate appropriately between
high and low performers.
32. The Trust will ensure that all salaries are reviewed annually by the 31st October to take effect
from 1st September for all teachers. A written statement setting out the salary and other
payments will be provided to each employee after each review. There will be no automatic
entitlement to a pay raise each year all increases will be determined by an assessment of
performance. The Trust will ensure that appropriate funding is allocated for performance pay
progression at all levels.
Principal (STPCD)
33. The Principal must demonstrate sustained high quality of performance, with particular regard to
leadership, management and pupil progress at the Trust and will be subject to a review of
performance against appraisal objectives before any performance pay increase will be awarded.
34. Annual pay progression within the range for this post is not automatic and is usually linked to
performance. Any progression will normally be by one point, but the Trust may consider
movement by two points in exceptional circumstances where the performance of the Principal
has been excellent – for example, in the light of the challenges faced and the contribution made
to whole Trust achievement.
Principal (DRET)
35. A separate pay policy applies for those working to the DRET Principals pay and reward scheme.
Vice Principal and Assistant Principal
36. Vice Principals and Assistant Principals must demonstrate sustained high quality of performance
in respect of Trust leadership and management and pupil progress and will be subject to a
review of performance against their appraisal objectives before any performance pay increase
will be awarded.
37. Annual pay progression within the range for these posts is not automatic. Any progression will
normally be by one point, but the Trust may consider movement by two points in exceptional
circumstances – for example, where the performance of the Vice/Assistant Principal has been
excellent in the light of the challenges faced and the contribution made to whole academy/Trust
achievement.
Leading Practitioners (LPs)
38. LPs 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 pay
increase will be awarded. Any work undertaken at other academies in higher education facilities,
at central facilities of the trustees and elsewhere will be taken into account.
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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39. Annual pay progression within the range for these posts is not automatic. Any progression will
normally be decided by review of the performance of the individual where the contribution to
whole Trust improvement has been of a sustained high quality.
Progression to the Upper Pay Range
40. Any qualified teacher may apply to be paid on the upper pay range and any such application
must be assessed in line with this policy. It is the responsibility of the teacher to decide whether
or not they wish to apply to be paid on the upper pay range.
41. Round 13 applications: A qualified teacher may also apply to the relevant body in accordance
with paragraph 20 of the 2012 Document, if:
a. the teacher is subject to the 2012 Regulations;
b. the teacher was on point M6 in the school year 2012/2013; and
c. the application is made by 31 October 2013.
42. If successful, teachers would move to the minimum of DRET Expert Teacher range on 1.9.2013.
43. Applications should be made in writing to the Principal between the 1 September and the 31st
October for consideration to be included in the pay review for the following academic year. The
Trust will accept one application, per applicant each year between the application window of 1
September to 31 October. For teachers who work only for part of the year they should apply by
the end of the term in which they work.
44. If a teacher is simultaneously employed at another school/academy, they may submit separate
applications if they wish to apply to be paid on the upper pay range in that school or academy.
This Trust will not be bound by any pay decision made by another school/academy or Trust.
45. All applications should include the results of the two previous appraisals, including any
recommendation on pay (or, where that information is not applicable or available, a statement
and summary of evidence designed to demonstrate that the applicant has met the assessment
criteria).
Assessment
46. To be successful in an application for progression to the DRET Expert Teacher Pay Range the
teacher must satisfy the Principal that:
a. they are highly competent in all elements of the teachers standards and,
b. their achievements and contribution to the Trust/academy are substantial and sustained.
47. The relevant committee will make the decision on the success of the application, advised by the
Principal. The decision of the committee is final though may be subject to appeal by the
applicant to the Local Governing Body/Trustees.
48. The assessment will be made by the Principal within 10 working days of the application deadline
with the committee considering the recommendations at their meeting. The outcome will be
communicated to the applicant within 3 days of the meeting. Feedback on unsuccessful
applications will be provided soon after by the Principal or the line manager.
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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49. The Principal and the Trust will perform a moderating role to ensure fairness and transparency.
Pay progression for all DRET teachers, DRET Accomplished teachers and DRET Expert teachers
50. Classroom teachers must demonstrate sustained high quality of performance and will be subject
to a review of performance assessed against the success of achieving the appraisal objectives,
there should be no evidence present that performance is not at least good against the
appropriate teacher standards and key objectives laid down in the Trust strategic plan before
any performance pay increase will be awarded. To be fair and transparent the assessment of
performance will be properly rooted in evidence. The Trust will ensure fairness using the finance
and general purpose committee to audit and moderate the recommendations of the Principal
and senior team.
51. All teachers are subject to annual appraisal and can expect to receive regular constructive
feedback on their performance through the year. Decisions regarding pay progression will be
made with reference to the teacher’s appraisal reports and the pay recommendations they
contain. The process of appraisal in this Trust is laid out in the appraisal and performance
management policy which can be found in the HR handbook.
52. Annual pay progression within the range for each post will not be automatic and will be linked to
performance. Any progression will normally be by one point but the Trust may consider
movement by two points where; the performance has been excellent – for example in the light
of the challenges faced and the contribution made to whole Trust achievement and the teacher
is judged outstanding teaching as defined by OfSTED criteria.
53. A determination of a no progression can be made without recourse to the capability procedure.
Also, those subject to formal capability proceedings will normally not progress up the pay range
in the year when they are being supported using the capability procedure.
Teaching and Learning Responsibility Payments (TLRs)
54. TLRs are awarded to the holders of the posts indicated in the agreed academy staffing structure.
55. A TLR1 or TLR2 allowance may be awarded to classroom teachers for undertaking a sustained
additional responsibility in the context of the academy’s staffing structure, for the purpose of
ensuring the continued delivery of high-quality teaching and learning for which they are made
accountable.
56. The teacher’s duties must include a significant responsibility that is not required of all classroom
teachers and that:

Is focused on teaching and learning

Requires the exercise of a teacher’s professional skills and judgement

Requires the teacher to lead, manage and develop a subject or curriculum area, or to lead
and manage pupil development across the curriculum

Has an impact on the educational progress of pupils other than the teacher’s assigned
classes or groups of pupils and
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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
Involves leading, developing and enhancing the teaching practice of other staff.
57. Before awarding a TLR1, the significant responsibility referred to in the previous paragraph
includes in addition, line management responsibility for a significant number of people.
58. A fixed term third TLR (TLR3) may be awarded to a classroom teacher for clearly time limited
Trust improvement projects or one off externally driven responsibilities. The duration of the
TLR3 must be established at the outset. The annual value of a TLR3 must be between £505 and
£2,525 and paid on a monthly basis for the duration of the fixed term. A part-time teacher must
be paid on a pro-rata basis. Although a teacher cannot hold a TLR1 and a TLR2 concurrently, a
teacher in receipt of either a TLR1 or TLR2 may also hold a concurrent TLR3.
59. There are specific criteria which have to be met in order to qualify for TLR payments in the
context of the agreed academy staffing structure. A teacher cannot hold more than one TLR and
it must be awarded specifically for teaching and learning responsibilities. TLR’s cannot be
awarded for non-teaching duties.
60. A system of safeguarding will exist for up to 3 years if new payments do not exceed previous
TLR’s. If a teacher moves to a new TLR at any point and their new salary exceeds their previous
payments, then safeguarding ceases. TLR 3 is not subject to safeguarding.
61. The TLR allowances and amounts for the David Ross Education Trust in 2013 - 214 are:
TLR 2.1 = £2,561minimum
TLR 2.2 = £6,259maximum
-----------------------------------------TLR 1.1 = £7,397minimum
TLR 1.2 = £12,517maximum
TLR 3
= The value will be determined for each assignment.
62. TLRs attached to posts are shown in the academy structure as shown at Appendix 3.
Special Educational Needs Allowances
63. The Governing Body will award a SEN allowance to a classroom teacher in accordance with the
criteria and provisions set out in the 2013 STPCD. The spot value of the allowance will take into
account the structure of the school’s SEN provision and the following:
(a) Whether any mandatory qualifications are required for the post;
(b) The qualifications or expertise of the teacher relevant to the post; and
(c) The relative demands of the post
64. The annual value of any SEN Allowance will be no less than £2,022and no greater than £3,994
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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65. The level of the SEN allowance will be judged on appointment, and as part of the annual
appraisal. It is the quality of experience that is important, not necessarily the length of time
spent in the post.
Other Payments
Continuing Professional Development
66. Teachers including the Principal who undertake voluntary continuing professional development
outside the academy day will be entitled to an additional payment to cover subsistence and
travel expenses.
67. An additional discretionary payment may be made for attendance at training sessions outside
teachers directed time, where attendance has previously been approved by the Principal or a
senior manager authorised by the Principal to do so.
Initial Teacher Training Activities
68. Payment will be made for mentoring of PGCE, NQT and GTP staff in line with local arrangements.
If this is performed by LPs then it will be considered an integral part of their job and so not
attract the additional payment.
Out-of-hours Learning Activities
69. Teachers who agree to provide learning activities outside of the normal Trust hours and whose
salary range does not take account of such activity will be entitled to a payment relative to the
activity undertaken and which has been previously approved by the Senior Leadership team.
70. Activities that will attract payment are limited to those lunchtime and evening activities that
have been previously approved by the Senior Leadership Team.
Recruitment and Retention Incentives and Benefits
71. For posts where the Trust anticipates or encounters recruitment and/or retention difficulties,
then consideration may be given to awarding an incentive or benefit as determined by the Trust.
72. Where such an incentive or benefit is awarded, the Trust will determine:

Whether the award is for recruitment or retention;

The nature of the award (e.g. cash sums, travel, housing costs, etc.);

When/how it will be paid - i.e. is it paid in 2 lump sums - as with ‘golden handcuffs’

The start date and duration of the award;

The basis for any uplift that may be applied;
73. Allowances may be paid monthly, paid wholly or in part as a lump sum subject to satisfactory
completion of service in the previous year, or paid by a combination of the two methods. The
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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Principal will make a recommendation to the finance and general purpose committee when this
payment is to be offered, how much and how it should be implemented – as a lump sum or
‘golden hello’ at the commencement of the contract or at the end ‘golden handcuffs’
Acting Allowances
74. Acting allowances will be paid to teachers who are carrying out the duties of Principal, Vice or
Assistant Principal. Where such duties are carried out for a period of at least four weeks, the
teacher will be paid at an appropriate point on the leadership scale or awarded a TLR for a
temporary period to cover the absence of a colleague, as determined by the Principal. Payments
will be backdated to the date the responsibility is taken over.
Review of the Pay Policy
75. The Trust will review the Pay Policy annually.
76. The policy will be revised as required to introduce any changes in regulation and statutory
guidance to ensure that it is always up to date.
77. The recognised trade unions will be consulted on any revisions to the policy having regard to the
results of the consultation with all teachers.
78. To ensure teachers are fully conversant with the pay progression and appraisal arrangements, all
new teachers who join the Trust will be briefed on them as part of their introduction to the
Trust.
Quality Assurance and Evaluation
79. The appraisal policy sets out how the Principal will monitor the appraisal process for consistency;
the Local Governing Body will monitor that the appraisal process is effective, fair and nondiscriminatory.
80. The Trust, through the finance and general purpose Committee, will monitor this policy and
ensure it is applied in a fair, open and consistent manner. An annual report of pay levels by
group: male, female, part time, full time will be produced and examined and any differences
examined, investigated and justified.
81. The Trust is committed to ensuring that the pay progression process is fair and nondiscriminatory.
2.1.1. Pay Policy (Teachers). October 2013/ALC.
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Appendix 1
Appeals
1. The arrangements for considering appeals are as follows.
2. A teacher may seek a review of any determination in relation to their pay or any other decision
taken by the Trust (or a committee or individual acting with delegated authority) that affects
their pay.
3. The following list includes the usual reasons for seeking a review of a pay determination;
4. That the person or committee by whom the decision was made:
a) incorrectly applied any provision of the School Teachers Pay and Conditions Document;
b) failed to take proper account of relevant evidence;
c) took account of irrelevant or inaccurate evidence;
d) was biased; or
e) otherwise unlawfully discriminated against the teacher.
5. The order of proceedings is as follows:
1) The teacher receives written confirmation of the pay determination and where
applicable the basis on which the decision was made.
2) If the teacher is not satisfied, they should seek to resolve this by discussing the matter
informally with the decision-maker within ten working days of the decision.
3) Where this is not possible or where the teacher continues to be dissatisfied, they may
follow a formal appeal process.
4) 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.
5) The committee or person 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.
Following the hearing, the teacher should be informed in writing of the 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 the receipt of the written appeal
notification. The teacher will be given 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.
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Appendix 2
Absolute performance measures
1. In the Trust judgements of performance will be made against the extent to which teachers have
met their individual objectives and the relevant standards and how they have contributed to.
impact on pupil progress; impact on wider outcomes for pupils; improvements in specific
elements of practice, such as behaviour management or lesson planning; impact on
effectiveness of teachers or other staff; wider contribution to the work of the school.
Discretionary awards
2. The Trust reserves the right to award additional one off, non consolidated bonus payments
when performance has led to exceptional pupil progress in exams or assessments.
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Appendix 3
Academy structure showing posts with TLR allowances to go in here
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