St. Botolph’s CEVCP School
Back Hills
Botesdale
Diss
Norfolk
IP22 1DW
Telephone: 01379 890181 Fax: 01379 890213
E-mail: admin@st-botolphs.suffolk.sch.uk
POLICY
Teachers Pay Policy
STATUTORY OR NON
STATUTORY
COMMITTEE WITH
RESPONSIBILITY
MOST RECENT REVIEW
DATE SIGNED OFF BY
FULL GOVERNING
BODY IF REQUIRED BY
GOVERNING BODY
DECISION PLANNER
Statutory
DATE SIGNED OFF BY
COMMITTEE (IF FULL
GOVERNING BODY
APPROVAL NOT
REQUIRED)
Named Governor
Responsible (if
appropriate).
NEXT REVIEW DATE
Personnel
July 2013
………………………………………………………………DATE
………………………………………………………………CHAIR OF GOVERNORS
…………………………………………………………………DATE
…………………………………………………………………COMMITTEE CHAIR
........................................................................................................
July 2014
Policy on School Teachers' Pay
Introduction
This policy sets out the framework for making decisions on teachers’ pay. It has
been developed to comply with the current legislation and the requirements of the
School Teachers’ Pay and Conditions Document (STPCD) and has been consulted on
with staff.
In adopting this pay policy the aim is to:
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Maximise the quality of teaching and learning at the school.
Support the recruitment and retention of a high quality teacher workforce
Enable the school to recognise and reward teachers appropriately for their
contribution to the school.
Help to ensure that decisions on pay are managed in a fair, just and
transparent way.
Pay decisions at this school are made by the governing body in consultation with the
Headteacher and Personnel Committee. All pay decisions are ratified at Governing
body meeting.
Pay Reviews
The Governing Body will ensure that every teacher's salary is reviewed with effect
from 1 September and no later than 31 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.
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 than one month after the date of the determination.
The Personnel Committee
The terms of reference for the personnel committee are as follows:
Terms of reference:
•
To draft and keep under review the staffing structure in consultation with the
Headteacher and the Finance Committee.
•
To establish a Teachers pay policy for all categories of staff and to be
responsible for its administration and review.
•
To oversee the appointment procedure for all staff.
•
To establish and review a Teacher appraisal and Capability policy for all
staff*.
•
To oversee the process leading to staff reductions.
•
To keep under review staff work/life balance, working conditions and wellbeing, including the monitoring of absence.
•
To make recommendations on personnel related expenditure to the Finance
Committee.
•
To consider any appeal against a decision on pay grading or pay awards
Additional items which individual Governing Bodies may wish to include:
•
To ensure that the procedures for vetting and barring of staff and volunteers
are implemented and adhered to.
•
To carry out Equality Impact Assessments on new or revised school policies,
strategies, plans and projects, using the SCC EAI guidance and proforma.
•
Review of statutory policies and other documents: Allegations of Abuse
Against Staff, Central Record of Recruitment and Vetting Checks, Child
Protection/Safeguarding Policy, Performance management Policy, Staffing Structure
Review Document, Staff Discipline, Conduct and Grievance Procedure, Teachers’ Pay
Policy
* The Headteacher Performance Review Group could be formed from this
committee, but its members should have received the appropriate training. As a
church school one member of this group must be a foundation governor.
Appeals
The arrangements for considering appeals are as follows:
A teacher may seek a review of any determination in relation to his/her pay or any
other decision taken by the Personnel or Finance Committee that affects his/her pay.
The following list includes the usual reasons for seeking a review of a pay
determination;
That the person or committee by whom the decision was made a) incorrectly applied any provision of the STPCD (School Teachers Pay and
Conditions 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:
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, he/she should seek to resolve this by discussing the
matter informally with the Headteacher within ten working days of the decision.
3. Where this is not possible, or where the teacher continues to be dissatisfied,
he/she 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 employee 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
Notes - see Annex A the procedure for the hearing of the appeal
Basic Pay Determination on Appointment
The Governing body will determine the pay range for a vacancy prior to advertising
it. On Appointment it will determine the starting salary within that range to be
offered to the successful candidate.
In making such determinations, the Governing Body may take into account a range
of factors, including:
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The nature of the post
The level of qualifications, skills and experience required
Market conditions
The wider school context
There is no assumption that a teacher will be paid at the same rate as they were
being paid in a previous school.
Part-time Teachers
Teachers employed on an ongoing basis at the school but who work less than a full
working day or week are deemed to be part-time. The Governing Body 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.
‘Teachers in regular part-time service (including persons who are employed full-time
but only partly as a school teacher) shall be paid a proportion of the remuneration
that would be appropriate if they were employed full-time as school teachers. The
proportion shall correspond to the proportion of the school week that the authority
deems the teacher to be normally employed as a school teacher (breaks between
school sessions and assemblies being excluded).’
Short Notice/Supply Teachers
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.
Teacher Appraisal
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 determine UPS
progression. If a teacher is consistently demonstrating standards that deserve
progression on to the Upper Pay Scale financial provision for this must be made.
Pay Progression Based on Performance
(The changes in the 2013 Document mean that September 2013 will be
the last time when teachers on the main scale receive annual
increments and the pay decisions made in September 2014 will need to
be linked to assessments of performance).
In this school all teachers can expect to receive regular, constructive feedback on
their performance and are subject to annual appraisal that recognises their
strengths, informs plans for future development, and helps to enhance their
professional practice. The arrangements for teacher appraisal are set out in the
school appraisal policy.
Decisions regarding pay progression will be made with reference to the teachers’
appraisal reports and the pay recommendations they contain. In the case of NQTs,
whose appraisal arrangements are different, pay decisions will be made by means of
the statutory induction process. It will be possible for a “no progress”
determination to be made without recourse to the capability procedure.
To be fair and transparent, assessments of performance will be properly rooted in
evidence. In this school we will ensure fairness by:
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Ensuring that objectives and assessments are agreed.
That feedback is given.
That strengths and successes are confirmed.
That areas for improvement are identified and support/advise provided.
That monitoring is consistent, transparent and moderated.
St Botolph’s has a cycle for monitoring the quality of teaching and learning. This
includes:
 Lesson observations
 Learning walks
 Drop in’s
 Planning, book and target scrutinies.
 Parental views
 Pupil perceptions
 Data analysis- progress of the children. (Cohort, group and individual).
 Scrutiny and moderation of Teacher assessments.
ALL of the above evidence will be used to form a judgement as to whether a target
has been met.
If a teacher has been set a target based on a specific action then the completion of
this action or series of actions will inform this target.
In this school, judgements of performance will be made against evidence gathered in
relation to the objectives of individuals. All teachers will have a pupil progress
objective, an objective directly linked to the professional standards for teachers and
an objective designed specifically to address or enhance a teachers skills and
abilities. Teachers will be eligible for pay progression if all three targets are
successfully met (if that teacher is indeed eligible for pay progression eg not at the
top of their scale).
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.
The Governing Body will consider movement by more than one point in the
following exceptional circumstances:
 Significant increase in school roll
 Long term staff absence
 Leading and managing high staff turn over
 Far exceeding targets set
Deputy Headteacher and Assistant Headteacher
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.
The Governing Body will consider movement by more than one point in the
following exceptional circumstances:
 Significant increase in school roll
 Long term staff absence
 Leading and managing high staff turn over
 Far exceeding targets set
Post Threshold Teachers
Progression on UPS will be based on two successful consecutive teacher appraisal
reviews.
The clarification of the application and of the criteria for upper pay scale progression
will be taken fully into account and be informed by the teacher’s annual appraisal.
Teachers should refer to professional standards for teachers when considering
progression post threshold.
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.
Movement to the Upper Pay Range
Applications and Evidence
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. It is advised that a teacher has successfully complete two cycles of appraisals
before they apply for UPS.
Applications may be made at least once a year.
Applications for the upper pay range must be made in writing and submitted to the
Headteacher by the 31st July in preparation for the new appraisal cycle. The
Headteacher is responsible for informing the personnel committee that a member of
staff has applied for the upper pay scale.
If a teacher is simultaneously employed at another school(s), they may submit
separate applications if they wish to apply to be paid on the upper pay range at that
school or schools. This school will not be bound by any pay decision made by
another school.
All applications should include the results of the reviews or appraisals under the
2011 or 2012 regulations, including any recommendations 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).
Applications should contain evidence from the previous 3 academic years.
The Assessment
An Application from a qualified teacher will be successful where the Governing Body
is satisfied that:
(a) The teacher is highly competent in all elements of the relevant professional
standards; and
(b) The teacher’s achievements and contribution to the school are substantial
and sustained.
For the purposes of this pay policy:
Highly competent means: performance which is consistently good and/or
outstanding enough to provide coaching and mentoring to other teachers, give
advice to them and demonstrate to them effective teaching practice and how to
make a wider contribution to the school, in order to help them meet the relevant
standards and develop their teaching practice.
Substantial means: of real importance to the school adding value to the school by
playing a critical role in the life of the school; provide a role model for teaching and
learning; make a distinctive contribution to the raising of pupil standards; take
advantage of appropriate opportunities for professional development and use
outcomes effectively to improve pupils learning and outcomes.
Sustained means: maintained continuously and embedded into everyday practice.
The application will be assessed as part of the teacher’s appraisal. Objectives will be
set in line with the teacher appraisal policy and be informed by the schools teaching
and learning monitoring cycle. Any teacher who has applied for the upper pay scale
will be assessed by the head and deputy head teacher. The headteacher will make
the final decision and then make a recommendation to the personnel committee
who will then seek evidence and clarification as to why the applicant has or has not
met their objectives. The Governing Body will make the final determination based
upon the recommendations of the personnel committee.
Processes and Procedures
The assessment will be made within 20 working days of the end of the teacher
appraisal cycle.
If successful, applicants will move to the upper pay range from the start of the
academic year. The headteacher and Governing Body will decide where on the
upper pay range a successful teacher is placed. If a teacher is placed further up the
upper pay range consideration will be made to:
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The nature of the post and the responsibilities it entails
The level of qualifications, skills and experience of the teacher
If unsuccessful, feedback will be provided by the headteacher within 20 working
days.
Any appeal against a decision not to move the teacher to the upper pay range will be
heard under the school’s general appeals arrangements.
Monitoring the impact of the policy
The Governing Body will monitor the outcome and impact of this policy on a yearly
basis, including trends in progression across specific groups of teachers to assess its
effect and the school’s continued compliance with equalities legislation.
ANNEX A
In the event of an appeal, the governing body will convene an appeals panel to meet
within ten working days of the receipt of the appeal notice. The governing body may
extend that time limit for good and sufficient reason. Any appellant has the right to
see all relevant papers and to be accompanied/represented by a workplace
colleague or trade union/association representative. The decision of the appeal
committee will be final.
M.Cobbold- June 2013.