TEACHERS' PAY POLICY Holbrook Academy

 
TEACHERS' PAY POLICY Holbrook Academy
Holbrook Academy

                TEACHERS’ PAY POLICY
                      September 2013

Date Approved             Finance & Personnel Committee: 3.7.2013

                                    Full Governing Body: 10.7.2013

Signed                                                  Jane Gould
                                              (Chair of Governors)

Minuted

Date of Next Review                            Summer term 2014

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1.0     STATEMENT OF INTENT

The prime statutory duty of governing bodies in England, as set out in paragraph 21(2)
of the Education Act 2002 is to “…conduct the school with a view to promoting high
standards of educational achievement at the school.” The pay policy is intended to
support that statutory duty.

The Governing Body of Holbrook Academy will act with integrity, confidentiality,
objectivity and honesty in the best interests of the school; will be open about decisions
made and actions taken, and will be prepared to explain decisions and actions to
interested persons. Its procedures for determining pay will be consistent with the
principles of public life: objectivity, openness and accountability.

For the avoidance of doubt this policy does not form part of the terms and conditions
of employees’ employment with the School and is not intended to have contractual
effect.

The School reserves the right to amend or vary this policy from time to time in force
and will notify employees within 1 month of any such changes taking effect.

2.0     EQUAL OPPORTUNITIES

This policy will be applied fairly and consistently to all employees regardless of
gender, gender reassignment, race, religion or belief, ethnicity, national oriin, agem
marital status or civil partnership, disability, sexual orientation, pregnancy or maternity,
part-time/fixed-term status or the number of hours worked.

3.0     EQUALITIES AND PERFORMANCE RELATED PAY

The Governing Body will ensure that its processes are open, transparent and fair. All
decisions will be objectively justified. Adjustments will be made to take account of
special circumstances, eg an absence on maternity or long-term sick leave. The exact
adjustments will be made on a case-by-case basis, depending on the individual
teacher’s circumstances and the school’s circumstances.

4.0     JOB DESCRIPTIONS

The Principal will ensure that each member of staff is provided with a job description in
accordance with the staffing structure agreed by the Governing Body.                 Job
descriptions may be reviewed from time to time, in consultation with the individual
employee concerned, in order to make reasonable changes in the light of the
changing needs of the school. Job descriptions will identify key areas of responsibility.
All job descriptions will be reviewed annually as part of the appraisal process.

5.0     ACCESS TO RECORDS

The Principal will ensure reasonable access for individual members of staff to their
own employment records.

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6.0       APPRAISAL

The Governing Body will comply with The Education (School Teachers’ Appraisal)
(England) Regulations 2012 concerning the appraisal of teachers. Assessment will be
based on evidence from a range of sources (see the school’s appraisal policy).
Although the school will establish a firm evidence base in relation to the performance
of all teachers, there is a responsibility on individual teachers and appraisers to work
together. Teachers should also gather any evidence that they deem is appropriate in
relation to meeting their objectives, the Teachers’ Standards and any other criteria (eg
application to be paid on Upper Pay Range) so that such evidence can be taken into
account at the review.

The Principal will moderate objectives to ensure consistency and fairness; the
Principal will also moderate performance assessment and initial pay recommendations
to ensure consistency and fairness

7.0       GOVERNING BODY’S OBLIGATIONS

The Governing Body will fulfil its obligations to teachers as set out in the School
Teachers’ Pay and Conditions Document (the STPCD) and the Conditions of Service
for School Teachers in England and Wales (commonly known as the ‘Burgundy
Book’).

The Governing Body will need to consider any updated pay policy and assure
themselves that appropriate arrangements for linking appraisal to pay are in place,
can be applied consistently and that their pay decisions can be objectively justified.

The Governing Body will ensure that it makes funds available to support pay
decisions, in accordance with this pay policy (see ‘Procedures’) and the school’s
spending plan.

The Governing Body will monitor the outcomes of pay decisions, including the extent
to which different groups of teachers may progress at different rates, ensuring the
school’s continued compliance with equalities legislation.

8.0      PRINCIPAL’S OBLIGATIONS

The Principal will:

     develop clear arrangements for linking appraisal to pay progression and consult
      with staff and union representatives on the appraisal and pay policies;
     submit any updated appraisal and pay policies to the Governing Body for approval;
     submit pay recommendations to the Governing Body and ensure the Governing
      Body has sufficient information upon which to make pay decisions;
      recommend to the Governing Body the annual budget needed for pay, bearing in
       mind the need to ensure the availability of monies to support any exercise of pay
       discretion;
     ensure that effective appraisal arrangements are in place and that any appraisers
      have the knowledge and skills to apply procedures fairly;

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     ensure that teachers are informed about decisions reached; and that records are
      kept of recommendations and decisions made.

9.0      TEACHERS’ OBLIGATIONS

A teacher will:

     engage with appraisal; this includes working with their appraiser to ensure that
      there is a secure evidence base in order for an annual pay determination to be
      made;
     keep records of their objectives and review them throughout the appraisal
      process;
     share any evidence they consider relevant with their appraiser;
     ensure they have an annual review of their performance and take part in termly
      review meetings and other activities to gather and consider evidence of their
      performance as appropriate.

10.0      DIFFERENTIALS

Appropriate differentials will be created and maintained between posts within the
school, recognising accountability and job weight, and the Governing Body’s need to
recruit, retain and motivate sufficient employees of the required quality at all levels.

11.0      DISCRETIONARY PAY AWARDS

Criteria for the use of pay discretions are set out in this policy and discretionary
awards of additional pay will only be made in accordance with these criteria.

12.0      SAFEGUARDING

Where a pay determination leads or may lead to the start of a period of safeguarding,
the Governing Body will comply with the relevant provisions of the STPCD and will
give the required notification as soon as possible and no later than one month after
the determination.

13.0     PROCEDURES

13.1 The Governing Body will determine the annual pay budget on the
recommendation of the Principal taking into account paragraph 21.2(e) of the STPCD.

Due to budget constraints arising from the academy’s falling roll and the changes to
the local funding formula which have triggered the Minimum Funding Guarantee and
significant reductions in funding for the next two years at least, the Governing Body
will not use its discretion to award enhanced salary progression to teachers (at any
level) showing outstanding performance. This decision will be kept under review and
rewards for outstanding performance will be introduced when budgetary
circumstances allow.

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13.2 The Governing Body has delegated its pay powers to the Pay Committee which
will consist of three governors not employed to work at the school The Pay Committee
will be advised by the Principal and the Director of Finance and Resources. The
Principal and/or the Director of Finance and Resources must withdraw from that part
of the meeting where the subject of consideration is his or her own pay. A relevant
person must withdraw where there is a conflict of interest or any doubt about his/her
ability to act impartially.

13.3 No member of the Governing Body other than the Principal who is employed to
work in the school shall be eligible to take part in any decision process regarding pay
progression of staff.

13.4 The terms of reference for the Pay Committee will be determined from time to
time by the Governing Body.            The current terms of reference are:

    to achieve the aims of the whole Academy pay policy in a fair and equal manner;
    to apply the criteria set by the whole Academy pay policy in determining the pay
     of each member of staff at the annual review;
    to observe all statutory and contractual obligations;
    to minute clearly the reasons for all decisions and report the fact of these
     decisions to the next meeting of the full Governing Body through the Principal;
    to recommend to the Governing Body the annual budget needed for pay, bearing
     in mind the need to ensure the availability of monies to support any exercise of
     pay discretion;
    to keep abreast of relevant developments and to advise the Governing Body
     when the school’s pay policy needs to be revised;
    to work with the Principal in ensuring that the Governing Body complies with the
     Appraisal Regulations 2012 (teachers).

13.5 The report of the Pay Committee will be placed in the confidential section of the
Governing Body’s agenda and will either be received or referred back. Reference
back may occur only if the Pay Committee has exceeded its powers under the policy.

13.6 Annual determination of pay

All teaching staff salaries, including those of the Principal will be reviewed annually by
the Governing Body/Pay Committee to take effect from 1 September. The Pay
Committee will endeavour to complete teachers’ annual pay reviews (including staff
other than the Principal paid on the Leadership scale) by 31 October and that of the
Principal by 31 December. They will, however, complete the process without undue
delay. If the review leads to an increase in salary, this will be backdated to September
of that year.

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 is made.

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13.7 Notification of pay determination

Decisions will be communicated to each member of staff by the Principal in writing in
accordance with paragraph 3.4 of the STPCD and will set out the reasons why
decisions have been taken.       Decisions on the pay of the Principal will be
communicated by the Pay Committee, in writing, in accordance with paragraph 3.4 of
the STPCD. An instruction to amend pay from the relevant date will be issued
immediately after the time limit for the lodging of an appeal has passed, or
immediately after an appeal has been concluded.

13.8 Appeals procedure

The Governing Body has an appeals procedure which is set out as appendix A to this
pay policy.

14.0   PRINCIPAL PAY

14.1   Pay on appointment

For appointments on or after 1 September 2013, the Governing Body will determine
the pay range to be advertised and agree the starting salary within that pay range to
be offered to the successful candidate.

In making such determinations, the Governing Body/Pay Committee may take into
account a range of factors, including but not limited to:

      the nature of the post,
      the level of qualifications, skills and experience required,
      market conditions,
      the wider school context.

There is no presumption that a Principal will be paid at the same rate as they were
being paid in a previous school.

LEADERSHIP PAY OBJECTIVES

The Principal must demonstrate:

   (a) sustained high quality of performance;
   (b) with particular regard to leadership, management and pupil progress at the
       School; and
   (c) will be subject to a review of performance against performance objectives
       before any performance points will be awarded.

14.2   Serving Principal

The Pay Committee will be able to consult with the School Improvement Partner or
other appropriate external adviser on matters relating to the Principal’s performance
should it so wish to do so.

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Annual pay progression within the range for this post is not automatic. Progression (if
any) along the Principal’s pay grade will depend upon performance in relation to
performance objectives.
The Governing Body will determine the salary of a serving Principal, taking into
account the full role of the Principal.
The Pay Committee and the Principal must seek to agree performance objectives
relating to school leadership and management and pupil progress, and in default of
agreement the Pay Committee must set such performance objectives

The Pay Committee must appraise the performance of the Principal taking account of
the performance objectives agreed.

The Governing Body will consider whether to award one or two pay progression points
in accordance with the provisions of the STPCD from time to time in force.
The appropriate pay grade can be changed by the Governing Body at any time in
order to attract or retain a Principal or when there have been significant changes in
the responsibilities of the serving Vice or Assistant Principal.
Due to the budgetary constraints set out above, the Governing Body has not used its
discretion to establish a performance related bonus or salary progression scheme for
the Principal. The Pay Committee will keep this decision under review and may make
a recommendation for the introduction of such a scheme in the future, taking into
account the performance of the Principal and the academy’s budgetary position.

15.0 VICE/ASSISTANT PRINCIPALS AND OTHER STAFF PAID ON THE
LEADERSHIP SCALE

15.1   Pay on appointment

The Principal will, when a new appointment needs to be made, use powers delegated
by the Pay Committee to determine the pay range to be advertised and agree
the starting salary within that pay range to be offered to the successful candidate.

In making such determinations, the Principal may take into account a range of factors,
including but not limited to:

      the nature of the post,
      the level of qualifications, skills and experience required,
      market conditions,
      the wider school context.

There is no presumption that a teacher will be paid at the same rate as they were
being paid in a previous school.

LEADERSHIP PAY OBJECTIVES

The Vice Principal and Assistant Principal and other staff paid on the leadership scale
(Strategic Leaders of Learning) must demonstrate:

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(a) sustained high quality of performance;
   (b) with particular regard to leadership, management and pupil progress at the
       School; and
   (c) will be subject to a review of performance against performance objectives
       before any performance points will be awarded.

15.2   Serving Vice/Assistant Principals and other staff on the Leadership Scale

The Pay Committee will review and, if necessary, re-determine the pay range or spine
point of staff on the Leadership Scale where there has been a significant change in
their responsibilities.

Annual pay progression within the range for this post is not automatic. Progression (if
any) along the Vice/Assistant Principal’s pay grade will depend upon performance in
relation to performance objectives.
The Governing Body will consider whether to award one or two pay progression points
in accordance with the provisions of the STPCD from time to time in force. The
appropriate pay grade can be changed by the Governing Body at any time in order to
attract or retain a Vice or Assistant Principal or when there have been significant
changes in the responsibilities of the serving Vice or Assistant Principal.
Due to the budgetary constraints set out above, the Governing Body will not, for the
time being, use its discretion to establish a performance related bonus or salary
progression scheme for the Vice and Assistant Principals and the Strategic Leaders of
Learning who are currently paid on a fixed spine point on the Leadership Scale. The
Pay Committee will keep this decision under review and may make a recommendation
for the introduction of such a scheme in the future, taking into account the
performance of these staff and the academy’s budgetary position.

16.0   ACTING ALLOWANCES

Acting allowances are payable to teachers who are assigned and carry out the duties
of the Principal, Vice-Principal, Assistant Principal or a Strategic Leader of Learning.
The Pay Committee will, within a four week period of the commencement of acting
duties, determine whether or not the acting postholder will be paid an allowance. In
the event of a planned and prolonged absence, an acting allowance will be agreed in
advance and paid from the first day of absence.

17.0   CLASSROOM TEACHERS

17.1 Pay on appointment

The Principal will, with delegated powers from the Pay Committee, determine the
starting salary within that pay range to be offered to the successful candidate.

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In making such determinations, the Principal may take into account a range of factors,
including but not limited to:

      the nature of the post,
      the level of qualifications, skills and experience required,
      market conditions,
      the wider school context.

There is no presumption that a teacher will be paid at the same rate as they were
being paid in a previous school.

17.3 Pay determinations for existing main pay range teachers, effective from 1
September 2014

The Pay Committee will use reference points. Therefore the pay scale for main pay
range teachers in this academy is (subject to the decisions of STRB with regard to
cost of living increases):

Main pay range point 1: £21,588
Main pay range point 2: £23,295
Main pay range point 3: £25,168
Main pay range point 4: £27,104
Main pay range point 5: £29,240
Main pay range point 6: £31,522

Appraisal objectives will become more challenging as the teacher progresses up the
main pay range.

To move up the main pay range, one annual point, teachers will need to have met or
exceeded their objectives and have shown that they are competent in all elements of
the Teachers’ Standards. Teaching should be ‘good’, as defined by Ofsted.

To be fair and transparent, assessment of performance will be properly rooted in
evidence. The evidence to be used will include (but will not be limited to) self-
assessment, peer review, tracking pupil progress, lesson observations, the views of
pupils and parents and will be assessed as set out below.

Fairness will be ensured by limiting assessment of teachers’ performance to the
Senior Leadership Team (including the Strategic leaders of Learning). This work will
be overseen by the Vice-Principal who will ensure that all involved use the same
range of evidence and apply judgements consistently and exercise quality assurance
of the process. The Principal will then moderate these assessments

Further information, including sources of evidence is contained in the school’s
appraisal policy. The arrangements for teacher appraisal are set out in the School’s
Appraisal policy.

Decisions regarding pay progression will be made with reference to the teacher’s
annual appraisal reports and the pay recommendations they contain. In the case of

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NQTs, whose appraisal arrangement are different, pay decisions will be made by
means of the statutory induction process. It will be possible for a ‘no progression’
determination to be made without recourse to the capability procedure.

Any increase (ie no movement or movement by one point) will be clearly attributable to
the performance of the teacher in question.

Teachers’ appraisal reports will contain pay recommendations. Final decisions about
whether or not to accept a pay recommendation will be made by the Pay Committee,
having regard to the appraisal report and taking into account advice from the senior
leadership team. The Governing Body will consider its approach in the light of the
school’s budget and ensure that appropriate funding is allocated for pay progression
at all levels.
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:

   an increasing, positive impact on pupil progress
   an increasing impact on wider outcomes for pupils
   improvements in specific elements of practice identified to the teacher, eg
    behaviour management or lesson planning
   an increasing contribution to the work of the school
   an increasing impact on the effectiveness of staff and colleagues

The rate of progression will be differentiated according to an individual teacher’s
performance and will be on the basis of the following criteria:

Teachers will be eligible for a pay increase of one point on the academy’s main pay
scale set out above if they meet all their objectives, are assessed as fully meeting the
relevant standards and all teaching is assessed as at least good.

Due to the budgetary constraints set out above, the Governing Body will, for the time
being, not use its discretion to establish an accelerated salary progression scheme (ie
by more than one point per year) for classroom teachers. The Pay Committee will
keep this decision under review and may make a recommendation for the introduction
of such a scheme in the future, taking into account the performance of the academy
and the academy’s budgetary position.

Particular Circumstances

Where an employee is absent due to long term sickness absence at the time of a
salary review, decisions will be contingent upon individual circumstances and based
on the employee’s performance during relevant periods of attendance during the
Academic year in question .
Where an employee is absent due to maternity leave, decisions will be no less
favourable than if the employee had not been absent due to reasons related to
maternity.

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18.0   APPLICATIONS TO BE PAID ON THE UPPER PAY RANGE

From 1 September 2013, any qualified teacher can apply to be paid on the Upper Pay
Range. 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 UPR in that school(s).
This Academy will not be bound by any pay decision made by another school.

All applications should include the results of the two most recent appraisals, under the
Appraisal Regulations 2012, in this school, including any recommendation on pay.
Where such information is not applicable or available, eg those returning from
maternity or sickness absence, a written statement and summary of evidence
designed to demonstrate that the applicant has met the assessment criteria must be
submitted by the applicant.

In order for the assessment to be robust and transparent, it will be an evidence-based
process only. Teachers therefore should ensure that they build a mainly paper
evidence base to support their application. Those teachers who are not subject to the
Appraisal Regulations 2012, or who have been absent, through sickness, disability or
maternity, may cite written evidence from a 3 year period before the date of
application in support of their application.

18.1 Upper Pay Spine Application Process

One application may be submitted annually. The closing date for applications is
normally January 31st each year; however, exceptions will be made in particular
circumstances, eg those teachers who are on maternity leave or who are currently on
sick leave. The process for applications is:

   Complete the school’s application form;
   Submit the application form and supporting evidence to the head teacher by the
    cut-off date of January 31st.
   Applicants will receive notification of the name of the assessor of their application
    within 5 working days;
   The assessor will assess the application, which will include a recommendation to
    the Pay Committee;
   The application, evidence and recommendation will be passed to the Principal for
    moderation purposes, if the Principal is not the assessor;
   The Pay Committee will make the final decision, advised by the Principal;
   Teachers will receive written notification of the outcome of their application by
    March 31st. Where the application is unsuccessful, the written notification will
    include the areas where it was felt that the teacher’s performance did not satisfy
    the relevant criteria set out in this policy (see ‘Assessment’ below).
   If requested, oral feedback which will be provided by the assessor. Oral feedback
    will be given within 10 school working days of the date of notification of the
    outcome of the application. Feedback will be given in a positive and encouraging
    environment and will include advice and support on areas for improvement in
    order to meet the relevant criteria.
   Successful applicants will move to the minimum of the UPR on 1 September of the
    following year.

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   Unsuccessful applicants can appeal the decision. The appeals process is set out
    at the back of this pay policy.

18.2 Upper Pay Spine Assessment

The teacher will be required to meet the criteria set out in paragraph 17 of the STPCD,
namely that:

   the teacher is highly competent in all elements of the relevant standards; and
   the teacher’s achievements and contribution to the school are substantial and
    sustained.

In this academy, this means:

“highly competent”: the teacher’s performance is assessed as having excellent depth
and breadth of knowledge, skill and understanding of the Teachers’ Standards in the
particular role they are fulfilling and the context in which they are working.

“substantial”:   the teacher’s achievements and contribution to the school are
significant, not just in raising standards of teaching and learning in their own
classroom, or with their own groups of children, but also in making a significant wider
contribution to school improvement, which impacts on pupil progress and the
effectiveness of staff and colleagues.

“sustained”: the teacher must have had two consecutive successful appraisal reports
in this school and have met or exceeded their objectives during this period (see
exceptions, eg maternity/sick leave, in the introduction to this section). They will have
been expected to have shown that their teaching expertise has grown over the
relevant period and is consistently good to outstanding.

Further information, including information on sources of evidence is contained within
the academy’s appraisal policy.

19.0   UPPER PAY RANGE

19.1 Pay determinations effective from 1 September 2014
The Pay Committee will use reference points. Therefore the pay scale for upper pay
range teachers in this academy is (subject to the decisions of STRB with regard to
cost of living increases):

Upper pay range point 1: £34,181
Upper pay range point 2: £35,447
Upper pay range point 3: £36,756

The Pay Committee will determine whether there should be any movement on the
Upper Pay Range. In making such a determination, it will take into account:

   paragraph 21 and the criteria set out in paragraph 17.2 of the STPCD 2013;

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   the evidence base, which should show that the teacher has had a successful
    appraisal and has met their objectives;

   evidence that the teacher has maintained the criteria set out in paragraph 17.2,
    namely that the teacher is highly competent in all elements of the relevant
    standards; and that the teacher’s achievements and contribution to the school are
    substantial and sustained. The meaning of these criteria is set out in the section
    of this policy entitled, “Applications to be paid on the Upper Pay Range”.

Pay progression on the Upper Pay Range will be clearly attributable to the
performance of the individual teacher.

Where it is clear that the evidence shows the teacher has made good progress, ie
they continue to maintain the criteria set out above (see ‘Applications to be Paid on
the Upper Pay Range’), and have met their objectives, the teacher will receive an
additional point on the Upper Pay Range unless they are already paid at the top of the
Upper Pay Range.

Due to the budgetary constraints set out above, the Governing Body has not used its
discretion to establish accelerated progression scheme for staff paid on the Upper Pay
Range. The Pay Committee will keep this decision under review and may make a
recommendation for the introduction of such a scheme in the future, taking into
account the performance of the academy and the academy’s budgetary position.

Further information, including sources of evidence is contained within the school’s
appraisal policy.

The Pay Committee will be advised by the Principal in making all such decisions.

20.0   LEADING PRACTITIONER ROLES

Due to the budgetary constraints set out above, the Governing Body has not used its
discretion to introduce Leading Practitioner posts. The Pay Committee will keep this
decision under review and may make a recommendation for the introduction of such a
scheme in the future, taking into account the performance of the academy and the
academy’s budgetary position.

If and when the Governing Body agrees to introduce Leading Practitioner posts it will
take account of paragraph 56 of the STPCD when determining the role of leading
practitioner in this academy.

21.0   UNQUALIFIED TEACHERS

21.1 Pay on appointment

The Pay Committee will pay any unqualified teacher in accordance with paragraph 19
of the STPCD. The Principal, using powers delegated by the Pay Committee, will
determine where a newly appointed unqualified teacher will enter the scale, having
regard to any qualifications or experience s/he may have, which they consider to be of
value.    The Principal will consider whether she/he wishes to pay an additional
allowance, in accordance with paragraph 28. In using these delegated powers, the

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Principal will have regard to any guidance or principles agreed by the Pay Committee
and the current recruitment issues affecting the academy at the time of the
appointment.

21.2 Pay determinations effective from 1 September 2014

In order to progress up the unqualified teacher range, unqualified teachers will need to
show that they have met their objectives and that their teaching has been judged at
least good.

Judgments will be properly rooted in evidence. As unqualified teachers move up the
scale, this evidence should show:

   an improvement in teaching skills
   an increasing, positive impact on pupil progress
   an increasing impact on wider outcomes for pupils
   improvements in specific elements of practice identified to the teacher
   an increasing contribution to the work of the school
   an increasing impact on the effectiveness of staff and colleagues

Information on sources of evidence is contained within the school’s appraisal policy.

The Pay Committee will be advised by the Principal in making all such decisions. Pay
progression on the unqualified teacher range will be clearly attributable to the
performance of the individual teacher.

22.0 TEACHING AND LEARNING RESPONSIBILITY PAYMENTS

The Pay Committee may award a TLR to a classroom teacher in accordance with
paragraph 23 - 25 of the STPCD and paragraphs 31 to 37 of the section 3 guidance.
TLR 1 or 2 will be for clearly defined and sustained additional responsibility in the
context of the schools staffing structure for the purpose of ensuring the continued
delivery of high quality teaching and learning. All job descriptions will be regularly
reviewed and will make clear, if applicable, the responsibility or package of
responsibilities for which a TLR is awarded, taking into account the criterion and
factors set out at paragraph 23 - 25.

The Pay Committee may award a TLR3 of between £500 to £2500 for clearly time-
limited school improvement projects, or one-off externally driven responsibilities as set
out in paragraph 25.1. The Principal, on behalf of the Governing Body, will set out in
writing to the teacher the duration of the fixed term, and the amount of the award will
be paid in monthly instalments. No safeguarding will apply in relation to an award of a
TLR3.
The values of the TLRs to be awarded are as notified by the School from time to time.

To qualify for a TLR payment the Governing Body must be satisfied that the teacher’s
duties include a significant responsibility that is not required of all classroom teachers
and:

    a. is focused on teaching and learning;

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b. requires the exercise of a teacher’s professional skills and judgement;
   c. requires the teacher to lead, manage and develop a subject or curriculum area;
      or to lead and manage pupil development across the curriculum;
   d. has an impact on the educational progress of classes or groups of pupils other
      than those assigned to the teacher; and
   e. involves leading, developing, and enhancing the teaching practice of other staff.

A teacher may not hold more than one TLR of any value, but a TLR could be based on
a job description that itemises several different areas of significant responsibility.

In addition, before awarding a TLR1 payment, the Governing Body must be satisfied
that the significant responsibility defined above includes line management
responsibility for a significant number of people.

TLRs for Part Time Teachers: A TLR is a payment integral to a post in the School’s
staffing structure and therefore may be held by two or more people when job sharing
that post. TLRs awarded to part-time teachers must be paid pro-rata at the same
proportion as the teacher’s part-time contract.

23.0   SPECIAL NEEDS ALLOWANCE

The Pay Committee will award an SEN spot value allowance on a range of between
£2001 and £3954 to any classroom teacher who meets the criteria as set out in
paragraph 27 of the STPCD.

When deciding on the amount of the allowance to be paid, the Pay Committee will
take into account the structure of the school’s SEN provision, whether any mandatory
qualifications are required for the post, the qualifications or expertise of the teacher
relevant to the post; and the relative demands of the post (paragraph 27.3 of the
STPCD). The Governing Body will also establish differential values in relation to SEN
roles in the school in order to reflect significant differences in the nature and challenge
of the work entailed so that the different payment levels can be objectively justified.
The Pay Committee will take account of paragraphs 38 to 43 of the section 3
guidance.

24.0   PART-TIME EMPLOYEES

Teachers: The Governing Body will apply the provisions of the STPCD in relation to
part-time teachers’ pay and working time, in accordance with paragraph 43 and 58,
and paragraphs 57-66 and 83-91 of the section 3 guidance.

25.0   TEACHERS EMPLOYED ON A SHORT NOTICE BASIS

Such teachers will be paid in accordance with paragraph 44 of the STPCD.

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26.0   ADDITIONAL PAYMENTS

In accordance with paragraph 46 of the Document and paragraphs 67-77 of the
section 3 guidance, the relevant body may make payments as they see fit to a
teacher, including a head teacher in respect of:

   continuing professional development undertaken outside the school day;
   activities relating to the provision of initial teacher training as part of the ordinary
    conduct of the school;
   participation in out-of-school hours learning activity agreed between the teacher
    and the Principal or, in the case of the Principal, between the Principal and the
    relevant body;
   additional responsibilities and activities due to, or in respect of, the provision of
    services by the Principal relating to the raising of educational standards in one or
    more additional schools.

The Pay Committee will make additional payments to teachers in accordance with the
provisions of paragraph 46 of the STPCD where advised by the Principal.

Payment will be calculated on a daily basis at 1/195th of the teacher’s actual salary.

27.0   RECRUITMENT AND RETENTION INCENTIVE BENEFITS

The Governing Body can award lump sum payments, periodic payments, or provide
other financial assistance, support or benefits for a recruitment or retention incentive
(paragraph 47 of the STPCD and paragraphs 78 -81 of the section 3 guidance).

The Pay Committee will consider exercising its powers under paragraph 47 of the
Document where they consider it is appropriate to do so in order to recruit or retain
relevant staff. It will make clear at the outset, in writing, the expected duration of any
such incentive or benefit, and the review date after which they may be withdrawn.

The Governing Body will, nevertheless, conduct an annual formal review of all such
awards.

28.0   SALARY SACRIFICE ARRANGEMENTS

Where the employer operates a salary sacrifice arrangement, a teacher may
participate in any arrangement and his or her gross salary shall be reduced
accordingly, in accordance with the provisions of paragraph 49 of the STPCD.

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APPENDIX A: APPEALS PROCEDURE

1.0   PRINCIPLES
1.1   An employee may request a review of his/her pay determination. A teacher
      who wishes to appeal a determination in relation to his/her pay must comply
      with the procedure under this Policy. The matter should not be raised or dealt
      with under the School’s Grievance Policy and Procedure. The reasons for
      seeking a review may include but are not limited to the person or Committee
      who made the decision having:
        (a)   incorrectly applied any provision of the pay policy;
        (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)   being biased; or
        (f)   unlawfully discriminated against the individual.
1.2   The teacher will receive written confirmation of the pay determination and
      where applicable the basis on which the decision was made. If the teacher is
      not satisfied, he/she should seek to resolve this by raising the matter informally
      with the Principal within ten working days of the decision. If the Principal
      considers it necessary then a meeting will be arranged without unreasonable
      delay.
1.3   If the individual is not satisfied with the outcome of the informal discussion with
      the Principal then he/she may follow the formal appeal process.

2.0   FORMAL APPEAL PROCESS
2.1   The individual will provide in writing the specific grounds for questioning the pay
      decision together with evidence which s/he considers should be taken into
      account. The individual will send his/her appeal letter to the person or
      committee who made the determination within ten working days of the pay
      determination or the informal discussion with the Principal.

2.2   Three Governors who were not party to the original decision will hear the
      appeal.
2.3   The appeal hearing should be held without unreasonable delay following
      receipt of the letter of appeal by the Clerk to the Governing Body.
2.4   The Governors may invite the Principal to the hearing and he/she will provide
      the meeting with any relevant information required by the Governors. No
      specific information concerning the remuneration of other members of staff
      shall be given in the presence of the individual for whom the appeal is being
      heard. Where the Governors request such pay information from the Principal, it
      will be conveyed confidentially to them alone. The individual may ask
      questions of the Principal.

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2.5   The individual will be given the opportunity to make representations in person
      and may be accompanied by a work colleague or Union Representative if they
      wish.
2.6   The decision of the appeal hearing will be given in writing to the individual, with
      a copy to the Principal. This letter should explain the reasons for the decision.
2.7   The decision of the Governors at the appeal hearing is final.

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