BOROUGH OF POOLE
MODEL PAY POLICY FOR SCHOOLS ADOPTED BY BRANKSOME HEATH MIDDLE SCHOOL ON 18 NOVEMBER 2009
CONTENTS Page No
1. GENERAL
1.1 Statement of Intent 4 1.2 Aims of the Policy 5 1.3 Consultation 5 1.4 Equal Opportunities 5 1.5 Vacant Posts 6 1.6 Job Descriptions 6 1.7 Pay Relativity 7 1.8 Pay Records 7 1.9 Parity with Other Schools 7 1.10 Temporary Fixed Term Employment Arrangements 7 1.11 Part Time Employees 7
2. PROCEDURES
2.1 Pecuniary Interest 8 2.2 Terms of Reference for the Pay Committee 8 2.3 Policy Review 9
3. TEACHERS ANNUAL REVIEW
3.1 Teachers 9 3.2 Annual Review of Teaching Staff Salaries 10 3.3 Appeals Procedure 10
4. PERFORMANCE PAY
4.1 The Leadership Group 11 4.1.1 Headteacher Pay 11 4.1.2 Pay Review for Serving Heads 12 4.1.3 Deputy Headteacher & Assistant Headteacher Pay 13 4.1.4 Pay Review for Serving Deputy/Assistant Headteachers 13 4.2 Acting Allowances 14 4.3 Threshold 14 4.4 Pay Progression for Post Threshold Teachers 14 4.5 Advanced Skills Teachers 15 4.6 Fast Track Teachers 16 4.7 Excellent Teacher Scheme 16
5. CLASSROOM TEACHERS IN THE MAIN SCALE
5.1 Qualifications 17 5.2 Experience 17 5.3 Part-time Teacher 17 5.4 Classroom Teachers Formerly Part of the Leadership 18 Spine
6. DISCRETIONARY ALLOWANCES AND PAYMENTS
6.1 Teaching and Learning Rewards 18 6.2 Special Needs Payments 19 6.3 Recruitment and Retention Allowances 19
7. UNQUALIFIED TEACHERS 20
8 SUPPLY TEACHERS 21
9. OTHER PAYMENTS AND ALLOWANCES
9.1 Payments for Continuing Professional Development 21 9.2 Out of School Hours Learning Activities 21 9.3 Initial Teacher Training Activities 22 9.4 Honoraria 22 9.5 Safeguarding Arrangements 22
10. SUPPORT STAFF
10.1 Pay and Allowances 23 10.2 New Appointments 23 10.3 Job Grading and Applications for Regrading 24 10.4 Annual Salary Reviewing 25 10.5 Honoraria and Acting Up Allowances 25 10.6 Overtime Working 26
APPENDIX ONE Pay Appeal Hearing Procedure 27
1. GENERAL
1.1 STATEMENT OF INTENT
The Governing Body will seek to ensure that the implementation of the policy set out in this document reflects a philosophy of objectivity, openness and accountability which gives full regard to equal opportunities. The Governors have sought to establish a pay and conditions structure that enables the school to recruit staff of a suitable quality and to retain, motivate and reward all staff employed within the school.
The Governing Body will seek to ensure that the operation of the policy complies with the requirements of The Sex Discrimination Act 1975 and 1986, The Equal Pay Act 1970, The Disability Discrimination Act 1995, The Employment Rights Act 1996, The Employment Relations Act 1999 and The Employment Act 2002, The Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, The Employment Act 2002 (Dispute Resolution) Regulations, The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, The Employment Equality (Age) Regulations 2006, The Employment Equality (Sexual Orientation) Regulations 2003, and The Employment Equality (Religion and Belief) Regulations 2003.
The Governing Body will seek to ensure that all staff are valued and receive proper recognition for their work and their contribution to the life of the school.
The prime statutory duty of Governing Bodies as set out in the Schools Standards and Framework Act 1998 is to "conduct the school with a view to promoting high standards of educational achievement at the school". The Pay Policy is adopted to support that statutory duty.
All pay related decisions are made taking full account of the School Development Plan.
In recognising the importance of a pay and conditions policy the Governing Body have adopted the following statement:
It is the policy of the Governing Body of the school:
To offer fair and comparable levels of pay and other conditions of employment within the scope afforded by the local scheme of delegated management which will attract, retain and motivate sufficient and suitably qualified staff to meet with the needs of the school within the resources made available and in compliance with applicable statutory and contractual requirements.
In the absence of statutory and/or contractual requirements regard will be given to equivalent or comparative posts within the school. That the rates of pay and associated allowances payable to staff will have regard to the qualifications, responsibilities, duties and other relevant conditions of employment and will be applied by the Governors in a fair, equitable and consistent manner.
This policy will apply equally and be accessible to all staff. It will be made known to all school employees in a way that is appropriate within the individual school setting.
The Governors have adopted a Performance Management Policy for School teachers, which will link to pay decisions for upper pay spine, leadership pay spine and Advanced Skills Teachers.
1.2 AIMS OF THE POLICY
The aims of the Governing Body in giving effect to this policy are:
To use the national and local pay scales and conditions of service recognised by the Borough of Poole within the budgetary constraints facing the school.
To apply those areas of discretion contained within them that best suit the needs of the school in a fair and reasonable manner.
To recruit, retain and motivate staff of the highest quality to secure the successful delivery of a broad, balanced and relevant curriculum complementary to the school's development plan.
To provide an environment in which all individuals are valued.
1.3 CONSULTATION
The Governing Body, through its Staffing Committee, will consult fully with staff directly and through their representative trade unions and/or their professional associations recognised by the Governing Body for that purpose both when drafting and reviewing the pay policy. An up-to-date version of the policy will be made easily accessible for all members of staff.
The Governing Body will provide the recognised trade unions/associations with all relevant information so as to enable them to participate positively within the process leading to the establishment and regular review of the policy.
1.4 EQUAL OPPORTUNITIES
The Governing Body is committed to a policy of equality of opportunity and thereby committed to the elimination of unlawful or unfair discrimination on the grounds of sex, age, marital status, race, religion, nationality or other ethnic or national origin, disability and sexual orientation. The Governing Body will abide by all relevant legislation when making appointments for Headteacher and Deputy Headteacher appointments. This includes reference to the requirements of the School Staffing (England) Regulations 2002. The Governing Body will provide equality in all aspects of school life particularly with regard to advertisement of posts, appointing, promoting, paying staff and in training and development.
1.5 VACANT POSTS
When posts become vacant they may be subject to review in the light of any requirement to adjust the staffing structure. The Headteacher will consult with Governors as appropriate before a post is advertised.
The Governing Body will take steps to ensure that:
All recruitment advertisements carry a statement reflecting the commitment to equal opportunities and child protection arrangements.
The criteria for selection and promotion will be determined solely on the basis of objective, job-related criteria.
Documentation relating to recruitment, promotion and selection will avoid unfair and unlawful discrimination.
All posts will be open to all applicants unless there is a genuine occupational qualification (GOQ) for the posts being restricted to a particular group, for instance a gender group. Governors will seek advice from HR as appropriate.
All posts will be advertised internally and externally taking into account the promotion of equal opportunities unless there is good reason to do otherwise (e.g. in cases of potential redundancy or restructuring, or where the post is intended to be offered on a short term temporary or casual basis); and
Full information relating to vacant posts (e.g. allowances, enhancements applying to those posts) will be made available to staff on application. Employees on fixed term contracts will be given information about permanent vacancies available in the school.
The Governing Body has adopted a policy with reference to job share arrangements. These arrangements will be considered taking into account the operational requirements of the school.
1.6 JOB DESCRIPTIONS
In determining the delegation of authority, responsibilities, tasks and functions in support of the management structure of the school, the Governors will ensure that job descriptions are provided to all staff. These job descriptions will be subject to consultations with the appropriate staff and representatives both when they are first drawn up and subsequent annual reviews, or in response to a need to re-organise the management structure or other school functions.
1.7 PAY RELATIVITY
The Governing Body will ensure as far as it is able that there is proper pay relativity between jobs within the school and any variation in the relative pay positions of a group of staff will be as a response to a local or national agreement binding upon all schools as advised by the Borough of Poole. Individual variations may arise from time to time in response to an application for reassessment in accordance with the terms of this policy wherein the appeal against an error of assessment by the Staffing Committee is accepted.
The Governing Body will consider issues of pay relativity at the time of the pay review and will consider future advice from the Borough of Poole with regard to systems of job evaluation.
1.8 PAY RECORDS
The Governors will allow staff reasonable access to their pay records held within the school and by the Local Education Authority and will seek to comply with the requirements of the Data Protection Act. All personnel data, including pay, held by the school, unless it is exempted data under the Data Protection Act, will be held in confidence and data will not be released or shared with unauthorised personnel unless with the expressed written consent of the member of staff concerned.
1.9 PARITY WITH OTHER SCHOOLS
The Governing Body will be sensitive to the relationship of its pay policy, practices and decisions with those of comparable and neighbouring schools. In support of the Borough of Poole and in recognition of good practice all decisions of the Governing Body as regards the pay of staff will be recorded together with detailed reasons to enable any future likelihood of dispute to be minimised.
1.10 TEMPORARY/FIXED TERM EMPLOYMENT ARRANGEMENTS
The Governing Body will not abuse the use of temporary / fixed term contracts and will comply with the requirements of relevant legislation applying to fixed term workers.
1.11 PART-TIME EMPLOYEES
The Governors will have regard to the principles of the relevant legislation relating to part-time workers.
2. PROCEDURES
The Governing Body will determine the annual pay budget in accordance with the provisions of the Education (School Government) (England) Regulations 2003.
The Governing Body will delegate its pay powers to the pay committee who will then recommend the level of the annual pay budget.
2.1 PECUNIARY INTEREST
Staff, Governors and Teacher Governors may be involved in general discussions on policies for appraisal and performance management. However, the regulations provide that any person employed to work at the school, other than the Head, must withdraw from a meeting at which the pay or performance appraisal of any other employee of the school is under consideration.
A responsibility is placed on both employees and Governors to be satisfied that they do not have a pecuniary interest.
The Head 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 interests or any doubt about his/her ability to act impartially.
No member of the Governing Body who is employed to work in the school shall be eligible for membership of the pay committee or to make determinations about individuals pay.
2.2 TERMS OF REFERENCE FOR THE PAY COMMITTEE DELEGATED UNDER THE POWERS BY THE 2003 REGULATIONS
The Governing Body will determine the terms of reference for the pay committee from time to time. The current terms of reference are:
To ensure that the school considers and adopts a whole school pay policy, which supports the aims of the school and the school development plan.
To achieve the aims of the whole school pay policy in a fair and equal manner.
To apply the criteria set by the whole school pay policy in determining the pay of each member of staff at the annual review.
To review the school's unit totals and group size in accordance with the requirements of the STPCD.
To observe all statutory and contractual obligations.
To minute clearly the reasons for all decisions and report these decisions to the next meeting of the full Governing Body.
To comply with the requirements of the (School Government) Regulations.
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 discretion. The pay committee will recommend that the Governing Body make application for any additional funding available to support this process.
To keep abreast of relevant developments and to advise the Governing Body when the school's pay policy needs to be revised.
To arrange the performance review of the Head, other members of the leadership group and all other teachers and support staff. In the case of the Headteacher to ensure that an external advisor is appointed where this is required by the regulations.
To be accountable for decisions taken regarding pay.
The report of the Pay Committee will be placed in the confidential section of the Governing Body's agenda without comments to ensure fair consideration of any appeal and will either be received or referred back. Reference back may occur only if; either the pay committee has exceeded its powers under the policy, or the budget allocated for pay has been exceeded.
Decisions taken by the Pay Committee will be communicated by the relevant body in writing giving a statement of the individual's pay position as at 1st September in accordance with the School Teachers Pay and Conditions Document. The Chair of the Governing Body will communicate decision on the pay of the Head.
Decisions relating to pay are confidential and should not be made public.
2.3 POLICY REVIEW
The Governors will seek to review the Model Pay Policy annually, having regard to any modified terms contained within the School Teachers' Pay and Conditions (STPCD) Document and future NJC documents, to the resources available to the school and the changing requirements of the school's development plan and management structure.
The Governing Body will include all staff and their representatives in consultation concerning the Policy Review.
3. TEACHERS ANNUAL REVIEW
3.1 TEACHERS
All teachers are employed in accordance with the statutory provisions of the School Teachers' Pay and Conditions document. A copy is available in school or on-line at www.teachernet.gov.uk/pay site.
3.2 ANNUAL REVIEW OF TEACHING STAFF PERFORMANCE AND SALARIES
As required by the 2006 Regulations and the STCPD, all teaching staff's overall performance, relevant pay progression criteria and salary, including those of the Head, Deputy Head(s) and Assistant Head(s) will be reviewed annually to take effect from 1st September (and not later than 31st October).
All staff will receive a written statement of the determination of their pay.
A revised statement will be given where there are other pay changes during the year.
Where a pay determination leads to a period of safeguarding the Governing Body will give the required notification within one month.
3.3 APPEALS PROCEDURE
The process of agreeing the planning and review statement under the 2006 Regulations give opportunities to informally resolve any disagreements regarding pay recommendations. Any appeal should be deferred until after the moderation process for planning and review statements has been completed.
Where through the informal process it has not been possible to resolve the disagreement the teacher may follow a formal appeal process. The arrangements for considering appeals are as follows:
A teacher may appeal against any determination in relation to his/her pay or any other decision taken by the Governing Body that affects his/her pay.
The grounds for appeal are that the person or committee by whom the decision was made:
a) incorrectly applied any provision of the Document. b) failed to have proper regard for statutory guidance. c) failed to take proper account of relevant guidance. d) took account of irrelevant or inaccurate evidence. e) was biased; or f) otherwise unlawfully discriminated against the teacher.
The order of proceedings will be as follows:
The teacher will receive written confirmation of the pay determination and where applicable the basis on which the decision was made.
The teacher should set down in writing grounds for questioning the pay decision (which must relate to the grounds as set out above) and send it to the Chair of Governors with a copy to the Headteacher within 10 working days of the notification of the decision being appealed against or of the outcome of the discussion referred to above.
Any appeal will 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. Teachers may be accompanied by a colleague or trade union representative. 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. The decision is final and there is no recourse to the school's adopted grievance procedure.
A procedure for the appeal hearing is attached as Appendix One.
4. PERFORMANCE PAY
4.1 THE LEADERSHIP GROUP
4.1.1 Headteacher Pay
The individual school range (ISR) shall consist of seven consecutive spinal points based on the leadership spine and the school group. The current group of the school is 3. The current ISR range is L19 - L25.
The Governing Body will determine the individual school range:
When it is proposed to appoint a new Headteacher.
When they determine that the school has moved into a different school group.
If they determine a Deputy or Assistant Headteacher pay range the maximum of which exceeds the minimum of the ISR.
At any time if they consider it necessary in order to retain a Headteacher.
In particular the Governing Body may take account of:
Any difficulties there may be in recruiting and retaining a Headteacher.
Whether there has been significant change in the responsibilities of a serving Headteacher.
The appropriate positioning of the pay range of any Deputy or Assistant Headteacher in the school.
The pay committee will record its reason for the determination of the ISR in accordance with the School Teachers' Pay and Conditions Document.
A newly appointed Headteacher will not be appointed at a point exceeding the first 4 points of the ISR.
4.1.2 Pay Review for Serving Heads
The Governing Body will appoint 2 or 3 nominated Governors the "Governor Reviewers" on an annual basis to review the Headteachers performance and pay progression in accordance with the principles established by the Schools Performance Management Policy and the STCPD.
The Governing Body will use their SIP to advise the Governor Reviewers on the Headteachers performance. The Governor Reviewers, taking account of advice from the SIP, will agree performance objectives for the Headteacher. The objectives will be agreed as early as possible in the Autumn Term. If the Headteacher and Governor Reviewers are unable to agree objectives, the Governor Reviewers should set and record the objectives. The Headteacher may add comments to this written record of objectives.
A review will take place at 1st September. Objectives will be agreed by 31st December at the latest. A mid-cycle review will be arranged between the Headteacher and Governor Reviewers.
Performance objectives will be set in consultation and co-operation with the Headteacher and will relate to school leadership and management and pupil progress.
Consideration should be given to the individual professional development of the Headteacher and satisfactory work life balance.
With the appropriate support of teacher SIP the Governor Reviewers will review the performance of the Headteacher against previously set performance objectives. No progress up the ISR can be made without this performance review.
The Governor Reviewers will consider whether there has been sustained high quality performance by the Headteacher taking into account the agreed performance objectives.
The Headteacher may present other evidence of their performance at the planning meeting.
The outcome of the performance review and pay recommendation will be confirmed within the planning and review statement. The Governor Reviewers may recommend that the Headteacher progress up the ISR by up to two points at each annual review.
The Governor Reviewers will pass the agreed planning and review statement to the Pay Committee, which will take decisions about pay.
The Governing Body will not quality assure the Headteachers planning and review statement.
4.1.3. Deputy Headteacher and Assistant Headteacher Pay
The Governing Body will, when a new appointment needs to be made, determine the pay range to be advertised and agree pay on appointment as follows:
The pay committee will determine a Deputy/Assistant Head pay range of five consecutive points based on the leadership spine
The current range for Deputy/Assistant Headteachers is points - L11 - L15.
The pay committee will have regard to the provisions of the pay and conditions document and will also take account of any other permanent payments made to staff within the school to ensure that appropriate differentials are created and maintained between posts of differing responsibility and accountability.
The pay committee will record its reasons for the determination of the Deputy/Assistant Head pay range
A newly appointed Deputy/Assistant Head will not be appointed at a point exceeding the first 3points of the pay range.
4.1.4. Pay Review for Serving Deputy/Assistant Headteachers
Progression up the five point scale will be made on the basis that the Deputy/Assistant Headteacher has demonstrated sustained high quality performance.
Performance objectives will be set in consultation and co-operation with the Deputy/Assistant Headteacher in accordance with the schools Performance Management Policy.
The Headteacher or delegated line manager will review the performance of the Deputy/Assistant Headteacher against the set performance objectives taking into account the assessment of performance and where appropriate pay progression criteria. The pay committee may consider the award of up to two additional points where there has been sustained high quality performance in respect of school leadership and management and pupil progress by the Deputy/Assistant Headteacher taking into account the performance objectives set.
The Deputy/Assistant Headteacher will receive a written statement confirming his/her annual salary.
4.2 ACTING ALLOWANCES
Acting allowances are payable to teachers who are assigned and carrying out the duties of Head, Deputy Head or Assistant Head and to classroom teachers who temporarily undertake additional management duties. 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.
Any teacher who carried out the duties of Head, Deputy Head or Assistant Head for a period of four weeks or more will be paid at an appropriate point of the Heads ISR, Deputy Head range or Assistant Head range, as determined by the pay committee. Classroom teachers carrying out management duties will be paid on appropriate TLR rate as determined by the Headteacher. Payment will be backdated to the commencement of the duties.
Teachers will be informed at the commencement of the acting up period what additional salary payments will be made.
4.3 THRESHOLD
Teachers who wish to do so should apply to the Headteacher for threshold assessment by 31st August.
The Governing Body recognises that while the school may set a local date for administrative purposes for receipt of applications this is not necessarily binding on teachers who may apply at any time in the school year.
4.4 PAY PROGRESSION FOR POST THRESHOLD TEACHERS
The Headteacher or reviewer will review the performance of teachers on the Upper Pay Spine with effect from 1st September in accordance with the schools Performance Management Policy.
The Pay Committee will receive pay recommendations from the Headteacher based on the recommendations made as part of the UPS teachers planning and review statement.
Teachers will be automatically eligible for consideration for progress up the Upper Pay Spine at two yearly intervals. A maximum of one point may be awarded at each review.
No progress up the three point Upper Pay Spine may be made unless:
There has been a review of the performance of the post threshold teacher.
The achievement of the post threshold teacher and his/her contribution to the school or previous schools has been substantial and sustained over the previous two-year period.
The post threshold teacher will receive a written statement confirming his/her salary.
Other than in exceptional circumstances progression on the UPS scale will be based on two successful performance reviews.
The performance review will seek to identify that the teacher has:
Continued to meet the threshold standards.
Grown professionally by developing their teaching expertise post threshold.
4.5 ADVANCED SKILLS TEACHERS
The Governing Body will identify a five-point pay range from the AST spinal range.
The AST will on appointment be placed on the bottom point of this range
In determining the range the Governing Body will consider criteria including the following statutory criteria:
The nature of the work to be undertaken including working with teachers in other schools.
The scale of the challenges to be tackled.
The professional competence required by the postholder.
Any other relevant recruitment considerations.
The Governing Body will also have regard to pay differentials when compared with other classroom teachers and members of the leadership group.
There shall be no movement up the pay spine unless there has first been a sustained high quality performance by the AST in the light of previously agreed performance objectives. The reviewer will make reference to the criteria for leadership group progression set out in the STPCD 2004.
The Pay Review Committee will have regard to the recommendation of the Headteacher when considering the pay progression of an AST.
No additional allowances for management, recruitment, retention or special needs will be payable to AST's.
The AST will receive a written annual statement confirming his/her salary level.
4.6 FAST TRACK TEACHERS
Fast track teaching appointments will be considered in accordance with the provisions of the STPCD. Newly qualified teachers are entitled to be appointed one point higher on the scale than would normally be the case after the induction year.
All fast track teachers will receive an extra payment of £2,000 annually under the recruitment and retention benefits scheme.
4.7 EXCELLENT TEACHER SCHEME
The Governors will give consideration to the establishment of Excellent Teacher posts in the school from September 2006. This will be considered in the light of the overall leadership management structure of the school.
5. CLASSROOM TEACHERS IN THE MAIN SCALE
The Governing Body will determine the pay of all classroom teachers in accordance with the statutory provisions of the STPCD and this policy document should be read in conjunction to the STPCD.
The Governing Body shall determine the point on the Main Scale on which individual teachers will be paid on appointment, and, thereafter, annually with effect from 1st September.
In assessing the starting point of a qualified teacher transferring on appointment from a maintained school the Governing Body will ensure that the minimum assessed point of the teacher concerned shall be not less than the teacher's previous assessed point on the Main Scale where it was based solely upon the qualifications and experience of the teacher.
The following statutory and/or discretionary criteria shall be applied by the Governing Body on a permanent basis.
5.1 QUALIFICATIONS
Teachers shall be placed on at least point one of the scale irrespective of the class of their degree. This is a mandatory requirement. In the case of qualifications awarded by universities outside the UK and other bodies advice will be sought from the Borough of Poole as to the comparability of these qualifications.
5.2 EXPERIENCE
Teachers shall be awarded one point automatically for each recognised year of teaching service in maintained schools in England and Wales up to a maximum of six points. Entitlement to these points will be based on employment during 26 weeks in any 12 month period ending on 31st August. Periods of employment for this purpose are defined in the STPCD. This is a mandatory requirement.
The Governing Body will normally exercise discretion to award up to one point for each recognised year of teaching service in schools providing primary, secondary or special education outside those institutions designated above. This will include experience in the Service Children's Education Authority, Education Action Forums and statemented schools within the LEA. The Governing Body will also give consideration to teaching service undertaken in the Channel Islands subject to compatibility with the National Curriculum.
The Governing Body will exercise discretion to recognise specialist experience it regards as relevant and to award up to one point for each complete 2 years of relevant experience (but not teaching) on a full-time equivalent basis, up to a maximum of three points.
5.3 PART TIME TEACHERS
Teachers who are employed on an ongoing basis at the school but who work less than a full hourly week are deemed to be part time. Such teachers will receive a written statement detailing their working time obligations and the method used to determine their pay.
With effect from 1st September 2008 the salary and allowances, if any, of any person employed as a part-time teacher must be determined in accordance with the pro-rata principle stated in the STPCD. This principle means that proportion of total remuneration which corresponds to the number of hours that the teacher is employed in that capacity during the course of the school's timetabled teaching week as a proportion of the total number of hours in the school's timetabled teaching week.
Teachers whose salaries have been re-calculated in accordance with the above requirements and who have been awarded a safeguarded sum must continue to be paid the safeguarded sum with effect from 1st September 2008 until the 31st August 2011 unless ceasing prior to this date in accordance with the criteria set out in the STPCD. 5.4 CLASSROOM TEACHERS FORMERLY PART OF THE LEADERSHIP SPINE
Governing Body recognise that a classroom teacher who immediately before appointment has previously been paid as a Head, Deputy Head, Assistant Head or AST should be paid on the Upper Pay Spine.
Where the stepping down occurred on or after 1st September 2003 the Governing Body will exercise discretion and place the teacher on the point of the Upper Pay Spine they deem appropriate taking into account evidence that the teacher meets the criteria of substantial and sustained contribution for UPS progression.
If a teacher has been placed on the UPS scale by a previous employer the Governors will employ the teacher on this point but will consider further progression within the regulations.
6. DISCRETIONARY ALLOWANCES AND PAYMENTS
6.1 TEACHING AND LEARNING REWARDS
The Governing Body will agree on a structure of TLR payments in the school taking into account the management and deployment of staff, the effective use of resources and the allocation of duties and responsibilities to staff.
TLR payments will only be made in circumstances where a teacher is accountable for a significant specific responsibility based on teaching and learning that is not required of other classroom teachers.
The structure for the school and the value of TLR's awarded is attached as Appendix Two.
The Governors will award temporary TLR payments in specific circumstances to secure continuity of teaching and learning e.g. to cover maternity leave, secondments, sickness absence or vacancies pending appointment.
Teachers who formerly held permanent management allowances will receive cash protection for a three year period terminating on 31st December 2008 at the latest or until:
The teacher accepts a new level payment. The teacher moves post. The teachers salary (through annual increment, movement to a higher salary scale or receipt of a higher level of TLR payment) excluding the management allowance is higher than the total of his/her salary including the management allowance. The teacher unreasonably refuses to undertake duties of the new post required of him/her.
6.2 SPECIAL NEEDS PAYMENTS
SEN allowance 1 will be awarded:
(if a special school) to all classroom teachers. (if a mainstream school) to all classroom teachers who are engaged wholly or mainly in taking charge of special classes of children who are hearing impaired or visually impaired or who teach pupils with statements of special education needs in designated special classes. (in a mainstream school) SEN allowance 1 may also be awarded to classroom teachers who make a particular contribution to the teaching of pupils with special educational needs which is significantly greater than that which would normally be expected of a classroom teacher.
SEN allowance 2 will be awarded to classroom teachers who qualify for SEN 1 allowance and who:
hold a recognised special educational needs qualification or experience, or both, which the Governors consider are particularly relevant to the teachers work.
6.3 RECRUITMENT AND RETENTION ALLOWANCES
Aims
The aim of this policy is to recruit, retain and motivate teachers of the highest quality to secure the successful delivery of the curriculum and to support the school's development plan.
The Governing Body will pay recruitment allowances of up to per annum to newly appointed teachers for a maximum of three years. Recruitment awards will only be extended beyond the maximum three year period in exceptional circumstances.
Payments may be made in the following circumstances:
Where the payment of a recruitment allowance will secure the appointment of a suitably qualified candidate.
Where the post is in a shortage subject.
Where previous attempts to recruit have been unsuccessful.
The Governing Body will pay retention allowances of up to per annum to existing teachers for a maximum of three years. Retention awards will only be extended beyond the maximum of three year period in exceptional circumstances.
The Governors may consider the payment of one off lump sum payment taking into account the circumstances of the individual case. Support for travel costs, care of dependents for example.
Option - The Governing Body will review the level of payment annually taking into account the percentage cost of living pay award for teachers.
Awards will be subject to annual review.
The Governing Body is mindful of the potential implications for equality in applying such discretionary awards but will periodically review the decision in the light of recruitment difficulties and after consideration of equal opportunities issues.
7. UNQUALIFIED TEACHERS
The Governing Body will, when determining on which point to place unqualified teachers on the unqualified teachers' pay scale when they are appointed, take account of any relevant qualifications and experience. Unqualified teachers will be appointed above the minimum in the following circumstances:
One point for a recognised overseas teaching qualification.
One point for a recognised post 16 teaching qualification.
Additional points:
One point on the main scale for each period of one years service as an overseas trained teacher.
One point on the main scale for each period of one years of service teaching in further education, including sixth form colleges.
One point on the main scale for each period of one year of service teaching in higher education.
The Governing Body will consider awarding on a case by case basis consistently with regard to equal opportunities, fairness and transparency.
One point on the scale for each period of three years spent outside teaching but working in a relevant area. This might include industrial or commercial training, time spent working in an occupation relevant to the teacher's work at the school, and experience with children/young people.
The Governing Body can decide to pay an allowance to an unqualified teacher where the unqualified teacher has taken on sustained additional responsibility which is focused on teaching and learning and requires the exercise of a teacher's professional skills and judgement or where qualifications and experience bring added value to the role the teacher is undertaking.
Where an unqualified teacher is in receipt of an additional allowance awarded under a previous document, the relevant body must re-determine that allowance in accordance with the above criteria with effect from 1st September 2008. Safeguarding is applicable for unqualified teachers who lose their allowance or have it reduced as a result of this re-determination.
The Governing Body will pay an unqualified teacher on one of the employment routes into teaching on the unqualified teacher pay scale.
8. SUPPLY TEACHERS
Directly appointed Supply Teachers will be paid in accordance with the STPCD.
Teachers engaged for "a day" will be paid for 6.48 hours work.
Teachers who work less than a full day will be hourly paid and will have their salary calculated as an annual amount which will be divided by 195 then again by 6.48 to arrive at the hourly rate. This is a standard working day. Teachers will be engaged on an hourly rate when they are not employed for the whole working day. In such cases payment will be made for hours required to work including any preparation time.
The school will clearly set out the hours required and terms of engagement before the supply teachers take up work.
9. OTHER PAYMENTS AND ALLOWANCES
9.1 PAYMENTS FOR CONTINUING PROFESSIONAL DEVELOPMENT
Teachers, including Leadership Team members, may be paid for training undertaken outside directed time where they agree to carry out required training. Funding can be available to support the costs of course fees and expenses subject to funding and the school's agreed application procedure.
Payment will be made to claim and will be equivalent to 195th of the teacher's full time salary for each additional day claimed. In the case of a part day, payment will be determined by reference to 1265th of the teacher's annual salary for each hour attended.
The Governors will consider applications for CPD activities carried out outside directed time on a voluntary basis.
9.2 OUT OF SCHOOL HOURS LEARNING ACTIVITIES
The Governing Body may make a payment as they see fit to a teacher who undertakes out of school learning activities and whose salary range does not take account of such activities. Provided
the teacher has been asked by the Headteacher to participate and has agreed to do so;
the teacher has made a substantial and, where appropriate, regular commitment to the activity;
such an activity has taken place outside the 1265 hours of working time;
Examples of activities that will attract a payment include summer schools, Breakfast clubs, gifted and talented sessions or outdoor activities and classes linked to curriculum and hobby interest evenings.
Note: Rates of pay are subject to the discretion of the Governing Body. As a guide rates agreed locally with the teacher associations suggest payment based on:
Point M6 of the qualified teacher scale for tutors. Point M6 plus an appropriate payment based on the TLR range.
9.3 INITIAL TEACHER TRAINING ACTIVITIES
Teachers who voluntarily undertake school based Initial Teacher Training activities will be entitled to increased PPA time funded through the ITT provider.
Activities may include:
Supervising and observing teaching practice. Giving feedback and acting as professional mentors. Formally assessing students' competence.
Teachers who undertake ITT activities not seen as part of the ordinary running of the school will be issued with a separate contract of employment to cover these activities, if appropriate.
Areas that might attract a payment are: Planning ITT courses. Preparing course materials. Marketing, finance and administration of a course.
9.4. HONORARIA
The Governing Body will not pay any honorarium to any member of the teaching staff to carry out their professional duties as a teacher given the STPCD makes no provision for such a payment.
9.5 SAFEGUARDING ARRANGEMENTS
There are a number of circumstances, such as school re-organisations, restructures and changes to the STPCD which can result in teachers who would otherwise have had a reduction in their salary being awarded a safeguarded sum.
The Governing Body will be responsible for keeping a note of the reason for rewarding, and value of, the safeguarded sum or sums.
Safeguarded sums will be reduced or cease in accordance with the provisions of the appropriate criteria as set out in the STCPD.
For teachers taking up appointment on or after 1st January 2006 where the Governing Body makes a determination regarding pay which results in safeguarding under the STPCD, the safeguarding ends on the third anniversary of the appropriate one of three set dates.
Determinations made between
1 September and 31 December 1 January 1 January and 31 March 1 April 1 April and 31 August 1 September
For teachers in receipt of a safeguarded sum, which exceeds £500, the Governing Body will review the teachers' assigned duties and allocate appropriate additional duties commensurate with the safeguarded sum. If the teacher unreasonably refuses to carry out the additional duties payment of the safeguarded sum will cease. At least one month's notice will be given in advance of the cessation.
10. SUPPORT STAFF
10.1 PAY AND ALLOWANCES
In determining the pay and other conditions of employment of support employees who work within the school, the Governing Body will be bound by the pay and conditions negotiated nationally and locally, agreed or otherwise arrived at by the Borough of Poole for support employees in schools within the resources made available to the school under the local scheme of delegation. Accordingly, this document should be read in conjunction with the National Conditions of Service that apply (referred to as the Green Book).
10.2 NEW APPOINTMENTS
Support employees shall be paid within the range of spinal column points for the grade (salary scale) determined by the Governing Body as being applicable to the advertised post for which he/she is to be appointed. The Governing Body shall determine the starting salary and under normal circumstances will be the minimum point on the scale. The Governors will give consideration, exceptionally, to a commencing salary beyond the minimum point where particular relevant experience and/or qualifications are present in the successful candidate.
Part time support employees are to be paid a proportion of the salary and any applicable allowances pro-rata to that of a full-time full-year member of the support staff. The paid annual salary will be calculated by reference to the hours of work and paid weeks of employment.
A condition of appointment of all fixed term and permanent staff requires acceptance of payment by monthly credit transfer. The annual salary will be paid by means of 12 equal monthly payments.
10.3 JOB GRADING AND APPLICATIONS FOR REGRADING
The grading of support employees within schools is a matter for the Governing Body to determine and it is the decision of the Governing Body, in absence of a suitable alternative local scheme of job evaluation and having regard to the terms of the Equal Pay Act, to adopt the GLEA Job Evaluation Scheme as adopted by the Borough of Poole and in accordance with the requirements of the National Joint Council Agreement.
The grading policy that was transferred to the school recognises that the particular duties and responsibilities attached to posts are of necessity, in many cases, somewhat difficult to define in detail and may vary from time to time without changing the general character of the duties or the level of responsibilities entailed. Such variations are regarded as a common occurrence and are not of themselves seen as justifying reconsideration of existing grade levels. However, in cases where there has been a substantial change in the duties and level of responsibilities of a post going beyond variations of a kind referred to above then the Governing Body will, in general, approve a regrading.
In practical terms this means that a case for regrading can only be made where an employee has taken on additional and materially more responsible work than that already encompassed in her/his existing job description. In the event that an employee wishes to pursue a claim for regrading then the claim should be entered in writing to the Headteacher stating clearly the grounds upon which the regrading is to be pursued. On receipt of a letter of application the Headteacher will seek the technical assistance of the Head of Human Resources for the Borough of Poole and the claim will be evaluated in accordance with the criteria contained within any local scheme of job evaluation. On receipt of the findings of the Head of Human Resources (or his/her representative), the Headteacher will present the opinion of the officer to the Staffing Committee for their agreement.
Should the Committee determine to reject the claim taking into account the advice of the Head of Human Resources then the decision will be confirmed in writing to the member of staff within 3 working days of the meeting. Where the member of staff is not satisfied as to the decision and seeks a review of that decision then a letter of appeal must be presented to the Headteacher within 10 working days of receipt of the decision.
The Headteacher will, in consultation with the Chair of Governors, arrange for the Appeals Panel (or the full Governing Body, in absence of an Appeals Panel) to meet to hear the appeal as soon as practicably can be arranged. The decision of the Appeals Panel will be confirmed in writing within 5 working days and is final.
10.4 ANNUAL SALARY REVIEW
Support employees, whether employed on a full-time or part-time basis, permanent, temporary or fixed term, are to be paid a salary as determined by the scale, or relevant proportion, and are to be advanced by incremental progression until the maximum of the scale has been reached.
The award of an increment will be dependent upon the continuous service of at least 6 months in the grade in the period leading up to 1st April and will be paid from that date. In accordance with the Schools Model Disciplinary Procedure, in cases where the employee has been the subject of formal disciplinary action in the preceding year, then the Governors may, exceptionally, if it appears to be warranted by the seriousness of the incident, withhold an entitled increment until such time as they are satisfied as to the performance of the post holder.
In the case of an employee who has been able to achieve 6 months continuous service in post following appointment before 1st April an increment will be awarded under the terms set out above. Where there is less than 6 months service at 1st April review date an increment will be awarded six months after appointment and, thereafter, on 1st April.
Where the appointment results from the internal promotion of an employee from within the Borough of Poole, the salary determined on appointment will be not less than 1 spinal column point in excess of that salary he/she would have received in her/his previous post.
10.5 HONORARIA AND ACTING UP ALLOWANCES
The conditions of service can allow for an employee to receive a compensatory sum where that person is required to undertake duties of a higher graded post or duties additional to those normally identified as being required of the postholder for a continuous period of at least 4 weeks.
Where the postholder is required, by the direction of the Headteacher or a person nominated by the Headteacher, to undertake the full duties of a higher graded post (to act up) that employee will receive a compensatory payment from the commencement of this period, based upon the difference between the actual salary of the postholder and the minimum of the scale allocated to the post concerned. In the event that the member of staff is required to undertake part of the duties of a post the payment of honoraria will be determined by regard to the percentage of the duties undertaken using the approach set out above.
10.6 OVERTIME WORKING
The payment of overtime is payable only to individual employees directed by the Headteacher or his/her nominated officer to undertake additional work. Overtime is payable up to grade MP1 at time and a half. Alternatively time off in lieu may be granted at plain time as agreed with the Headteacher/Manager.
The specific terms and entitlements of employees relating to the payment of overtime are set out in detail within the NJC Conditions of Service Handbook - referred to as the Green Book.
Additional time of less than 15 minutes on any one day will not be recognised for the purpose of overtime and overtime shall be aggregated for each calendar month and only complete quarter hours paid for. Overtime will only be paid on receipt of an appropriate claim form completed by the employee and the rates payable will be determined by reference to the Purple Book.
The Headteacher will ensure that employees undertaking overtime working are subject to appropriate rest breaks, in accordance with the working time directive. APPENDIX ONE BOROUGH OF POOLE
PAY APPEAL HEARING PROCEDURE
a) The Pay Appeals Committee should consist of not less than three Governors who have not previously been involved in pay decisions. b) Chair Person to make introductions, confirm purpose of hearing and how it will be conducted and if applicable check that all those present have copies of the agreed documentation; c) The employee and his/her representative to set out the case and to express what outcome is sought; d) The Headteacher to have the opportunity to ask questions/points of clarification; e) The members of the Pay Appeals Committee to have the opportunity to ask questions of the employee and his/her representative; f) The Headteacher to put his/her case showing reasons for the pay decision made; g) The employee and his/her representative to have the opportunity to ask questions of the Headteacher; h) The members of the Pay Appeals Committee to have the opportunity to ask questions of the Headteacher; i) Both parties to have the opportunity to sum up their cases if they wish. No new matter should be introduced at this stage. The employee shall be allowed to sum up last; j) The employee and his/her representative and the Headteacher to withdraw; k) The Pay Appeals Committee to deliberate in private (with the Head of HR or his representative) recalling the employee and his/her representative and the Headteacher only to clear points of uncertainty on information already given, if recall is necessary, both parties are to return even if only one is concerned with the point giving rise to doubt. l) The Chair Person of the Pay Appeals Committee to announce the decision to the employee and his/her representative and the Headteacher orally at the end of the hearing. The Chair Person of the Panel or his/her representative will confirm that decision in writing, within ten working days of the date of the hearing, to the employee and copied to the Headteacher and employee representative.
APPENDIX TWO
TLR SALARY STRUCTURE - SEPTEMBER 2009
TLR VALUE OF TLR RESPONSIBILITY
TLR2L1 £2478 Foundation subject or Year Leader TLR2L2 £4129 Core subject - Maths, English or Science TLR2L3 £5740 More than 1 subject Core or foundation or Subject and Year Team
| NAME |
RESPONSIBILITY |
TLR |
VALUE |
| Johanna Forbes |
Modern Foreign Language Subject Leader |
TLR2L1 |
£2478 |
| Linda Tollerfield |
Geography Subject Leader |
TLR2L1 |
£2478 |
| Hannah Teuber |
Design & Technology Subject Leader |
TLR2L1 |
£2478 |
| Chris Moore |
ICT Subject Leader |
TLR2L1 |
£2478 |
| Dora Alderson |
History Subject Leader |
TLR2L1 |
£2478 |
| Rachelle Kent |
Music Subject Leader |
TLR2L1 |
£2478 |
| Jenny Watts |
Art & Design Subject Leader |
TLR2L1 |
£2478 |
| Karen Beeston |
Year 5 Leader |
TLR2L1 |
£2478 |
| Briony Paton |
Numeracy Subject Leader |
TLR2L2 |
£4129 |
| Barbara Irwin |
Literacy Subject Leader |
TLR2L2 |
£4129 |
| Lee Rockingham |
Year 7 Leader & Science Subject Leader |
TLR2L3 |
£5740 |
| Fiona Locke |
Year 6 Leader & PSHE Subject Leader |
TLR2L3 |
£5740 |
| Hannah Lewis |
Year 4 Leader & RE Subject Leader |
TLR2L3 |
£5740 |
| Nicky Tinsley |
PE Subject Leader AST |
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