Date: 12 September 2013
Department(s): Human Resources
This policy was ratified/reviewed by Governors on:
Date:
Date:
Date:
Frequency of review: Head Office will review
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1 Introduction
E-ACT aspires to transform the educational landscape of the UK, working with educationally under-performing schools in disadvantaged social economic areas to accelerate student attainment and contribute to community cohesion – transforming school performance and students’ life chances.
From this Vision, E-ACT derive four key strategic objectives:
1. Extending educational excellence for all by improving under-performing schools and by achieving operational economies of scale in terms of value for money and organisational resilience.
2. Accelerating student attainment outcomes.
3. Creating more cohesive communities and responsible global citizens by enhancing students’ opportunities for social mobility, employability, personal and spiritual development.
4. Transforming schools in deprived areas by improving and innovating in all aspects of teaching learning and leadership
The purpose of this policy is to set out a framework for making decisions on teachers' pay in a manner which supports these strategic objectives, whilst ensuring fairness.
2 Aims
In adopting this policy the Academy will ensure that;
· All employees of the Academy are treated fairly and pay decisions are free from discrimination;
· The Academy is able to recruit and retain a skilled workforce;
· It recognises and rewards teachers for their contribution to the Academy;
· It maximises the quality of teaching and learning at the Academy, thus maximising educational outcomes/attainment and progress of learners and ensuring the narrowing of the attainment gap;
· It manages its budget to effectively deliver the Academy's strategic development plan.
3 Legal framework and personnel
· Overall responsibility: The LGB has overall responsibility for this policy and will monitor its effectiveness on an annual basis including trends on progression, attainment and the relationship between pay and outcomes. The LGB will also monitor the Academy's compliance with equalities legislation.
· The Pay Sub-Committee: will be responsible for approving all pay recommendations.
· Executive Principal/Principal: The Executive Principal/Principal will moderate all pay proposals and submit pay recommendations for all staff to the Pay Sub-Committee.
· Performance managers: Those with performance management duties are responsible for making pay recommendations and submitting these to the Executive Principal/Principal.
· E-ACT Head Office: The LGB will report annually to Head Office on the effectiveness of the implementation of the Pay Policy.
4 Overarching Principles
The Governors of XXXXX Academy recognise:
· The contribution to the Academy’s success made by all members of staff.
· Progression through the Academy’s pay scales for teachers will be dependent upon evidence of an appropriate review of their performance during the previous year’s performance management cycle.
· The need to have a fair and effective mechanism for determining pay.
The LGB seeks to provide equal opportunities for all staff at all times and will keep under review the application of the pay policy to ensure that its effects are not discriminatory.
5 Teachers’ Pay – Basic Principles
All teachers employed at XXXXX Academy are paid in accordance with the statutory provisions of the School Teachers’ Teachers’ Pay and Conditions Document (“the Document”) as updated from time to time, unless otherwise stated within this Pay Policy. Part1, section 3.1 lays out effective dates and notification. http://www.education.gov.uk/schools/careers/payandpensions/a00203870/strb-remit-21st-report
A copy of the latest version may be found in the Academy office.
6 Use of Discretions in Basic Pay Determination
a) Discretionary experience points
When placing a classroom teacher on the main scale, the LGB will consider awarding an extra point or points on the scale in recognition of other relevant experience that would not attract mandatory experience points, e.g. transferable skills and experience from other sectors, post graduate qualifications.
b) Part-time teachers
Teachers employed by the Academy working less than a full working day or week are deemed to be part-time. Remuneration is calculated in accordance with this Document. In May of each year, part-time staff will be given a statement indicating their current FTE, their contract base FTE and their proposed FTE for the following September. Variations of more than 10% should be specified and agreed with the teacher.
c) Short notice/supply teachers
Teachers who work on a day-to-day or other short notice basis will carry the same level responsibilities as other permanent teachers and will not be subject to this Policy.
7 Affordability
The LGB agrees the Academy budget and will ensure that appropriate funding is allocated for appropriate performance pay progression at all levels. The Governing Body recognises that funding cannot be used as a criterion to determine progression through the pay scales.
8 Discretionary Allowances and Payments
Teaching and Learning Responsibilities (TLRs)
The Academy will allocate TLR payments to classroom teachers who occupy posts of additional responsibility in accordance with the statutory provisions of the STPCD and the provisions of the academy’s staffing structure. The academy’s staffing structure will identify those posts to which TLR payments are attached and the levels and values of those payments. All teachers in regular part-time service in the Academy are eligible for pay progression and other allowances on the same basis as full-time teachers. TLRs are paid on a pro rata basis In accordance with the Document.
The Academy will determine the levels and values of the TLR payments attached to individual posts, as appropriate to the duties and responsibilities of those posts, provided that:
a. The annual value of a TLR1 is no less than £7397 and no more than £12517.
b. The annual value of a TLR2 is no less than £2561 and no more than £6259.
c. The annual value of a fixed term TLR3 is no less than £505 and no more than £2525.
d. If TLRs of different values are awarded to two or more teachers, the minimum difference in annual vale for TLR1 and TLR2 is £1500.
These values are effective from 1 September 2013 and will be increased in future in line with the STPCD.
In line with the STPCD, teachers may be appointed to a temporary TLR3 position, formerly known as a Project Manager allowance, within the academy to undertake an identified development role.
The Academy recognises that TLR3 payments may be allocated on a temporary basis where the need arises due to absence or developmental needs of the academy.
Project development allowances may also be awarded through the allocation of leadership development payments for colleagues who undertake a specific role in the development of the academy that may sit outside the current (2013) agreed staffing structure.
The Academy will ensure that decisions on the allocation of TLR payments, as with other allowances, are made in the context of the LGB’s whole school approach to pay policy principles of equal pay.
Leading Practitioner Roles
The Academy has determined that it may create additional posts within the agreed structure equivalent to former Excellent Teacher and Advanced Skills Teacher roles to support the development of teaching and learning within the academy. Any substantive or ‘aspiring’ roles will be subject to a specific job description and will be open to all eligible employees within the Academy when advertised. Posts created in this category will have a defined spot salary for those individuals in an ‘aspiring’ role and a three point salary range on the Leadership spine for those appointed to a substantive position.
Pay range for Leading Practitioners 2013E & W / Inner London / Outer London / Fringe
Minimum / 37,836 / 44,986 / 40,838 / 38,878
Maximum / 57,520 / 64,677 / 60.525 / 58,565
Where members of staff are appointed to ‘aspiring’ posts, a maximum two year qualification period will be applied in order to demonstrate that the standards identified for the equivalent substantive position have been consistently achieved. Where this is the case, the member of staff would then be placed on the lowest identified salary point within the substantive pay range.
Where members of staff do not consistently meet the expected standards within the two year time frame, an extension period may be granted by the Executive Principal/Principal in response to circumstances beyond the control of the individual staff member. Any decision to extend the qualification period would be subject to approval by the LGB upon the Executive Principal/Principal’s recommendation.
Any post created will be subject to a salary assessment in relation to the existing structure and an appropriate salary point or range agreed through consultation with the Personnel Sub-Committee.
Pay progression, where relevant, will be judged against the appropriate leadership and teaching standards applied to the role upon appointment.
The starting salary of a leading practitioner appointed on 1 September 2013 having been an Excellent Teacher/Advanced Skills Teacher on 31 August 2013 will be determined with regard to any pay progression which might have taken place on 1 September 2013, if the categories had not been removed.
9 Recruitment and Retention allowances
From time to time market conditions dictate that there are shortages of certain teachers with particular skills or subject specialism.
In order to aid recruitment and retention in such situations, the Governing Body may at its discretion award an annual recruitment and retention allowance, the amount of which is at the discretion of the LGB. Such awards will be approved when the Executive Principal/Principal has made a specific business case for the award.
Such allowances shall only be awarded for one year at a time. Renewal of such awards in subsequent years is dependent upon a review of the market conditions and evidence that the teacher in question is making a sustained contribution to the work of the Academy.
10 Salaries on appointment
The Governing Body shall determine the pay scale that shall apply to any vacancy being advertised. This shall take account of:
· The previous pay grade
· The nature of the post
· The level of qualifications, skills and experience required
· Market conditions
· The Academy's Development Plan
· The wider Academy context
If appropriate, other recruitment allowances may be offered (see Section 10). Unless it is made clear at the start of the recruitment process, there is a presumption that a teacher’s salary at a previous school/Academy will be matched.
11 Performance Reviews
The LGB will ensure that all teachers and senior leaders clearly understand the activities and dates within the performance management cycle. Every teacher’s performance is reviewed according to the performance management Policy adopted by the LGB, at latest by the by the 31 October; this will follow a mid-year review. The reviewer will make a recommendation regarding progression through the pay scale as appropriate. Following review and moderation by the Executive Principal/Principal, recommendations will be notified to the Pay Sub-Committee of the LGB for approval. Any resultant pay increases will be back dated to 1 September of that year or as laid out in Part 1, section 3.1 of the Document.
Where a pay determination leads or may lead to the start of a period of protection, the LGB will give the required notification as soon as possible and no later than one month after the date of the determination.
12 Pay Reviews
Teachers' pay will be reviewed annually normally to take effect from 1 September in each year. A review does not imply an increase in salary and decisions will be made in accordance with this policy. Teachers will be advised in writing of the outcome of the pay review in line with the Academy’s annual review cycle, as approved by the LGB and no later than 31 October of each year. All teachers will be given a written annual statement setting out their salary and any other financial benefits to which they are entitled.
Pay reviews may take place at other times of year to reflect any changes in circumstance or job description. Where a pay determination leads or may lead to a period of safeguarding, the Academy will give the required notification in writing as soon as reasonable practicable, including information on the rationale for the decision.
The policy does not address pay decisions for staff who are long-term absent during the year due to illness or on maternity leave. In general, these decisions will be made by extrapolating the evidence available to predict whether or not objectives would have been met, but for the leave. Such decisions will be taken in a manner which is consistent with the principles of the Equality Act 2010.
13 Main Scale Reference points
The Academy will pay Main Scale teachers within the reference points noted below and will have regard to this scale when considering progression. These points will be reviewed on an annual basis. The Pay Sub-Committee may award increments within the point bands on the recommendation of the Executive Principal/Principal.
E & W / Inner London / Outer London / FringeM1 / 21,804 / 27,270 / 25,368 / 22,852
M2 / 23,492 / 28,692 / 26,941 / 24,574
M3 / 25,420 / 30,188 / 28,636 / 26,465
M4 / 27,375 / 31,760 / 30,381 / 28,427
M5 / 29,532 / 34,204 / 32,956 / 30,581
M6 / 31,868 / 36,751 / 35,467 / 32,914
14 Pay Progression - Process
· Performance Management process: The Academy has an annual performance management programme for all teachers, details of which are included in the Academy's Performance Management Policy.
· Objectives: The Academy will set appropriate objectives within the performance management process. These objectives will include reference to Attainment, Progress, Teaching & Learning and personal development.
· Monitoring and support: All teachers will receive regular and constructive feedback during their employment. Where the Academy identifies that a teacher is unlikely to meet their objectives they will be advised of this and consideration given to what further support is available to help them improve.
· Written report: Following the performance management process the teacher's line manager will produce a written report which will contain a recommendation on pay.
15 Threshold Assessment
QTS Teachers on M5 or M6 may wish to make application for progression to the Upper Pay Scale, following an informal discussion with the Executive Principal/Principal regarding Academy requirements in relation to coaching, mentoring and other forms of professional leadership. Those wishing to apply should submit application by 30 September. Decisions on progression will be made by 31 October. Any agreed progressions will be backdated to 1 September.