Pay Policy (Teachers) - City Heights E-ACT Academy
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City Heights E-ACT Academy Pay Policy (Teachers) This policy was reviewed by E-ACT on/by: Date: 12 September 2013 Department(s): Human Resources This policy was ratified/reviewed by Governors on: Date: 12 March 2014 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 City Heights E-ACT 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.
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 1 of 14 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 City Heights E-ACT 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 City Heights E-ACT 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
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 2 of 14graduate 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 £7,397 and no more than £12,517.
b. The annual value of a TLR2 is no less than £2,561 and no more than £6,259.
c. The annual value of a fixed term TLR3 is no less than £505 and no more than £2,525.
d. If TLRs of different values are awarded to two or more teachers, the minimum difference in
annual vale for TLR1 and TLR2 is £1,500.
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 3 of 14These 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 2013
Inner Outer
E&W Fringe
London London
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
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 4 of 14position 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. CITS3-006 - Pay Policy (Teachers) 2013.09 Page 5 of 14
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
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 6 of 14will 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.
Outer
E&W Inner London Fringe
London
M1 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.
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 7 of 14 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.
The LGB will approve threshold progression when it is satisfied that:
The teacher is highly competent in all elements of the teacher standards
The teacher’s achievement and contribution to the Academy are substantial and
sustained.
The teacher is willing and has the ability to provide coaching and mentoring to other
teachers
These judgements are supported by appropriate documentary evidence (i.e.
performance management reports) that demonstrate that this performance is
prolonged and sustained, over two performance cycles.
The Academy will pay 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.
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 8 of 14Inner Outer
E&W Fringe
London London
UPS1 34,523 41,912 37,975 35,570
UPS2 35,801 43,971 39,381 36,848
UPS3 37,124 45,450 40,837 38,173
Following progression, should a teacher fail to meet these standards, or it is identified
that a teacher is unlikely to meet their objectives, they will be advised of this and
consideration given to what further support is available and necessary to help them
improve.
Should a teacher decide that they no longer wish to provide coaching and mentoring to
other teachers, they may request to revert to the Main Scale.
Note: Upper Pay range for September 2013 – please see Part 3, paras 17-18 of the Document.
16 Pay Progression - Decision Making
Unless otherwise stated, all pay progression decisions will be subject to, and consistent with, the
provisions of the Academy’s Performance Management Policy. In accordance with the annual
performance management process, by 31 October teachers will receive clear expectations of the
standards of performance required and the specific objectives they are required to achieve for the
forthcoming year. These objectives will reflect, amongst other issues, Teachers’ Standards.
During the process, standards and objectives will be moderated by the Senior Leadership Team to
ensure a measure of consistency.
Evidence will be gathered throughout the year to inform the assessment of performance. Such
evidence will include:
Lesson observations
Self-assessment
Pupil performance data, including progression and attainment
Training received/given
Level of challenge of objectives
Contribution to academy life and pupil activities
Objective and verifiable Pupil/Parent feedback such as pupil voice
It is open to the LGB to develop more definition or structure to the evidence required, such as
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 9 of 14minimum grade expectations or performance descriptors. Further advice is available from the
assigned Education Advisor or HR Manager.
All teachers are encouraged to keep a portfolio of such evidence to inform the assessment process
at the end of the performance management cycle. The onus is upon the teacher to demonstrate,
with evidence, how far standards have been achieved and specific objectives met.
At the conclusion of the performance management cycle each teacher will receive their annual
performance management report from their reviewer. The reviewer shall then make one of four pay
recommendations:
1. A teacher who meets their objectives will be eligible for progression to the next point on the
scale.
2. A teacher who exceeds their objectives and is making a significant contribution to the
Academy may be awarded additional progression.
3. A teacher who does not meet their objectives will not normally be awarded pay progression
to the next point in the scale, but may be awarded some progression if reasonable in all the
circumstances. With reference to Section 7, affordability cannot be used as a rationale for a
reduced award.
4. There is evidence of standards being achieved (and specific objectives being met) but the
teacher is already at the maximum of the scale so no progression is possible.
A decision not to award pay progression will not necessarily result in the Academy's Capability
Policy being instigated.
Decisions about pay progression for Newly Qualified Teachers will be made with regard to the
statutory induction process. NQTs who successfully complete induction will progress at least to the
next scale point.
To ensure consistency all pay recommendations will be moderated by the Executive
Principal/Principal.
A final summary of pay recommendations shall be submitted in September/October each year to the
Pay Sub-Committee. The Pay Sub-Committee is delegated by the full LGB to accept or decline the
recommendations as it sees fit.
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 10 of 14If an individual teacher is dissatisfied with the outcome of the pay recommendation they may appeal
against the pay determination as set out in Section 18 of this policy.
17 Leadership Group Pay
The pay spine for members of the leadership group is-
Leadership Group Pay Spine 2013
Annual Salary
England
Spine Inner Outer
and Wales Fringe
Point London London
(exc. Area
Area Area
London)
£ £ £ £
L1 37,836 44,986 40,838 38,878
L2 38,784 45,938 41,787 39,828
L3 39,752 46,910 42,752 40,795
L4 40,743 47,898 43,748 41,790
L5 41,757 48,917 44,762 42,806
L6 42,803 49,961 45,805 43,851
L7 43,957 51,117 46,961 45,006
L8 44,971 52,128 47,974 46,013
L9 46,094 53,248 49,096 47,140
L10 47,277 54,433 50,282 48,323
L11 48,505 55,656 51,503 49,547
L12 49,622 56,779 52,628 50,671
L13 50,863 58,020 53,869 51,912
L14 52,131 59,287 55,129 53,177
L15 53,429 60,580 56,428 54,470
L16 54,849 62,006 57,850 55,896
L17 56,109 63,267 59,112 57,162
L18 57,520 64,677 60,525 58,565
L19 58,946 66,103 61,952 59,992
L20 60,408 67,564 63,412 61,458
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 11 of 14L21 61,901 69,059 64,907 62,955
L22 63,440 70,596 66,440 64,488
L23 65,011 72,162 68,012 66,054
L24 66,623 73,780 69,624 67,673
L25 68,279 75,433 71,281 69,323
L26 69,968 77,122 72,970 71,018
L27 71,701 78,853 74,702 72,746
L28 73,480 80,634 76,483 74,523
L29 75,300 82,457 78,301 76,349
L30 77,174 84,330 80,175 78,217
L31 79,081 86,238 82,087 80,130
L32 81,047 88,201 84,048 82,096
L33 83,061 90,216 86,066 84,110
L34 85,114 92,270 88,119 86,163
L35 87,229 94,386 90,231 88,279
L36 89,390 96,543 92,388 90,436
L37 91,612 98,771 94,616 92,658
L38 93,878 101,032 96,881 94,925
L39 96,166 103,319 99,167 97,209
L40 98,566 105,726 101,571 99,616
L41 101,029 108,190 104,034 102,076
L42 103,560 110,714 106,558 104,609
L43 106,148 113,303 109,151 107,199
Annual determination of salary for a Head of School or Vice-Principal
The LGB will determine the salary of a Head of School/Vice Executive Principal/Principal in
accordance with the following:
save to the extent that movement up the pay spine is necessary to ensure that the salary of
the Head of School/Vice Principal equals the minimum of the range determined for that
person, there must not be any movement up the pay spine unless:-
- where the Head of School/Vice Principal is not subject to the 2011 or 2012 Regulations,
a review of the Head of School/Vice Principal’s performance has been completed and
there has been a sustained high quality of performance, having regard to the
performance objectives agreed or set;
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 12 of 14- where the Head of School/Vice Principal is subject to the 2011 or 2012 Regulations,
there has been a sustained high quality of performance, having regard to the results of
the most recent performance review carried out in accordance with those Regulations.
A Head of School/Vice Principal’s salary must not be less than the minimum of the relevant
pay range and must not exceed the maximum of that range;
Save to the extent that a movement up the pay spine is necessary to ensure that the salary
of the Head of School/Vice Principal equals the minimum of the relevant pay range, salary
must not be increased by more than two points in the course of one school year;
Where the LGB raises a Head of School/Vice Principal’s pay range, any performance points
awarded by the LGB for the previous year must be calculated on the basis of the lower pay
range before pay is assimilated onto the higher pay range.
On appointment at a particular school a Head of School/Vice Principal must be paid a salary
equal to the amount specified for one of the bottom three points of the relevant pay range.
18 Appeals
The arrangements for considering appeals are as follows:
A teacher may seek a review of any determination in relation to his/her pay or any other decision
taken by the LGB that affects his/her pay.
The following list includes the usual reasons for seeking a review of a pay determination, that the
person or committee by whom the decision was made:
incorrectly applied any provision of the Pay Policy;
failed to have proper regard for statutory guidance;
failed to take proper account of relevant evidence;
took account of irrelevant or inaccurate evidence;
was biased; or
otherwise unlawfully discriminated against the teacher.
The order of proceedings is as follows:
The teacher receives 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 discussing the
matter informally with the decision-maker within ten working days of the decision.
CITS3-006 - Pay Policy (Teachers) 2013.09 Page 13 of 14 Where this is not possible, or where the teacher continues to be dissatisfied, he/she
may follow a formal appeal process. For any formal hearing or appeal the teacher is
entitled to be accompanied by a colleague or union representative.
The teacher should set down in writing the grounds for questioning the pay decision
and send it to the person (or committee) who made the determination, within ten
working days of the notification of the decision being appealed against or of the
outcome of the discussion referred to above.
The committee or person who made the determination should arrange a hearing within
ten working days of receipt of the written grounds for questioning the pay decision.
The teacher will be given an opportunity to make representations in person. Following
the hearing the teacher should be informed in writing of the decision and the right to
appeal.
Any appeal should be heard by a panel of three governors who were not involved in the
original determination normally within 20 working days of the receipt of the written
appeal notification. The teacher will be given the opportunity to make representations
in person.
The decision of the appeal panel will be final, 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.
19 Review of Policy
This Policy, its application and outcomes will be reviewed annually.
This policy was ratified by the Local Governing Body on
__ 12 March 2014 __ (date).
_______________________________________ ___12 March 2014___
Signed, Chair of Governors Date
____ Ralph Mainard ___
Print name
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