Policy for Determining Teachers' Pay - Date of Approval Version Approved
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
Policy for Determining Teachers' Pay
Date of Version Next Review
Reviewed By Approved By
Approval Approved Date
Richard Wightman and 2013/14
BCET Board 04.07.13 V2.0
Michele Sutton Term 2
1
BCET_Policy for Determining Teachers’ Pay – July 20131.0 INTRODUCTION
1.1 This policy sets out the framework for making decisions on teachers' pay. It has been
developed to comply with current legislation and the requirements of the School
Teachers' Pay and Conditions Document (STPCD) and has been consulted with staff and
the recognised trade unions.
1.2 In adopting this pay policy the aim is to:
maximise the quality of teaching and learning at the Trust’s schools
support the recruitment and retention of a high quality teacher workforce
enable the school to recognise and reward teachers appropriately for their
contribution to the schools
help to ensure that decisions on pay are managed in a fair, just and transparent way
1.3 Pay decisions for teachers are made by the Governing Body of the Academy or Studio
School on recommendation by the Principal or Director. The pay decisions for Senior
Leaders are made by the Board of Directors/HR & Remuneration Committee.
2.0 PAY REVIEWS
2.1 The Governing Body will ensure that each teacher's salary is reviewed annually, with
effect from 1 September and no later than 31 October each year, and that all teachers are
given a written statement setting out their salary and any other financial benefits to which
they are entitled.
2.2 Reviews may take place at other times of the year to reflect any changes in
circumstances or job description that lead to a change in the basis for calculating an
individual's pay. A written statement will be given after any review and where applicable
will give information about the basis on which it was made.
2.3 Where a pay determination leads or may lead to the start of a period of safeguarding, the
Governing Body will give the required notification as soon as possible and no later than
one month after the date of the determination.
3.0 BASIC PAY DETERMINATION ON APPOINTMENT
3.1 The Governing Body based on the academy/studio’s staffing structure will determine the
pay range for a vacancy prior to advertising it. On appointment it will determine the
starting salary within that range to be offered to the successful candidate.
3.2 In making such determinations, the Governing Body may take into account a range of
factors, including:
the nature of the post
the level of qualifications, skills and experience required
market conditions
the wider school context
3.3 There is no assumption that a teacher will be paid at the same rate as they were being
paid in a previous school or academy/studio.
2
BCET_Policy for Determining Teachers’ Pay – July 20134.0 PAY PROGRESSION BASED ON PERFORMANCE
4.1 All teachers can expect to receive regular, constructive feedback on their performance
and are subject to annual appraisal that recognises their strengths, informs plans for their
future development, and helps to enhance their professional practice. The arrangements
for teacher appraisal are set out in the school's appraisal policy.
4.2 Decisions regarding pay progression will be made with reference to the teacher’s
appraisal reports and the pay recommendations they contain. In the case of NQTs, whose
appraisal arrangements are different, pay decisions will be made by means of the
statutory induction process.
4.3 It will be possible for a 'no progression' determination to be made without recourse to the
capability procedure.
4.4 To be fair and transparent, assessments of performance will be properly rooted in
evidence. We will ensure fairness by a sample of Performance Management decisions
being reviewed by the Director of School Improvement and a Governor Representative
before recommendations are made to Governors.
4.5 Bradford College Education Trust will also moderate judgements across all schools
through the HR & Remuneration Committee, which will sample Performance
Management decisions across the Trust to ensure consistency and fairness.
4.6 The evidence we will use will include internal formal lesson observations, lesson
observations by external agencies, student work scrutiny, self-assessment, peer review,
tracking pupil progress, the views of pupils and parents.
4.7 Teachers' appraisal reports will contain pay recommendations. Final decisions about
whether or not to accept a pay recommendation will be made by the Governing Body,
having regard to the appraisal report and taking into account advice from the senior
leadership team. The Governing Body will consider its approach in the light of the school's
budget and ensure that appropriate funding is allocated for pay progression at all levels.
4.8 Judgements of performance will be made against the relevant career stage national
standards, appraisal objectives, student outcomes and contribution to the wider work of
the academy/studio.
4.9 The rate of progression will be differentiated according to an individual teacher's
performance and will be on the basis of the following criteria;
4.10 Teachers may be eligible for an increase of one increment point if all their objectives are
assessed as fully meeting the relevant career stage standards and all of their teaching is
assessed as at least good.
4.11 Teachers will be eligible for an increase of two increment points if they exceed all their
objectives, are assessed as fully meeting the relevant career stage standards and all of
their teaching is assessed as outstanding.
5.0 MOVEMENT TO THE UPPER PAY RANGE
5.1 Applications and Evidence
5.1.1 Any qualified teacher may apply to be paid on the upper pay range and any such
application must be assessed in line with this policy. It is the responsibility of the teacher
to decide whether or not they wish to apply to be paid on the upper pay range.
3
BCET_Policy for Determining Teachers’ Pay – July 20135.1.2 Applications may be made once a year and must be submitted within the first 10 working
days of a term.
5.1.3 If a teacher is simultaneously employed at another academy/studio they may submit
separate applications if they wish to apply to be paid on the upper pay range in that
academy/studio. The academy/studio will not be bound by any pay decision made by
another academy/studio.
5.1.4 All applications should include the results of reviews or appraisals under the 2011 or 2012
regulations, including any recommendation on pay (or, where that information is not
applicable or available, a statement and summary of evidence designed to demonstrate
that the applicant has met the assessment criteria). Applications should contain evidence
from at least the previous two academic years and applications should be made in writing
to the Principal or Director.
5.2 The Assessment
5.2.1 In order for an application from a qualified teacher to be successful the Governing Body
must be satisfied that:
(a) the teacher is highly competent in all elements of the relevant standards;
and
(b) the teacher's achievements and contribution to the academy/studio are substantial
and sustained.
5.2.2 For the purposes of this pay policy:
'highly competent' means performance which is not only good but also good enough
to provide coaching and mentoring to other teachers, give advice to them and
demonstrate to them effective teaching practice and how to make a wider contribution
to the work of the academy/studio, in order to help them meet the relevant standards
and develop their teaching practice
substantial' means of real importance, validity or value to the academy/studio; play a
critical role in the life of the academy/studio; provide a role model for teaching and
learning; make a distinctive contribution to the raising of pupil standards; take
advantage of appropriate opportunities for professional development and use the
outcomes effectively to improve pupils' learning; and
sustained means maintained continuously over a period of at least 2 academic years.
5.2.3 The application will be assessed by the Principal/Director who will provide a report to the
Governors with a recommendation on progression to the Upper Pay Range.
5.3 Processes and procedures
5.3.1 The assessment will be made within 15 working days of receipt of the application.
5.3.2 If successful, applicants will move to the upper pay range from the first working day of the
term in which the application is received. The Principal or Director will make a
recommendation to the Governing Body who will make the final decision. All successful
applicants will be placed in the first instance on the first point of the upper pay range.
5.3.3 If unsuccessful, feedback will be provided by the Principal or Director in writing detailing
the reason(s) for the decision and it will be provided within 10 working days of decision.
4
BCET_Policy for Determining Teachers’ Pay – July 20135.4 Any appeal against a decision not to move the teacher to the upper pay range will be
heard under the academy/studio’s general appeals arrangements.
6.0 PART-TIME TEACHERS
Teachers employed on an ongoing basis at the school but who work less than a full
working week are deemed to be part-time. The Governing Body will give them a written
statement detailing their working time obligations and the standard mechanism used to
determine their pay, subject to the provisions of the statutory pay and working time
arrangements and by comparison with the timetabled teaching week for a full-time
teacher in an equivalent post.
7.0 SHORT NOTICE/SUPPLY TEACHERS
Teachers employed on a day-to-day or other short notice basis will be paid on a daily
basis calculated on the assumption that a full working year consists of 195 days; periods
of employment for less than a day being calculated pro-rata.
8.0 PAY INCREASES ARISING FROM CHANGES TO THE STPCD
All teachers are paid in accordance with the statutory provisions of the document as
updated from time to time.
9.0 LEADERSHIP
9.1 The Board of Directors will determine a salary range for Principals/Vice Principals and
Directors/Assistant Directors. Performance Management of Principals/Directors will be
undertaken by members of the HR & Remuneration Committee with a recommendation
on pay progression to the Board of Directors.
9.2 The Governing Body will ensure that there are appropriate pay differentials in accordance
with the STPCD in relation to different levels of senior leadership and teaching staff.
10.0 TEACHING AND LEARNING RESPONSIBILITIES
10.1 The Governing Body will award TLRs 1 & 2 as indicated in the academy/studio staffing
structure and in accordance with the STPCD. The Governing Body will consult staff and
the relevant trade unions on any proposed changes to the TLR structure.
10.2 A TLR 3 of £1,500 may be awarded to staff for no longer than one academic year who
undertake short term teaching and learning projects.
11.0 LEADING PRACTITIONERS
The Governing Body may determine to incorporate Leading Practitioner posts in to the
leadership structure with a focus on modelling and leading the development of teaching
skills across the academy/studio. These posts will be advertised as appropriate with
successful candidates appointed on a pay scale within the minimum and maximum as set
out in the STPCD.
12.0 RECRUITMENT & RETENTION INCENTIVES
The Governing Body will consider paying recruitment and retention awards in accordance
with the STPCD for a maximum of three years where the circumstances justify making
such a payment, having regard to the operational interests of the academy/studio and its
staff as a whole.
5
BCET_Policy for Determining Teachers’ Pay – July 201313.0 SPECIAL EDUCATION NEEDS
The Governing Body will award SEN allowances in accordance with the STPCD.
14.0 SICKNESS & MATERNITY LEAVE
The Governing Body can, in extenuating circumstances, consider the extension of pay
during periods of sickness or maternity leave. Application will be to the relevant
committee.
15.0 OTHER DISCRETIONARY PAYMENTS
The Governing Body has the discretion to make payments to teachers for out of hours
learning activities, voluntary academy/studio based initial teacher training activities
(which are not seen as part of the ordinary running of the academy/studio) and voluntary
CPD.
16.0 APPEALS AGAINST ASSESSMENT
16.1 Appeals against decisions of the Principal/Director, in respect of his/her role in the
application of this policy, shall be made in writing to the governing body Appeals
Committee for resolution.
16.2 Appeals against decisions made by the Governing Body Appeals Committee in respect of
any employee in accordance with this policy shall be made to the Bradford College
Education Trust, HR & Remuneration Committee, excluding any members of the relevant
academy/studio’s Governing Body for final resolution and decision.
16.3 Appeals will normally be heard within 15 working days of receipt.
16.4 In any meeting to discuss appeal a trade union representative or a work colleague may
accompany the appellant.
17.0 MONITORING THE IMPACT OF THE POLICY
17.1 The Governing Body will monitor the outcomes and impact of this policy on an annual
basis including trends in progression across specific groups of teachers to assess its
effect and the academy/studio’s continued compliance with equalities legislation.
17.2 In addition the Trust will review this policy and may vary the policy from time to time
following appropriate consultation with staff and the recognised unions.
Adopted by Bradford College Education Trust Board on: 4th July 2013
Chair of Bradford College Education Trust Board: ………………………………………………
Bradford College Education Trust Board Director: ………………………………………………..
6
BCET_Policy for Determining Teachers’ Pay – July 2013You can also read
