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Teachers’ Pay Changes September 2013 and September 2014

Teachers’ Pay Changes September 2013 and September 2014. Education Personnel Services. Aims and objectives of this briefing:. A brief reminder of current pay arrangements A summary of the proposed changes and their implications Consider the information that OfSted are likely to seek

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Teachers’ Pay Changes September 2013 and September 2014

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  1. Teachers’ Pay ChangesSeptember 2013 and September 2014 Education Personnel Services

  2. Aims and objectives of this briefing: • A brief reminder of current pay arrangements • A summary of the proposed changes and their implications • Consider the information that OfSted are likely to seek • Share the actions being undertaken by EPS • Consider the immediate actions for governing bodies • Share messages from LA review of Headteacher pay progression • Explore the particular issues for academy schools

  3. The current position: main/upper scales • A structured 9 point pay spine • 6 points on the Main Pay Spine • 3 points on the Upper Pay Spine • Progression takes effect 1 September: • within Main Pay Spine mainly determined by length of service • onto and within Upper Pay Spine by application, based on last two years performance management reviews and with an assessment against threshold standards and national criteria

  4. The current position: other pay scales • Advanced Skills Teachers (with 20% outreach work) and Excellent Teachers with their own pay ranges • Only applicable where schools have chosen to have such a post in their structure • Unqualified teacher scale: • a structured six point pay scale

  5. The current position - allowances • Teaching and Learning Responsibility payments (TLRs) for management responsibility – can only be used for permanent responsibilities in the staff structure • Recruitment allowances limited to three years • Retention allowances limited to three years, but extendable in exceptional circumstances

  6. Teachers’ Pay Ranges • Retention of 5 main pay ranges: • Unqualified teacher pay range • Main pay range • Upper pay range • Leading practitioner pay range (similar to AST/ET range) • Leadership pay ranges • BUT: • With the exception of leadership pay, no other range will have specific points – each will have a minimum and maximum salary amount

  7. September 2013 / 2014 – pay ranges • Retention of an Upper Pay Range • Retaining an application process but is for local determination • “Simpler” criteria with removal of additional standards • Introduction of Leading Practitioner role and range and removal of Advanced Skills/Excellent Teacher ranges

  8. Pay progression • Progression determined by performance: • decision to award an increase must be related to performance • recommendation on pay must be made in writing and relevant body (Governors’ Pay Committee) must have regard to this recommendation • increases must be differentiated, such that the amount of any increase is “clearly attributable” to the performance of the teacher • should be a reasonable expectation of progressing to the top of their respective pay range if performing well

  9. September 2013 / 2014 – allowances • Introduction of an additional fixed term “TLR 3”: • for project related responsibilities • £500-£2,500 • must be paid on monthly basis for fixed-term period • Ability to award recruitment or retention allowances for longer than a three year period • Other allowances (eg SEN) retained with same criteria

  10. Ofsted • Effective performance management and evidence of pay decisions are influencing factors in the judgement of quality of leadership and management • Inspectors will consider: • whether governors understand how the school makes decisions about teachers’ salary progression • whether governors rigorously performance manage the headteacher

  11. Judgements will include: • consideration of how well the head manages staff performance: • seek evidence that good performance is recognised in the performance management process and • that poor performance is rigorously challenged, with training and support provided • consideration of how well the head uses the staff budget to differentiate appropriately between high and low performers

  12. Information that will be sought: • anonymised information from last three years which shows the proportion of teachers who have: • progressed along the main pay scale/range • progressed through the upper pay scale/range • progressed along the leadership scale • received additional responsibility payments • information regarding numbers of teachers in the upper pay spine/range will be compared against the overall quality of teaching

  13. Action by Education Personnel • Working group of Headteacher representatives to develop a pragmatic approach to differentiated pay and a consulted model pay policy ready for localisation • Attending Local Government working groups to ensure consideration given to approaches across the South East • Programme of workshops for Headteachers/SLT members to consider practical implementation of new provisions • Programme of consultation with unions already in place ready for model policy to be released late July

  14. Action for Governing Bodies • ensure Headteacher / Lead SLT member attends a workshop • give consideration to whether the school structure requires a Leading Practitioner post • consider whether there are any projects or initiatives for which a TLR 3 may be appropriate • determine how will you ensure consistency and robustness of performance management decisions and therefore pay decisions • plan to enable sufficient time to review and localise the pay policy

  15. LA review of Headteacher pay v school performance • School Teacher Pay and Conditions Document (STPCD) • no progression unless “sustained high quality of performance” • Good practice in good/outstanding schools and those where results above floor standards • Some issues in satisfactory/requiring improvement (RI) schools/those below floor standard • Many heads in satisfactory/RI schools receiving progression and some receiving additional allowances • are all of these heads sustaining “high quality of performance”? • Concerns • More OfSted challenge and rigour in this area • Is there appropriate use of public money?

  16. Further advice and guidance can found on the Governor Services website • www.hants.gov.uk/education/governors • Login using your Governor ID and then click on • Latest news and newsletters OR • Governance A to Z, then P, Personnel Topic Area scroll down and click on pay and conditions tab.  • http://www3.hants.gov.uk/education/governors/governors-hantsgov/paybriefing-april2013.htm

  17. Questions? Governors from academy schools should remain for a second presentation summarising key issues for academies

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